RPL
Language & Communication
English for Work – Level 2
Workplace English competency assessment against the National Skills Standard, Level 2.
25 seats
Registration
BDT 0
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Professional skills training, Recognition of Prior Learning (RPL), competency-based assessment and nationally recognised certification through the NSDA pathway.
National Skills Certificate
Competency
Assessed
Recognised training, assessment & certification
STP
Skills Training Provider
Structured, competency-based training delivered against published national standards.
TAC
Training & Assessment Centre
Training and competency assessment delivered under one accountable centre.
RPL
Recognition of Prior Learning
Existing workplace skills formally assessed and recognised without repeating training.
NSDA
NSDA Certification Pathway
Assessment outcomes feed the national certification process for verifiable credentials.
CBA
Competency-Based Assessment
Judged against performance criteria — competent or not yet competent, never a curve.
Every figure below reflects people trained, assessed and certified — not enrolments or attendance.
Learners trained
Across communication, tourism and domestic work programmes
Assessments conducted
Competency-based assessments delivered to national standards
Certificates facilitated
National Skills Certificates and Statements of Achievement
Career development programmes
Workshops, seminars and employability sessions
Industry partnerships
Employers, recruiters and sector bodies we work with
Years of leadership experience
Founder-led expertise across HR, banking, media and training
JN CSDC is a Skills Training Provider and Training & Assessment Centre delivering competency-based training, Recognition of Prior Learning (RPL) and nationally recognised certification through the NSDA pathway.
JN CSDC operates as a Skills Training Provider and Training & Assessment Centre precisely to close that gap — through competency-based training, formal assessment and Recognition of Prior Learning.
“Skill without recognition is potential that never gets spent. Our work is to close that gap — for the worker who has the ability but not the paper to prove it.”
To equip people with practical, assessed and nationally recognised skills that lead directly to employment — with particular attention to learners who have capability but no credential.
A Bangladesh where every capable worker holds a credential that proves it — where skill is documented, portable and recognised, regardless of how it was acquired.
Values are only meaningful where they constrain behaviour. These do.
A competent result must mean something. We hold the standard even when it is not the easy answer.
Cohorts stay small, support is available in Bangla, and reasonable adjustments are made where they are needed.
Training is judged by whether it improves a learner's position in the labour market — not by attendance.
Skill acquired on the job is still skill. RPL exists so experience is not wasted for want of paperwork.
Domestic work, guiding and service work are skilled occupations, and we treat them as such.
Fees, criteria, timelines and outcomes are published in advance. Learners are never surprised.
Jinat Rehana Luna
Founder & Chief Executive Officer
Portrait to be added
Years experience
Founder & Chief Executive Officer
“Skill without recognition is potential that never gets spent. Our work is to close that gap — for the worker who has the ability but not the paper to prove it.”
I spent the first two decades of my career inside organisations — in administration, in human resources, in banking and in multinational environments — and in almost every one of them I watched the same thing happen. Capable people were passed over because their capability could not be verified, while less capable people advanced because theirs could.
In human resources you see this from the inside. You hold a stack of applications and you can only act on what is documented. You know that somewhere in that pile is someone who could do the job better than anyone you will interview, and you will never find them, because nothing in their file says so.
JN CSDC exists because that gap is fixable. Competency-based training and assessment, and Recognition of Prior Learning in particular, are the mechanisms by which real ability becomes documented ability. They are not glamorous instruments. They are, however, the ones that work.
Not marketing claims — operational commitments you can hold us to.
Sessions are built around workplace tasks. You practise what you will actually be asked to do.
Judged against published performance criteria by qualified assessors — a defensible, portable outcome.
Years of experience can be assessed directly, so you are not made to sit through training you do not need.
A pathway to credentials employers and recruiters can verify, at home and for overseas placement.
Founder-led by 25+ years across HR, banking, multinational organisations, media and community service.
Programmes are selected for labour-market demand, and job-readiness is built into the curriculum.
Communication is the most common barrier we see. It is treated as a core competency, not an extra.
Small live cohorts, Bangla support and individual feedback so no learner is carried along silently.
Each programme maps to a published competency standard and leads to formal assessment — not a certificate of attendance.
Language & Communication
Workplace English competency assessment against the National Skills Standard, Level 2.
Registration
BDT 0
Already experienced in one of these occupations? Recognition of Prior Learning may certify you without repeating training you do not need.
Recognition of Prior Learning is a formal assessment process that measures skills you already have — however you acquired them — against the same national competency standards used for people who learned in a classroom.
It exists because most skill in Bangladesh is acquired on the job. What is usually missing is not capability but paperwork — and paperwork is what employers, recruiters and receiving countries ask for.
RPL assesses what you can do — not where, when or how you learned to do it.
A free conversation to establish whether RPL is the right route for you.
Free · same week
You review the standard against your own capability and formally register.
1 week
You assemble proof of what you have done, with our support.
2–3 weeks
Your assessor reviews the evidence and identifies what still needs demonstrating.
1 week
Practical demonstration and questioning with a qualified assessor.
1 day
A competent result proceeds to the national certification process.
4–6 weeks
Experienced workers without certificates
You have worked in an occupation for a meaningful period and can perform the tasks, but hold no formal qualification for it.
Returning migrant workers
You gained substantial skills working overseas and want that experience recognised and documented in Bangladesh.
Prospective overseas candidates
You are seeking overseas employment and need certification that receiving employers and recruiters will accept.
Informal and self-taught practitioners
You learned through family, apprenticeship or self-practice rather than a formal training institution.
Workers seeking advancement
You need a recognised credential to support a promotion, a supervisory move or a change of employer.
Career changers with transferable skills
You have capability from a previous occupation that maps onto the standards for a new one.
No repeated training
You are not required to relearn what you already do competently. Assessment can be the first and only step.
Faster and lower cost
RPL is typically completed in weeks rather than months, at a fraction of the cost of a full training programme.
The same certification outcome
An RPL certificate carries the same weight as one earned through training — the standard assessed is identical.
Experience finally counts
Years of practical work become a documented, portable asset instead of an unverifiable claim on a CV.
Stronger overseas position
Documented competency materially improves your standing with recruiters and receiving employers.
Gap training only where needed
If assessment reveals specific gaps, you receive targeted training on those units alone — nothing more.
The National Skills Development Authority provides the framework under which competency standards are published and skills certification is issued in Bangladesh.
Issued through the national certification process when a candidate is assessed competent across all units of a qualification. Verifiable, portable, and recognised by employers and recruiters.
Recognises completion of specific units or a short course that does not carry full national certification — often a step toward it.
You either complete competency-based training or present evidence of existing skills through Recognition of Prior Learning.
A qualified assessor evaluates you against published performance criteria using demonstration, portfolio and questioning.
Your outcome is recorded as Competent or Not Yet Competent, with written feedback and a reassessment route where needed.
Assessment records are compiled and submitted into the national certification process.
A National Skills Certificate or Statement of Achievement is issued, carrying a unique certificate reference.
Six defined stages. You always know which one you are in, what happens next, and how long it takes.
Step 1 of 6 · 15 minutes
Submit your application with your details and supporting documents.
A credential that does not change your position in the labour market has not done its job.
A verifiable credential moves you from claiming competence to documenting it — the difference recruiters screen on.
Recognised certification and demonstrated workplace English are two of the most common requirements in overseas recruitment.
Communication is the most frequently cited gap by employers. Closing it changes what roles are open to you.
Being assessed and found competent by a qualified assessor changes how you present yourself in an interview.
Certification supports promotion cases, supervisory transitions and moves into higher-responsibility roles.
Alongside training and assessment, JN CSDC operates a media and communication services division.
Campaign concepts and media placement that reach the audience you actually need.
Launches, events and field activations that create measurable attention.
The message architecture that makes everything else consistent.
Identity, guidelines and collateral that hold together across every touchpoint.
Content production and media relations delivered by people who have worked in media.
Open sessions, scheduled assessments and events you can register for.
Orientation for the incoming English for Work – Level 2 cohort. Covers the competency standard, the weekly schedule, assessment expectations, portal access and how to get technical support. Attendance is required for enrolled learners and open to prospective applicants who want to understand the programme before committing.
A free walk-in clinic for workers who want to know whether Recognition of Prior Learning applies to them. Bring whatever employment records you have. Our assessors will map your experience against available competency standards and tell you honestly whether RPL or training is the better route. Individual slots of 20 minutes; online slots available on request.
Scheduled competency-based assessment for Domestic Work – Level 2, Batch 14. Candidates must bring photographic identification and their portfolio evidence. Practical demonstration and oral questioning will be conducted by qualified assessors. Reasonable adjustments must be requested at least five working days in advance.
Practical writing on RPL, certification, workplace English and choosing a training provider.
RPL is the most misunderstood route into certification in Bangladesh. It is not a shortcut, and it is not a lesser qualification. Here is what it really is.
Ask an employer what their new hires lack and technical skill is rarely the first answer. It is almost always the ability to communicate at work.
Competency-based assessment has no pass mark, no curve and no ranking. Understanding what it does measure removes most of the anxiety around it.
If your question is not here, the full FAQ covers admission, fees, training, RPL, assessment and careers.
Whether you need training or already have the skills and need them recognised, the first conversation is free and carries no obligation.