NTISthis.com

Evidence Guide: CPCCBS8009 - Lead a building surveying team

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

 

CPCCBS8009 - Lead a building surveying team

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

Manage resource requirements of a building surveying team.

  1. Scope and nature of work undertaken by the practice are reviewed and range of expertise required is identified and analysed to ensure sufficient resourcing.
  2. Competence of existing staff to perform tasks is assessed and gaps in competence required by the practice are identified.
  3. Strategies to address skill and knowledge gaps, including the planned recruitment of staff with additional expertise, are formulated and implemented.
  4. Development and implementation of human resource policies are managed to ensure effective resourcing of the practice.
  5. Practice workload is assessed and work is allocated to building surveyors according to level of competence and relevant licensing requirements.
Scope and nature of work undertaken by the practice are reviewed and range of expertise required is identified and analysed to ensure sufficient resourcing.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Competence of existing staff to perform tasks is assessed and gaps in competence required by the practice are identified.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Strategies to address skill and knowledge gaps, including the planned recruitment of staff with additional expertise, are formulated and implemented.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Development and implementation of human resource policies are managed to ensure effective resourcing of the practice.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Practice workload is assessed and work is allocated to building surveyors according to level of competence and relevant licensing requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop and implement service standards.

  1. Operational policies and processes are developed and implemented to ensure work complies with legal and organisational requirements.
  2. Professional standards are sourced or developed and communicated to staff.
  3. Service levels consistent with statutory guidelines are established and monitored to ensure work is undertaken in line with agreed service levels and legislative and regulatory requirements where appropriate.
  4. Internal complaints resolution process is developed and details provided to staff to ensure consistent access to the process when required.
  5. Service standards are communicated to staff, and training is conducted or arranged where necessary to develop shared knowledge of organisational requirements.
Operational policies and processes are developed and implemented to ensure work complies with legal and organisational requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Professional standards are sourced or developed and communicated to staff.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Service levels consistent with statutory guidelines are established and monitored to ensure work is undertaken in line with agreed service levels and legislative and regulatory requirements where appropriate.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Internal complaints resolution process is developed and details provided to staff to ensure consistent access to the process when required.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Service standards are communicated to staff, and training is conducted or arranged where necessary to develop shared knowledge of organisational requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor and manage staff performance.

  1. Performance objectives are developed, negotiated and agreed to by individual staff.
  2. Work undertaken by staff is monitored to identify areas for improvement and used to formulate targeted professional development activities.
  3. Annual performance reviews are conducted, and structured feedback aligned to job role and performance objectives is provided to individuals according to organisational procedures.
  4. Strategies to improve underperformance are developed in conjunction with relevant individuals and monitored according to workplace procedures.
  5. Reward and recognition processes are implemented according to workplace procedures.
Performance objectives are developed, negotiated and agreed to by individual staff.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Work undertaken by staff is monitored to identify areas for improvement and used to formulate targeted professional development activities.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Annual performance reviews are conducted, and structured feedback aligned to job role and performance objectives is provided to individuals according to organisational procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Strategies to improve underperformance are developed in conjunction with relevant individuals and monitored according to workplace procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Reward and recognition processes are implemented according to workplace procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Respond to staff professional development needs.

  1. Individual staff development plans are formulated and implemented to encourage ongoing learning and professional development.
  2. Staff meetings, feedback sessions and mentoring opportunities are developed and implemented to promote knowledge sharing and consistent application of policies and processes.
  3. Opportunities for staff to develop new skills and knowledge are identified and managed.
  4. Skills and competencies of junior staff are monitored to identify opportunities for extending the range of work undertaken, within licensing limitations.
Individual staff development plans are formulated and implemented to encourage ongoing learning and professional development.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Staff meetings, feedback sessions and mentoring opportunities are developed and implemented to promote knowledge sharing and consistent application of policies and processes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Opportunities for staff to develop new skills and knowledge are identified and managed.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Skills and competencies of junior staff are monitored to identify opportunities for extending the range of work undertaken, within licensing limitations.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage team effectiveness.

  1. Strategies to facilitate effective communication within and across teams are developed and implemented.
  2. Regular feedback and direction are provided to the team to reinforce successful work and to correct underperformance.
  3. Teams are equipped with required human and technical resources to ensure effective performance.
  4. Conflict within or between teams is identified and addressed according to organisational procedures.
  5. Own leadership style is monitored and revised where appropriate to suit different workplace and staff management challenges.
Strategies to facilitate effective communication within and across teams are developed and implemented.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Regular feedback and direction are provided to the team to reinforce successful work and to correct underperformance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Teams are equipped with required human and technical resources to ensure effective performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Conflict within or between teams is identified and addressed according to organisational procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Own leadership style is monitored and revised where appropriate to suit different workplace and staff management challenges.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions.

1.

Manage resource requirements of a building surveying team.

1.1.

Scope and nature of work undertaken by the practice are reviewed and range of expertise required is identified and analysed to ensure sufficient resourcing.

1.2.

Competence of existing staff to perform tasks is assessed and gaps in competence required by the practice are identified.

1.3.

Strategies to address skill and knowledge gaps, including the planned recruitment of staff with additional expertise, are formulated and implemented.

1.4.

Development and implementation of human resource policies are managed to ensure effective resourcing of the practice.

1.5.

Practice workload is assessed and work is allocated to building surveyors according to level of competence and relevant licensing requirements.

2.

Develop and implement service standards.

2.1.

Operational policies and processes are developed and implemented to ensure work complies with legal and organisational requirements.

2.2.

Professional standards are sourced or developed and communicated to staff.

2.3.

Service levels consistent with statutory guidelines are established and monitored to ensure work is undertaken in line with agreed service levels and legislative and regulatory requirements where appropriate.

2.4.

Internal complaints resolution process is developed and details provided to staff to ensure consistent access to the process when required.

2.5.

Service standards are communicated to staff, and training is conducted or arranged where necessary to develop shared knowledge of organisational requirements.

3.

Monitor and manage staff performance.

3.1.

Performance objectives are developed, negotiated and agreed to by individual staff.

3.2.

Work undertaken by staff is monitored to identify areas for improvement and used to formulate targeted professional development activities.

3.3.

Annual performance reviews are conducted, and structured feedback aligned to job role and performance objectives is provided to individuals according to organisational procedures.

3.4.

Strategies to improve underperformance are developed in conjunction with relevant individuals and monitored according to workplace procedures.

3.5.

Reward and recognition processes are implemented according to workplace procedures.

4.

Respond to staff professional development needs.

4.1.

Individual staff development plans are formulated and implemented to encourage ongoing learning and professional development.

4.2.

Staff meetings, feedback sessions and mentoring opportunities are developed and implemented to promote knowledge sharing and consistent application of policies and processes.

4.3.

Opportunities for staff to develop new skills and knowledge are identified and managed.

4.4.

Skills and competencies of junior staff are monitored to identify opportunities for extending the range of work undertaken, within licensing limitations.

5.

Manage team effectiveness.

5.1.

Strategies to facilitate effective communication within and across teams are developed and implemented.

5.2.

Regular feedback and direction are provided to the team to reinforce successful work and to correct underperformance.

5.3.

Teams are equipped with required human and technical resources to ensure effective performance.

5.4.

Conflict within or between teams is identified and addressed according to organisational procedures.

5.5.

Own leadership style is monitored and revised where appropriate to suit different workplace and staff management challenges.

Required Skills and Knowledge

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions.

1.

Manage resource requirements of a building surveying team.

1.1.

Scope and nature of work undertaken by the practice are reviewed and range of expertise required is identified and analysed to ensure sufficient resourcing.

1.2.

Competence of existing staff to perform tasks is assessed and gaps in competence required by the practice are identified.

1.3.

Strategies to address skill and knowledge gaps, including the planned recruitment of staff with additional expertise, are formulated and implemented.

1.4.

Development and implementation of human resource policies are managed to ensure effective resourcing of the practice.

1.5.

Practice workload is assessed and work is allocated to building surveyors according to level of competence and relevant licensing requirements.

2.

Develop and implement service standards.

2.1.

Operational policies and processes are developed and implemented to ensure work complies with legal and organisational requirements.

2.2.

Professional standards are sourced or developed and communicated to staff.

2.3.

Service levels consistent with statutory guidelines are established and monitored to ensure work is undertaken in line with agreed service levels and legislative and regulatory requirements where appropriate.

2.4.

Internal complaints resolution process is developed and details provided to staff to ensure consistent access to the process when required.

2.5.

Service standards are communicated to staff, and training is conducted or arranged where necessary to develop shared knowledge of organisational requirements.

3.

Monitor and manage staff performance.

3.1.

Performance objectives are developed, negotiated and agreed to by individual staff.

3.2.

Work undertaken by staff is monitored to identify areas for improvement and used to formulate targeted professional development activities.

3.3.

Annual performance reviews are conducted, and structured feedback aligned to job role and performance objectives is provided to individuals according to organisational procedures.

3.4.

Strategies to improve underperformance are developed in conjunction with relevant individuals and monitored according to workplace procedures.

3.5.

Reward and recognition processes are implemented according to workplace procedures.

4.

Respond to staff professional development needs.

4.1.

Individual staff development plans are formulated and implemented to encourage ongoing learning and professional development.

4.2.

Staff meetings, feedback sessions and mentoring opportunities are developed and implemented to promote knowledge sharing and consistent application of policies and processes.

4.3.

Opportunities for staff to develop new skills and knowledge are identified and managed.

4.4.

Skills and competencies of junior staff are monitored to identify opportunities for extending the range of work undertaken, within licensing limitations.

5.

Manage team effectiveness.

5.1.

Strategies to facilitate effective communication within and across teams are developed and implemented.

5.2.

Regular feedback and direction are provided to the team to reinforce successful work and to correct underperformance.

5.3.

Teams are equipped with required human and technical resources to ensure effective performance.

5.4.

Conflict within or between teams is identified and addressed according to organisational procedures.

5.5.

Own leadership style is monitored and revised where appropriate to suit different workplace and staff management challenges.

Range Statement

This section specifies work environments and conditions that may affect performance. Essential operating conditions that may be present (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) are included. Bold italicised wording, if used in the performance criteria, is detailed below.

Competence of existing staff must include consideration of:

experience

licence status

qualifications

skills and knowledge.

Operational policies and processes must include:

customer service standards

dispute resolution

privacy and confidentiality

records management, including planning and building approvals received

risk management

safe work practices.

Professional standards must include:

code of conduct

conflict of interest

ethical standards

privacy and confidentiality agreements

quality standards

service standards.

Service levels must include:

accuracy

timeliness

responsiveness to enquiries.

Development plans must include:

a range of on-the-job and off-the-job activities designed to develop the skills or knowledge required

actions to be taken by the manager and the staff member

identification of the skill or knowledge to be developed

timeframe for skill or knowledge development.