Assessor Resource

CPPBDN8004
Lead the building design team

Assessment tool

Version 1.0
Issue Date: March 2024


This unit of competency specifies the outcomes required to lead and manage a building design team. The skills to coordinate the team’s technical and creative skills to meet client needs are of critical importance. The unit requires the skills to effectively conduct building design projects, providing leadership through such means as comprehensive and appropriate role definitions for each team member; responding to the development needs of staff; ensuring compliance with required employment processes; and measuring and monitoring staff performance.

The unit supports building designers who manage the initiation and planning of design projects for large and complex buildings, including construction Type A buildings defined by the Building Code of Australia (BCA). In managing these projects, building designers work with other team members who may be employees of the practice or contractors.

Licensing, legislative, regulatory or certification requirements apply to this unit of competency 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.

Determine staffing requirements of the organisation.

1.1.

Organisation’s goals and requirements of the work to be undertaken are identified and analysed.

1.2.

Information on existing staff skills and knowledge is assessed to ensure access to required mix and level of skills.

1.3.

Gaps in skills and knowledge of staff are identified.

1.4.

Need for additional human resources or contractors is established.

1.5.

HR policies are developed and implemented to support the effective operation of staff and the organisation.

2.

Measure and monitor staff performance levels.

2.1.

Goals and objectives of individual staff members’ roles are established.

2.2.

Performance appraisals are conducted according to organisation’s needs and using a structured performance appraisal system.

2.3.

Results of performance appraisals are analysed to identify resource requirements and/or professional development needs of staff.

2.4.

Support is provided to individuals and teamsto enhance performance and achievement of organisation’s goals and effective completion of projects.

2.5.

Performance is managed in line with organisational and legal requirements.

3.

Review and respond to professional development needs of staff.

3.1.

Current and future professional development needs of staff are identified using a range of methods.

3.2.

Opportunities are provided for staff members to develop their creative, design and technical skills within the organisation.

3.3.

Training and development needs of staff are accounted for in budgets and operational plans.

4.

Manage team effectiveness.

4.1.

Effective and open communication channels are established and maintained with staff and contractors.

4.2.

Updates of organisation’s plans and projects are communicated and opportunities are given to staff to be involved in planning processes.

4.3.

Teams and individuals are provided with guidance to establish goals, responsibilities and accountabilities.

4.4.

Effective strategies to facilitate team growth and increase motivation are developed, trialled and implemented.

A person demonstrating competency in this unit must satisfy the requirements of the elements, performance criteria, foundation skills and range of conditions of this unit.

The person must also analyse the staffing requirements of a business design team of at least two building designers working on large and complex projects.

In doing the above, the person must:

develop and apply a process to monitor and measure staff performance with at least two team members

demonstrate the application of methodologies to determine and fulfil team member skill development requirements

apply methodologies and processes to provide effective team leadership

manage performance issues for one team member requiring professional development in addition to that provided to all staff.

A person demonstrating competency in this unit must demonstrate knowledge of:

coaching methods for staff development in the building design sector

employment and workplace legislation relating to the building design sector

leadership models and styles

performance appraisal models and procedures for their use

process for skills needs analysis

processes and procedures for goal setting

processes and procedures for human resource planning

psychology of teams to facilitate team development and effectiveness.

The following must be present and available to learners during assessment activities:

equipment:

computer with internet access and business software currently used in drafting, architectural and building design practice

telephone

materials:

work products of at least two building designers for at least two projects

specifications:

project specification for the projects completed by team members

physical conditions:

building design practice with at least two team members.

Assessor requirements

As a minimum, assessors must satisfy the assessor requirements in the Standards for Registered Training Organisations (RTOs) current at the time of assessment.


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.

Determine staffing requirements of the organisation.

1.1.

Organisation’s goals and requirements of the work to be undertaken are identified and analysed.

1.2.

Information on existing staff skills and knowledge is assessed to ensure access to required mix and level of skills.

1.3.

Gaps in skills and knowledge of staff are identified.

1.4.

Need for additional human resources or contractors is established.

1.5.

HR policies are developed and implemented to support the effective operation of staff and the organisation.

2.

Measure and monitor staff performance levels.

2.1.

Goals and objectives of individual staff members’ roles are established.

2.2.

Performance appraisals are conducted according to organisation’s needs and using a structured performance appraisal system.

2.3.

Results of performance appraisals are analysed to identify resource requirements and/or professional development needs of staff.

2.4.

Support is provided to individuals and teamsto enhance performance and achievement of organisation’s goals and effective completion of projects.

2.5.

Performance is managed in line with organisational and legal requirements.

3.

Review and respond to professional development needs of staff.

3.1.

Current and future professional development needs of staff are identified using a range of methods.

3.2.

Opportunities are provided for staff members to develop their creative, design and technical skills within the organisation.

3.3.

Training and development needs of staff are accounted for in budgets and operational plans.

4.

Manage team effectiveness.

4.1.

Effective and open communication channels are established and maintained with staff and contractors.

4.2.

Updates of organisation’s plans and projects are communicated and opportunities are given to staff to be involved in planning processes.

4.3.

Teams and individuals are provided with guidance to establish goals, responsibilities and accountabilities.

4.4.

Effective strategies to facilitate team growth and increase motivation are developed, trialled and implemented.

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.

HR policies must include:

enterprise bargaining agreements

HR administration of records and databases

induction processes and programs

job description and performance appraisals

leave entitlements

work health and safety (WHS)

recruitment and selection

remuneration practices

rewards and recognition practices

termination procedures.

Performance appraisals must be linked to outcome targets and include at least two of the following:

360 degree feedback

counselling meetings

formal annual, half yearly or quarterly performance appraisals

informal one-to-one review discussions

probationary reviews.

Providing support to individuals and teams must include at least two of the following:

additional capital resources, such as updated software or technology

additional human resources

buddy systems

coaching

counselling

mentoring

on or off-the-job training and development.

Professional development needs of staff must be determined by at least two of the following:

analysis of change to work practice or process

customer feedback

individual staff request for training

introduction of new technology or software application, such as three-dimensional (3-D) modelling

performance appraisal

staff survey

supervisor report on individual staff.

Motivation theories must include at least one of the following:

David C. McClelland’s theories of achievement motivation

Herzberg’s motivation theory

Maslow’s hierarchy of needs

Theory X

Theory Y.

A person demonstrating competency in this unit must satisfy the requirements of the elements, performance criteria, foundation skills and range of conditions of this unit.

The person must also analyse the staffing requirements of a business design team of at least two building designers working on large and complex projects.

In doing the above, the person must:

develop and apply a process to monitor and measure staff performance with at least two team members

demonstrate the application of methodologies to determine and fulfil team member skill development requirements

apply methodologies and processes to provide effective team leadership

manage performance issues for one team member requiring professional development in addition to that provided to all staff.

A person demonstrating competency in this unit must demonstrate knowledge of:

coaching methods for staff development in the building design sector

employment and workplace legislation relating to the building design sector

leadership models and styles

performance appraisal models and procedures for their use

process for skills needs analysis

processes and procedures for goal setting

processes and procedures for human resource planning

psychology of teams to facilitate team development and effectiveness.

The following must be present and available to learners during assessment activities:

equipment:

computer with internet access and business software currently used in drafting, architectural and building design practice

telephone

materials:

work products of at least two building designers for at least two projects

specifications:

project specification for the projects completed by team members

physical conditions:

building design practice with at least two team members.

Assessor requirements

As a minimum, assessors must satisfy the assessor requirements in the Standards for Registered Training Organisations (RTOs) current at the time of assessment.

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
Organisation’s goals and requirements of the work to be undertaken are identified and analysed. 
Information on existing staff skills and knowledge is assessed to ensure access to required mix and level of skills. 
Gaps in skills and knowledge of staff are identified. 
Need for additional human resources or contractors is established. 
HR policies are developed and implemented to support the effective operation of staff and the organisation. 
Goals and objectives of individual staff members’ roles are established. 
Performance appraisals are conducted according to organisation’s needs and using a structured performance appraisal system. 
Results of performance appraisals are analysed to identify resource requirements and/or professional development needs of staff. 
Support is provided to individuals and teamsto enhance performance and achievement of organisation’s goals and effective completion of projects. 
Performance is managed in line with organisational and legal requirements. 
Current and future professional development needs of staff are identified using a range of methods. 
Opportunities are provided for staff members to develop their creative, design and technical skills within the organisation. 
Training and development needs of staff are accounted for in budgets and operational plans. 
Effective and open communication channels are established and maintained with staff and contractors. 
Updates of organisation’s plans and projects are communicated and opportunities are given to staff to be involved in planning processes. 
Teams and individuals are provided with guidance to establish goals, responsibilities and accountabilities. 
Effective strategies to facilitate team growth and increase motivation are developed, trialled and implemented. 

Forms

Assessment Cover Sheet

CPPBDN8004 - Lead the building design 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

CPPBDN8004 - Lead the building design 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: