The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usualy demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!
From the Wiki University
What evidence can you provide to prove your understanding of each of the following citeria?
Communicate work requirements and expectations
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Identify information requirements for new recruits Completed |
Evidence:
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Communicate enterprise policies, performance requirements and responsibilities to new recruits Completed |
Evidence:
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Make information available to new recruits in appropriate and accessible formats Completed |
Evidence:
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Adjust communication methods to account for the purpose and the audience, factoring in social and cultural diversity Completed |
Evidence:
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Model appropriate work behaviours and procedures in personal conduct Completed |
Evidence:
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Identify, facilitate and resolve (within level of responsibility) individual and team issues in relation to developing and managing new recruits Completed |
Evidence:
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Provide an appropriate learning environment for new recruits
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Establish learning and development plans for new recruits and monitor progress in conjunction with human resources personnel Completed |
Evidence:
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Estimate and secure resources required to support informal and formal learning and training Completed |
Evidence:
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Monitor implementation of workplace policies to ensure the workplace and learning environment conforms with industrial, customer and legal requirements Completed |
Evidence:
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Arrange opportunities for new recruits to develop and apply skills and knowledge Completed |
Evidence:
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Establish patterns of work organisation and job rotation to reinforce learning Completed |
Evidence:
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Provide regular and timely feedback on performance
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|
Monitor progress and performance of new recruits Completed |
Evidence:
|
Identify signs of poor or unacceptable practices Completed |
Evidence:
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Investigate reasons for poor or unacceptable performance Completed |
Evidence:
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Provide structured feedback to new recruits Completed |
Evidence:
|
Identify and agree strategies for addressing the performance gap with the new recruit Completed |
Evidence:
|
Confirm progress or take appropriate follow up action through ongoing monitoring Completed |
Evidence:
|
Communicate work requirements and expectations
|
|
Identify information requirements for new recruits Completed |
Evidence:
|
Communicate enterprise policies, performance requirements and responsibilities to new recruits Completed |
Evidence:
|
Make information available to new recruits in appropriate and accessible formats Completed |
Evidence:
|
Adjust communication methods to account for the purpose and the audience, factoring in social and cultural diversity Completed |
Evidence:
|
Model appropriate work behaviours and procedures in personal conduct Completed |
Evidence:
|
Identify, facilitate and resolve (within level of responsibility) individual and team issues in relation to developing and managing new recruits Completed |
Evidence:
|
Provide an appropriate learning environment for new recruits
|
|
Establish learning and development plans for new recruits and monitor progress in conjunction with human resources personnel Completed |
Evidence:
|
Estimate and secure resources required to support informal and formal learning and training Completed |
Evidence:
|
Monitor implementation of workplace policies to ensure the workplace and learning environment conforms with industrial, customer and legal requirements Completed |
Evidence:
|
Arrange opportunities for new recruits to develop and apply skills and knowledge Completed |
Evidence:
|
Establish patterns of work organisation and job rotation to reinforce learning Completed |
Evidence:
|
Provide regular and timely feedback on performance
|
|
Monitor progress and performance of new recruits Completed |
Evidence:
|
Identify signs of poor or unacceptable practices Completed |
Evidence:
|
Investigate reasons for poor or unacceptable performance Completed |
Evidence:
|
Provide structured feedback to new recruits Completed |
Evidence:
|
Identify and agree strategies for addressing the performance gap with the new recruit Completed |
Evidence:
|
Confirm progress or take appropriate follow up action through ongoing monitoring Completed |
Evidence:
|