Assessor Resource

CPCCBS8009
Lead a building surveying team

Assessment tool

Version 1.0
Issue Date: March 2024


This unit of competency specifies the outcomes required by senior building surveyors to lead a team of building surveyors in the performance of a range of advisory and statutory responsibilities. The unit supports taking steps to ensure adequate resources are available to complete specified work, developing and implementing operational and performance objectives, providing strategies that assist staff to carry out their duties professionally and ethically, and developing a culture that services clients in a regulated environment.

The unit supports the work of senior private and municipal building surveyors who oversee and manage the performance of others, whilst ensuring the work of the team complies with regulatory constraints.

Licensing, legislative, regulatory or certification requirements apply to this unit in some States. Relevant state and territory regulatory authorities should be consulted to confirm those requirements.

You may want to include more information here about the target group and the purpose of the assessments (eg formative, summative, recognition)



Evidence Required

List the assessment methods to be used and the context and resources required for assessment. Copy and paste the relevant sections from the evidence guide below and then re-write these in plain English.

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions.

1.

Manage resource requirements of a building surveying team.

1.1.

Scope and nature of work undertaken by the practice are reviewed and range of expertise required is identified and analysed to ensure sufficient resourcing.

1.2.

Competence of existing staff to perform tasks is assessed and gaps in competence required by the practice are identified.

1.3.

Strategies to address skill and knowledge gaps, including the planned recruitment of staff with additional expertise, are formulated and implemented.

1.4.

Development and implementation of human resource policies are managed to ensure effective resourcing of the practice.

1.5.

Practice workload is assessed and work is allocated to building surveyors according to level of competence and relevant licensing requirements.

2.

Develop and implement service standards.

2.1.

Operational policies and processes are developed and implemented to ensure work complies with legal and organisational requirements.

2.2.

Professional standards are sourced or developed and communicated to staff.

2.3.

Service levels consistent with statutory guidelines are established and monitored to ensure work is undertaken in line with agreed service levels and legislative and regulatory requirements where appropriate.

2.4.

Internal complaints resolution process is developed and details provided to staff to ensure consistent access to the process when required.

2.5.

Service standards are communicated to staff, and training is conducted or arranged where necessary to develop shared knowledge of organisational requirements.

3.

Monitor and manage staff performance.

3.1.

Performance objectives are developed, negotiated and agreed to by individual staff.

3.2.

Work undertaken by staff is monitored to identify areas for improvement and used to formulate targeted professional development activities.

3.3.

Annual performance reviews are conducted, and structured feedback aligned to job role and performance objectives is provided to individuals according to organisational procedures.

3.4.

Strategies to improve underperformance are developed in conjunction with relevant individuals and monitored according to workplace procedures.

3.5.

Reward and recognition processes are implemented according to workplace procedures.

4.

Respond to staff professional development needs.

4.1.

Individual staff development plans are formulated and implemented to encourage ongoing learning and professional development.

4.2.

Staff meetings, feedback sessions and mentoring opportunities are developed and implemented to promote knowledge sharing and consistent application of policies and processes.

4.3.

Opportunities for staff to develop new skills and knowledge are identified and managed.

4.4.

Skills and competencies of junior staff are monitored to identify opportunities for extending the range of work undertaken, within licensing limitations.

5.

Manage team effectiveness.

5.1.

Strategies to facilitate effective communication within and across teams are developed and implemented.

5.2.

Regular feedback and direction are provided to the team to reinforce successful work and to correct underperformance.

5.3.

Teams are equipped with required human and technical resources to ensure effective performance.

5.4.

Conflict within or between teams is identified and addressed according to organisational procedures.

5.5.

Own leadership style is monitored and revised where appropriate to suit different workplace and staff management challenges.


Submission Requirements

List each assessment task's title, type (eg project, observation/demonstration, essay, assingnment, checklist) and due date here

Assessment task 1: [title]      Due date:

(add new lines for each of the assessment tasks)


Assessment Tasks

Copy and paste from the following data to produce each assessment task. Write these in plain English and spell out how, when and where the task is to be carried out, under what conditions, and what resources are needed. Include guidelines about how well the candidate has to perform a task for it to be judged satisfactory.

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions.

1.

Manage resource requirements of a building surveying team.

1.1.

Scope and nature of work undertaken by the practice are reviewed and range of expertise required is identified and analysed to ensure sufficient resourcing.

1.2.

Competence of existing staff to perform tasks is assessed and gaps in competence required by the practice are identified.

1.3.

Strategies to address skill and knowledge gaps, including the planned recruitment of staff with additional expertise, are formulated and implemented.

1.4.

Development and implementation of human resource policies are managed to ensure effective resourcing of the practice.

1.5.

Practice workload is assessed and work is allocated to building surveyors according to level of competence and relevant licensing requirements.

2.

Develop and implement service standards.

2.1.

Operational policies and processes are developed and implemented to ensure work complies with legal and organisational requirements.

2.2.

Professional standards are sourced or developed and communicated to staff.

2.3.

Service levels consistent with statutory guidelines are established and monitored to ensure work is undertaken in line with agreed service levels and legislative and regulatory requirements where appropriate.

2.4.

Internal complaints resolution process is developed and details provided to staff to ensure consistent access to the process when required.

2.5.

Service standards are communicated to staff, and training is conducted or arranged where necessary to develop shared knowledge of organisational requirements.

3.

Monitor and manage staff performance.

3.1.

Performance objectives are developed, negotiated and agreed to by individual staff.

3.2.

Work undertaken by staff is monitored to identify areas for improvement and used to formulate targeted professional development activities.

3.3.

Annual performance reviews are conducted, and structured feedback aligned to job role and performance objectives is provided to individuals according to organisational procedures.

3.4.

Strategies to improve underperformance are developed in conjunction with relevant individuals and monitored according to workplace procedures.

3.5.

Reward and recognition processes are implemented according to workplace procedures.

4.

Respond to staff professional development needs.

4.1.

Individual staff development plans are formulated and implemented to encourage ongoing learning and professional development.

4.2.

Staff meetings, feedback sessions and mentoring opportunities are developed and implemented to promote knowledge sharing and consistent application of policies and processes.

4.3.

Opportunities for staff to develop new skills and knowledge are identified and managed.

4.4.

Skills and competencies of junior staff are monitored to identify opportunities for extending the range of work undertaken, within licensing limitations.

5.

Manage team effectiveness.

5.1.

Strategies to facilitate effective communication within and across teams are developed and implemented.

5.2.

Regular feedback and direction are provided to the team to reinforce successful work and to correct underperformance.

5.3.

Teams are equipped with required human and technical resources to ensure effective performance.

5.4.

Conflict within or between teams is identified and addressed according to organisational procedures.

5.5.

Own leadership style is monitored and revised where appropriate to suit different workplace and staff management challenges.

This section specifies work environments and conditions that may affect performance. Essential operating conditions that may be present (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) are included. Bold italicised wording, if used in the performance criteria, is detailed below.

Competence of existing staff must include consideration of:

experience

licence status

qualifications

skills and knowledge.

Operational policies and processes must include:

customer service standards

dispute resolution

privacy and confidentiality

records management, including planning and building approvals received

risk management

safe work practices.

Professional standards must include:

code of conduct

conflict of interest

ethical standards

privacy and confidentiality agreements

quality standards

service standards.

Service levels must include:

accuracy

timeliness

responsiveness to enquiries.

Development plans must include:

a range of on-the-job and off-the-job activities designed to develop the skills or knowledge required

actions to be taken by the manager and the staff member

identification of the skill or knowledge to be developed

timeframe for skill or knowledge development.

Copy and paste from the following performance criteria to create an observation checklist for each task. When you have finished writing your assessment tool every one of these must have been addressed, preferably several times in a variety of contexts. To ensure this occurs download the assessment matrix for the unit; enter each assessment task as a column header and place check marks against each performance criteria that task addresses.

Observation Checklist

Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice Yes No Comments/feedback
Scope and nature of work undertaken by the practice are reviewed and range of expertise required is identified and analysed to ensure sufficient resourcing. 
Competence of existing staff to perform tasks is assessed and gaps in competence required by the practice are identified. 
Strategies to address skill and knowledge gaps, including the planned recruitment of staff with additional expertise, are formulated and implemented. 
Development and implementation of human resource policies are managed to ensure effective resourcing of the practice. 
Practice workload is assessed and work is allocated to building surveyors according to level of competence and relevant licensing requirements. 
Operational policies and processes are developed and implemented to ensure work complies with legal and organisational requirements. 
Professional standards are sourced or developed and communicated to staff. 
Service levels consistent with statutory guidelines are established and monitored to ensure work is undertaken in line with agreed service levels and legislative and regulatory requirements where appropriate. 
Internal complaints resolution process is developed and details provided to staff to ensure consistent access to the process when required. 
Service standards are communicated to staff, and training is conducted or arranged where necessary to develop shared knowledge of organisational requirements. 
Performance objectives are developed, negotiated and agreed to by individual staff. 
Work undertaken by staff is monitored to identify areas for improvement and used to formulate targeted professional development activities. 
Annual performance reviews are conducted, and structured feedback aligned to job role and performance objectives is provided to individuals according to organisational procedures. 
Strategies to improve underperformance are developed in conjunction with relevant individuals and monitored according to workplace procedures. 
Reward and recognition processes are implemented according to workplace procedures. 
Individual staff development plans are formulated and implemented to encourage ongoing learning and professional development. 
Staff meetings, feedback sessions and mentoring opportunities are developed and implemented to promote knowledge sharing and consistent application of policies and processes. 
Opportunities for staff to develop new skills and knowledge are identified and managed. 
Skills and competencies of junior staff are monitored to identify opportunities for extending the range of work undertaken, within licensing limitations. 
Strategies to facilitate effective communication within and across teams are developed and implemented. 
Regular feedback and direction are provided to the team to reinforce successful work and to correct underperformance. 
Teams are equipped with required human and technical resources to ensure effective performance. 
Conflict within or between teams is identified and addressed according to organisational procedures. 
Own leadership style is monitored and revised where appropriate to suit different workplace and staff management challenges. 

Forms

Assessment Cover Sheet

CPCCBS8009 - Lead a building surveying team
Assessment task 1: [title]

Student name:

Student ID:

I declare that the assessment tasks submitted for this unit are my own work.

Student signature:

Result: Competent Not yet competent

Feedback to student

 

 

 

 

 

 

 

 

Assessor name:

Signature:

Date:


Assessment Record Sheet

CPCCBS8009 - Lead a building surveying team

Student name:

Student ID:

Assessment task 1: [title] Result: Competent Not yet competent

(add lines for each task)

Feedback to student:

 

 

 

 

 

 

 

 

Overall assessment result: Competent Not yet competent

Assessor name:

Signature:

Date:

Student signature:

Date: