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

RIILAT401D Mapping and Delivery Guide
Provide leadership in the supervision of Indigenous employees

Version 1.0
Issue Date: May 2024


Qualification -
Unit of Competency RIILAT401D - Provide leadership in the supervision of Indigenous employees
Description
Employability Skills
Learning Outcomes and Application This unit describes a participant’s skills and knowledge required for providing leadership in the supervision of Indigenous employees.This unit is appropriate for those working in supervisory roles.No licensing, legislative or certification requirements apply to this unit at the time of publication.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.

An assessor of this unit must satisfy the requirements of the NVR/AQTF or their successors; and Industry regulations for certification and licensing; and,

this unit is best assessed in the context of this sector’s work environment;

where personal safety or environmental damage are limiting factors, assessment may occur in a simulated environment provided it is realistic and sufficiently rigorous to cover all aspects of this sector’s workplace performance, including environment, task skills, task management skills, contingency management skills and job role environment skills; and,

this unit must be assessed in compliance with relevant legislation/regulation and using policies, procedures, processes and operational manuals directly related to the industry sector for which it is being assessed; and,

assessment may be conducted in conjunction with the assessment of other Units of Competency; and,

assessment must confirm consistent performance can be applied in a range of relevant workplace circumstances; and,

assessors must demonstrate the performance evidence, and knowledge evidence as outlined in this Unit of Competency, and through the minimum years of current* work experience specified below in an Industry sector relevant to the outcomes of the unit; or,

where the assessor does not meet experience requirements a co-assessment or partnership arrangement must exist between the qualified assessor and an Industry subject matter expert. The Industry subject matter expert should hold the unit being assessed (or an equivalent unit) and/or demonstrate equivalence of skills and knowledge at the unit level. An Industry technical expert must also demonstrate skills and knowledge from the minimum years of current work experience specified below in the Industry sector, including time spent in roles related to the unit being assessed; and,

assessor and Industry subject matter expert requirements differ depending on the Australian Qualifications Framework Level (AQF) of the qualification being assessed and/or Industry Sector as follows:

Industry sector

AQF** Level

Required assessor or Industry subject matter expert experience

Drilling, Metalliferous Mining, Coal Mining, Extractive (Quarrying) and Civil Construction

1

1 Year

2

2 Years

Drilling, Coal Mining and Extractive (Quarrying)

3-6

3 Years

Metalliferous Mining and Civil Construction

3-6

5 Years

Other sectors

Where this Unit is being assessed outside of the Resources and Infrastructure Sectors assessor and/or Industry subject matter expert experience should be in-line with industry standards for the sector in which it is being assessed and where no Industry standard is specified should comply with any relevant regulation.

*Assessors can demonstrate current work experience through employment within Industry in a role relevant to the outcomes of the Unit; or, for external assessors this can be demonstrated through exposure to Industry by conducting frequent site assessments across various locations.

**Where a unit is being delivered outside of a Qualification the first numeric character in the Unit code should be considered to indicate the AQF level
Prerequisites/co-requisites
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: Identify the support requirements for Indigenous employees
  • Determine the scope and boundaries of the supervisory role in line with organisation policies, procedures and objectives in the employment and supervision of Indigenous employees
  • Identify the strengths and support requirements of Indigenous employees
  • Establish realistic expectations and conditions with stakeholders through negotiation
  • Discuss the benefits of mentoring with stakeholders and establish agreement on relationships and conditions
  • Identify and explore cultural factors, obligations and potential conflict using appropriate networks to effectively support and lead work group
  • Apply a framework for performance expectations consistent with the organisation’s objectives, values and practices
       
Element: Facilitate support for Indigenous employees
  • Use a range of strategies to support, report on and promote the development of Indigenous team members in the work role and environment
  • Develop work practices that acknowledge diversity and encourage team members to develop empathy, respect, and collaboration
  • Provide encouragement and advice to support decision making which is consistent with personal and workplace goals and career development
  • Use appropriate networks to provide assistance to team members
  • Provide information, guidance and constructive feedback incorporating reflective practice to enhance engagement in the workplace
  • Address cultural differences, and personal and workplace barriers consistent with maintaining positive support and relationships
       
Element: Monitor individual and team performance and relationships
  • Provide planning guidance and support in a form and style to suit team member and workplace requirements
  • Provide regular and consistent feedback on progress towards achieving agreed expectations and personal and workplace goals
  • Recognise and negotiate changes in behaviour, expectations and outcomes with appropriate stakeholders
  • Recognise potential and experienced tension and conflict and seek advice and support to provide resolutions
  • Consult with team, other supervisors, mentors, and management to ensure corporate, workplace, team and individual goals are achieved
       
Element: Provide advice on the effectiveness of support strategies for Indigenous team members
  • Identify and analyse the benefits of culturally effective leadership in relation to work practices, objectives and workplace outcomes
  • Identify and recommend strategies to achieve individual and organisational objectives
  • Identify and report on the benefits and barriers in policies and practices for supporting Indigenous employees and make recommendations for improving individual and organisational outcomes
       


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.

1 Identify the support requirements for Indigenous employees

1.1 Determine the scope and boundaries of the supervisory role in line with organisation policies, procedures and objectives in the employment and supervision of Indigenous employees

1.2 Identify the strengths and support requirements of Indigenous employees

1.3 Establish realistic expectations and conditions with stakeholders through negotiation

1.4 Discuss the benefits of mentoring with stakeholders and establish agreement on relationships and conditions

1.5 Identify and explore cultural factors, obligations and potential conflict using appropriate networks to effectively support and lead work group

1.6 Apply a framework for performance expectations consistent with the organisation’s objectives, values and practices

2 Facilitate support for Indigenous employees

2.1 Use a range of strategies to support, report on and promote the development of Indigenous team members in the work role and environment

2.2 Develop work practices that acknowledge diversity and encourage team members to develop empathy, respect, and collaboration

2.3 Provide encouragement and advice to support decision making which is consistent with personal and workplace goals and career development

2.4 Use appropriate networks to provide assistance to team members

2.5 Provide information, guidance and constructive feedback incorporating reflective practice to enhance engagement in the workplace

2.6 Address cultural differences, and personal and workplace barriers consistent with maintaining positive support and relationships

3 Monitor individual and team performance and relationships

3.1 Provide planning guidance and support in a form and style to suit team member and workplace requirements

3.2 Provide regular and consistent feedback on progress towards achieving agreed expectations and personal and workplace goals

3.3 Recognise and negotiate changes in behaviour, expectations and outcomes with appropriate stakeholders

3.4 Recognise potential and experienced tension and conflict and seek advice and support to provide resolutions

3.5 Consult with team, other supervisors, mentors, and management to ensure corporate, workplace, team and individual goals are achieved

4 Provide advice on the effectiveness of support strategies for Indigenous team members

4.1 Identify and analyse the benefits of culturally effective leadership in relation to work practices, objectives and workplace outcomes

4.2 Identify and recommend strategies to achieve individual and organisational objectives

4.3 Identify and report on the benefits and barriers in policies and practices for supporting Indigenous employees and make recommendations for improving individual and organisational outcomes

Evidence is required to be collected that demonstrates a candidate’s competency in this unit. Evidence must be relevant to the roles within this sector’s work operations and satisfy all of the requirements of the performance criteria of this unit and include evidence that the candidate:

locates and applies relevant legislation, documentation, policies and procedures

demonstrates completion of providing leadership in the supervision of indigenous employees that safely, effectively and efficiently meets all of the required outcomes on more than one (1) occasion including:

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

monitoring and reviewing the performance and development of Indigenous team members through performance feedback and addressing barriers to progress

identifying and responding to cultural needs, obligations, identity and values

addressing potential and experienced conflict in the workplace

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

reporting and recommending on effective support and outcomes for Indigenous team members

The candidate must demonstrate knowledge of providing leadership in the supervision of Indigenous employees through:

relevant organisation’s policies and procedures relevant to supervising Indigenous employees

knowledge of historic and contemporary local Indigenous issues

knowledge of the cultural climate and politics of individuals and teams

knowledge of the concepts of cultural identity

knowledge of the impact of colonization

knowledge of cultural values

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

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

mentoring methods and strategies

acceptable behavior 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

work health and safety issues related to supervision

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.

1 Identify the support requirements for Indigenous employees

1.1 Determine the scope and boundaries of the supervisory role in line with organisation policies, procedures and objectives in the employment and supervision of Indigenous employees

1.2 Identify the strengths and support requirements of Indigenous employees

1.3 Establish realistic expectations and conditions with stakeholders through negotiation

1.4 Discuss the benefits of mentoring with stakeholders and establish agreement on relationships and conditions

1.5 Identify and explore cultural factors, obligations and potential conflict using appropriate networks to effectively support and lead work group

1.6 Apply a framework for performance expectations consistent with the organisation’s objectives, values and practices

2 Facilitate support for Indigenous employees

2.1 Use a range of strategies to support, report on and promote the development of Indigenous team members in the work role and environment

2.2 Develop work practices that acknowledge diversity and encourage team members to develop empathy, respect, and collaboration

2.3 Provide encouragement and advice to support decision making which is consistent with personal and workplace goals and career development

2.4 Use appropriate networks to provide assistance to team members

2.5 Provide information, guidance and constructive feedback incorporating reflective practice to enhance engagement in the workplace

2.6 Address cultural differences, and personal and workplace barriers consistent with maintaining positive support and relationships

3 Monitor individual and team performance and relationships

3.1 Provide planning guidance and support in a form and style to suit team member and workplace requirements

3.2 Provide regular and consistent feedback on progress towards achieving agreed expectations and personal and workplace goals

3.3 Recognise and negotiate changes in behaviour, expectations and outcomes with appropriate stakeholders

3.4 Recognise potential and experienced tension and conflict and seek advice and support to provide resolutions

3.5 Consult with team, other supervisors, mentors, and management to ensure corporate, workplace, team and individual goals are achieved

4 Provide advice on the effectiveness of support strategies for Indigenous team members

4.1 Identify and analyse the benefits of culturally effective leadership in relation to work practices, objectives and workplace outcomes

4.2 Identify and recommend strategies to achieve individual and organisational objectives

4.3 Identify and report on the benefits and barriers in policies and practices for supporting Indigenous employees and make recommendations for improving individual and organisational outcomes

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
Determine the scope and boundaries of the supervisory role in line with organisation policies, procedures and objectives in the employment and supervision of Indigenous employees 
Identify the strengths and support requirements of Indigenous employees 
Establish realistic expectations and conditions with stakeholders through negotiation 
Discuss the benefits of mentoring with stakeholders and establish agreement on relationships and conditions 
Identify and explore cultural factors, obligations and potential conflict using appropriate networks to effectively support and lead work group 
Apply a framework for performance expectations consistent with the organisation’s objectives, values and practices 
Use a range of strategies to support, report on and promote the development of Indigenous team members in the work role and environment 
Develop work practices that acknowledge diversity and encourage team members to develop empathy, respect, and collaboration 
Provide encouragement and advice to support decision making which is consistent with personal and workplace goals and career development 
Use appropriate networks to provide assistance to team members 
Provide information, guidance and constructive feedback incorporating reflective practice to enhance engagement in the workplace 
Address cultural differences, and personal and workplace barriers consistent with maintaining positive support and relationships 
Provide planning guidance and support in a form and style to suit team member and workplace requirements 
Provide regular and consistent feedback on progress towards achieving agreed expectations and personal and workplace goals 
Recognise and negotiate changes in behaviour, expectations and outcomes with appropriate stakeholders 
Recognise potential and experienced tension and conflict and seek advice and support to provide resolutions 
Consult with team, other supervisors, mentors, and management to ensure corporate, workplace, team and individual goals are achieved 
Identify and analyse the benefits of culturally effective leadership in relation to work practices, objectives and workplace outcomes 
Identify and recommend strategies to achieve individual and organisational objectives 
Identify and report on the benefits and barriers in policies and practices for supporting Indigenous employees and make recommendations for improving individual and organisational outcomes 

Forms

Assessment Cover Sheet

RIILAT401D - Provide leadership in the supervision of Indigenous employees
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

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Assessor name:

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Date:

Assessment Record Sheet

RIILAT401D - Provide leadership in the supervision of Indigenous employees

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:

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