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Elements and Performance Criteria

  1. Establish need for change
  2. Trends in internal and external environment are reviewed and monitored and the need for change is identified.
  3. Consultation with the community and staff is undertaken and their needs and expectations are assessed.
  4. Operations are continuously monitored and evaluated and improvement opportunities are identified and implemented.
  5. Plan change
  6. Options for change are identified and assessed in terms of their impact on organisational performance and any industrial implications.
  7. A change plan is developed in consultation with employees and/or their representatives.
  8. Change plan is endorsed by chief executive officer and/or council and disseminated to stakeholders.
  9. Facilitate the implementation of change
  10. Time schedules for implementing change are determined and amended as necessary.
  11. Employee training and development requirements resulting from change are identified and included in change strategies.
  12. Existing systems and processes are modified, or new systems and processes are introduced, to implement required change.
  13. Staff members are informed of progress of change.
  14. Staff needs are identified and appropriate support is arranged.
  15. Evaluate change programs
  16. Stakeholders are consulted and feedback is sought on effects of change.
  17. Actual outcomes of change are compared against expected outcomes.
  18. Modifications to change process are made as appropriate.
  19. Establish need for change
  20. Plan change
  21. Facilitate the implementation of change
  22. Evaluate change programs

Required Skills

This describes the essential skills and knowledge and their level required for this unit

Required Skills

change management skills

qualitative and quantitative research skills

report writing

negotiation and consultation skills

facilitation skills

Required Knowledge

equal employment opportunity and occupational health and safety legislation

project management and time management

industrial awards and agreements

council policies and procedures

strategies policies and procedures on sustainable practice

implications of human resources strategic plan and councils corporate directions

evaluation methods

Evidence Required

Overview of assessment requirements

A person who demonstrates competency in this unit will be able to perform the outcomes described in the Elements to the required performance level detailed in the Performance Criteria The knowledge and skill requirements described in the Range Statement must also be demonstrated For example knowledge of the legislative framework and safe work practices that underpin the performance of the unit are also required to be demonstrated

Critical aspects of evidence to be considered

The demonstrated ability to

coordinate and facilitate a change process

establish the need for change

consult with and gain acceptance by key stakeholders

develop a comprehensive change process plan

conduct an evaluation of changes undertaken

Context of assessment

Assessment of performance requirements in this unit should be undertaken within the context of the local government framework Competency is demonstrated by performance of all stated criteria including the Range of Variables applicable to the workplace environment

Method of assessment

The following assessment methods are suggested

observation of the learner performing a range of workplace tasks over sufficient time to demonstrate handling of a range of contingencies

written andor oral questioning to assess knowledge and understanding

completion of workplace documentation

thirdparty reports from experienced practitioners

completion of selfpaced learning materials including personal reflection and feedback from trainer coach or supervisor

Evidence required for demonstration of consistent performance

Evidence should be gathered over a period of time in a range of actual or simulated management environments

Resource implications

Access to a workplace or simulated case study that encompasses the following resources

copies of relevant legislation industrial awards and agreements

council policies

texts and resources on change management

total quality management

best practice

unions and employees or simulated role play


Range Statement

The Range Statement relates to the Unit of Competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording in the Performance Criteria is detailed below.

Internal requirements may include:

budgetary restrictions

changing work structures

management change

improvements leading to increased productivity

enterprise bargaining

External requirements may include:

legislative changes

economic changes

political environment

demographic changes

community issues

technological changes

environmental issues

natural and other disasters

Consultation may be conducted by:

feedback

consensus

majority vote

participative committees

meetings

submissions

Industrial implications may include:

conditions of service including work conditions

associated legislation and industrial agreements, including awards, enterprise bargaining processes, occupational health and safety, equal employment opportunity and industrial democracy union, management and employee consultative process

Training and development may include:

in-house

external

accredited

on the job

formal and informal

Impacts of change may include:

working relationships

public relations

productivity and effectiveness measures

working environment

quality of products and services

industrial relations

individual skills, knowledge and career paths

morale

professional or technical procedures and protocols