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Evidence Guide: CPPBDN8004 - Lead the building design 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

 

CPPBDN8004 - Lead the building design team

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

Determine staffing requirements of the organisation.

  1. Organisation’s goals and requirements of the work to be undertaken are identified and analysed.
  2. Information on existing staff skills and knowledge is assessed to ensure access to required mix and level of skills.
  3. Gaps in skills and knowledge of staff are identified.
  4. Need for additional human resources or contractors is established.
  5. HR policies are developed and implemented to support the effective operation of staff and the organisation.
Organisation’s goals and requirements of the work to be undertaken are identified and analysed.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Information on existing staff skills and knowledge is assessed to ensure access to required mix and level of skills.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Gaps in skills and knowledge of staff are identified.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Need for additional human resources or contractors is established.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

HR policies are developed and implemented to support the effective operation of staff and the organisation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Measure and monitor staff performance levels.

  1. Goals and objectives of individual staff members’ roles are established.
  2. Performance appraisals are conducted according to organisation’s needs and using a structured performance appraisal system.
  3. Results of performance appraisals are analysed to identify resource requirements and/or professional development needs of staff.
  4. Support is provided to individuals and teamsto enhance performance and achievement of organisation’s goals and effective completion of projects.
  5. Performance is managed in line with organisational and legal requirements.
Goals and objectives of individual staff members’ roles are established.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Performance appraisals are conducted according to organisation’s needs and using a structured performance appraisal system.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Results of performance appraisals are analysed to identify resource requirements and/or professional development needs of staff.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Support is provided to individuals and teamsto enhance performance and achievement of organisation’s goals and effective completion of projects.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Performance is managed in line with organisational and legal requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Review and respond to professional development needs of staff.

  1. Current and future professional development needs of staff are identified using a range of methods.
  2. Opportunities are provided for staff members to develop their creative, design and technical skills within the organisation.
  3. Training and development needs of staff are accounted for in budgets and operational plans.
Current and future professional development needs of staff are identified using a range of methods.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Opportunities are provided for staff members to develop their creative, design and technical skills within the organisation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Training and development needs of staff are accounted for in budgets and operational plans.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage team effectiveness.

  1. Effective and open communication channels are established and maintained with staff and contractors.
  2. Updates of organisation’s plans and projects are communicated and opportunities are given to staff to be involved in planning processes.
  3. Teams and individuals are provided with guidance to establish goals, responsibilities and accountabilities.
  4. Effective strategies to facilitate team growth and increase motivation are developed, trialled and implemented.
Effective and open communication channels are established and maintained with staff and contractors.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Updates of organisation’s plans and projects are communicated and opportunities are given to staff to be involved in planning processes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Teams and individuals are provided with guidance to establish goals, responsibilities and accountabilities.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Effective strategies to facilitate team growth and increase motivation are developed, trialled and implemented.

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.

Determine staffing requirements of the organisation.

1.1.

Organisation’s goals and requirements of the work to be undertaken are identified and analysed.

1.2.

Information on existing staff skills and knowledge is assessed to ensure access to required mix and level of skills.

1.3.

Gaps in skills and knowledge of staff are identified.

1.4.

Need for additional human resources or contractors is established.

1.5.

HR policies are developed and implemented to support the effective operation of staff and the organisation.

2.

Measure and monitor staff performance levels.

2.1.

Goals and objectives of individual staff members’ roles are established.

2.2.

Performance appraisals are conducted according to organisation’s needs and using a structured performance appraisal system.

2.3.

Results of performance appraisals are analysed to identify resource requirements and/or professional development needs of staff.

2.4.

Support is provided to individuals and teamsto enhance performance and achievement of organisation’s goals and effective completion of projects.

2.5.

Performance is managed in line with organisational and legal requirements.

3.

Review and respond to professional development needs of staff.

3.1.

Current and future professional development needs of staff are identified using a range of methods.

3.2.

Opportunities are provided for staff members to develop their creative, design and technical skills within the organisation.

3.3.

Training and development needs of staff are accounted for in budgets and operational plans.

4.

Manage team effectiveness.

4.1.

Effective and open communication channels are established and maintained with staff and contractors.

4.2.

Updates of organisation’s plans and projects are communicated and opportunities are given to staff to be involved in planning processes.

4.3.

Teams and individuals are provided with guidance to establish goals, responsibilities and accountabilities.

4.4.

Effective strategies to facilitate team growth and increase motivation are developed, trialled and implemented.

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.

Determine staffing requirements of the organisation.

1.1.

Organisation’s goals and requirements of the work to be undertaken are identified and analysed.

1.2.

Information on existing staff skills and knowledge is assessed to ensure access to required mix and level of skills.

1.3.

Gaps in skills and knowledge of staff are identified.

1.4.

Need for additional human resources or contractors is established.

1.5.

HR policies are developed and implemented to support the effective operation of staff and the organisation.

2.

Measure and monitor staff performance levels.

2.1.

Goals and objectives of individual staff members’ roles are established.

2.2.

Performance appraisals are conducted according to organisation’s needs and using a structured performance appraisal system.

2.3.

Results of performance appraisals are analysed to identify resource requirements and/or professional development needs of staff.

2.4.

Support is provided to individuals and teamsto enhance performance and achievement of organisation’s goals and effective completion of projects.

2.5.

Performance is managed in line with organisational and legal requirements.

3.

Review and respond to professional development needs of staff.

3.1.

Current and future professional development needs of staff are identified using a range of methods.

3.2.

Opportunities are provided for staff members to develop their creative, design and technical skills within the organisation.

3.3.

Training and development needs of staff are accounted for in budgets and operational plans.

4.

Manage team effectiveness.

4.1.

Effective and open communication channels are established and maintained with staff and contractors.

4.2.

Updates of organisation’s plans and projects are communicated and opportunities are given to staff to be involved in planning processes.

4.3.

Teams and individuals are provided with guidance to establish goals, responsibilities and accountabilities.

4.4.

Effective strategies to facilitate team growth and increase motivation are developed, trialled and implemented.

A person demonstrating competency in this unit must satisfy the requirements of the elements, performance criteria, foundation skills and range of conditions of this unit.

The person must also analyse the staffing requirements of a business design team of at least two building designers working on large and complex projects.

In doing the above, the person must:

develop and apply a process to monitor and measure staff performance with at least two team members

demonstrate the application of methodologies to determine and fulfil team member skill development requirements

apply methodologies and processes to provide effective team leadership

manage performance issues for one team member requiring professional development in addition to that provided to all staff.

A person demonstrating competency in this unit must demonstrate knowledge of:

coaching methods for staff development in the building design sector

employment and workplace legislation relating to the building design sector

leadership models and styles

performance appraisal models and procedures for their use

process for skills needs analysis

processes and procedures for goal setting

processes and procedures for human resource planning

psychology of teams to facilitate team development and effectiveness.

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.

HR policies must include:

enterprise bargaining agreements

HR administration of records and databases

induction processes and programs

job description and performance appraisals

leave entitlements

work health and safety (WHS)

recruitment and selection

remuneration practices

rewards and recognition practices

termination procedures.

Performance appraisals must be linked to outcome targets and include at least two of the following:

360 degree feedback

counselling meetings

formal annual, half yearly or quarterly performance appraisals

informal one-to-one review discussions

probationary reviews.

Providing support to individuals and teams must include at least two of the following:

additional capital resources, such as updated software or technology

additional human resources

buddy systems

coaching

counselling

mentoring

on or off-the-job training and development.

Professional development needs of staff must be determined by at least two of the following:

analysis of change to work practice or process

customer feedback

individual staff request for training

introduction of new technology or software application, such as three-dimensional (3-D) modelling

performance appraisal

staff survey

supervisor report on individual staff.

Motivation theories must include at least one of the following:

David C. McClelland’s theories of achievement motivation

Herzberg’s motivation theory

Maslow’s hierarchy of needs

Theory X

Theory Y.