Assessor Resource

POLGEN001
Develop high performing teams within policing

Assessment tool

Version 1.0
Issue Date: April 2024


This unit describes the skills required to develop, supervise and lead high performing teams within a policing environment. This includes the support and management of individuals and teams. This unit acknowledges the unique context in which policing teams operate.

This unit applies to police supervisors.

The skills and knowledge described in this unit must be applied within the legislative, regulatory and policy environment in which they are carried out. Organisational policies and procedures must be consulted and adhered to, particularly those related to human resources, grievances, and equity and diversity.

Those undertaking this unit would demonstrate strong autonomy, making independent decisions and accessing support from a broad range of services. They would be responsible for supervising individuals and teams, providing guidance and assistance, and displaying leadership as part of routine command duties. They would perform complex tasks within familiar and/or unpredictable contexts.

No licensing, legislative or certification requirements apply to unit at the time of publication.

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

PERFORMANCE CRITERIA

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 section.

1. Develop teams

1.1 Establish relationships with team members to support a productive work environment.

1.2 Recognise team dynamics to inform supervisory approach and enhance performance.

1.3 Identify knowledge, skills and qualities of team members to allocate activities/taskings.

1.4 Monitor team dynamics to identify potential sources/triggers of conflict.

2. Manage conflict

2.1 Identify proactive actions to resolve potential sources/triggers of conflict.

2.2 Recognise types of conflict to determine whether intervention is necessary.

2.3 Identify solutions in order to develop a plan to address conflict.

2.4 Implement plan to resolve conflict.

2.5 Review outcome of plan to inform future actions and prevent conflict.

3. Manage performance of individuals

3.1 Develop agreed performance objectives with individuals in accordance with jurisdictional position descriptions.

3.2 Identify skill/knowledge gaps to build capability of individuals.

3.3 Engage with stakeholders to build capability of individuals.

3.4 Monitor performance to ensure performance objectives are met and professional standards are adhered to.

3.5 Assess performance to identify positive and address negative behaviours.

3.6 Assess negative behaviour to identify potential causes of the behaviour.

3.7 Undertake action to rectify performance issues.

4. Supervise high performing teams

4.1 Allocate activities/taskings based on identified strengths of team to promote high performance.

4.2 Monitor results/completion of work to evaluate performance of team.

4.3 Encourage contributions and feedback from teams and stakeholders for continuous improvement purposes.

4.4 Share jurisdictional information to keep teams informed.

4.5 Communicate with team to foster a positive workplace culture.

4.6 Connect jurisdictional objectives to team activities and taskings to encourage performance.

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the candidate must demonstrate evidence of performance of the following on at least one occasion.

identifying and assessing team characteristics to allocate work

determining nature, sources of and solutions for conflict, both positive and negative

identifying potential sources and triggers for conflict

resolving conflict through application of conflict resolution plan

reviewing practices to improve future actions

developing, implementing and monitoring performance management plans for individuals

resolving performance issues and providing feedback

communicating with internal and external stakeholders

matching communication techniques with situational requirements

monitoring and assessing performance against objectives

interpreting jurisdictional priorities in order to inform staff members

conducting formal and informal conversations with individuals and team to assess and monitor performance

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the depth of knowledge demonstrated must be appropriate to the job context of the candidate.

jurisdictional policies and procedures surrounding performance management, human resources and internal grievances

anti-discrimination and human rights legislation

workplace health and safety requirements

codes of practice and codes of ethics

corporate, unit and individual goals and objectives

jurisdictional development resources

formal and informal performance improvement practices

communication techniques, including team building, coaching and rapport building

mediation and negotiation techniques

causes and types of conflict

principles of high performing teams, effective team operation and leadership

team dynamics

This unit contains no specific industry-mandated assessment conditions. Guidance on suggested and recommended conditions and methods can be found in the Implementation Guide.

Consideration must be given to holistic assessment for this unit. Refer to advice in the companion volumes.

Assessors must satisfy the NVR/AQTF mandatory competency requirements for assessors.

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

PERFORMANCE CRITERIA

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 section.

1. Develop teams

1.1 Establish relationships with team members to support a productive work environment.

1.2 Recognise team dynamics to inform supervisory approach and enhance performance.

1.3 Identify knowledge, skills and qualities of team members to allocate activities/taskings.

1.4 Monitor team dynamics to identify potential sources/triggers of conflict.

2. Manage conflict

2.1 Identify proactive actions to resolve potential sources/triggers of conflict.

2.2 Recognise types of conflict to determine whether intervention is necessary.

2.3 Identify solutions in order to develop a plan to address conflict.

2.4 Implement plan to resolve conflict.

2.5 Review outcome of plan to inform future actions and prevent conflict.

3. Manage performance of individuals

3.1 Develop agreed performance objectives with individuals in accordance with jurisdictional position descriptions.

3.2 Identify skill/knowledge gaps to build capability of individuals.

3.3 Engage with stakeholders to build capability of individuals.

3.4 Monitor performance to ensure performance objectives are met and professional standards are adhered to.

3.5 Assess performance to identify positive and address negative behaviours.

3.6 Assess negative behaviour to identify potential causes of the behaviour.

3.7 Undertake action to rectify performance issues.

4. Supervise high performing teams

4.1 Allocate activities/taskings based on identified strengths of team to promote high performance.

4.2 Monitor results/completion of work to evaluate performance of team.

4.3 Encourage contributions and feedback from teams and stakeholders for continuous improvement purposes.

4.4 Share jurisdictional information to keep teams informed.

4.5 Communicate with team to foster a positive workplace culture.

4.6 Connect jurisdictional objectives to team activities and taskings to encourage performance.

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the candidate must demonstrate evidence of performance of the following on at least one occasion.

identifying and assessing team characteristics to allocate work

determining nature, sources of and solutions for conflict, both positive and negative

identifying potential sources and triggers for conflict

resolving conflict through application of conflict resolution plan

reviewing practices to improve future actions

developing, implementing and monitoring performance management plans for individuals

resolving performance issues and providing feedback

communicating with internal and external stakeholders

matching communication techniques with situational requirements

monitoring and assessing performance against objectives

interpreting jurisdictional priorities in order to inform staff members

conducting formal and informal conversations with individuals and team to assess and monitor performance

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the depth of knowledge demonstrated must be appropriate to the job context of the candidate.

jurisdictional policies and procedures surrounding performance management, human resources and internal grievances

anti-discrimination and human rights legislation

workplace health and safety requirements

codes of practice and codes of ethics

corporate, unit and individual goals and objectives

jurisdictional development resources

formal and informal performance improvement practices

communication techniques, including team building, coaching and rapport building

mediation and negotiation techniques

causes and types of conflict

principles of high performing teams, effective team operation and leadership

team dynamics

This unit contains no specific industry-mandated assessment conditions. Guidance on suggested and recommended conditions and methods can be found in the Implementation Guide.

Consideration must be given to holistic assessment for this unit. Refer to advice in the companion volumes.

Assessors must satisfy the NVR/AQTF mandatory competency requirements for assessors.
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
Establish relationships with team members to support a productive work environment. 
Recognise team dynamics to inform supervisory approach and enhance performance. 
Identify knowledge, skills and qualities of team members to allocate activities/taskings. 
Monitor team dynamics to identify potential sources/triggers of conflict. 
Identify proactive actions to resolve potential sources/triggers of conflict. 
Recognise types of conflict to determine whether intervention is necessary. 
Identify solutions in order to develop a plan to address conflict. 
Implement plan to resolve conflict. 
Review outcome of plan to inform future actions and prevent conflict. 
Develop agreed performance objectives with individuals in accordance with jurisdictional position descriptions. 
Identify skill/knowledge gaps to build capability of individuals. 
Engage with stakeholders to build capability of individuals. 
Monitor performance to ensure performance objectives are met and professional standards are adhered to. 
Assess performance to identify positive and address negative behaviours. 
Assess negative behaviour to identify potential causes of the behaviour. 
Undertake action to rectify performance issues. 
Allocate activities/taskings based on identified strengths of team to promote high performance. 
Monitor results/completion of work to evaluate performance of team. 
Encourage contributions and feedback from teams and stakeholders for continuous improvement purposes. 
Share jurisdictional information to keep teams informed. 
Communicate with team to foster a positive workplace culture. 
Connect jurisdictional objectives to team activities and taskings to encourage performance. 
Establish relationships with team members to support a productive work environment. 
Recognise team dynamics to inform supervisory approach and enhance performance. 
Identify knowledge, skills and qualities of team members to allocate activities/taskings. 
Monitor team dynamics to identify potential sources/triggers of conflict. 
Identify proactive actions to resolve potential sources/triggers of conflict. 
Recognise types of conflict to determine whether intervention is necessary. 
Identify solutions in order to develop a plan to address conflict. 
Implement plan to resolve conflict. 
Review outcome of plan to inform future actions and prevent conflict. 
Develop agreed performance objectives with individuals in accordance with jurisdictional position descriptions. 
Identify skill/knowledge gaps to build capability of individuals. 
Engage with stakeholders to build capability of individuals. 
Monitor performance to ensure performance objectives are met and professional standards are adhered to. 
Assess performance to identify positive and address negative behaviours. 
Assess negative behaviour to identify potential causes of the behaviour. 
Undertake action to rectify performance issues. 
Allocate activities/taskings based on identified strengths of team to promote high performance. 
Monitor results/completion of work to evaluate performance of team. 
Encourage contributions and feedback from teams and stakeholders for continuous improvement purposes. 
Share jurisdictional information to keep teams informed. 
Communicate with team to foster a positive workplace culture. 
Connect jurisdictional objectives to team activities and taskings to encourage performance. 

Forms

Assessment Cover Sheet

POLGEN001 - Develop high performing teams within policing
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

POLGEN001 - Develop high performing teams within policing

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: