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?
Develop effective leadership role
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The role, responsibilities and parameters for exercising influence are identified and negotiated with key people in the organisation and community to ensure support Completed |
Evidence:
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Authority and accountability are established according to organisation's guidelines and community requirements Completed |
Evidence:
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Factors which will have an impact on leadership style and role are assessed and addressed in the development of individual and organisational practice Completed |
Evidence:
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Processes for support of volunteers are identified. Completed |
Evidence:
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Provide direction
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Consultation structures are developed and maintained to provide support for coordinated planning and decision making Completed |
Evidence:
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Strategic alliances with key people are developed and maintained to maximise personal and organisational effectiveness Completed |
Evidence:
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Effective communication and interpersonal skills are routinely modeled and promoted Completed |
Evidence:
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Appropriate continuous improvement processes are implemented to ensure ongoing effectiveness of work Completed |
Evidence:
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Where necessary, a waiting list of appropriate applicants is maintained. Completed |
Evidence:
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An on-going recruitment program is implemented as required. Completed |
Evidence:
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Promote community work and maintain quality performance
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The factors which influence the effectiveness of performance are researched and analysed Completed |
Evidence:
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Strategies for promoting the effectiveness of community work are developed and implemented Completed |
Evidence:
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Strategies for developing and maintaining quality performance are researched and established Completed |
Evidence:
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Performance standards and requirements are developed, negotiated, promoted and used to guide organisational and personal work delivery Completed |
Evidence:
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Implementation of changes in practices, policies and procedures is negotiated and promoted to gain support Completed |
Evidence:
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Identify the need and roles for volunteers in the organisation
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Potential roles for volunteers are identified Completed |
Evidence:
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Roles are discussed and agreed upon by management Completed |
Evidence:
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Role descriptions are developed Completed |
Evidence:
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Processes for support of volunteers are identified Completed |
Evidence:
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Recruit volunteers
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Volunteers are sought through advertising in relevant media and community networks Completed |
Evidence:
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Interviews with potential volunteers are arranged and completed Completed |
Evidence:
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Selections are made and management advised Completed |
Evidence:
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Successful volunteers are advised of their selection Completed |
Evidence:
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Where necessary, a waiting list of appropriate applicants is maintained Completed |
Evidence:
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An on-going recruitment program is implemented as required Completed |
Evidence:
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Orientate volunteers to organisation
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Volunteers are provided with an orientation to the organisation Completed |
Evidence:
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Training for specific role is provided in a manner appropriate to the needs and resources of the organisation Completed |
Evidence:
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On-going support of volunteers is provided
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Regular meetings of volunteers are established Completed |
Evidence:
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A review of roles and performance is regularly undertaken Completed |
Evidence:
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Individual support and debriefing is provided when necessary Completed |
Evidence:
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