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Evidence Guide: BSBWOR402A - Promote team effectiveness

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

 

BSBWOR402A - Promote team effectiveness

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

Plan to achieve team outcomes

  1. Identify, establish and document team purpose, roles, responsibilities, goals, plans and objectives in consultation with team members
  2. Support team members in meeting expected outcomes
Identify, establish and document team purpose, roles, responsibilities, goals, plans and objectives in consultation with team members

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Support team members in meeting expected outcomes

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop team cohesion

  1. Provide opportunities for input of team members into planning, decision making and operational aspects of work team
  2. Encourage and support team members to take responsibility for own work and to assist each other in undertaking required roles and responsibilities
  3. Provide feedback to team members to encourage, value and reward individual and team efforts and contributions
  4. Recognise and address issues, concerns and problems identified by team members or refer to relevant persons as required
Provide opportunities for input of team members into planning, decision making and operational aspects of work team

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Encourage and support team members to take responsibility for own work and to assist each other in undertaking required roles and responsibilities

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide feedback to team members to encourage, value and reward individual and team efforts and contributions

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Recognise and address issues, concerns and problems identified by team members or refer to relevant persons as required

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Participate in and facilitate work team

  1. Actively encourage team members to participate in and take responsibility for team activities and communication processes
  2. Give the team support to identify and resolve problems which impede its performance
  3. Ensure own contribution to work team serves as a role model for others and enhances the organisation's image within the work team, the organisation and with clients/customers
Actively encourage team members to participate in and take responsibility for team activities and communication processes

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Give the team support to identify and resolve problems which impede its performance

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure own contribution to work team serves as a role model for others and enhances the organisation's image within the work team, the organisation and with clients/customers

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Liaise with management

  1. Maintain open communication with line manager/management at all times
  2. Communicate information from line manager/management to the team
  3. Communicate unresolved issues, concerns and problems raised by the team/team members to line manager/management and ensure follow-up action is taken
  4. Communicate unresolved issues, concerns and problems related to the team/team members raised by line managers/management to the team and ensure follow-up to action is taken
Maintain open communication with line manager/management at all times

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Communicate information from line manager/management to the team

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Communicate unresolved issues, concerns and problems raised by the team/team members to line manager/management and ensure follow-up action is taken

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Communicate unresolved issues, concerns and problems related to the team/team members raised by line managers/management to the team and ensure follow-up to action is taken

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 following is essential:

teamwork plan with details of how it was generated and how it will be monitored so that team goals can be met

techniques in communicating information, dealing with team conflict and resolving issues

knowledge of organisational goals, objectives and plans.

Context of and specific resources for assessment

Assessment must ensure:

access to appropriate documentation and resources normally used in the workplace.

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:

analysis of responses to case studies and scenarios

direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate

observation of demonstrated techniques in working with team dynamics

observation of performance in role plays

oral or written questioning to assess knowledge of principles and techniques associated with group dynamics and processes

evaluation of opportunities provided for input of team members into planning, decision making and operational aspects of work team

review of feedback provided to team members

review of teamwork plan.

Guidance information for assessment

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

other units from the Certificate IV in Frontline Management.

Required Skills and Knowledge

Required skills

communication skills to:

boost team morale

deal with team conflict

deliver messages from management

facilitate discussion

mentor and coach

leadership skills

planning and organising skills.

Required knowledge

organisational goals, objectives and plans

organisational policy and procedures framework

organisational structure, including organisational chart

principles and techniques associated with:

delegation and work allocation

goal setting

group dynamics and processes

individual behaviour and difference

leadership

motivation

negotiation

planning.

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.

Team purpose, roles, responsibilities, goals, plans and objectives may include:

action plans, business plans and operational plans linked to strategic plans

expected outcomes and outputs

goals for individuals and the work team

individual and team performance plans and key performance indicators

occupational health and safety (OHS) responsibilities

Consultation may include:

attending meetings, interviews, brainstorming sessions

using email/intranet communications, newsletters or other processes and devices which ensure that all employees have the opportunity to contribute to team and individual effectiveness

using mechanisms to provide feedback to the work team in relation to consultation outcomes

Responsibility for own work may involve:

individual and joint actions

individuals and teams

Feedback may refer to:

formal/informal gatherings between team members where there is communication on work related matters

informal communication of ideas and thoughts on specific tasks, outcomes, decisions, issues or behaviours

Relevant persons may include:

colleagues

direct superior or other management representatives

OHS committees and other people with specialist responsibilities

Communication may include:

face-to-face

formal/informal interaction

verbal, written or electronic communication

Line manager/management may refer to:

direct superior or other management representatives