Assessor Resource

PSPHRM008
Coordinate career development

Assessment tool

Version 1.0
Issue Date: April 2024


This unit describes the skills required to coordinate career development to address the present and future needs of the organisation, groups and individuals. It includes analysing career development needs, designing career development strategies and managing career development programs.

This unit applies to those working in public sector roles involving human resource matters.

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, performing complex tasks in a range of familiar 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. Analyse career development needs

1.1 Identify the career development priorities of individuals and groups within the organisation through consultation with key stakeholders.

1.2 Analyse occupational, job and/or tasks to confirm current organisational requirements.

1.3 Identify competencies related to tasks and jobs as required, to underpin and link career development to other human resource functions in the organisation.

1.4 Analyse the results of skills audits, training needs analyses and competency-based assessments.

1.5 Link career development requirements to organisational initiatives and prioritise on the basis of consultation.

2. Design career development strategies

2.1 Design career development opportunities to meet the needs of individuals and the organisation.

2.2 Design career development strategies based on adult learning principles, fit with individuals’ work and social contexts, and that support the business and strategic directions of the organisation.

2.3 Include support for the development and implementation of individual career development plans in strategies.

2.4 Provide consultation and advice within the organisation on the most appropriate options for particular needs.

2.5 Establish networks and partnerships to stay up to date with current good practice, and to negotiate joint programs as required.

2.6 Base strategies and plans on the principles of merit, equity and fairness and design to cater for employees at different career stages.

3. Implement and/or manage career development programs

3.1 Promote career development programs.

3.2 Manage career development resources.

3.3 Manage service providers and/or contracts.

3.4 Promote study assistance programs.

3.5 Assess learning programs and delivery options on an ongoing basis to ensure that these are effective in addressing learning and development needs.

3.6 Track progression of staff who engage in career development programs to assess program effectiveness.

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.

using effective consultation with stakeholders

undertaking counselling and negotiation

explaining ideas to different audiences

interpreting and explaining formal documents and assisting others to apply them in the workplace

preparing written advice and reports requiring reasoning and precision of expression

undertaking discussion involving exchanges of complex oral information

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.

career development and career management as concepts within an organisational context

range of career development strategies and plans

concept of career stages

the organisation’s strategic goals and their implications for career development

importance of retaining human and/or intellectual capital within an organisation

career guidance and counselling strategies

strategies for the management of one’s own career

adult learning principles

succession planning

national competency concept

jurisdictional legislation, policies and practices applying to career development

national and/or international models of good practice in career development

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. Analyse career development needs

1.1 Identify the career development priorities of individuals and groups within the organisation through consultation with key stakeholders.

1.2 Analyse occupational, job and/or tasks to confirm current organisational requirements.

1.3 Identify competencies related to tasks and jobs as required, to underpin and link career development to other human resource functions in the organisation.

1.4 Analyse the results of skills audits, training needs analyses and competency-based assessments.

1.5 Link career development requirements to organisational initiatives and prioritise on the basis of consultation.

2. Design career development strategies

2.1 Design career development opportunities to meet the needs of individuals and the organisation.

2.2 Design career development strategies based on adult learning principles, fit with individuals’ work and social contexts, and that support the business and strategic directions of the organisation.

2.3 Include support for the development and implementation of individual career development plans in strategies.

2.4 Provide consultation and advice within the organisation on the most appropriate options for particular needs.

2.5 Establish networks and partnerships to stay up to date with current good practice, and to negotiate joint programs as required.

2.6 Base strategies and plans on the principles of merit, equity and fairness and design to cater for employees at different career stages.

3. Implement and/or manage career development programs

3.1 Promote career development programs.

3.2 Manage career development resources.

3.3 Manage service providers and/or contracts.

3.4 Promote study assistance programs.

3.5 Assess learning programs and delivery options on an ongoing basis to ensure that these are effective in addressing learning and development needs.

3.6 Track progression of staff who engage in career development programs to assess program effectiveness.

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.

using effective consultation with stakeholders

undertaking counselling and negotiation

explaining ideas to different audiences

interpreting and explaining formal documents and assisting others to apply them in the workplace

preparing written advice and reports requiring reasoning and precision of expression

undertaking discussion involving exchanges of complex oral information

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.

career development and career management as concepts within an organisational context

range of career development strategies and plans

concept of career stages

the organisation’s strategic goals and their implications for career development

importance of retaining human and/or intellectual capital within an organisation

career guidance and counselling strategies

strategies for the management of one’s own career

adult learning principles

succession planning

national competency concept

jurisdictional legislation, policies and practices applying to career development

national and/or international models of good practice in career development

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
Identify the career development priorities of individuals and groups within the organisation through consultation with key stakeholders. 
Analyse occupational, job and/or tasks to confirm current organisational requirements. 
Identify competencies related to tasks and jobs as required, to underpin and link career development to other human resource functions in the organisation. 
Analyse the results of skills audits, training needs analyses and competency-based assessments. 
Link career development requirements to organisational initiatives and prioritise on the basis of consultation. 
Design career development opportunities to meet the needs of individuals and the organisation. 
Design career development strategies based on adult learning principles, fit with individuals’ work and social contexts, and that support the business and strategic directions of the organisation. 
Include support for the development and implementation of individual career development plans in strategies. 
Provide consultation and advice within the organisation on the most appropriate options for particular needs. 
Establish networks and partnerships to stay up to date with current good practice, and to negotiate joint programs as required. 
Base strategies and plans on the principles of merit, equity and fairness and design to cater for employees at different career stages. 
Promote career development programs. 
Manage career development resources. 
Manage service providers and/or contracts. 
Promote study assistance programs. 
Assess learning programs and delivery options on an ongoing basis to ensure that these are effective in addressing learning and development needs. 
Track progression of staff who engage in career development programs to assess program effectiveness. 
Identify the career development priorities of individuals and groups within the organisation through consultation with key stakeholders. 
Analyse occupational, job and/or tasks to confirm current organisational requirements. 
Identify competencies related to tasks and jobs as required, to underpin and link career development to other human resource functions in the organisation. 
Analyse the results of skills audits, training needs analyses and competency-based assessments. 
Link career development requirements to organisational initiatives and prioritise on the basis of consultation. 
Design career development opportunities to meet the needs of individuals and the organisation. 
Design career development strategies based on adult learning principles, fit with individuals’ work and social contexts, and that support the business and strategic directions of the organisation. 
Include support for the development and implementation of individual career development plans in strategies. 
Provide consultation and advice within the organisation on the most appropriate options for particular needs. 
Establish networks and partnerships to stay up to date with current good practice, and to negotiate joint programs as required. 
Base strategies and plans on the principles of merit, equity and fairness and design to cater for employees at different career stages. 
Promote career development programs. 
Manage career development resources. 
Manage service providers and/or contracts. 
Promote study assistance programs. 
Assess learning programs and delivery options on an ongoing basis to ensure that these are effective in addressing learning and development needs. 
Track progression of staff who engage in career development programs to assess program effectiveness. 

Forms

Assessment Cover Sheet

PSPHRM008 - Coordinate career development
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

PSPHRM008 - Coordinate career development

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: