The Evidence Guide provides advice to inform and support appropriate assessment of this unit. It contains an overview of the assessment requirements followed by identification of specific aspects of evidence that will need to be addressed in determining competence. The Evidence Guide is an integral part of the unit and should be read and interpreted in conjunction with the other components of competency.
Assessment must reflect the endorsed Assessment Guidelines of the parent Training Package.
A person who demonstrates competence in this unit must be able to provide evidence that they have effectively contributed to the successful operation of the franchise within their own role and responsibilities. This includes determining own role in meeting compliance requirements and carrying out this role through checks, audits and associated tasks. The employee will have provided assistance to others to meet their assigned roles and responsibilities, and have reviewed their own contribution to identify improvements to their work and that of others.
Required knowledge and understanding include: | • OHS requirements: – specific to nature and type of franchise – specific issues such as manual handling, machine guarding and hazardous substances • other legislation, codes of practice and national standards that apply to own work and in a general way, for example: – fire safety regulations – codes of practice such as first aid and manual handling – Franchising Code of Conduct • franchise specific obligations as per franchise agreement and as discussed with supervisor/line manager/owner |
Required skills and attributes include: | • ability to relate to people from a range of social, cultural and ethnic backgrounds, and physical and mental abilities • specific vocational skills associated with role in the franchise, for example retail, trade or hospitality • communication and negotiation skills • attributes – organised – openness to learning – communicative – cooperative |
Key competencies or generic skills relevant to this unit | The seven key competencies represent generic skills considered essential for effective work participation. Innovation skills represent a further area of generic competence. The bracketed numbering indicates the performance level required in this unit: Level (1) represents the competence to undertake tasks effectively Level (2) represents the competence to manage tasks Level (3) represents the competence to use concepts for evaluating and reshaping tasks The bulleted points provide examples of how the key competencies can be applied for this unit. |
Communicating ideas and information (2) | • communicating verbally, including listening and questioning • communicating in writing to complete records and required documentation • participating in OHS consultative process |
Collecting, analysing and organising information (1) | • maintaining required records |
Planning and organising activities (1) | • planning own work to meet role and responsibilities, including scheduled tasks taking into account need to follow safe work practices |
Working in a team (2) | • working with other staff in the franchise • sharing relevant OHS information with other staff |
Using mathematical ideas and techniques (1) | • counting and applying numerical skills to auditing and general work routine |
Solving problems (1) | • applying problem-solving to problems arising in course of fulfilling own role |
Using technology (1) | • using computers and other technology, tools, equipment and personal protective equipment as required within work role |
Innovation skills (1) | • suggesting new ways of performing required tasks |
Products that could be used as evidence include: | • completed audits and checks • records made as required • work plans and schedules • identified changes to work operations as suggested by own review of work |
Processes that could be used as evidence include: | • how own competence was assessed and training needs determined and met • how learning needs were assessed and learning plan developed • how learning needs were met • how scheduled tasks were determined and executed • how own contributions to work operations were reviewed |
Resource implications for assessment include: | • access to business documentation, manager and other personnel in workplace |
Validity and sufficiency of evidence requires: | • that where assessment is part of a learning experience, evidence will need to be collected over a period of time, involving both formative and summative assessment. • evidence of working within a franchise in either an actual workplace situation or in a simulated workplace |
Integrated competency assessment means: | • that this unit can be assessed alone or as part of an integrated assessment activity involving other relevant units in business, including common business units at Certificate III |