Google Links

Follow the links below to find material targeted to the unit's elements, performance criteria, required skills and knowledge

Elements and Performance Criteria

1. Suggest options and opportunities for change
   • Identify the need for change in work practice within the work unit, seek suggestions and devise options.
   • Suggest options and opportunities for change to improve efficiency and effectiveness of the workgroup and the work environment.
   • Consider the broader workplace context, including future trends, in suggestions for change.
   • Analyse risk factors affecting change to identify possible constraints.
2. Encourage commitment to workplace change
   • Provide positive encouragement to implement workplace change.
   • Identify and consider the needs and viewpoints of individuals when implementing change.
   • Develop communication strategies and provide support to colleagues on adjusting to change.
   • Identify and deal with issues requiring further action.
3. Monitor and evaluate change
   • Monitor implementation of change and provide prompt and constructive feedback on individual and group work practices.
   • Receive suggestions for improvements made by workgroup members positively and act upon where appropriate.
   • Evaluate work activities based on feedback from workgroup members and other stakeholders.
   • Collect evidence and information on the impact of change and report.
   • Negotiate recommendations for improving methods or techniques to manage change.
   • Share experience from the implementation of change with others and transfer to other change initiatives.
4. Deal with ambiguities in the change process
   • Recognise and accept the need to operate within constraints beyond one’s own control.
   • Identify areas of ambiguity in proposed change.
   • Develop options for dealing with ambiguity and criteria for assessing those options and communicate to the workgroup.
   • Select best option, undertake work and handle ambiguity in accordance with option determined.
   • Identify and communicate the impact of change and related issues to management as required.
5. Suggest options and opportunities for change
   • Identify the need for change in work practice within the work unit, seek suggestions and devise options.
   • Suggest options and opportunities for change to improve efficiency and effectiveness of the workgroup and the work environment.
   • Consider the broader workplace context, including future trends, in suggestions for change.
   • Analyse risk factors affecting change to identify possible constraints.
6. Encourage commitment to workplace change
   • Provide positive encouragement to implement workplace change.
   • Identify and consider the needs and viewpoints of individuals when implementing change.
   • Develop communication strategies and provide support to colleagues on adjusting to change.
   • Identify and deal with issues requiring further action.
7. Monitor and evaluate change
   • Monitor implementation of change and provide prompt and constructive feedback on individual and group work practices.
   • Receive suggestions for improvements made by workgroup members positively and act upon where appropriate.
   • Evaluate work activities based on feedback from workgroup members and other stakeholders.
   • Collect evidence and information on the impact of change and report.
   • Negotiate recommendations for improving methods or techniques to manage change.
   • Share experience from the implementation of change with others and transfer to other change initiatives.
8. Deal with ambiguities in the change process
   • Recognise and accept the need to operate within constraints beyond one’s own control.
   • Identify areas of ambiguity in proposed change.
   • Develop options for dealing with ambiguity and criteria for assessing those options and communicate to the workgroup.
   • Select best option, undertake work and handle ambiguity in accordance with option determined.
   • Identify and communicate the impact of change and related issues to management as required.

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 one occasion.

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

applying problem solving strategies in the context of managing ambiguity and change

working in teams

applying monitoring and observation methods

giving and receiving feedback, including ‘managing upwards’

---

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.

legislation, policy and procedures relating to public sector workplaces

change management models and their application to the work environment

organisational structure and culture

the nature of change and its effects in the workplace, including occupational health and safety issues

group dynamics

emotional intelligence

---