Assessor Resource

PSPGEN053
Provide leadership

Assessment tool

Version 1.0
Issue Date: March 2024


This unit describes the skills required to achieve operational results and effective working relationships through leadership, feedback and support of individuals in a workgroup that may exist in the workplace, be formed for a special purpose or project, or consist of community members, volunteers and/or interagency members. It includes facilitating commitment to objectives and required standards, contributing to the development of a cooperative, high performance workgroup, giving and receiving feedback on performance, supporting and participating in development activities, and providing leadership, direction and guidance in the workgroup.

This unit applies to those working in generalist and specialist roles within the public sector.

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.

Those undertaking this unit would work autonomously with management responsibilities performing complex tasks in a range of familiar and unfamiliar 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. Facilitate commitment to objectives and required standards

1.1 Discuss and clarify the organisation’s vision, strategic objectives and required standards of performance with others in accordance with the needs, communication and learning styles of workgroup members.

1.2 Establish the purpose, objectives, roles and responsibilities in the workgroup.

1.3 Model commitment to objectives and standards to provide leadership and develop workgroup commitment.

1.4 Model and promote equal employment opportunity, workplace health and safety, diversity management and participative work practices within the workgroup.

2. Contribute to the development of a cooperative, high performance workgroup

2.1 Encourage, acknowledge and consider work contributions or suggestions.

2.2 Support workgroup members to use, share and develop their skills according to work requirements.

2.3 Facilitate work allocation within the group on the basis of current skills and development needs.

2.4 Consult with workgroup members in the implementation of new work practices.

2.5 Resolve conflict and other issues which affect performance within the workgroup wherever possible, or refer.

3. Give and receive feedback on performance

3.1 Seek feedback from others outside the workgroup on personal and workgroup performance, and give open and constructive responses to feedback.

3.2 Gather and provide regular constructive feedback on all aspects of work performance from and to the workgroup.

3.3 Assess and address performance and recognise and/or reward notable performance.

3.4 Address under performance of self and others.

3.5 Use feedback to continuously improve performance and outcomes.

4. Support and participate in development activities

4.1 Develop, agree upon and implement an action plan to meet individual and group learning and development needs.

4.2 Support individuals to identify their specific learning and/or development needs.

4.3 Encourage and support workgroup members to take advantage of development opportunities in accordance with their needs.

4.4 Access learning and development opportunities to continuously improve own leadership skills and other identified development needs.

4.5 Provide on-the-job learning opportunities in accordance with individual needs and to the required standard.

4.6 Encourage and support workgroup members in applying new skills and knowledge in the workplace.

5. Provide leadership, direction and guidance in the workgroup

5.1 Use participative decision making in developing, implementing and reviewing the work of the group and the distribution of responsibilities, where appropriate.

5.2 Give opportunities and encouragement to workgroup members to develop new and innovative work practices and strategies.

5.3 Provide workgroup members with the support, leadership, advice and policy direction necessary to perform work.

5.4 Allocate tasks in accordance with the competencies of workgroup members, and delegate autonomy and authority as appropriate.

5.5 Vary leadership and guidance strategies to meet changing priorities and situations, and take into account the differing needs and skills of individuals and the requirements of the tasks and workplace.

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.

applying legislation, regulations, policies, procedures and guidelines

undertaking problem solving in a team environment

using transparent decision making

communicating with a diverse workplace including listening, facilitating, negotiating, mentoring

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.

public sector legislation including WHS and environment, regulations, policies, procedures and guidelines relating to the public sector

principles of effective team operation

principles of facilitation and empowerment

group processes

group dynamics

range of leadership styles and the application of these to suit different groups and tasks

learning and development in the workplace

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

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. Facilitate commitment to objectives and required standards

1.1 Discuss and clarify the organisation’s vision, strategic objectives and required standards of performance with others in accordance with the needs, communication and learning styles of workgroup members.

1.2 Establish the purpose, objectives, roles and responsibilities in the workgroup.

1.3 Model commitment to objectives and standards to provide leadership and develop workgroup commitment.

1.4 Model and promote equal employment opportunity, workplace health and safety, diversity management and participative work practices within the workgroup.

2. Contribute to the development of a cooperative, high performance workgroup

2.1 Encourage, acknowledge and consider work contributions or suggestions.

2.2 Support workgroup members to use, share and develop their skills according to work requirements.

2.3 Facilitate work allocation within the group on the basis of current skills and development needs.

2.4 Consult with workgroup members in the implementation of new work practices.

2.5 Resolve conflict and other issues which affect performance within the workgroup wherever possible, or refer.

3. Give and receive feedback on performance

3.1 Seek feedback from others outside the workgroup on personal and workgroup performance, and give open and constructive responses to feedback.

3.2 Gather and provide regular constructive feedback on all aspects of work performance from and to the workgroup.

3.3 Assess and address performance and recognise and/or reward notable performance.

3.4 Address under performance of self and others.

3.5 Use feedback to continuously improve performance and outcomes.

4. Support and participate in development activities

4.1 Develop, agree upon and implement an action plan to meet individual and group learning and development needs.

4.2 Support individuals to identify their specific learning and/or development needs.

4.3 Encourage and support workgroup members to take advantage of development opportunities in accordance with their needs.

4.4 Access learning and development opportunities to continuously improve own leadership skills and other identified development needs.

4.5 Provide on-the-job learning opportunities in accordance with individual needs and to the required standard.

4.6 Encourage and support workgroup members in applying new skills and knowledge in the workplace.

5. Provide leadership, direction and guidance in the workgroup

5.1 Use participative decision making in developing, implementing and reviewing the work of the group and the distribution of responsibilities, where appropriate.

5.2 Give opportunities and encouragement to workgroup members to develop new and innovative work practices and strategies.

5.3 Provide workgroup members with the support, leadership, advice and policy direction necessary to perform work.

5.4 Allocate tasks in accordance with the competencies of workgroup members, and delegate autonomy and authority as appropriate.

5.5 Vary leadership and guidance strategies to meet changing priorities and situations, and take into account the differing needs and skills of individuals and the requirements of the tasks and workplace.

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.

applying legislation, regulations, policies, procedures and guidelines

undertaking problem solving in a team environment

using transparent decision making

communicating with a diverse workplace including listening, facilitating, negotiating, mentoring

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.

public sector legislation including WHS and environment, regulations, policies, procedures and guidelines relating to the public sector

principles of effective team operation

principles of facilitation and empowerment

group processes

group dynamics

range of leadership styles and the application of these to suit different groups and tasks

learning and development in the workplace

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

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
Discuss and clarify the organisation’s vision, strategic objectives and required standards of performance with others in accordance with the needs, communication and learning styles of workgroup members. 
Establish the purpose, objectives, roles and responsibilities in the workgroup. 
Model commitment to objectives and standards to provide leadership and develop workgroup commitment. 
Model and promote equal employment opportunity, workplace health and safety, diversity management and participative work practices within the workgroup. 
Encourage, acknowledge and consider work contributions or suggestions. 
Support workgroup members to use, share and develop their skills according to work requirements. 
Facilitate work allocation within the group on the basis of current skills and development needs. 
Consult with workgroup members in the implementation of new work practices. 
Resolve conflict and other issues which affect performance within the workgroup wherever possible, or refer. 
Seek feedback from others outside the workgroup on personal and workgroup performance, and give open and constructive responses to feedback. 
Gather and provide regular constructive feedback on all aspects of work performance from and to the workgroup. 
Assess and address performance and recognise and/or reward notable performance. 
Address under performance of self and others. 
Use feedback to continuously improve performance and outcomes. 
Develop, agree upon and implement an action plan to meet individual and group learning and development needs. 
Support individuals to identify their specific learning and/or development needs. 
Encourage and support workgroup members to take advantage of development opportunities in accordance with their needs. 
Access learning and development opportunities to continuously improve own leadership skills and other identified development needs. 
Provide on-the-job learning opportunities in accordance with individual needs and to the required standard. 
Encourage and support workgroup members in applying new skills and knowledge in the workplace. 
Use participative decision making in developing, implementing and reviewing the work of the group and the distribution of responsibilities, where appropriate. 
Give opportunities and encouragement to workgroup members to develop new and innovative work practices and strategies. 
Provide workgroup members with the support, leadership, advice and policy direction necessary to perform work. 
Allocate tasks in accordance with the competencies of workgroup members, and delegate autonomy and authority as appropriate. 
Vary leadership and guidance strategies to meet changing priorities and situations, and take into account the differing needs and skills of individuals and the requirements of the tasks and workplace. 
Discuss and clarify the organisation’s vision, strategic objectives and required standards of performance with others in accordance with the needs, communication and learning styles of workgroup members. 
Establish the purpose, objectives, roles and responsibilities in the workgroup. 
Model commitment to objectives and standards to provide leadership and develop workgroup commitment. 
Model and promote equal employment opportunity, workplace health and safety, diversity management and participative work practices within the workgroup. 
Encourage, acknowledge and consider work contributions or suggestions. 
Support workgroup members to use, share and develop their skills according to work requirements. 
Facilitate work allocation within the group on the basis of current skills and development needs. 
Consult with workgroup members in the implementation of new work practices. 
Resolve conflict and other issues which affect performance within the workgroup wherever possible, or refer. 
Seek feedback from others outside the workgroup on personal and workgroup performance, and give open and constructive responses to feedback. 
Gather and provide regular constructive feedback on all aspects of work performance from and to the workgroup. 
Assess and address performance and recognise and/or reward notable performance. 
Address under performance of self and others. 
Use feedback to continuously improve performance and outcomes. 
Develop, agree upon and implement an action plan to meet individual and group learning and development needs. 
Support individuals to identify their specific learning and/or development needs. 
Encourage and support workgroup members to take advantage of development opportunities in accordance with their needs. 
Access learning and development opportunities to continuously improve own leadership skills and other identified development needs. 
Provide on-the-job learning opportunities in accordance with individual needs and to the required standard. 
Encourage and support workgroup members in applying new skills and knowledge in the workplace. 
Use participative decision making in developing, implementing and reviewing the work of the group and the distribution of responsibilities, where appropriate. 
Give opportunities and encouragement to workgroup members to develop new and innovative work practices and strategies. 
Provide workgroup members with the support, leadership, advice and policy direction necessary to perform work. 
Allocate tasks in accordance with the competencies of workgroup members, and delegate autonomy and authority as appropriate. 
Vary leadership and guidance strategies to meet changing priorities and situations, and take into account the differing needs and skills of individuals and the requirements of the tasks and workplace. 

Forms

Assessment Cover Sheet

PSPGEN053 - Provide leadership
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

PSPGEN053 - Provide leadership

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: