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

RIILAT401E Mapping and Delivery Guide
Provide leadership in the supervision of Indigenous employees

Version 1.0
Issue Date: May 2024


Qualification -
Unit of Competency RIILAT401E - Provide leadership in the supervision of Indigenous employees
Description
Employability Skills
Learning Outcomes and Application This unit describes the skills and knowledge required to provide leadership in the supervision of indigenous employees in the resources and infrastructure industries.It applies to those working in supervisory roles. They are generally responsible for the output of others, contribute to the development of technical solutions to non-routine problems and apply management plans to the workplace.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.

Mandatory conditions for assessment of this unit are stipulated below. The assessment must:

include access to:

personal protective equipment

equipment related to provide leadership in the supervisor of Indigenous employees

relevant documentation

be conducted in a safe environment; and,

be assessed in the context of this sector's work environment; and,

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

confirm consistent performance can be applied in a range of relevant workplace circumstances.

Where personal safety or environmental damage are limiting factors, assessment may occur in a simulated work 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.

Assessor requirements

Assessors must be able to clearly demonstrate current and relevant industry knowledge and experience to satisfy the mandatory regulatory standards as set out in the Standards for Registered Training Organisations (RTOs) 2015/Australian Quality Training Framework mandatory requirements for assessors current at the time of assessment and any relevant licensing and certification requirements. This includes:

vocational competencies at least to the level being delivered and assessed

current industry skills directly relevant to the training and assessment being provided

current knowledge and skills in vocational training and learning that informs their training and assessment

formal relevant qualifications in training and assessment

having knowledge of and/or experience using the latest techniques and processes

possessing the required level of RII training product knowledge

having an understanding and knowledge of legislation and regulations relevant to the industry and to employment and workplaces

demonstrating the performance evidence, and knowledge evidence outlined in this unit of competency, and

the minimum years of current** work experience after competency has been obtained as specified below in an industry sector relevant to the outcomes of the unit.

It is also acceptable for the appropriately qualified assessor to work with an industry expert to conduct assessment together and for the industry expert to be involved in the assessment judgement. The industry expert must have current industry skills directly relevant to the training and assessment being provided. This means the industry subject matter expert must demonstrate skills and knowledge from the minimum years of current work experience after competency has been obtained as specified below, including time spent in roles related to the unit being assessed:

Industry sector

AQF indicator level***

Required assessor or industry subject matter expert experience

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

1

1 year

2

2 years

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

3-6

3 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.

*Guidance on simulated environments has been stipulated in the Companion Volume Implementation Guide located on VETNet.

**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 a minimum number of site assessments as determined by the relevant industry sector, across various locations.

*** While a unit of competency does not have an AQF level, where a unit is being delivered outside of a qualification the first numeric character in the unit code should be considered as the AQF indicator level for assessment purposes.
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
  • Obtain, interpret and confirm work requirements
  • Access, interpret and apply documentation required to provide leadership in the supervision of 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 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 objectives, values and practices of the organisation according to workplace procedures
       
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 members according to workplace procedures
  • 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 confirm 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.

The candidate must demonstrate the ability to complete the tasks outlined in the elements, performance criteria and foundation skills of this unit, including evidence of the ability to:

provide leadership in the supervision of Indigenous employees on at least two occasions, 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.

During the above, the candidate must:

locate and apply relevant documentation, policies and procedures and confirm that the work activity is compliant

implement the requirements, procedures and techniques for provide leadership in the supervision of Indigenous employees

work effectively with others to provide leadership in the supervision of Indigenous employees in a way that meets all required outcomes

communicate clearly and concisely with others to receive and clarify work instructions.

The candidate must be able to demonstrate knowledge to complete the tasks outlined in the elements, performance criteria and foundation skills of this unit, including knowledge of:

key policies, procedures and documentation required to provide leadership in the supervision of Indigenous employees, including:

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

conditions and requirements of employment contracts and agreements

work health and safety issues related to supervision

reports and records

principles for supervising Indigenous employees, including:

historic and contemporary local Indigenous issues

cultural climate and politics of individuals and teams

concepts of cultural identity

impact of colonization

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

mentoring methods and strategies

strategies and options for skills, learning support and career development

team relationships and dynamics

principles and techniques for identifying relevant hazards and emergencies

techniques for coordinating and communicating job activities with others.

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.
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
Obtain, interpret and confirm work requirements 
Access, interpret and apply documentation required to provide leadership in the supervision of 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 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 objectives, values and practices of the organisation according to workplace procedures 
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 members according to workplace procedures 
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 confirm 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

RIILAT401E - 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

Feedback to student

 

 

 

 

 

 

 

 

Assessor name:

Signature:

Date:

Assessment Record Sheet

RIILAT401E - 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:

Date: