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Elements and Performance Criteria

1. Develop change management strategies
   • Optional and specific proposals for change are developed and communicated to stakeholders
   • Stakeholders are consulted when developing strategies for dealing with workplace change
   • Future trends and organisational needs are discussed and considered in process of developing strategies for dealing with change
   • Options and specific proposals for change are developed and discussed with stakeholders
   • A change management strategy is adopted
2. Facilitate change management strategy
   • Advice is communicated to stakeholders on the requirements for effective change implementation
   • Resource requirements to implement change in the workplace are obtained and used
   • Leadership is provided to assist others to adapt to change, including appropriate guidance, training and support and a positive role model
3. Implement change
   • Work practices, policies, strategies and resource requirements are amended to accommodate changing circumstances
   • Outcomes of change management strategy are achieved
4. Review effectiveness of change
   • Feedback and monitoring mechanisms are put in place
   • The outcomes of monitoring and evaluation are communicated to relevant personnel
   • Impact of change on the workplace is monitored and evaluated and results are reflected in future change management

Required Skills

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

Required Skills

analyse change needs communication identify and meet the needs of particular groups in the change process monitor and evaluate the impact of change obtain and use resources to support change promote change

Required Knowledge

change management processes models of organisational change organisational theoretical frameworks

Evidence Required

Critical aspects for assessment and evidence required to demonstrate competency in this unit	Knowledge and application of change management and skills in a wide range of contexts to achieve actual organisation change objectives Consistency in performance Evidence will need to be gathered over time in a range of actual or simulated change management contexts
Context of and specific resources for assessment	Context of assessment Evidence of competent performance should be obtained by observing an individual in a change management role within the workplace or exercise or operational environment Specific resources for assessment No special requirements

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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.
Resource requirements may include:	changes in the workplace implementation of new work practices machinery of government change budgetary reform organisation restructure technology transfer to the workplace emerging community issues new government programs natural disasters staffing changes
Stakeholders may include:	personnel clients community other organisations unions management
Change contexts may include:	strategic influences technology changes procedures and practices policy directions government legislation community expectations staffing levels finance skills available to meet opportunities freedom of information non-discriminatory guidelines new opportunities open to the organisation
Impact of change may include:	working relationships public relations productivity/effectiveness measures working environment quality of services/products industrial relations individual skills/knowledge and career paths staff competency and developmental requirements

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