CHCORG502B - Work autonomously Competency Mapping Template
Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners
CHCORG502B Mapping and Delivery Guide Work autonomously
Version 1.0 Issue Date: May 2024
Qualification
-
Unit of Competency
CHCORG502B - Work autonomously
Description
This unit describes the knowledge and skills required to work as a member of a team or as an individual for periods of time without direct supervision and for coaching and mentoring colleagues
Employability Skills
This unit contains Employability Skills
Learning Outcomes and Application
This unit may be applied across a range of areas of work in the community sector
Duration and Setting
X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.
Prerequisites/co-requisites
Not Applicable
Competency Field
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: Undertake work activities
Identify and address work requirements within own role and area of responsibility
Demonstrate understanding of instructions and directions, clarify where necessary, and implement appropriately
Undertake responsibilities and duties consistent with decisions made by the team, instructions given by management and agreed policies and procedures
Maintain communication with team leader advising of progress of task/activity
Modify tasks or performance if required in line with approved procedures and, if possible, agreed in advance with the appropriate person
Determine needs for additional support and communicate clearly and in a suitable format to management or appropriate person
Provide reports about progress and completion of work clearly in a form and at times and frequencies as agreed
Share information about own area of work and responsibility with colleagues in a way which helps them to carry out their own work and to put agreed plans into action
Ensure sharing of information complies with agreed boundaries of confidentiality
Maintain personal safety and safety of others
Communicate to team leader any legal requirements and/or ramifications of activities
Element: Accept responsibilities
Accept responsibilities according to organisation's policy and procedures
Ensure team leader is appraised of outcome/s of tasks or activities in line with agreed guidelines
Ensure any activity that exceeds the scope of the defined task is referred to the team leader
Element: Set performance requirements
Set performance requirements based on objectives and goals
Ensure performance requirements are agreed with team leader
Element: Maintain team performance
Monitor individual performance against defined performance requirements and take appropriate action to maintain performance if required
Monitor performance of others and take appropriate action through coaching and mentoring to ensure objectives and goals are met
Respond to unsatisfactory practice of colleagues in a manner that balances organisation needs and goals with consideration for the individual
Provide team leader with feedback, positive support and clear accurate advice
Refer performance issues which cannot be rectified or addressed to appropriate personnel according to organisation policy
Advise team leader of any changes in priorities or tasks
Complete all required documentation relevant to performance
Element: Act as a team leader as required
Identify work requirements and present to team members
Communicate instructions and directions to team members clearly and unambiguously
Recognise, discuss and deal with team members' concerns and queries
Adhere to equal opportunities codes of practice and respond to cultural and religious beliefs and practices of colleagues in a way that demonstrates that diversity is valued and that discrimination and prejudice will be challenged
Communicate any legal requirements and/or ramifications of team activities to team members
Allocate duties, rosters and responsibilities to team members having regard to the skills and knowledge required to properly undertake the assignment or task and according to organisation policy and procedures
Make comments and give constructive criticism to colleagues in a manner which identifies their good practice and reinforces their self confidence
Use opportunities to communicate informally with colleagues as far as possible within the time constraints of the work environment to develop shared attitudes and to extend relationships
If colleagues experience discrimination, offer support that helps them assert their individual rights and sustain their confidence and self-esteem
Element: Contribute to team meetings
Undertake adequate meeting preparation to enable the supply of suitable information and effective contribution to discussion
Participate in meetings, planning and decision-making consistent with own role and the role of other members of the team
Ensure information given and views expressed to those outside the team are consistent with the decisions of the team
Manage any decisions made which conflict with own viewpoint in a manner which is likely to promote the aims of the team and organisation
Element: Respond to stress and conflict in the team
Respond to indications that colleagues are stressed or need support in a manner that encourages them to share their concerns and difficulties
Ensure any offers made in a work context to help colleagues alleviate stress or develop support are within own area of responsibility and competence
Share information to help colleagues identify sources of support or expertise and further training opportunities, if it can potentially enhance their competence and ability to cope
Respond to conflict with colleagues or between colleagues in a manner that does not disrupt the work of the organisation
Promptly refer to an appropriate person if conflict cannot readily be resolved
Respond to solutions proposed to reduce conflict in a way that demonstrates willingness to compromise and to amend practices in a flexible and positive manner in the interests of the effective working of the organisation
Where there is evidence of prejudice and/or discrimination on the part of a team member, challenge behaviour in a manner likely to bring about change
Offer support to colleagues in conflict with others consistent with organisation requirements and procedures, and in a manner that balances needs of the individual colleague with the maintenance of quality of the organisation
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, the Range Statement and the Assessment Guidelines for this Training Package.
Critical aspects for assessment and evidence required to demonstrate this unit of competency:
The individual being assessed must provide evidence of specified essential knowledge as well as skills
This unit will be most appropriately assessed in the workplace or in a simulated workplace and under the normal range of workplace conditions
Assessment of performance should be over a period of time covering all categories of the range of variable statements that are applicable in the learners environment
Access and equity considerations:
All workers in community services should be aware of access, equity and human rights issues in relation to their own area of work
All workers should develop their ability to work in a culturally diverse environment
In recognition of particular issues facing Aboriginal and Torres Strait Islander communities, workers should be aware of cultural, historical and current issues impacting on Aboriginal and Torres Strait Islander people
Assessors and trainers must take into account relevant access and equity issues, in particular relating to factors impacting on Aboriginal and/or Torres Strait Islander clients and communities
Context of and specific resources for assessment:
This unit can be assessed independently, however holistic assessment practice with other community services units of competency is encouraged
Resources required for assessment include access to:
an appropriate workplace and/or simulation of realistic workplace setting where assessment can take place
human resources consistent with the range of workplace variables
Method of assessment:
Observation in the workplace
In cases where the learner does not have the opportunity to cover all categories of the range of variables statements in the work environment, the remainder should be assessed through realistic simulations, projects, previous relevant experience or oral questioning on 'What if?' scenarios
Assessment of this unit of competence will usually include observation of processes and procedures, oral and/or written questioning on underpinning knowledge and skills and consideration of required attitudes
Where performance is not directly observed and/or is required to be demonstrated over a 'period of time' and/or in a 'number of locations', any evidence should be authenticated by colleagues, supervisors, clients or other appropriate persons
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.
This describes the essential skills and knowledge and their level required for this unit.
Essential knowledge:
The candidate must be able to demonstrate essential knowledge required to effectively do the task outlined in elements and performance criteria of this unit, manage the task and manage contingencies in the context of the identified work role
These include knowledge of:
Legal requirements and ramifications of team activities
Organisation's policy relevant to hours of work and work allocation
Procedures and methods of setting performance expectations
Organisation's policy for referring performance issues
Organisation's requirements for documenting team performance and activities
Team members duties and responsibilities
Method of monitoring performance
Knowledge of current principles and practices required to work in a team
Follow defined work health and safety (WHS) policies and procedures
Essential skills:
It is critical that the candidate demonstrate the ability to:
Communicate performance expectations
Provide feedback and assistance to team members in the work environment
Perform and allocate work duties
Identify the roles and areas of responsibilities of self and other team members and clearly and accurately communicate these
Identify support systems within the organisation and the sources of information about support within the wider community
Identify sources of information about training
Apply organisation procedures for dealing with conflict
Apply knowledge of:
group dynamics
the organisation's structure, role and policies
current practice and objectives of the organisation
equal opportunities codes of practices of the organisation
acknowledged good practice and legal obligations
rules of confidentiality of the setting
meeting procedures and decision-making processes
In addition, the candidate must be able to effectively do the task outlined in elements and performance criteria of this unit, manage the task and manage contingencies in the context of the identified work role
These include the ability to:
Communicate instructions and directions
Represent issues to management
Complete a range of documentation
Encourage team members
Undertake informal performance counselling
Apply team building skills
The Range Statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Add any 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.
Activities may include:
Non operational activities (tasks, projects, preparing documentation)
Operational activities (responding to emergencies and non-emergency operations including sport and recreation events, public relations activities, special events and activities)
Appropriate personnel may include:
Manager
Human resource personnel
Team leader
Supervisor
Colleagues may include:
Experienced colleagues
New or inexperienced colleagues
Work experience students/trainees
Conflict may be:
Between the learner and a colleague or colleagues
Between two or more colleagues
Meetings may include:
Regular full meetings of the team
Special meetings related to specific tasks
Meetings of part of the team only
Performance issues may include:
WHS
Hours of work details
Concerns about ability to complete work
Inadequate resources
Performance requirements include:
Goals
Objectives
Plans
Standards
Required documentation may include:
Forms
Proformas
Incident reports
Rosters
Timesheets
Written reports
Logs
Work requirements may include:
Tasks
Projects
Activities
Timelines
Other personnel involved
Equipment to be used
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
Identify and address work requirements within own role and area of responsibility
Demonstrate understanding of instructions and directions, clarify where necessary, and implement appropriately
Undertake responsibilities and duties consistent with decisions made by the team, instructions given by management and agreed policies and procedures
Maintain communication with team leader advising of progress of task/activity
Modify tasks or performance if required in line with approved procedures and, if possible, agreed in advance with the appropriate person
Determine needs for additional support and communicate clearly and in a suitable format to management or appropriate person
Provide reports about progress and completion of work clearly in a form and at times and frequencies as agreed
Share information about own area of work and responsibility with colleagues in a way which helps them to carry out their own work and to put agreed plans into action
Ensure sharing of information complies with agreed boundaries of confidentiality
Maintain personal safety and safety of others
Communicate to team leader any legal requirements and/or ramifications of activities
Accept responsibilities according to organisation's policy and procedures
Ensure team leader is appraised of outcome/s of tasks or activities in line with agreed guidelines
Ensure any activity that exceeds the scope of the defined task is referred to the team leader
Set performance requirements based on objectives and goals
Ensure performance requirements are agreed with team leader
Monitor individual performance against defined performance requirements and take appropriate action to maintain performance if required
Monitor performance of others and take appropriate action through coaching and mentoring to ensure objectives and goals are met
Respond to unsatisfactory practice of colleagues in a manner that balances organisation needs and goals with consideration for the individual
Provide team leader with feedback, positive support and clear accurate advice
Refer performance issues which cannot be rectified or addressed to appropriate personnel according to organisation policy
Advise team leader of any changes in priorities or tasks
Complete all required documentation relevant to performance
Identify work requirements and present to team members
Communicate instructions and directions to team members clearly and unambiguously
Recognise, discuss and deal with team members' concerns and queries
Adhere to equal opportunities codes of practice and respond to cultural and religious beliefs and practices of colleagues in a way that demonstrates that diversity is valued and that discrimination and prejudice will be challenged
Communicate any legal requirements and/or ramifications of team activities to team members
Allocate duties, rosters and responsibilities to team members having regard to the skills and knowledge required to properly undertake the assignment or task and according to organisation policy and procedures
Make comments and give constructive criticism to colleagues in a manner which identifies their good practice and reinforces their self confidence
Use opportunities to communicate informally with colleagues as far as possible within the time constraints of the work environment to develop shared attitudes and to extend relationships
If colleagues experience discrimination, offer support that helps them assert their individual rights and sustain their confidence and self-esteem
Undertake adequate meeting preparation to enable the supply of suitable information and effective contribution to discussion
Participate in meetings, planning and decision-making consistent with own role and the role of other members of the team
Ensure information given and views expressed to those outside the team are consistent with the decisions of the team
Manage any decisions made which conflict with own viewpoint in a manner which is likely to promote the aims of the team and organisation
Respond to indications that colleagues are stressed or need support in a manner that encourages them to share their concerns and difficulties
Ensure any offers made in a work context to help colleagues alleviate stress or develop support are within own area of responsibility and competence
Share information to help colleagues identify sources of support or expertise and further training opportunities, if it can potentially enhance their competence and ability to cope
Respond to conflict with colleagues or between colleagues in a manner that does not disrupt the work of the organisation
Promptly refer to an appropriate person if conflict cannot readily be resolved
Respond to solutions proposed to reduce conflict in a way that demonstrates willingness to compromise and to amend practices in a flexible and positive manner in the interests of the effective working of the organisation
Where there is evidence of prejudice and/or discrimination on the part of a team member, challenge behaviour in a manner likely to bring about change
Offer support to colleagues in conflict with others consistent with organisation requirements and procedures, and in a manner that balances needs of the individual colleague with the maintenance of quality of the organisation
Forms
Assessment Cover Sheet
CHCORG502B - Work autonomously
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
CHCORG502B - Work autonomously
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