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.
1. Identify the support requirements for diverse work teams | 1.1 Determine the scope and boundaries of the supervisory role in line with organisation policies, procedures and objectives in the employment and supervision of diverse work teams 1.2 Identify the strengths and support requirements of diverse work teams 1.3 Establish realistic expectations and conditions with stakeholders through negotiation 1.4 Discuss the benefits of mentoring with stakeholders and establish agreement on relationships and conditions 1.5 Identify and explore cultural factors, obligations and potential conflict using appropriate networks to effectively support and lead work group 1.6 Apply a framework for performance expectations consistent with the organisation’s objectives, values and practices 1.7 Aim for diversity in selecting and recruiting staff |
2. Facilitate support for diverse work teams | 2.1 Use a range of strategies to support, report on and promote the development of diverse team members in the work role and environment 2.2 Develop work practices that acknowledge diversity, identify unconscious bias and encourage team members to develop empathy, respect, and collaboration 2.3 Provide encouragement and advice to support decision making which is consistent with personal and workplace goals and career development 2.4 Use appropriate networks to provide assistance to team members 2.5 Provide information, guidance and constructive feedback incorporating reflective practice to enhance engagement in the workplace 2.6 Address cultural differences, and personal and workplace barriers consistent with maintaining positive support and relationships |
3. Monitor individual and team performance and relationships | 3.1 Provide planning guidance and support in a form and style to suit team member and workplace requirements 3.2 Provide regular and consistent feedback on progress towards achieving agreed expectations and personal and workplace goals 3.3 Recognise and negotiate changes in behaviour, expectations and outcomes with appropriate stakeholders 3.4 Recognise potential and experienced tension and conflict and seek advice and support to provide resolutions 3.5 Consult with team, other supervisors, mentors, and management to ensure corporate, workplace, team and individual goals are achieved 3.6 Address allegations of harassment, discrimination, bullying and complaints according to established organisational procedures |
4. Contribute to the effectiveness of support strategies for diverse team members | 4.1 Identify the benefits of a diverse work team and promote diversity within the workplace 4.2 Contribute to the identification or practices and approaches that achieve individual and organisational diversity objectives 4.3 Share ideas and suggestions on the challenges and barriers for supporting diverse work teams and improving individual and organisational outcomes |
Evidence is required to be collected that demonstrates a candidate’s competency in this unit. Evidence must be relevant to the roles within this sector’s work operations and satisfy all of the requirements of the performance criteria of this unit and include evidence that the candidate:
locates and applies relevant legislation, documentation, policies and procedures
works effectively with others to lead in the supervision of diverse work teams including:
using a range of communication techniques and tools/equipment to convey information to others
maintaining written and verbal reporting requirements
organising work activities to meet all task requirements
communicating clearly and concisely with others to receive and clarify work instructions
communicating clearly and concisely with others to identify and resolve conflict
consulting with stakeholders
demonstrates completion of providing leadership in the supervision of diverse work teams that safely, effectively and efficiently meets all of the required outcomes on more than one (1) occasion including:
preparing personal development plans in partnership with diverse team members that reflect both individual and organisational goals and performance outcomes
monitoring and reviewing the performance and development of diverse team members through performance feedback and addressing barriers to progress
identifying and promoting to diverse needs, obligations, and benefits
addressing potential and experienced conflict in the workplace
identifying community networks, and liaise with relevant workplace networks to provide support and resources for diverse teams
reporting and making recommendations for effective support and outcomes for diverse work teams
The candidate must demonstrate knowledge of the following when providing leadership in the supervision of diverse work teams including:
legislative, organisation and site policies and procedures
historic and contemporary local diverse issues
the cultural climate and politics of individuals and teams
concepts of cultural identity
the impact of colonisation
cultural values
key stakeholders and agents in the organisation, the community and diverse networks
language in cross-cultural communication
issues of power and influence in cultural differences
customs, language and environment of the dominant and traditional cultures
conditions and requirements of employment contracts and agreements
mentoring methods and strategies
acceptable behaviour in supervision including ethical practices, code of conduct, boundaries and confidentiality
strategies and options for skills, learning support and career development
team relationships and dynamics
work health and safety issues related to supervision
benefits of diverse work teams
Assessors must satisfy the Standards for Registered Training Organisations (RTOs) 2015/AQTF mandatory competency requirements for assessors; and industry regulations for certification and licensing; and,
this unit is best assessed in the context of this sector’s work environment;
where personal safety or environmental damage are limiting factors, assessment may occur in a simulated environment provided it is realistic and sufficiently rigorous to cover all aspects of this sector’s workplace performance, including environment, task skills, task management skills, contingency management skills and job role environment skills; and,
this unit must be assessed in compliance with relevant legislation/regulation and using policies, procedures, processes and operational manuals directly related to the industry sector for which it is being assessed; and,
assessment may be conducted in conjunction with the assessment of other units of competency; and,
assessment must confirm consistent performance can be applied in a range of relevant workplace circumstances; and,
assessors must demonstrate the performance evidence, and knowledge evidence as outlined in this unit of competency, and through the minimum years of current* work experience specified below in an industry sector relevant to the outcomes of the unit; or,
where the assessor does not meet experience requirements a co-assessment or partnership arrangement must exist between the qualified assessor and an industry subject matter expert. The industry subject matter expert should hold the unit being assessed (or an equivalent unit) and/or demonstrate equivalence of skills and knowledge at the unit level. An industry technical expert must also demonstrate skills and knowledge from the minimum years of current work experience specified below in the industry sector, including time spent in roles related to the unit being assessed; and,
assessor and industry subject matter expert requirements differ depending on the Australian Qualifications Framework Level (AQF) of the qualification being assessed and/or industry sector as follows:
Industry sector | AQF** Level | Required assessor or industry subject matter expert experience |
Drilling, Metalliferous Mining, Coal Mining, Extractive (Quarrying) and Civil Construction | 1 | 1 Year |
2 | 2 Years |
Drilling, Coal Mining and Extractive (Quarrying) | 3-6 | 3 Years |
Metalliferous Mining and Civil Construction | 3-6 | 5 Years |
Other sectors | Where this unit is being assessed outside of the Resources and Infrastructure Sectors, assessor and/or industry subject matter expert experience should be in-line with industry standards for the sector in which it is being assessed and, where no industry standard is specified, should comply with any relevant regulation. |
*Assessors can demonstrate current work experience through employment within industry in a role relevant to the outcomes of the unit; or, for external assessors this can be demonstrated through exposure to industry by conducting frequent site assessments across various locations.
**Where a unit is being delivered outside of a qualification the first numeric character in the unit code should be considered to indicate the AQF level.