The Evidence Guide provides advice to inform and support appropriate assessment of this unit. It contains an overview of the assessment requirements followed by identification of specific aspects of evidence that will need to be addressed in determining competence. The Evidence Guide is an integral part of the unit and should be read and interpreted in conjunction with the other components of competency. Assessment must reflect the endorsed Assessment Guidelines of the parent Training Package.
Overview of Assessment Requirements
A person who demonstrates competence in this standard must be able to provide evidence that they have the competencies to prepare personal work plans and establish personal work priorities. They must be able to show evidence of the ability to assess their own performance and to identify and act on their own professional development needs.
Specific Evidence Requirements
Required knowledge and understanding include:
relevant legislation from all levels of government that affects business operation, especially in regard to occupational health and safety and environmental issues, equal opportunity, industrial relations and anti-discrimination
the principles and techniques involved in the management and organisation of:
- personal goal setting
- performance measurement
- time management
- personal behaviour, self-awareness and personality traits identification
- personal development plan
the organisation's policies, plans and procedures
the types of work methods and practices which can improve personal performance
the types of learning style(s) and how they relate to the individual
the management development opportunities and options for self
Required skills and attributes include:
ability to relate to people from a range of social, cultural and ethnic backgrounds and physical and mental abilities
functional literacy skills to interpret written and oral information about workplace requirements
communication skills, including receiving and analysing feedback and reporting
a range of skills to support work management and development:
- researching information to develop personal and work plans
- eliciting, analysing and interpreting feedback
- analysing culturally different viewpoints and taking them into account in personal and work plans
- monitoring workplace trends related to work role and responsibilities
- using information systems to assist establish work plans
- assessing the effectiveness of own management development
- developing and maintaining professional networks
Key competencies or generic skills relevant to this unit
The seven key competencies represent generic skills considered essential for effective work participation. Innovation skills represent a further area of generic competence. The bracketed numbering indicates the performance level required in this unit:
Level (1) represents the competence to undertake tasks effectively
Level (2) represents the competence to manage tasks
Level (3) represents the competence to use concepts for evaluating and reshaping tasks. The bulleted points provide examples of how the key competencies can be applied for this unit.
Communicating ideas and information (3)
consulting with members of work team and professional networks to obtain feedback to identify and develop ways to improve competence
Collecting, analysing and organising information (3)
measuring self-performance and developing work plan
Planning and organising activities (3)
developing work plan and setting own priorities
Working in a team (3)
using professional networks to aid professional development and to obtain feedback
Using mathematical ideas and techniques (1)
using these as an aid to measure and plan personal goals
Solving problems (3)
addressing problems related to achievement of work and development plans
Using technology (3)
using technology to aid effective communication and aid development of plan
Innovation skills (3)
developing and using innovative approaches to the development of personal skill development and goal setting
Products that could be used as evidence include:
documentation produced in managing personal work priorities and professional development, such as:
- contribution to organisational policies and procedures
- procedures and policies for professional development, and related codes of conduct
- actions taken to address professional development, information collection and retrieval
- actions taken to address methods of analysing information and developing and/or maintaining a professional development information system
- learning and development plans for self
- actions taken to address internal and external information management issues
- reviews of people management
- advice and input into management decisions related to professional development
Processes that could be used as evidence include:
how personal work planning and allocation has been managed
examples of how individual initiative has been used and personal work goals have been extended
how personal performance has been measured
examples of how initiative has been taken to prioritise and facilitate competing demands to achieve goals and objectives
how technology has been used to manage work priorities
how personal knowledge and skills have been assessed
how feedback has been sought from employees, clients and colleagues and acted on to develop improved competence
how individual learning and development pathways have been developed
how new skills have been identified and developed to gain a competitive edge
Resource implications for assessment include:
access by the learner and trainer to appropriate documentation and resources normally used in the workplace
Validity and sufficiency of evidence requires:
that this unit can be assessed in the workplace or in a closely simulated work environment
that where assessment is part of a learning experience, evidence will need to be collected over a period of time, involving both formative and summative assessment
that examples of actions taken by the candidate to manage personal work priorities and professional development are provided
Integrated competency assessment means:
that this unit should be assessed with other frontline management units taken as part of this qualification, as applicable to the candidate's leadership role in a work team and as part of an integrated assessment activity
The Evidence Guide provides advice to inform and support appropriate assessment of this unit. It contains an overview of the assessment requirements followed by identification of specific aspects of evidence that will need to be addressed in determining competence. The Evidence Guide is an integral part of the unit and should be read and interpreted in conjunction with the other components of competency. Assessment must reflect the endorsed Assessment Guidelines of the parent Training Package.
Overview of Assessment Requirements
A person who demonstrates competence in this standard must be able to provide evidence that they have the competencies to prepare personal work plans and establish personal work priorities. They must be able to show evidence of the ability to assess their own performance and to identify and act on their own professional development needs.
Specific Evidence Requirements
Required knowledge and understanding include:
relevant legislation from all levels of government that affects business operation, especially in regard to occupational health and safety and environmental issues, equal opportunity, industrial relations and anti-discrimination
the principles and techniques involved in the management and organisation of:
- personal goal setting
- performance measurement
- time management
- personal behaviour, self-awareness and personality traits identification
- personal development plan
the organisation's policies, plans and procedures
the types of work methods and practices which can improve personal performance
the types of learning style(s) and how they relate to the individual
the management development opportunities and options for self
Required skills and attributes include:
ability to relate to people from a range of social, cultural and ethnic backgrounds and physical and mental abilities
functional literacy skills to interpret written and oral information about workplace requirements
communication skills, including receiving and analysing feedback and reporting
a range of skills to support work management and development:
- researching information to develop personal and work plans
- eliciting, analysing and interpreting feedback
- analysing culturally different viewpoints and taking them into account in personal and work plans
- monitoring workplace trends related to work role and responsibilities
- using information systems to assist establish work plans
- assessing the effectiveness of own management development
- developing and maintaining professional networks
Key competencies or generic skills relevant to this unit
The seven key competencies represent generic skills considered essential for effective work participation. Innovation skills represent a further area of generic competence. The bracketed numbering indicates the performance level required in this unit:
Level (1) represents the competence to undertake tasks effectively
Level (2) represents the competence to manage tasks
Level (3) represents the competence to use concepts for evaluating and reshaping tasks. The bulleted points provide examples of how the key competencies can be applied for this unit.
Communicating ideas and information (3)
consulting with members of work team and professional networks to obtain feedback to identify and develop ways to improve competence
Collecting, analysing and organising information (3)
measuring self-performance and developing work plan
Planning and organising activities (3)
developing work plan and setting own priorities
Working in a team (3)
using professional networks to aid professional development and to obtain feedback
Using mathematical ideas and techniques (1)
using these as an aid to measure and plan personal goals
Solving problems (3)
addressing problems related to achievement of work and development plans
Using technology (3)
using technology to aid effective communication and aid development of plan
Innovation skills (3)
developing and using innovative approaches to the development of personal skill development and goal setting
Products that could be used as evidence include:
documentation produced in managing personal work priorities and professional development, such as:
- contribution to organisational policies and procedures
- procedures and policies for professional development, and related codes of conduct
- actions taken to address professional development, information collection and retrieval
- actions taken to address methods of analysing information and developing and/or maintaining a professional development information system
- learning and development plans for self
- actions taken to address internal and external information management issues
- reviews of people management
- advice and input into management decisions related to professional development
Processes that could be used as evidence include:
how personal work planning and allocation has been managed
examples of how individual initiative has been used and personal work goals have been extended
how personal performance has been measured
examples of how initiative has been taken to prioritise and facilitate competing demands to achieve goals and objectives
how technology has been used to manage work priorities
how personal knowledge and skills have been assessed
how feedback has been sought from employees, clients and colleagues and acted on to develop improved competence
how individual learning and development pathways have been developed
how new skills have been identified and developed to gain a competitive edge
Resource implications for assessment include:
access by the learner and trainer to appropriate documentation and resources normally used in the workplace
Validity and sufficiency of evidence requires:
that this unit can be assessed in the workplace or in a closely simulated work environment
that where assessment is part of a learning experience, evidence will need to be collected over a period of time, involving both formative and summative assessment
that examples of actions taken by the candidate to manage personal work priorities and professional development are provided
Integrated competency assessment means:
that this unit should be assessed with other frontline management units taken as part of this qualification, as applicable to the candidate's leadership role in a work team and as part of an integrated assessment activity