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Elements and Performance Criteria

1. Plan for change
   • Create opportunities to develop and communicate solutions to problems and issues in the workplace.
   • Use group processes to assess proposals to determine the benefits and costs of change and advise key people of the outcomes.
   • Ensure that all key people are involved in developing a change management strategy and plan according to legislation, policy and procedures.
   • Ensure plans for implementing change demonstrate an awareness of the political, resource and industrial context.
2. Implement change in the workplace
   • Determine resources required to implement change and allocate as required and according to priorities.
   • Provide direction and support in the change process to team members to enable commitment and a collective focus.
   • Promote cooperation from key people to assist in and support the implementation of change.
   • Provide information on the operational aspects of change within the work unit routinely to colleagues.
   • Organise training to develop awareness and skills needed by staff to benefit from change where required.
3. Evaluate change
   • Develop feedback and monitoring mechanisms to ensure implementation of change meets strategic plans and objectives.
   • Monitor the impact of change and evaluate progress and issues according to evaluation mechanisms.
   • Provide feedback on the impact of change to key people as input to planning and policy development and reporting.
4. Plan for change
   • Create opportunities to develop and communicate solutions to problems and issues in the workplace.
   • Use group processes to assess proposals to determine the benefits and costs of change and advise key people of the outcomes.
   • Ensure that all key people are involved in developing a change management strategy and plan according to legislation, policy and procedures.
   • Ensure plans for implementing change demonstrate an awareness of the political, resource and industrial context.
5. Implement change in the workplace
   • Determine resources required to implement change and allocate as required and according to priorities.
   • Provide direction and support in the change process to team members to enable commitment and a collective focus.
   • Promote cooperation from key people to assist in and support the implementation of change.
   • Provide information on the operational aspects of change within the work unit routinely to colleagues.
   • Organise training to develop awareness and skills needed by staff to benefit from change where required.
6. Evaluate change
   • Develop feedback and monitoring mechanisms to ensure implementation of change meets strategic plans and objectives.
   • Monitor the impact of change and evaluate progress and issues according to evaluation mechanisms.
   • Provide feedback on the impact of change to key people as input to planning and policy development and reporting.

Performance Evidence

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 two occasions

communicating with a diverse range of individuals at different levels in the organisation

responding to diversity, including gender and disability

problem solving in the context of managing change

coaching and mentoring others in the change process

managing the effects of change in the workplace, including occupational health and safety issues such as workplace stress

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Knowledge Evidence

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.

organisation’s policies and procedures relating to protocols and guidelines for implementing change in the workplace

a range of change management models and tools and the application of these in the workplace

organisation’s structure and culture and the impact and effects of changes on individuals and organisations

consultative mechanisms and protocols of the organisation

political and industrial relations context of the industry

group dynamics

equal employment opportunities, equity and diversity principles

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