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Evidence Guide: BSBATSIM514A - Recruit and induct staff

Student: __________________________________________________

Signature: _________________________________________________

Tips for gathering evidence to demonstrate your skills

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

 

BSBATSIM514A - Recruit and induct staff

What evidence can you provide to prove your understanding of each of the following citeria?

Plan ongoing staffing requirements

  1. Review staffing requirements on a regular basis
  2. Initiate knowledge and skill audits to decide on positions required
  3. Update recruitment policy and procedures regularly
  4. Include additional staffing requirements in the business plan
  5. Allocate budget and resources
Review staffing requirements on a regular basis

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Initiate knowledge and skill audits to decide on positions required

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Update recruitment policy and procedures regularly

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Include additional staffing requirements in the business plan

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Allocate budget and resources

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure staff members are recruited in line with policy and procedures

  1. Establish a recruitment committee
  2. Review, endorse and document a duty statement for the position
  3. Inform others of job vacancies
  4. Follow the organisation's selection procedures
  5. Notify candidates of results and provide feedback on their applications
Establish a recruitment committee

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Review, endorse and document a duty statement for the position

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Inform others of job vacancies

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Follow the organisation's selection procedures

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Notify candidates of results and provide feedback on their applications

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Induct new staff

  1. Develop a formal contract for new employees
  2. Outline the code of conduct and how it applies
  3. Implement induction processes
Develop a formal contract for new employees

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Outline the code of conduct and how it applies

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement induction processes

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure staff have access to training and development support

  1. Assess and record staff development and training needs
  2. Identify sources of funding for staff development
  3. Ensure required staff training is provided
  4. Encourage membership of relevant professional bodies
  5. Promote the benefits to other employers of employing local Aboriginal and Torres Strait Islander employees
Assess and record staff development and training needs

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify sources of funding for staff development

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure required staff training is provided

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Encourage membership of relevant professional bodies

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Promote the benefits to other employers of employing local Aboriginal and Torres Strait Islander employees

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor and assess staff performance regularly

  1. Review duty statements at regular intervals
  2. Receive and review reports on staff performance
  3. Follow policy and procedures to identify the most appropriate person to provide effective feedback to staff on performance
  4. Provide feedback to staff according to policy and procedures
Review duty statements at regular intervals

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Receive and review reports on staff performance

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Follow policy and procedures to identify the most appropriate person to provide effective feedback to staff on performance

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide feedback to staff according to policy and procedures

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Oversee staff departures

  1. Ensure all contractual obligations and requirements are completed prior to staff departures
  2. Adhere to appropriate policies and procedures regarding departures
Ensure all contractual obligations and requirements are completed prior to staff departures

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Adhere to appropriate policies and procedures regarding departures

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

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 ability to:

select and induct staff according to organisational policies and procedures

monitor staff performance and provide feedback according to policies and procedures

identify appropriate professional development activities for staff

ensure policies and procedures relating to staff departures are followed.

Context of and specific resources for assessment

Assessment must ensure:

participation on an actual or simulated board

access to examples of relevant policies and procedures

access to examples of relevant documents

knowledge and performance are assessed over time to confirm consistency in performance.

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:

observation of performance on a board or simulated board

direct questioning combined with reflection of practical board performance by the candidate

analysis of responses to case studies and scenarios

demonstration of techniques

observation of presentations and group discussions

oral or written questioning to assess knowledge

observation of performance in role plays

analysis of feedback from other board members, staff, community or other stakeholders regarding performance.

Guidance information for assessment

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

BSBATSIM506C Develop employment policies.

Required Skills and Knowledge

Required skills

communication, teamwork and negotiation skills to work cooperatively with other board members, management and staff of the organisation, members, community and key stakeholders

culturally appropriate communication skills to relate to people from diverse backgrounds and with diverse abilities

evaluation and decision-making skills to monitor and review information presented to the board and enact decisions

mentoring skills to support and develop new staff

problem-solving skills to identify and manage real and perceived conflict of interest between parties

oral and written communication skills to document duty statements and induct staff

Required knowledge

concept of community control of organisations and how it may impact on staff recruitment and induction processes

cultural context in which Aboriginal and Torres Strait Islander boards operate, including their role in upholding traditional and cultural values, and how that might impact on recruitment and induction processes

equity and diversity principles in relation to staffing

geographic, social, economic and political contexts in which particular organisations operate and how these may impact on recruitment and induction processes

organisationalpolicies, procedures and codes of conduct in relation to staff recruitment and induction, including recruitment and induction procedures

provisions of federal, state or territory legislation and funding body requirements that may impact on recruitment and induction processes

relevant protocols and cultural responsibilities that impact on recruitment and induction processes

training options suitable to staff and board members

Range Statement

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.

Staffing requirements may relate to:

paid staff:

full-time

part-time

casual

contract

voluntary staff.

Recruitment policy and procedures may refer to:

employment of local community members, family and kin

recruitment and selection processes

volunteer register.

Recruitment committee may include:

board members

community members

Elders

independent advisers

senior staff

traditional owners.

Job vacancies may be advertised through:

Aboriginal and Torres Strait Islander news outlets

direct invitation

local, state or territory, and national newspapers

local notices

online

word of mouth.

Results may be advised to candidates:

in writing

in person

by telephone.

Contracts may include:

award-based contracts

verbal or written agreements

workplace agreements.

Induction processes may include:

community profile

job description

organisational structure

meeting staff/team

on-the-job training

policies and procedures

roles and responsibilities

tour of the organisation.

Development and training may include:

accredited and non-accredited training

career planning

cross-cultural training

mentoring.

Staff departures may refer to:

dismissal

redeployment

resignation

retirement

retrenchment.