ELEMENT

PERFORMANCE CRITERIA

1. Develop change management strategies

1.1 Optional and specific proposals for change are developed and communicated to stakeholders.

1.2 Stakeholders are consulted when developing strategies for dealing with workplace change.

1.3 Future trends and organisational needs are discussed and considered in process of developing strategies for dealing with change.

1.4 Options and specific proposals for change are developed and discussed with stakeholders

1.5 A change management strategy is adopted.

2. Facilitate change management strategy

2.1 Advice is communicated to stakeholders on the requirements for effective change implementation.

2.2 Resource requirements to implement change in the workplace are obtained and used.

2.3 Leadership is provided to assist others to adapt to change, including appropriate guidance, training and support and a positive role model.

3. Implement change

3.1 Work practices, policies, strategies and resource requirements are amended to accommodate changing circumstances.

3.2 Outcomes of change management strategy are achieved .

4. Review effectiveness of change

4.1 Feedback and monitoring mechanisms are put in place.

4.2 The outcomes of monitoring and evaluation are communicated to relevant personnel.

4.3 Impact of change on the workplace is monitored and evaluated and results are reflected in future change management.

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

Required Skills

analyse change needs

communication

identify and meet the needs of particular groups in the change process

monitor and evaluate the impact of change

obtain and use resources to support change

promote change

Required Knowledge

change management processes

models of organisational change

organisational theoretical frameworks

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Knowledge and application of change management and skills in a wide range of contexts to achieve actual organisation change objectives.

Consistency in performance

Evidence will need to be gathered over time in a range of actual or simulated change management contexts.

Context of and specific resources for assessment

Context of assessment

Evidence of competent performance should be obtained by observing an individual in a change management role within the workplace or exercise or operational environment.

Specific resources for assessment

No special requirements.

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 in the Performance Criteria is detailed below.

Resource requirements may include:

changes in the workplace

implementation of new work practices

machinery of government change

budgetary reform

organisation restructure

technology transfer to the workplace

emerging community issues

new government programs

natural disasters

staffing changes

Stakeholders may include:

personnel

clients

community

other organisations

unions

management

Change contexts may include:

strategic influences

technology changes

procedures and practices

policy directions

government legislation

community expectations

staffing levels

finance

skills available to meet opportunities

freedom of information

non-discriminatory guidelines

new opportunities open to the organisation

Impact of change may include:

working relationships

public relations

productivity/effectiveness measures

working environment

quality of services/products

industrial relations

individual skills/knowledge and career paths

staff competency and developmental requirements