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

MSL916002 Mapping and Delivery Guide
Manage and develop teams

Version 1.0
Issue Date: May 2024


Qualification -
Unit of Competency MSL916002 - Manage and develop teams
Description
Employability Skills
Learning Outcomes and Application This unit of competency covers the ability to develop and empower team members through motivating, mentoring, coaching and promoting team cohesion to achieve planned outcomes. It includes managing the team to improve its performance within agreed goals, contexts and constraints.This unit of competency is applicable to senior technical officers and laboratory supervisors working in all industry sectors.While no specific licensing or certification requirements apply to this unit at the time of publication, laboratory operations are governed by relevant legislation, regulations and/or external accreditation requirements. Local requirements should be checked.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.

Judgement of competence must be based on holistic assessment of the evidence. Assessment methods must confirm consistency of performance over time, rather than a single assessment event to enable the candidate to initiate and implement improvements.

This unit of competency is to be assessed in the workplace or a simulated workplace environment. A simulated workplace environment must reflect realistic operational workplace conditions that cover all aspects of workplace performance, including the environment, task skills, task management skills, contingency management skills and job role environment skills.

Foundation skills are integral to competent performance of the unit and should not be assessed separately.

Assessment processes and techniques must be appropriate to the language, literacy and numeracy requirements of the work being performed and the needs of the candidate.

Knowledge evidence may be collected concurrently with performance evidence or through an independent process, such as workbooks, written assessments or interviews (provided a record is kept in each case).

This unit of competency may be assessed with:

MSL916003 Supervise laboratory operations in work or functional area.

Holistic assessment methods include:

review of the candidate’s records of individual and team outputs and performance

feedback from team members about the effectiveness of team planning, performance management processes and professional development opportunities

feedback from senior managers about performance of the candidate’s team

feedback from customers serviced by the candidate’s team

observation of the candidate during team meetings and contact with individual team members

interview questions with the candidate to assess required knowledge of team dynamics, leadership and management.

Access is required to instruments, equipment, materials, workplace documentation, procedures and specifications associated with this unit, including, but not limited to:

relevant WHS, equal opportunity, licensing, and registration policies and procedures

workplace procedures and standard operating procedures (SOPs)

industrial awards and workplace agreements.

Assessors must satisfy the assessor competency requirements that are in place at the time of the assessment as set by the VET regulator.

The assessor must demonstrate both technical competency and currency.

Technical competence can be demonstrated through:

relevant VET or other qualification/Statement of Attainment AND/OR

relevant workplace experience.

Currency can be demonstrated through:

performing the competency being assessed as part of current employment OR

having consulted with a laboratory about performing the competency being assessed within the last twelve months.
Prerequisites/co-requisites
Competency Field Communication/organisation
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: Promote team effectiveness
  • Clearly define and communicate team goals and roles
  • Promote respect for team members through coaching and by example
  • Achieve balanced participation in discussions and activities
  • Negotiate work roles to balance team goals, job requirements and team members' strengths, experience, work styles and career goals
  • Apply effective conflict resolution processes and implement them fairly
  • Provide effective links between senior management, other teams and the work team
  • Encourage networking to share experiences, expertise and resources
       
Element: Identify and develop individual potential
  • Assess each team member's strengths and weaknesses against documented job performance requirements and identify training and development options in consultation with them
  • Provide opportunities to develop skills through allocation/rotation of work tasks and roles
  • Encourage the sharing of knowledge and skills through coaching, mentoring and shadowing
       
Element: Monitor individual and team performances
  • Review each team member's performance on a regular basis with the individual
  • Recognise achievements and address problems with performance
  • Provide constructive feedback on the performance of the team and team members
  • Record information relating to individual and team performance following workplace/statutory procedures
       


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.

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1

Promote team effectiveness

1.1

Clearly define and communicate team goals and roles

1.2

Promote respect for team members through coaching and by example

1.3

Achieve balanced participation in discussions and activities

1.4

Negotiate work roles to balance team goals, job requirements and team members' strengths, experience, work styles and career goals

1.5

Apply effective conflict resolution processes and implement them fairly

1.6

Provide effective links between senior management, other teams and the work team

1.7

Encourage networking to share experiences, expertise and resources

2

Identify and develop individual potential

2.1

Assess each team member's strengths and weaknesses against documented job performance requirements and identify training and development options in consultation with them

2.2

Provide opportunities to develop skills through allocation/rotation of work tasks and roles

2.3

Encourage the sharing of knowledge and skills through coaching, mentoring and shadowing

3

Monitor individual and team performances

3.1

Review each team member's performance on a regular basis with the individual

3.2

Recognise achievements and address problems with performance

3.3

Provide constructive feedback on the performance of the team and team members

3.4

Record information relating to individual and team performance following workplace/statutory procedures

Evidence of competence in this unit must satisfy all of the requirements of the elements and performance criteria, and include demonstration of:

planning and allocating work that balances achievement of team goals and job requirements with team members' strengths and preferences

measuring, monitoring and recording team and individual performance

developing and empowering team members through motivating, mentoring, coaching and promoting team cohesion to achieve planned outcomes

working effectively with team members who have diverse work styles, cultures and perspectives

using effective interpersonal and communication skills to gain cooperation and resolve conflicts.

Must provide evidence that demonstrates knowledge of:

the organisational structure, layout of laboratory and workplace

business goals, expected performance outcomes and key indicators

operating budgets, available resources and plans for work area

key principles of performance management systems

workplace/statutory policies and procedures relating to access and equity, relevant sections of industrial awards and workplace bargaining agreements

key principles of team dynamics, leadership and management

interpersonal/communication strategies for a diverse workforce

conflict resolution strategies and processes

work health and safety (WHS) and environment requirements.

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.

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1

Promote team effectiveness

1.1

Clearly define and communicate team goals and roles

1.2

Promote respect for team members through coaching and by example

1.3

Achieve balanced participation in discussions and activities

1.4

Negotiate work roles to balance team goals, job requirements and team members' strengths, experience, work styles and career goals

1.5

Apply effective conflict resolution processes and implement them fairly

1.6

Provide effective links between senior management, other teams and the work team

1.7

Encourage networking to share experiences, expertise and resources

2

Identify and develop individual potential

2.1

Assess each team member's strengths and weaknesses against documented job performance requirements and identify training and development options in consultation with them

2.2

Provide opportunities to develop skills through allocation/rotation of work tasks and roles

2.3

Encourage the sharing of knowledge and skills through coaching, mentoring and shadowing

3

Monitor individual and team performances

3.1

Review each team member's performance on a regular basis with the individual

3.2

Recognise achievements and address problems with performance

3.3

Provide constructive feedback on the performance of the team and team members

3.4

Record information relating to individual and team performance following workplace/statutory procedures

This field allows for different work environments and conditions that may affect performance. Essential operating conditions that may be present (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) are included.

Teams

Teams include one or more groups who:

are internal or external and small, medium or large in size

have ongoing responsibility for particular services or functions

are project based

have a mixture of full and part-time employees and/or contractors

are separated by distance and work at sites outside the laboratory

Goals, contexts and constraints

Team goals, contexts and constraints include:

specific goals and objectives, responsibility and accountability requirements

fixed outputs, timelines and resource limits

Methods for promoting team cohesion

Methods for promoting team cohesion include, but are not limited to, one or more of:

providing clear information and directions when devolving responsibility and accountability

organising regular team meetings and involving the team in planning and allocation of tasks

encouraging the team to openly propose, discuss and resolve issues

dealing with conflict before it adversely affects team performance

treating people openly and fairly

recognising individual and cultural differences

recognising and rewarding achievement

Methods for improving team and individual performance

Methods for improving team and individual performance include, but are not limited to, one or more of:

improving team planning processes and utilising individuals' strengths

analysing barriers to team effectiveness and developing appropriate strategies to overcome them

monitoring individuals' outputs and providing constructive feedback

recording individual and team performance

identifying individuals' training needs and providing development opportunities

supporting the team to share knowledge and skills

Monitoring team performance

Monitoring team performance includes, but is not limited to, one or more of:

using workplace performance management systems to record, update and analyse the performance of team members

discussing performance regularly with team members and the team

keeping senior managers informed about results of individuals and team

Identifying individual potential

Identifying individual potential includes:

comparing outputs with work requirements

assessing competency against standards or workplace requirements

Communication issues within and between teams

Communication issues within and between teams include, but are not limited to, one or more of:

unexpected changes to work priorities, schedules and rosters; and critical events on shift

urgent or abnormal results that require attention

problems with instruments, reagents, tests and sampling; and equipment and material shortages

Documented job requirements

Documented job requirements include one or more of:

job descriptions, job role statements and performance agreements

workplace guidelines covering access and equity principles and practices, industrial awards and workplace bargaining agreements

licensing/registration requirements

workplace procedures covering work health and safety (WHS) and equal opportunity

WHS and environmental management requirements

WHS and environmental management requirements include:

· complying with WHS and environmental management requirements at all times, which may be imposed through state/territory or federal legislation. These requirements must not be compromised at any time

· applying standard precautions relating to the potentially hazardous nature of samples

accessing and applying current industry understanding of infection control issued by the National Health and Medical Research Council (NHMRC) and State and Territory Departments of Health, where relevant

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
Clearly define and communicate team goals and roles 
Promote respect for team members through coaching and by example 
Achieve balanced participation in discussions and activities 
Negotiate work roles to balance team goals, job requirements and team members' strengths, experience, work styles and career goals 
Apply effective conflict resolution processes and implement them fairly 
Provide effective links between senior management, other teams and the work team 
Encourage networking to share experiences, expertise and resources 
Assess each team member's strengths and weaknesses against documented job performance requirements and identify training and development options in consultation with them 
Provide opportunities to develop skills through allocation/rotation of work tasks and roles 
Encourage the sharing of knowledge and skills through coaching, mentoring and shadowing 
Review each team member's performance on a regular basis with the individual 
Recognise achievements and address problems with performance 
Provide constructive feedback on the performance of the team and team members 
Record information relating to individual and team performance following workplace/statutory procedures 

Forms

Assessment Cover Sheet

MSL916002 - Manage and develop teams
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

MSL916002 - Manage and develop teams

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: