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Evidence Guide: CPPBDN8004A - 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

 

CPPBDN8004A - 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 the required mix and level of skills.
  3. Gaps in the 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 the required mix and level of skills.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Gaps in the 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:

 

 

 

 

 

 

 

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.

Critical aspects for assessment and evidence required to demonstrate competency in this unit

A person should demonstrate the ability to:

analyse the staffing requirements of a business design team working on large and complex projects

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

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

apply methodologies and processes to provide effective team leadership.

Context of and specific resources for assessment

Assessment of this unit:

must be in the context of the work environment

may be conducted in an off-site context, provided it is realistic and sufficiently rigorous to cover all aspects of workplace performance, including task skills, task management skills, contingency management skills and job role environment skills

must meet relevant compliance requirements.

Resource implications for assessment include:

access to:

suitable assessment venue and equipment

suitable simulated or real opportunities and resources to demonstrate competence

assessment instruments.

Method of assessment

Assessment for this unit must verify the practical application of the required skills and knowledge, using one or more of the following methods:

written and/or oral assessment of the candidates required knowledge for the unit

observed, documented and/or firsthand testimonial evidence of the candidates

implementation of appropriate procedures and techniques for the safe, effective and efficient achievement of the required outcomes

identification of the relevant information and scope of the work required to meet the required outcomes

identification of viable options and the selection of options that best meet the required outcomes

consistently achieving the required outcomes.

Guidance information for assessment

This unit could be assessed on its own or in combination with other units relevant to the job function.

Where applicable, physical resources should include equipment modified for people with disabilities.

Access must be provided to appropriate learning and/or assessment support when required.

Assessment processes and techniques must be culturally appropriate, and appropriate to the language and literacy capacity of the candidate and the work being performed.

Required Skills and Knowledge

Required skills

administration and management skills to:

manage documents

manage human resources

manage time, including planning and prioritising work

analytical and problem-solving skills to:

analyse staffing and skills profiles

develop effective approaches to building staff expertise

manage workplace performance

identify appropriate external expertise and subcontractors

interpersonal skills to:

interact with staff and subcontractors

manage conflict

language, literacy and numeracy skills to:

communicate at project management level with staff and subcontractors, including:

coaching

writing reports

interpret and apply complex information, including legislation and employment agreements and contracts

leadership skills to:

establish team goals

support team in achieving goals

team building skills to manage professional development of team members

Required knowledge

coaching methods

employment and workplace legislation

leadership models and styles

performance appraisal models and 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

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.

HR policies may include:

enterprise bargaining agreements

HR administration of records and databases

induction processes and programs

job description and performance appraisals

leave entitlements

OHS

recruitment and selection

remuneration practices

rewards and recognition practices

termination procedures.

Performance appraisals may be linked to outcome targets and may include:

360 degree feedback

counselling meetings

formal annual, half yearly or quarterly performance appraisals

informal one-to-one review discussions

probationary reviews.

Support provided to individuals and teams may include:

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 may be determined by:

changes to work practices and processes

customer feedback

individual staff requests for training

introduction of new technologies or software applications, such as 3-D modelling

performance appraisals

staff surveys

supervisor reports on individual staff.

Motivation theories may include:

David C. McClelland’s theories of achievement motivation

Herzberg’s motivation theory

Maslow’s hierarchy of needs

Theory X

Theory Y.