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Elements and Performance Criteria

1. Prepare for training
   • Specific needs for training are identified and confirmed through consultation with appropriate personnel
   • Training objectives are matched to identified competency development needs
   • Training approaches are planned and documented
2. Deliver training
   • Training is conducted in a safe and accessible environment
   • Training delivery methods are selected appropriate to training participant(s) needs, trainer availability, location and resources
   • Strategies and techniques are employed which facilitate the learning process
   • Objectives of the training, sequence of activities and assessment processes are discussed with training participant(s)
   • A systematic approach is taken to training and the approach is revised and modified to meet specific needs of training participant(s)
3. Provide opportunities for practices
   • Practice opportunities are provided to ensure that the participant achieves the components of competency
   • Various methods for encouraging learning are implemented to provide diverse approaches to meet the individual needs of participants
4. Review training
   • Participants are encouraged to self evaluate performance and identify areas for improvement
   • Participants' readiness for assessment is monitored and assistance provided in the collection of evidence of satisfactory performance
   • Training is evaluated in the context of self-assessment, participant feedback, supervisor comments and measurements against objectives
   • Training details are recorded according to enterprise and legislative requirements
   • Results of evaluation are used to guide further training

Required Skills

Not applicable

Evidence Required

Critical aspects of evidence

Assessment requires evidence of the following products to be collected

Description of the specific training need and required competency outcomes

Outline of the training approach and steps to be followed

Description of training participants and delivery methods to be used

Specific resources required

Outline of the evidence to be collected for monitoring training participant progress

Trainers self assessment of training delivery

Participant evaluation of training delivery

Evaluation of review comments against plan of training

Recordsdocumentation for monitoring progress of training participants

May be collected using proformas or template

Assessment requires evidence of the following processes to be provided

How the specific training need was determined

How the sequence of the training was determined

How appropriate personnel were identified

Why particular delivery methods were selected

How the characteristics of training participants as identified

How the resource requirements were established

How participant progress was monitored

Why and how the training resources were selected

How appropriate personnel confirmed training arrangements

How participants were informed of

intended training outcomes

competencies to be achieved

on andor off the job practice opportunities

benefits of practices

learning activities and tasks

assessment tasks and requirements

How constructive feedback was provided to training participant about progress toward competency to be acquired

How training participant readiness for assessment was determined and confirmed

How records were maintained to ensure confidentiality accuracy and security

Evidence may be provided verbally or in written form

Interdependent assessment of units

This unit may be assessed in conjunction with other units that form part of a job function

Required knowledge and skills

Competency in the units being taught

Workplace application of the relevant competencies

Identification of evidence of competency

Planning of own work including predicting consequences and identifying improvements

Application of relevant workplace policies eg OHS and EEO and any relevant legislative or regulatory requirements

Correct use of equipment and any other processes and procedures appropriate for the training

Ethical handling of performance issues

Language literacy and numeracy required skills to

conduct discussions and ask probing questions to review the training

gather information in spoken or written form for review purposes

make verbal recommendations for delivery of future training

adjust language to suit target audience training participantappropriate personnel

complete records on training

provide verbal feedbackampreport on training outcomes

follow and model examples of written texts

promote training in verbal or written form

Communication skills appropriate to the culture of the workplace appropriate personnel and training participants

Resource implications

Access to records system for training information and training participants and supervisory staff where appropriate

Consistency in performance

Competency in this unit needs to be assessed over a period of time in a range of contexts and on multiple occasions involving a combination of direct indirect and supplementary forms of evidence

Context for assessment

Assessment may occur on the job or in a simulated workplace Candidate workplace trainers should use competencies relevant to their area of technical expertise

Critical aspects of evidence

Assessment requires evidence of the following products to be collected

Description of the specific training need and required competency outcomes

Outline of the training approach and steps to be followed

Description of training participants and delivery methods to be used

Specific resources required

Outline of the evidence to be collected for monitoring training participant progress

Trainers self assessment of training delivery

Participant evaluation of training delivery

Evaluation of review comments against plan of training

Recordsdocumentation for monitoring progress of training participants

May be collected using proformas or template

Assessment requires evidence of the following processes to be provided

How the specific training need was determined

How the sequence of the training was determined

How appropriate personnel were identified

Why particular delivery methods were selected

How the characteristics of training participants as identified

How the resource requirements were established

How participant progress was monitored

Why and how the training resources were selected

How appropriate personnel confirmed training arrangements

How participants were informed of

intended training outcomes

competencies to be achieved

on andor off the job practice opportunities

benefits of practices

learning activities and tasks

assessment tasks and requirements

How constructive feedback was provided to training participant about progress toward competency to be acquired

How training participant readiness for assessment was determined and confirmed

How records were maintained to ensure confidentiality accuracy and security

Evidence may be provided verbally or in written form

Interdependent assessment of units

This unit may be assessed in conjunction with other units that form part of a job function

Required knowledge and skills

Competency in the units being taught

Workplace application of the relevant competencies

Identification of evidence of competency

Planning of own work including predicting consequences and identifying improvements

Application of relevant workplace policies eg OHS and EEO and any relevant legislative or regulatory requirements

Correct use of equipment and any other processes and procedures appropriate for the training

Ethical handling of performance issues

Language literacy and numeracy required skills to

conduct discussions and ask probing questions to review the training

gather information in spoken or written form for review purposes

make verbal recommendations for delivery of future training

adjust language to suit target audience training participantappropriate personnel

complete records on training

provide verbal feedbackampreport on training outcomes

follow and model examples of written texts

promote training in verbal or written form

Communication skills appropriate to the culture of the workplace appropriate personnel and training participants

Resource implications

Access to records system for training information and training participants and supervisory staff where appropriate

Consistency in performance

Competency in this unit needs to be assessed over a period of time in a range of contexts and on multiple occasions involving a combination of direct indirect and supplementary forms of evidence

Context for assessment

Assessment may occur on the job or in a simulated workplace Candidate workplace trainers should use competencies relevant to their area of technical expertise

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Range Statement

Relevant information to identify training needs includes:

industry/enterprise or other performance competency standards

endorsed components of relevant industry training package

industry/workplace training practices

job descriptions

results of training needs analyses

business plans of the organisation which identify skill development requirements

standard operating and/or other workplace procedures.

Appropriate personnel may include:

team leaders/supervisors/ technical experts

managers/employers

training and assessment coordinators

training participants

representative government regulatory bodies

union/employee representatives

consultative committees

assessors.

Training delivery methods and opportunities for practice may include:

presentations

demonstrations

explanations

problem solving

mentoring

experiential learning

group work

on the job coaching

job rotation

a combination of the above.

Components of competency include:

task skills

task management skills

contingency management skills

job/role environment skills

transfer and application of skills and knowledge of new contents.

Characteristics of training participant may include information in relation to:

language, literacy and numeracy needs

cultural, language, and educational background

gender

physical ability

level of confidence, nervousness or anxiety

age

previous experience with the topic

experience in training and assessment.

Training sessions may include:

one to one demonstration

small group demonstration (2 to 5 persons).

Resources may include:

time

location

personnel

materials and equipment

OHS and other workplace requirements

enterprise/industry standard operating procedures

finances/costs.

Strategies and techniques may include:

active listening

targeted questioning

points of clarification

group discussions.

Relevant information to identify training needs includes:

industry/enterprise or other performance competency standards

endorsed components of relevant industry training package

industry/workplace training practices

job descriptions

results of training needs analyses

business plans of the organisation which identify skill development requirements

standard operating and/or other workplace procedures.

Appropriate personnel may include:

team leaders/supervisors/ technical experts

managers/employers

training and assessment coordinators

training participants

representative government regulatory bodies

union/employee representatives

consultative committees

assessors.

Training delivery methods and opportunities for practice may include:

presentations

demonstrations

explanations

problem solving

mentoring

experiential learning

group work

on the job coaching

job rotation

a combination of the above.

Components of competency include:

task skills

task management skills

contingency management skills

job/role environment skills

transfer and application of skills and knowledge of new contents.

Characteristics of training participant may include information in relation to:

language, literacy and numeracy needs

cultural, language, and educational background

gender

physical ability

level of confidence, nervousness or anxiety

age

previous experience with the topic

experience in training and assessment.

Training sessions may include:

one to one demonstration

small group demonstration (2 to 5 persons).

Resources may include:

time

location

personnel

materials and equipment

OHS and other workplace requirements

enterprise/industry standard operating procedures

finances/costs.

Strategies and techniques may include:

active listening

targeted questioning

points of clarification

group discussions.

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