This unit applies to managers and focuses on the need for managers to be organised, focussed and skilled, in order to effectively manage the work of others. As such it is an important unit for most managers, particularly as managers serve as role models and have a significant influence on the work culture and patterns of behaviour.

ELEMENT

PERFORMANCE CRITERIA

1. Establish personal work goals

1.1. Serve as a positive role model in the workplace through personal work planning and organisation

1.2. Ensure personal work goals, plans and activities reflect the organisation's plans, and own responsibilities and accountabilities

1.3. Measure and maintain personal performance in varying work conditions, work contexts and contingencies

2. Set and meet own work priorities

2.1. Take initiative to prioritise and facilitate competing demands to achieve personal, team and organisational goals and objectives

2.2. Use technology efficiently and effectively to manage work priorities and commitments

2.3. Maintain appropriate work-life balance, and ensure stress is effectively managed and health is attended to

3. Develop and maintain professional competence

3.1. Assess personal knowledge and skills against competency standards to determine development needs, priorities and plans

3.2. Seek feedback from employees, clients and colleagues and use this feedback to identify and develop ways to improve competence

3.3. Identify, evaluate, select and use development opportunities suitable to personal learning style/s to develop competence

3.4. Undertake participation in networks to enhance personal knowledge, skills and work relationships

3.5. Identify and develop new skills to achieve and maintain a competitive edge

Required skills

communication skills to receive, analyse and report on feedback

literacy skills to interpret written and verbal information about workplace requirements

organisational skills to set and achieve priorities.

Required knowledge

principles and techniques involved in the management and organisation of:

performance measurement

personal behaviour, self-awareness and personality traits identification

personal development plan

personal goal setting

time management

management development opportunities and options for self

organisation's policies, plans and procedures

types of learning style/s and how they relate to the individual

types of work methods and practices that can improve personal performance.

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

Evidence of the following is essential:

systems and processes (electronic or paper-based) used to organise and prioritise tasks, which show how work is managed

personal development plan, with career objectives and an action plan

Context of and specific resources for assessment

Assessment must ensure:

access to appropriate documentation and resources normally used in the workplace.

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:

analysis of responses to case studies and scenarios

direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate

observation of presentations

oral or written questioning to asses knowledge of work methods and practices that can improve personal performance

review of personal work goals, plans and activities

evaluation of work-life balance

review of documentation assessing personal knowledge and skills against competency standards.

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:

other units from the Diploma of Management.

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.

Own responsibilities and accountabilities may include:

expectations of workplace performance as expressed in a performance plan

outputs as expressed in position descriptions or duty statements

statement of conduct outlining an individual's responsibilities/actions/performance

Technology may include:

computerised systems and software, databases, project management and word processing

electronic diary

personal digital assistant (PDA)

Competency standards may include:

enterprise-specific units of competency consistent with work requirements

nationally endorsed units of competency consistent with work requirements

Clients and colleagues may be:

colleagues at the same level and more senior managers

internal or external customers

people from a wide range of social, cultural and ethnic backgrounds and with a range of physical and mental abilities

team members

Development opportunities may include:

action learning

coaching

exchange/rotation

induction

mentoring

shadowing

structured training programs

Unit sector

Management and Leadership - Management

This unit contains employability skills.