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 | Define the change | 1.1 | Determine the purpose of the change. |
| 1.2 | Identify key change project personnel. |
| 1.3 | Record the current state that the change is addressing. |
| 1.4 | Develop a consensus view of the intended future state, including indicators of a successful change. |
| 1.5 | Develop an agreed statement of the solution. |
| 1.6 | Identify the health, safety and environment (HSE) impacts of the change. |
| 1.7 | Determine the scope of the change project, including taking into account the impact of the solution on any codes of practice, standards, contracts and commercial or industrial agreements. |
| 1.8 | Obtain sign-off from key change project personnel. |
|
2 | Identify personnel required to implement the change and their roles | 2.1 | Develop a high level change network map. |
| 2.2 | Identify employees, suppliers or customers who may be required to implement the change. |
| 2.3 | Identify other demands on these people during the change. |
| 2.4 | Investigate priorities, synergies and conflicts. |
| 2.5 | Take action to resolve conflicts. |
|
3 | Assess and manage the change-related risks | 3.1 | Identify organisational capacity for the change, including available resources and ability to absorb any disruption during the change. |
| 3.2 | Clarify specific risk dimensions for this change. |
| 3.3 | Develop appropriate transition approach. |
|
4 | Build high level change plans | 4.1 | Develop high level involvement plan. |
| 4.2 | Develop high level communication plan to all stakeholders. |
| 4.3 | Develop high level competency development plan for all implementers. |
| 4.4 | Develop high level alignment plan. |
|
5 | Implement and sustain the change | 5.1 | Implement change plans. |
| 5.2 | Check change objectives have been met. |
| 5.3 | Transfer ownership of post-change operations from change agents, where relevant. |
| 5.4 | Ensure support structures are in place. |
| 5.5 | Check alignments have been obtained. |
| 5.6 | Check competencies have been developed and will be maintained. |
| 5.7 | Ensure base line is defined for continuous improvement. |
| 5.8 | Review project and capture learning from the project. |
| 5.9 | Take action to sustain improvement by standardising. |
Evidence required to demonstrate competence in this unit must be relevant to and satisfy the requirements of the elements and performance criteria and include the ability, for one (1) or more teams/areas/departments, to:
prepare for and deliver change
communicate with all stakeholders
develop consensus among stakeholders
undertake risk analysis of proposed changes
develop and implement change management plans that have objectives, measurable KPIs and tested solutions to anticipated contingencies.
Must provide evidence that demonstrates sufficient knowledge to interact with relevant personnel and be able to prepare for and implement change, including knowledge of:
competitive systems and practices principles
change management
workplace strategy and vision
methods of determining competency gaps in team members
project planning and management.
The unit should be assessed holistically and the judgement of competence shall be based on a holistic assessment of the evidence.
The collection of performance evidence is best done from a report and/or folio of evidence drawn from:
a single project which provides sufficient evidence of the requirements of all the elements and performance criteria
multiple smaller projects which together provide sufficient evidence of the requirements of all the elements and performance criteria.
A third-party report, or similar, may be needed to testify to the work done by the individual, particularly when the project has been done as part of a project team.
Assessment should use a real project where a desired change has been identified and is implemented in an operational workplace.
Knowledge evidence may be collected concurrently with performance evidence or through an independent process such as workbooks, written assessments or interviews (provided a record is kept).
Assessment processes and techniques must be appropriate to the language, literacy and numeracy requirements of the work being performed and the needs of the candidate.
Conditions for assessment must include access to all tools, equipment, materials and documentation required, including relevant workplace procedures, product and manufacturing specifications associated with this unit.
Foundation skills are integral to competent performance of the unit and should not be assessed separately.
Assessors must satisfy the assessor competency requirements that are in place at the time of the assessment as set by the VET regulator.
The assessor must demonstrate both technical competency and currency.
Technical competence can be demonstrated through:
relevant VET or other qualification/Statement of Attainment AND/OR
relevant workplace experience
Currency can be demonstrated through:
performing the competency being assessed as part of current employment OR
having consulted with an organisation providing relevant environmental monitoring, management or technology services about performing the competency being assessed within the last twelve months.