Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners

BSBATSIC412A Mapping and Delivery Guide
Maintain and protect cultural values in the organisation

Version 1.0
Issue Date: May 2024


Qualification -
Unit of Competency BSBATSIC412A - Maintain and protect cultural values in the organisation
Description This unit describes the performance outcomes, skills and knowledge required to work as a board member in such a way as to respect, maintain and protect aspects of culture within the organisation.The unit is based on a unit originally developed by the Aboriginal and Torres Strait Islander Curriculum Consortium, Tropical North Queensland Institute of TAFE.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Employability Skills This unit contains employability skills.
Learning Outcomes and Application This unit applies to individuals responsible for maintaining and protecting cultural values in an organisation as part of their board role in monitoring and guiding the activities of Aboriginal and Torres Strait Islander organisations.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.
Prerequisites/co-requisites
Competency Field Regulation, licensing and risk - ATSI governance
Development and validation strategy and guide for assessors and learners Student Learning Resources Handouts
Activities 		Slides
PPT 		Assessment 1 Assessment 2 Assessment 3 Assessment 4
Elements of Competency Performance Criteria              
Element: Demonstrate knowledge of your culture
  • Outline relevant traditional and cultural responsibilities in a manner appropriate to the audience
  • Follow accepted cultural protocols when undertaking board duties
  • Identify the role of Elders and their relationship to the organisation
       
Element: Demonstrate respect for cultural diversity
  • Treat individuals and groups with diverse lifestyles, backgrounds, cultures and languages with respect and sensitivity
  • Accommodate cultural differences in dealings with other people
       
Element: Identify the impacts of colonisation on Aboriginal and Torres Strait Islander culture
  • Identify how changes in Aboriginal and Torres Strait Islander culture since colonisation impact on the organisation and its members today
  • Recommend ways in which the organisation can help to restore, protect and maintain culture
       
Element: Apply Aboriginal and Torres Strait Islander cultural practices to governance processes
  • Identify relevant Aboriginal and Torres Strait Islander cultural practices that contribute to effective governance of organisations
  • Work with other board members to incorporate relevant Aboriginal and Torres Strait Islander cultural practices into the organisation's governance processes
       
Element: Deal with potential and actual cultural exploitation
  • Identify examples of potential and actual harm
  • Work with other board members to develop strategies for responding to potential and actual damage to cultural integrity
       
Element: Deal with potential and actual stereotyping and prejudice
  • Identify areas of potential and actual social conflict as a consequence of stereotyping and prejudice
  • Work with other board members to develop strategies toward reconciliation in consultation with appropriate individuals or groups in targeted areas
       
Element: Determine the effects of new legislation and policy on the organisation
  • Assess the potential impact of new and proposed legislation and policy on the organisation and its members
  • Develop strategies to respond to new and proposed legislation and policy
       
Element: Determine the impact of development on culture
  • Identify relevant social, technical, economic and political changes that may impact on the activities of the organisation
  • Assess current and future impact of development on culture
  • Develop strategies to maximise positive impact and prevent or minimise negative impact on culture
       


Evidence Required

List the assessment methods to be used and the context and resources required for assessment. Copy and paste the relevant sections from the evidence guide below and then re-write these in plain English.

The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.

Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the ability to:

provide appropriate information to others about cultural protocols and responsibilities relevant to board duties

identify historical factors that may impact on the community and the organisation

develop strategies to restore, protect and maintain cultural values in the organisation.

Context of and specific resources for assessment

Assessment must ensure:

access to examples of legislation and policy affecting Aboriginal and Torres Strait Islander people and their culture

knowledge and performance are assessed over time to confirm consistency in performance.

Note:

This unit contains skills and knowledge specific to Aboriginal and Torres Strait Islander culture. Particular care should be taken when choosing an appropriately qualified and suitable person or persons to conduct this assessment. Where appropriate, this may require involving a respected community member to assist with assessment.

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:

analysis of feedback from the community and stakeholders

analysis of responses to case studies and scenarios

direct questioning combined with reflection of practical board performance by the candidate

observation of performance on a board or simulated board

observation of presentations and group discussions

oral or written questioning to assess knowledge

observation of performance in role plays.

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.

Submission Requirements

List each assessment task's title, type (eg project, observation/demonstration, essay, assignment, checklist) and due date here

Assessment task 1: [title]      Due date:

(add new lines for each of the assessment tasks)

Assessment Tasks

Copy and paste from the following data to produce each assessment task. Write these in plain English and spell out how, when and where the task is to be carried out, under what conditions, and what resources are needed. Include guidelines about how well the candidate has to perform a task for it to be judged satisfactory.

Required skills

analysis and evaluation skills to assess key changes in legislation and policy and how they relate to the organisation and community

culturally appropriate communication skills to relate to people from diverse backgrounds and with diverse abilities

oral, diagrammatic or written literacy skills to be able to gather and share information

problem-solving and decision-making skills to develop strategies to address cultural issues

Required knowledge

Aboriginal and Torres Strait Islander cultural governance practices that may affect the effective governance of organisations

basic information on intellectual property rights and copyright law in relation to cultural knowledge and objects

concept of community control of organisations and how it may impact on the protection of cultural values

concepts of stereotyping and prejudice and their impacts on individuals

cultural context in which Aboriginal and Torres Strait Islander boards operate

current and proposed changes in legislation and policy that could impact on the organisation

geographic, social, economic and political contexts in which particular organisations operate and how these may impact on the maintenance and protection of cultural values in an organisation

how historical factors, such as colonisation, have had an impact on local community members and the organisation

provisions of federal, state or territory legislation and funding body requirements that may impact on decision making

relevant protocols and cultural responsibilities

social, technical, economic and political changes likely to occur in the short to medium term that could have an impact on the activities of the organisation

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, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.

Relevant traditional and cultural responsibilities may include:

Aboriginal and Torres Strait Islander lore

kinship

land ownership

men's and women's business

relationships with Elders and traditional owners

responsibilities in relation to significant events, such as births, marriages and deaths.

Protocols may include:

acknowledgements

appropriate time, place or ceremony for communication

family, kinship and clan

land ownership

talking to the right people

welcomes.

Lifestyles may include:

remote

rural

traditional

urban.

Cultural diversity may include:

beliefs and values

ceremonies

employment

language

law and lore

lifestyles

literacy

living conditions.

Aboriginal and Torres Strait Islander cultural practices may include:

bush meetings

committee meetings in appropriate language

constitutions recognising traditional owners

decision-making processes.

Potential and actual harm may include:

copyright issues

shift from community focus to business focus.

Areas of potential and actual social conflict may include:

family

land

public spaces

schools

workplaces.

Appropriate individuals or groups may include:

businesses

church groups

community sector organisations

community leaders

local government

schools

sporting clubs.

Impact may include:

changes in employment opportunities

changes in educational opportunities

changes in land ownership and control

financial changes.

Legislation and policy may include:

anti-discrimination and equal opportunity laws

extended trading hours

Native Title

pastoral and mining leases

relevant social security law

'Three Strikes' laws.

Relevant social, technical, economic and political changes may include:

changing technologies

education

land developments

land ownership changes

living standards

mainstreaming services.

Copy and paste from the following performance criteria to create an observation checklist for each task. When you have finished writing your assessment tool every one of these must have been addressed, preferably several times in a variety of contexts. To ensure this occurs download the assessment matrix for the unit; enter each assessment task as a column header and place check marks against each performance criteria that task addresses.

Observation Checklist

Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice Yes No Comments/feedback
Outline relevant traditional and cultural responsibilities in a manner appropriate to the audience 
Follow accepted cultural protocols when undertaking board duties 
Identify the role of Elders and their relationship to the organisation 
Treat individuals and groups with diverse lifestyles, backgrounds, cultures and languages with respect and sensitivity 
Accommodate cultural differences in dealings with other people 
Identify how changes in Aboriginal and Torres Strait Islander culture since colonisation impact on the organisation and its members today 
Recommend ways in which the organisation can help to restore, protect and maintain culture 
Identify relevant Aboriginal and Torres Strait Islander cultural practices that contribute to effective governance of organisations 
Work with other board members to incorporate relevant Aboriginal and Torres Strait Islander cultural practices into the organisation's governance processes 
Identify examples of potential and actual harm 
Work with other board members to develop strategies for responding to potential and actual damage to cultural integrity 
Identify areas of potential and actual social conflict as a consequence of stereotyping and prejudice 
Work with other board members to develop strategies toward reconciliation in consultation with appropriate individuals or groups in targeted areas 
Assess the potential impact of new and proposed legislation and policy on the organisation and its members 
Develop strategies to respond to new and proposed legislation and policy 
Identify relevant social, technical, economic and political changes that may impact on the activities of the organisation 
Assess current and future impact of development on culture 
Develop strategies to maximise positive impact and prevent or minimise negative impact on culture 

Forms

Assessment Cover Sheet

BSBATSIC412A - Maintain and protect cultural values in the organisation
Assessment task 1: [title]

Student name:

Student ID:

I declare that the assessment tasks submitted for this unit are my own work.

Student signature:

Result: Competent Not yet competent

Feedback to student

 

 

 

 

 

 

 

 

Assessor name:

Signature:

Date:

Assessment Record Sheet

BSBATSIC412A - Maintain and protect cultural values in the organisation

Student name:

Student ID:

Assessment task 1: [title] Result: Competent Not yet competent

(add lines for each task)

Feedback to student:

 

 

 

 

 

 

 

 

Overall assessment result: Competent Not yet competent

Assessor name:

Signature:

Date:

Student signature:

Date: