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

The evidence required to demonstrate competency in this unit must be relevant to worksite operations and satisfy all of the requirements of the performance criteria, required skills and knowledge and the range statement of this unit and include evidence of the ability to:

prepare personal development plans in partnership with Indigenous team members that reflect both individual and organisational goals and performance outcomes

monitor and review the performance and development of Indigenous team members through performance feedback and addressing barriers to progress

identify and respond to cultural needs, obligations, identity and values

address potential and experienced conflict in the workplace

identify community networks, and liaise with relevant workplace networks to provide support and resources for Indigenous team members

report and recommend on effective support and outcomes for Indigenous team members

Context of and specific resources for assessment

This unit must be assessed in the context of the work environment. Assessment may occur in a simulated environment provided it is realistic and sufficiently rigorous to cover all aspects of workplace performance, including task skills, task management skills, contingency management skills and job role environment skills.

Assessment of this competency requires resources that reflect a culturally diverse environment that includes Indigenous employees. Selection and use of resources for particular worksites may differ due to the site circumstances and local Indigenous issues.

The assessment environment should not disadvantage the participant. For example, language, literacy and numeracy demands of assessment should not be greater than those required on the job.

Customisation of assessment and delivery environment should sensitively accommodate cultural diversity.

Aboriginal people and other people from a non English speaking background may have second language issues

Where applicable, physical resources should include equipment modified for people with disabilities. Access must be provided to appropriate learning and/or assessment support when required.

It is recommended that this unit be assessed with advice from appropriate Indigenous cultural advisers who may be included on an assessment panel.

Method of assessment

This unit may be assessed in a holistic way with other units of competency. The assessment strategy for this unit must verify required knowledge and skill and practical applications using more than one of the following assessment methods:

written and/or oral assessment of the candidate's required knowledge of specific cultural issues and strategies in undertaking the support and supervision of individual Indigenous employees and diverse work teams. This may include case studies to demonstrate the candidate's ability to develop strategies for effectively supporting and supervising diverse groups in particular industry and cultural contexts.

observed, documented and/or first hand testimonial evidence of the candidate's:

implementation of appropriate requirement, procedures and techniques for the safe, effective and efficient achievement of required outcomes

identification of the relevant information and scope of the work required to meet the required outcomes

identification of viable options and the selection of individual and group process management that best meet the required outcomes

consistent achievement of required outcomes

first hand testimonial evidence of the candidate's:

working with others to undertake and complete the support and supervision of individual Indigenous employees and diverse work teams

provision of clear and timely required support and advice on the management of Indigenous employees and diverse work teams

Guidance information for assessment

Consult the SkillsDMC User Guide for further information on assessment including access and equity issues.

Required skills

Specific skills are required to achieve the performance criteria in this unit, particularly for the application in the various circumstances in which this unit may be applied. This includes the ability to carry out the following as required to demonstrate leadership in the supervision of Indigenous employees:

Communication:

use a range of strategies including active listening, questioning, determining comprehension, giving and receiving feedback

use direct, indirect and searching questions

use visual representations and plain English strategies to overcome literacy and numeracy issues

use stories and case studies to increase understanding and empathy

adapt to different communication styles, tone of voice and language code switching (where different languages are mixed)

support team members in developing their communication skills

interpret and use body language and culturally determined gestures

Teamwork:

establish the role of supervision and leadership in a culturally diverse team

select appropriate strategies to influence and motivate individual performance and workplace outcomes

negotiate development plans with individual team members to promote team and autonomous work practices

seek advice from experienced team members and cultural experts

build relationships including building trust, inclusiveness and maintaining confidence in team members

respond to cultural diversity in the community and workplace

Problem solving:

accommodate, address or resolve differences in areas of complex and sensitive cultural requirements and expectations

demonstrate cross cultural negotiation and conflict resolution

support team members to address and resolve their issues and problems

Initiative and enterprise:

provide flexible and adaptable role modelling and mentoring

advocate with colleagues and management

interpret and respond to the cultural basis for different behaviour and responses

Planning and organising:

plan performance feedback and development opportunities

select the right time and place for personal feedback

network, consult and facilitate with relevant stakeholders

network, consult and facilitate in different cultural contexts

monitor, review and record management plans

Self management:

develop cultural empathy and respect

develop self awareness and reflection on your own personal cultural identity and values

Learning:

confirm workplace policies and practices

reflect on supervision, role model and mentoring practice

assist and coach others

meet the training needs of team members using appropriate training strategies, depending on the skill needs of individuals

increase cultural knowledge and experiences

take advice from experts inside and outside the workplace

Technology:

maintain current information on the impact of new technologies on team members

use appropriate technology to enhance the development of team members

Required knowledge

Specific knowledge is required to achieve the performance criteria of this unit, particularly its application in a variety of circumstances in which the unit may be used. This includes knowledge of the following as required to demonstrate leadership in the supervision of Indigenous employees:

organisation's policies and procedures relevant to supervising Indigenous employees

relevant commonwealth and state legislation

historic and contemporary local Indigenous issues including:

participation in family and community rituals and celebrations

responsibilities for wider family members

concepts of time

traditional authority and power

concepts of ownership and property

relationship to land and traditional ownership

cultural climate and politics of individuals and teams

concepts of cultural identity including:

home and land

welcome to country

kin relationships

language

skin group

position and status in family and community

loss of identity

grief and sorry business

impact of stolen generation

impact of colonisation including:

loss of cultural identity

forced removal of children

forced resettlement

mission values

urbanisation

dispossession

denigration

cultural values including:

shared property

child raising

taboos

obligations

key stakeholders and agents in the organisation, the community and Indigenous networks

use and role of language in cross-cultural communication

issues of power and influence in cultural differences

customs, language and environment of the dominant and traditional cultures

conditions and requirements of employment contracts and agreements

training plans and responsibilities

mentoring methods and strategies

acceptable behaviour in supervision including ethical practices, code of conduct, boundaries and confidentiality

strategies and options for skills, learning support and career development

team relationships and dynamics

impact of values on culture and relationships

awareness of the applications of workplace technology and its relevance to the work team

occupational health and safety issues related to supervision responsibilities

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.

Supervisory role may include:

team leadership

cultural leadership

positive role modelling

mentoring

training

assessment

performance management

offering a wide range of support oriented to:

achieving work related goals

individual and team development

guidance in personal or career growth

advice in adjusting to a culturally different work environment

positive reinforcement and guidance

positive role modelling

workplace cultural support and advocacy

identifying and applying relevant organisational policies, procedures and ethical standards

developing and working with culturally diverse supporting networks

establishing open working relationships

identifying aspects of the work environment that may contribute to cultural conflict

working with individuals to identify:

goals and objectives

strengths

barriers to workforce participation

support networks

providing appropriate support to achieve personal and career goals

Support may include:

information, strategies and resources oriented to:

successfully adjusting to a culturally different work environment

achieving skills development and work related goals

individual and team development

personal or career growth

positive reinforcement and guidance

positive role modelling

workplace cultural support and advocacy

mentoring

referral to specialist support agencies including:

health

drug and alcohol services

language, literacy and numeracy

financial

accommodation

family

transport

Expectations and conditions may include:

requirements of policies and procedures

job descriptions and employment conditions

workplace code of conduct

training and competency assessment

agreement on the role of mentoring and role models

active involvement of parties in the goal setting process and the development and review of personal management plans

relevant relationships with family and community

relationship with team members and management

Stakeholders may include:

industry experts

trainees

management

trainers

community leaders and members

Relationships and conditions may include:

informal workplace development program based on support from personal relationships

formal mentoring process associated with a contracted apprenticeship or traineeship, involving a formal training and development plan

the role of buddies, peer support and role models

individual management plans

performance management and feedback

Appropriate networks may include:

advisors with special knowledge of cultural practices, history, relationships and obligation relevant to members of the work team including:

leaders in the relevant culture community

team members belonging to the culture

special culture consultants

human resource consultants

role models

mentors

trainers

wellbeing services

health, drug and alcohol monitoring services

Performance expectations may include:

individual management plans

agreed performance standards

individual and team goals and targets

skills development and competencies

personal and team objectives and productivity

career opportunities and development

Decision making may include:

personal and family aspirations

work experiences

further training and education

career development and progression

application for promotion positions

consensus decision making

financial security

Cultural differences may include:

the effects of the history of contact between Indigenous and European cultures and its impact on current cross cultural issues including:

traditional lifestyle and values

cultural cohesiveness and divisions

racism

assumptions

stereotyping

differences specific to individuals and communities including:

work and family values

ways of communicating

language

individual and collective responsibilities

taboos and prohibitions

death in family or community

personal and workplace expectations

experiences with drugs and alcohol

experience with the justice system

relationships and communication between members of a culture group

relationships and status in the community and the workplace

family history, connections and responsibilities

cultural knowledge and influence

cultural politics

tribal justice

ceremonies

sorry business

Barriers may include:

confusion and conflict

misunderstandings

discrimination and stereotyping

perceived and real inconsistencies in behaviour and treatment

poor self esteem, social withdrawal and isolation

conflict between work and family expectations and obligations

avoidance relationships within kinship systems such as poison cousins

poor literacy and numeracy

feelings of shame and inadequacy

limited exposure and experience

conflict of values

language

different learning and working styles

workplace culture

Changes may include:

adjustments to individual management plan

alternative duties and rosters

different mentoring arrangements

different levels of support and resources

implementing recommendations from advisors

adjustments in response to personal and family obligations

work locations

accommodation

financial management

new training and work experiences

Tension and conflict may include:

perception of nepotism and favouritism

racism

clash of values

inconsistent behaviour and responses

failure of communication

conflicting expectations

false or misleading assumptions

stereotyping

concepts of identity

concepts of belonging and group behaviour

Work practices, objectives and workplace outcomes may include:

work routines and timeframes

management and supervision

roles and responsibilities

compliance with policies and procedures

relationship with authority

work effectiveness and behaviour

levels of literacy and numeracy

communication

employee retention

induction, training and skills development

career progression

Strategies may include:

taking time to develop personal relationships and trust with individual team members

developing trust and credibility through honest and reliable communication and actions

fair and open feedback and advice

taking account of personal styles in learning and working

flexible allowances made in times and rosters

separating or combining individuals and groups

clarification and review of objectives

negotiated individual management plans

recognising and acknowledging good work performance

respecting confidences and personal sensitivities

taking the initiative when team members don't promote themselves

being aware of personal and family needs and issues

building networks with communities

seeking and respecting advice and leadership from cultural experts

recognising and rewarding talent

Benefits may include:

increased levels of commitment, engagement and confidence

team harmony and mutual respect

increased productivity and worksite safety

development of workplace competence and self-confidence

skills recognition and job satisfaction

improved retention and career progression

developing insight into organisational culture, attitudes and expected behaviours

supportive environment in which strengths, weaknesses, successes and failures can be evaluated

improved networking opportunities and support

improved relations with local communities