The Evidence Guide describes the underpinning knowledge and skills that must be demonstrated to prove competence. It is essential for assessment and must be read conjunction with the performance criteria, the range statement and the assessment guidelines of the relevant Training Package

Overview of assessment requirements

The assessment should confirm the ability to understand and monitor a levelled demand pull system of manufacturing..

What critical aspects of evidence is required to demonstrate competency in this unit?

Evidence of pull system improvement undertaken should be available

In what context should assessment occur?

Assessment will need to occur in an organisation using a pull system or by project.

Are there any other units which could or should be assessed with this unit or which relate directly to this unit?

This unit could be assessed concurrently with other relevant units.

What method of assessment should apply?

Assessors must be satisfied that the person can consistently perform the unit as a whole, as defined by the elements, performance criteria, skills and knowledge. A holistic approach should be taken to the assessment.

Assessors should gather sufficient, fair, valid, reliable, authentic and current evidence from a range of sources. Sources of evidence may include direct observation, reports from supervisors, peers and colleagues, project work, samples, organisation records and questioning. Assessment should not require language, literacy or numeracy skills beyond those required for the unit.

The assessee will have access to all techniques, procedures, information, resources and aids which would normally be available in the workplace.

The method of assessment should be discussed and agreed with the assessee prior to the commencement of the assessment

What evidence is required for demonstration of consistent performance?

Generally a number of continuous improvements will be required to generate sufficient evidence

What are the specific resource requirements for this unit?

Access to an organisation using a pull system.

Required skills:

analysis

problem solving

planning and organising

communication

documenting

Required knowledge:

processing requirements of products

capabilities of equipment

abilities and skills of personnel

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.

Pull system

A pull system is a manufacturing system is one where:

manufacturing is done to order and not for holding large inventories of parts and completed stock

work flow along the production line is done according to demand pull from the next work stage

manufacturing is in response to customer demand

The pull system must therefore be flexible and have cycle times set by parameters calculated from customer demand indicators

Pacemaker

Pacemaker processes is that process which sets the pace for the flow of manufacturing work through the enterprise

Types of inventories

Inventories within process may include:

cycle stock which reflects the replenishment quantity and frequency,

buffer stock to meet demand variability and forecast errors

safety stock required to guard against quality and delivery failures upstream.

Determine cause

Determine cause may include the individual/team leader:

analysing cause themselves

identifying that expert analysis is required and requesting this

setting up an improvement team to analyse cause

Action required

Action required include actions to align actual and planned rates of production and inventories. The actions will vary but can include changes to:

production processes

cycle times

equipment

work organisation

training and skill development of employees

The authority of the team leader may influence the actions required for example

actions which can be sanctioned by the individual team member

actions which can be sanctioned by the team leader

actions requiring management sanction

actions requiring expert intervention

Stakeholders

Stakeholders include:

managers

supervisors

employees

shareholders

OHS mechanisms/representatives

IR mechanisms/representatives

suppliers

customers

service providers