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. |
1. | Mediate in and settle grievances and disputes | 1.1 | Problem solving issue resolution procedures are conducted in accordance with relevant policy and procedures |
| | 1.2 | Grievances and disputes are managed in a timely and respectful manner |
| | 1.3 | Grievances and disputes are managed to optimise the likelihood of a favourable outcome for all parties |
| | 1.4 | Individual’s rights and obligations are respected and communicated in a clear and concise manner |
| | 1.5 | Interviews and meetings are conducted in a participative and consultative manner |
| | 1.6 | Outcomes of proceedings are recorded, stored and made available to authorised personnel in accordance with organisational policy and procedures |
2. | Motivate team towards achieving quality output | 2.1 | Team members needs and wants are recognised and where possible incorporated into work assignments consistent with their level of responsibility |
| | 2.2 | The team’s achievements are promoted and rewarded in a way that openly acknowledges the importance of team members’ contributions |
3. | Control allocation of tasks to teams and individuals | 3.1 | Tasks are allocated to teams and individuals to take into account the needs of the organisation’s operational requirements, individual/team goals, development needs, and individual strengths, qualifications and authorisations |
| | 3.2 | Prompt corrective action is taken in response to actual or potential significant deviations from plans |
4. | Evaluate and report individual performance | 4.1 | Performance expectations based on an individual’s situation and work requirements are identified and agreed |
| | 4.2 | Individual performance is reviewed on an ongoing basis against performance expectation |
| | 4.3 | Feedback is provided in a constructive manner |
| | 4.4 | Reporting on individual performance is in accordance with the organisation’s policies and procedures |
| | 4.5 | Performance issues that cannot be rectified or addressed are referred to appropriate personnel according to the organisation’s policies and procedures |
5. | Coordinate individual training | 5.1 | Individual training requirements are identified to meet the needs of the individual and the organisation |
| | 5.2 | Individual training is delivered |
| | 5.3 | Opportunities for individuals to develop and apply competencies on the job are facilitated |
Evidence required to demonstrate competency in this unit must be relevant to and satisfy all of the requirements of the elements and performance criteria under the specified conditions of assessment on at least one occasion, and must include:
negotiation and dispute resolution
performance appraisal
interpersonal communication
interviewing
planning
application of requirements regarding matching of allocated jobs with qualification and task authorisations.
Evidence required to demonstrate competency in this unit must be relevant to and satisfy all of the requirements of the elements and performance criteria and include knowledge of:
relevant government legislation
Civil Aviation Regulations (CARs) and Advisory Circulars (ACs)
Civil Aviation Safety Regulations (CASRs), Manuals of Standards and associated Acceptable Means of Compliance and Guidance Material
maintenance organisation expositions
continuing airworthiness management organisation expositions
relevant Defence Regulations and instructions
maintenance organisation manuals
work health and safety (WHS) legislation
organisational safety manuals
organisational policy and procedures manuals
organisational performance appraisal reporting requirements
personnel development principles and practices
equity and diversity
fraud and ethics.
This unit may be assessed on the job, off the job or a combination of both on and off the job. Where assessment occurs off the job, that is, the candidate is not in productive work, then an appropriate simulation must be used where the range of conditions reflects realistic workplace situations encountered when developing aviation maintenance personnel.
The candidate must have access to all tools, equipment, materials and documentation required and must be permitted to refer to any relevant workplace procedures, product and manufacturing specifications, codes, standards, manuals and reference materials. The assessment environment should not disadvantage the candidate.
Assessors must be satisfied that the candidate can competently and consistently perform all elements of the unit as specified by the criteria, including required knowledge, and be capable of applying the competency in new and different situations and contexts.
Assessors should gather a range of evidence that is valid, sufficient, current and authentic. The preferred method is the records in the Maintenance Management Competency Log. Where the individual does not have a Competency Log evidence can be gathered through a variety of ways, including direct observation, supervisor’s reports, project work, samples and questioning. Questioning techniques should not require language, literacy and numeracy skills beyond those required in this unit of competency.
Assessors must satisfy the requirements of the National Vocational Education and Training Regulator (Australian Skills Quality Authority, or its successors).