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Elements and Performance Criteria

1. Confirm that change is required
   • Consider factors impacting upon the business unit, the organisation or within the political environment.
   • Consult key stakeholders to establish that change is required and/or imminent and the nature of the change.
   • Conduct benchmarking with other similar organisations, functions, best practice standards to confirm the need for change.
   • Consult specialists and experts as required to assist in the identification of major change requirements or opportunities.
   • Identify and address the need for management support, expertise and advice to maximise the advantages of change management strategies.
2. Determine the likely impact of change
   • Analyse the proposed change in relation to organisational structure and function, and strategic objectives.
   • Identify the individuals, groups and others likely to be affected by change and their expectations and concerns.
   • Identify and explain the eventual impact of the proposed change on employees and employee relations in line with individuals’ specific needs and their differing responses to change.
   • Discuss options and specific proposals for change and the consequences with staff and invite feedback to ensure that people are involved in the decisions that affect them.
   • Identify and plan for potential risks associated with change.
   • Communicate the requirements and planned outcomes for change.
3. Develop a change management strategy
   • Prepare change management strategy and related communication strategies with key stakeholders.
   • Structure the strategy to address the transition from present to future arrangements and identify tactics for dealing with ambiguity in roles, functions, organisational priorities or structures.
   • Discuss future trends and organisational needs and consider them in the process of developing strategies for dealing with change.
   • Design change management activities to comply with the framework provided by relevant legislation and organisational policy.
   • Devise time schedules, performance standards and interim checkpoints for change management strategies.
   • Obtain approval to implement the chosen change management strategy from senior management.
4. Foster commitment to workplace change
   • Use a range of strategies to foster a positive attitude to change, especially from the individuals on whom the organisational change will have the most effect.
   • Provide advice to key stakeholders on strategies for effective change management and show sensitivity to people’s individual responses to change.
   • Seek and use resources required to implement change within the business.
   • Use leadership and communication strategies to assist others to deal with ambiguity and adapt to change.
5. Implement a change management strategy
   • Alter and implement policies, practices and procedures as required to support the change management strategy.
   • Identify and address barriers to change in accordance with the organisation’s risk management plan.
   • Identify, review and renegotiate priorities with key stakeholders in light of changing circumstances.
   • Activate strategies for embedding the change in accordance with the change management strategy.
   • Develop a process and performance indicators to monitor the impact of change.
   • Implement adjustments to the change management strategy as a result of performance monitoring, to ensure sustained positive outcomes.
6. Confirm that change is required
   • Consider factors impacting upon the business unit, the organisation or within the political environment.
   • Consult key stakeholders to establish that change is required and/or imminent and the nature of the change.
   • Conduct benchmarking with other similar organisations, functions, best practice standards to confirm the need for change.
   • Consult specialists and experts as required to assist in the identification of major change requirements or opportunities.
   • Identify and address the need for management support, expertise and advice to maximise the advantages of change management strategies.
7. Determine the likely impact of change
   • Analyse the proposed change in relation to organisational structure and function, and strategic objectives.
   • Identify the individuals, groups and others likely to be affected by change and their expectations and concerns.
   • Identify and explain the eventual impact of the proposed change on employees and employee relations in line with individuals’ specific needs and their differing responses to change.
   • Discuss options and specific proposals for change and the consequences with staff and invite feedback to ensure that people are involved in the decisions that affect them.
   • Identify and plan for potential risks associated with change.
   • Communicate the requirements and planned outcomes for change.
8. Develop a change management strategy
   • Prepare change management strategy and related communication strategies with key stakeholders.
   • Structure the strategy to address the transition from present to future arrangements and identify tactics for dealing with ambiguity in roles, functions, organisational priorities or structures.
   • Discuss future trends and organisational needs and consider them in the process of developing strategies for dealing with change.
   • Design change management activities to comply with the framework provided by relevant legislation and organisational policy.
   • Devise time schedules, performance standards and interim checkpoints for change management strategies.
   • Obtain approval to implement the chosen change management strategy from senior management.
9. Foster commitment to workplace change
   • Use a range of strategies to foster a positive attitude to change, especially from the individuals on whom the organisational change will have the most effect.
   • Provide advice to key stakeholders on strategies for effective change management and show sensitivity to people’s individual responses to change.
   • Seek and use resources required to implement change within the business.
   • Use leadership and communication strategies to assist others to deal with ambiguity and adapt to change.
10. Implement a change management strategy
    • Alter and implement policies, practices and procedures as required to support the change management strategy.
    • Identify and address barriers to change in accordance with the organisation’s risk management plan.
    • Identify, review and renegotiate priorities with key stakeholders in light of changing circumstances.
    • Activate strategies for embedding the change in accordance with the change management strategy.
    • Develop a process and performance indicators to monitor the impact of change.
    • Implement adjustments to the change management strategy as a result of performance monitoring, to ensure sustained positive outcomes.

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.

influencing and counselling in the context of change management

interpreting and explaining complex, formal documents and assisting others to apply them in the workplace

preparing written advice and reports requiring reasoning and precision of expression

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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.

change management strategies

effects of change

industrial relations issues as applicable to change processes

negotiation processes

key factors in the internal and external operating environment

understanding of organisational goals, policies and procedures

jurisdictional legislation applicable to management and human resource management functions

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