ELEMENT

PERFORMANCE CRITERIA

1. Prepare for change

1.1 The need for change in work practices is accepted within the work unit and suggestions are made or options devised.

1.2 Advantages, disadvantages and consequences of proposed suggestions are identified.

1.3 Suggested workplace changes are discussed with supervisor and colleagues and acted upon as required.

1.4 Contributions are made to planning for change in the workgroup in accordance with organisational requirements.

1.5 Effects upon others of own emotions/reactions to change are considered and adjustments are made to support required change.

2. Implement and monitor change

2.1 Own work practices are changed according to agreed arrangements.

2.2 Advice and support are given to assist others to adjust to changes in work practice.

2.3 The benefits of change are promoted in the workplace as opportunity arises.

2.4 Opportunities for continuous improvement in the workplace are identified, referred for approval and acted on.

2.5 Change is monitored with others to determine the effectiveness of revised procedures, and findings are advised to senior staff.

3. Work with ambiguity in the workplace

3.1 Ambiguity/uncertainty relating to changed roles, functions and procedures is identified and problem-focused strategies are used for coping.

3.2 A flexible approach is applied when carrying out instructions for changes to work practices.

3.3 Issues relating to change that cannot be resolved immediately are accommodated whilst implementing change in accordance with legislation, policy and procedures.

This section describes the essential skills and knowledge and their level, required for this unit.

Skill requirements

Look for evidence that confirms skills in:

applying public sector legislation, policies and guidelines in an environment of change

communicating including consultation and negotiation with a diverse workforce, including peers and supervisors

responding to diversity, including gender and disability

observing and evaluating

giving and receiving feedback

coping with ambiguity, emotions and stressors related to implementing change

applying occupational health and safety and environmental requirements in the context of change

Knowledge requirements

Look for evidence that confirms knowledge and understanding of:

legislation, policies and guidelines relating to public sector environments

principles of adapting to change

group dynamics

emotional intelligence

workgroup practices

at least one change management model

equal employment opportunity, equity and diversity principles

public sector legislation such as occupational health and safety and environment in the context of change management

The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package.

Units to be assessed together

Pre-requisite units that must be achieved prior to this unit:Nil

Co-requisite units that must be assessed with this unit:Nil

Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:

PSPETHC301B Uphold the values and principles of public service

PSPGOV301B Work effectively in the organisation

PSPGOV302B Contribute to workgroup activities

PSPGOV303B Build and maintain internal networks

PSPGOV307B Organise workplace information

PSPGOV308B Work effectively with diversity

PSPGOV312A Use workplace communication strategies

PSPGOV314A Contribute to conflict management

PSPGOV315A Give and receive workplace feedback

PSPLEGN301B Comply with legislation in the public sector

Overview of evidence requirements

In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:

the knowledge requirements of this unit

the skill requirements of this unit

application of Employability Skills as they relate to this unit

changes implemented in a range of (3 or more) contexts (or occasions, over time).

Resources required to carry out assessment

These resources include:

legislation, policy, procedures and protocols relating to change management

case studies and workplace scenarios to capture the range of situations likely to be encountered when implementing change

Where and how to assess evidence

Valid assessment of this unit requires:

a workplace environment, or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when implementing change, including coping with difficulties, irregularities and breakdowns in routine

changes implemented in a range of (3 or more) contexts (or occasions, over time).

Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:

people with disabilities

people from culturally and linguistically diverse backgrounds

Aboriginal and Torres Strait Islander people

women

young people

older people

people in rural and remote locations.

Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:

case studies

portfolios

projects

questioning

scenarios

authenticated evidence from the workplace and/or training courses

For consistency of assessment

Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments.

The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance Criteria is explained here.

Change may be:

imposed or self-initiated

at individual, team, organisational or regional level

Change may include:

technology

work practices and procedures

staffing

resources

work priorities and objectives

budget

organisational structure/restructure

machinery of government changes

amalgamation of agencies

work location

shared services environment

workplace re-organisation

Problem-focused strategies may include:

clearly identifying problem

seeking advice and direction for clarifying/dealing with problem

developing a plan of action

seeking feedback on planned action

implementing planned action and reflecting on/evaluating outcomes in order to modify/use same strategy

Flexible approach may include:

positive attitude to change even though there may be some ambiguity about what is required

being prepared to perform work differently one day to the next

accepting an iterative approach to changes in work practices

Legislation, policy and procedures may include:

Commonwealth, State/Territory and Local Government legislation

government policy

environmental and sustainability policies

public sector code of ethics

national standards related to service delivery area

the organisation's policies and practices

organisational code of conduct