LGACORE602B - Promote and facilitate organisational performance Competency Mapping Template
Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners
LGACORE602B Mapping and Delivery Guide Promote and facilitate organisational performance
Version 1.0 Issue Date: April 2024
Qualification
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Unit of Competency
LGACORE602B - Promote and facilitate organisational performance
Description
This unit covers developing, maintaining and reviewing organisational structure, employment relations and communication strategies and promoting a fair and equitable workplace. The importance of effective employee relations and communication strategies in facilitating organisational performance is recognised. It is acknowledged that organisational cultures that encourage, support and reward staff achievements provide the right environment for staff to achieve competence and therefore enhance organisational performance. The unit is appropriate for senior management.
Employability Skills
This unit contains employability skills.
Learning Outcomes and Application
This unit supports the attainment of skills and knowledge required for competent workplace performance in councils of all sizes. Knowledge of the legislation and regulations within which councils must operate is essential. The unique nature of councils, as a tier of government directed by elected members and reflecting the needs of local communities, must be appropriately reflected.
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: Review organisational structure
Organisational structure is reviewed for its strengths and weaknesses.
Organisational structure is analysed for its capacity to support the goals and objectives of the organisation.
Effective, continuous monitoring, review and improvement procedures are implemented with the involvement and participation of staff.
Information gained from continuous review is evaluated and used to improve the organisation.
Element: Develop, maintain and review an effective communication strategy
Communication strategies are developed that ensure elected members, staff and the public are informed of key activities and decisions relevant to them.
Communication strategies are monitored for successful and effective implementation.
Feedback on the effectiveness of the communication strategy is regularly sought and required changes are implemented.
Element: Contribute to the development of organisational innovation, creativity and excellence
Innovative contributions and achievements are acknowledged and rewarded in accordance with council requirements.
Strategies are implemented that encourage group approaches to problem solving.
Ideas are valued and assessed objectively against council's goals and objectives.
Staff members are encouraged and supported in undertaking personal development activities through the allocation of resources.
Element: Contribute to the development of a productive and ethical work culture
Council's goals and objectives are achieved to the best ability of individual staff members working cooperatively with others and within codes of conduct.
Work decisions made by staff within their agreed range of responsibility and council's code of conduct are supported.
Element: Develop and maintain relevant competencies in a changing environment
Current knowledge of the issues facing council's operations and environment and of local, regional, national and international innovations is maintained.
Evaluation of own management practices and development needs is regularly undertaken and strategies to achieve own development objectives are developed and implemented.
Element: Promote and monitor a fair and equitable workplace
Equal employment opportunity and anti-discrimination policies are developed that clearly outline council's commitment to them and how the relevant legislation is implemented.
Equal employment opportunity and anti-discrimination policies are implemented.
Compliance with equal employment opportunity and anti-discrimination legislation is assessed and corrective action is undertaken when necessary.
Specialist advice is obtained in a timely manner to meet legislative, staff and council policy requirements.
Policies and procedures are reviewed to ensure they support the achievement of council's goals and objectives and meet legislative requirements.
Consultative structures are developed and maintained in accordance with legislative and council policy requirements.
Council's reward and pay structure is developed, maintained and regularly reviewed to support the achievement of council's goals and objectives and the career needs of employees.
Element: Review organisational structure
Organisational structure is reviewed for its strengths and weaknesses.
Organisational structure is analysed for its capacity to support the goals and objectives of the organisation.
Effective, continuous monitoring, review and improvement procedures are implemented with the involvement and participation of staff.
Information gained from continuous review is evaluated and used to improve the organisation.
Element: Develop, maintain and review an effective communication strategy
Communication strategies are developed that ensure elected members, staff and the public are informed of key activities and decisions relevant to them.
Communication strategies are monitored for successful and effective implementation.
Feedback on the effectiveness of the communication strategy is regularly sought and required changes are implemented.
Element: Contribute to the development of organisational innovation, creativity and excellence
Innovative contributions and achievements are acknowledged and rewarded in accordance with council requirements.
Strategies are implemented that encourage group approaches to problem solving.
Ideas are valued and assessed objectively against council's goals and objectives.
Staff members are encouraged and supported in undertaking personal development activities through the allocation of resources.
Element: Contribute to the development of a productive and ethical work culture
Council's goals and objectives are achieved to the best ability of individual staff members working cooperatively with others and within codes of conduct.
Work decisions made by staff within their agreed range of responsibility and council's code of conduct are supported.
Element: Develop and maintain relevant competencies in a changing environment
Current knowledge of the issues facing council's operations and environment and of local, regional, national and international innovations is maintained.
Evaluation of own management practices and development needs is regularly undertaken and strategies to achieve own development objectives are developed and implemented.
Element: Promote and monitor a fair and equitable workplace
Equal employment opportunity and anti-discrimination policies are developed that clearly outline council's commitment to them and how the relevant legislation is implemented.
Equal employment opportunity and anti-discrimination policies are implemented.
Compliance with equal employment opportunity and anti-discrimination legislation is assessed and corrective action is undertaken when necessary.
Specialist advice is obtained in a timely manner to meet legislative, staff and council policy requirements.
Policies and procedures are reviewed to ensure they support the achievement of council's goals and objectives and meet legislative requirements.
Consultative structures are developed and maintained in accordance with legislative and council policy requirements.
Council's reward and pay structure is developed, maintained and regularly reviewed to support the achievement of council's goals and objectives and the career needs of employees.
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.
Overview of assessment requirements
A person who demonstrates competency in this unit will be able to perform the outcomes described in the Elements to the required performance level detailed in the Performance Criteria. The knowledge and skill requirements described in the Range Statement must also be demonstrated. For example, knowledge of the legislative framework and safe work practices that underpin the performance of the unit are also required to be demonstrated
Critical aspects of evidence to be considered
The demonstrated ability to:
design and implement organisational structures, policies, processes and activities to ensure achievement of council's goals and objectives
be significantly involved in the development, support and encouragement of council staff
establish and maintain effective relations with peers and other managers
Context of assessment
May be undertaken on the job or in a simulated work environment.
Method of assessment
The following assessment methods are suggested:
observation of the learner performing a range of workplace tasks over sufficient time to demonstrate handling of a range of contingencies
written and/or oral questioning to assess knowledge and understanding
completion of workplace documentation
third-party reports from experienced practitioners
completion of self-paced learning materials including personal reflection and feedback from trainer, coach or supervisor.
Evidence required for demonstration of consistent performance
Consistent evidence across a range of human resources management and organisational improvement activities and practices.
Resource implications
Access to a workplace or case study that provides the following resources:
copies of relevant legislation
council policies and procedures with special reference to industrial relations, human resources, competitive tendering and competition, equal employment opportunity, anti-discrimination and education and training
strategic plans
real or simulated consultation process
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
Required Skills
written and verbal communication
counselling, presentation, negotiation, consultation and conciliation
development, interpretation, review and implementation of policy
effective management, organisational review and quality and continuous improvement practices
problem solving
cost-benefit analysis
people management and development practices
Required Knowledge
council's political, social, economic and environmental context
council's strategic and business plans, goals and objectives
relevant sections of local government act
local government award and enterprise agreements
relevant sections of industrial legislation
equal employment opportunity and anti-discrimination legislation and policies
council industrial relations and human resources policies and procedures
effective management principles
organisation behaviour principles, including the relationship between strategy and structure
quality and continuous improvement principles
ethics and public accountability
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.
Goals and objectives of the organisation may relate to:
productivity
career development opportunities for staff
efficiency
quality services and facilities
succession planning
Feedback may include:
periodic performance appraisal reviews
individual informal discussions
staff surveys and questionnaires
Specialist advice may be obtained from:
internal human resources specialists
external consultants
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
Organisational structure is reviewed for its strengths and weaknesses.
Organisational structure is analysed for its capacity to support the goals and objectives of the organisation.
Effective, continuous monitoring, review and improvement procedures are implemented with the involvement and participation of staff.
Information gained from continuous review is evaluated and used to improve the organisation.
Communication strategies are developed that ensure elected members, staff and the public are informed of key activities and decisions relevant to them.
Communication strategies are monitored for successful and effective implementation.
Feedback on the effectiveness of the communication strategy is regularly sought and required changes are implemented.
Innovative contributions and achievements are acknowledged and rewarded in accordance with council requirements.
Strategies are implemented that encourage group approaches to problem solving.
Ideas are valued and assessed objectively against council's goals and objectives.
Staff members are encouraged and supported in undertaking personal development activities through the allocation of resources.
Council's goals and objectives are achieved to the best ability of individual staff members working cooperatively with others and within codes of conduct.
Work decisions made by staff within their agreed range of responsibility and council's code of conduct are supported.
Current knowledge of the issues facing council's operations and environment and of local, regional, national and international innovations is maintained.
Evaluation of own management practices and development needs is regularly undertaken and strategies to achieve own development objectives are developed and implemented.
Equal employment opportunity and anti-discrimination policies are developed that clearly outline council's commitment to them and how the relevant legislation is implemented.
Equal employment opportunity and anti-discrimination policies are implemented.
Compliance with equal employment opportunity and anti-discrimination legislation is assessed and corrective action is undertaken when necessary.
Specialist advice is obtained in a timely manner to meet legislative, staff and council policy requirements.
Policies and procedures are reviewed to ensure they support the achievement of council's goals and objectives and meet legislative requirements.
Consultative structures are developed and maintained in accordance with legislative and council policy requirements.
Council's reward and pay structure is developed, maintained and regularly reviewed to support the achievement of council's goals and objectives and the career needs of employees.
Organisational structure is reviewed for its strengths and weaknesses.
Organisational structure is analysed for its capacity to support the goals and objectives of the organisation.
Effective, continuous monitoring, review and improvement procedures are implemented with the involvement and participation of staff.
Information gained from continuous review is evaluated and used to improve the organisation.
Communication strategies are developed that ensure elected members, staff and the public are informed of key activities and decisions relevant to them.
Communication strategies are monitored for successful and effective implementation.
Feedback on the effectiveness of the communication strategy is regularly sought and required changes are implemented.
Innovative contributions and achievements are acknowledged and rewarded in accordance with council requirements.
Strategies are implemented that encourage group approaches to problem solving.
Ideas are valued and assessed objectively against council's goals and objectives.
Staff members are encouraged and supported in undertaking personal development activities through the allocation of resources.
Council's goals and objectives are achieved to the best ability of individual staff members working cooperatively with others and within codes of conduct.
Work decisions made by staff within their agreed range of responsibility and council's code of conduct are supported.
Current knowledge of the issues facing council's operations and environment and of local, regional, national and international innovations is maintained.
Evaluation of own management practices and development needs is regularly undertaken and strategies to achieve own development objectives are developed and implemented.
Equal employment opportunity and anti-discrimination policies are developed that clearly outline council's commitment to them and how the relevant legislation is implemented.
Equal employment opportunity and anti-discrimination policies are implemented.
Compliance with equal employment opportunity and anti-discrimination legislation is assessed and corrective action is undertaken when necessary.
Specialist advice is obtained in a timely manner to meet legislative, staff and council policy requirements.
Policies and procedures are reviewed to ensure they support the achievement of council's goals and objectives and meet legislative requirements.
Consultative structures are developed and maintained in accordance with legislative and council policy requirements.
Council's reward and pay structure is developed, maintained and regularly reviewed to support the achievement of council's goals and objectives and the career needs of employees.
Forms
Assessment Cover Sheet
LGACORE602B - Promote and facilitate organisational performance
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
LGACORE602B - Promote and facilitate organisational performance
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