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Evidence Guide: LGAGOVA413B - Promote and maintain positive employee relations

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

 

LGAGOVA413B - Promote and maintain positive employee relations

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

Consult with parties to facilitate positive employee relations

  1. Consultation process is established and agreed upon by all parties.
  2. Consultation between managers, supervisors, employees and union representatives is encouraged.
  3. Information on employee relations is assessed, interpreted and provided in a format that is understandable and usable to employees.
  4. All employees, including non-union employees and union representatives, are kept informed on all issues that may affect them.
  5. Decision-making processes are undertaken that involve the participation of all relevant individuals and bodies.
  6. Processes are implemented consistent with council policy and procedures on employee relations.
Consultation process is established and agreed upon by all parties.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consultation between managers, supervisors, employees and union representatives is encouraged.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Information on employee relations is assessed, interpreted and provided in a format that is understandable and usable to employees.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

All employees, including non-union employees and union representatives, are kept informed on all issues that may affect them.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Decision-making processes are undertaken that involve the participation of all relevant individuals and bodies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Processes are implemented consistent with council policy and procedures on employee relations.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide effective counselling opportunities to staff to maintain positive relations

  1. Counselling is offered to support employees in relation to work difficulties, career aspirations and personal difficulties.
  2. Counselling techniques and styles appropriate to the situation and a diverse workforce are identified.
  3. The counselling environment is selected in accordance with staff needs.
  4. Active listening techniques are applied to formulate responses to employees.
  5. Referrals to appropriate support professionals and agencies are made to aid employee performance and wellbeing where necessary.
  6. Confidentiality principles are strictly adhered to.
Counselling is offered to support employees in relation to work difficulties, career aspirations and personal difficulties.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Counselling techniques and styles appropriate to the situation and a diverse workforce are identified.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

The counselling environment is selected in accordance with staff needs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Active listening techniques are applied to formulate responses to employees.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Referrals to appropriate support professionals and agencies are made to aid employee performance and wellbeing where necessary.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Confidentiality principles are strictly adhered to.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Promote systems that address problems, grievances and disputes

  1. Processes and procedures are established and documented to ensure early intervention and identify and minimise problems, grievances or disputes.
  2. Processes and procedures are communicated to, and supported by, all relevant groups and individuals.
  3. Processes and procedures are followed to facilitate solutions to problems, grievances or disputes in a timely manner.
  4. Specialist advice is taken where appropriate and/or when formal hearings are required.
  5. A solution is agreed upon that considers the needs of the organisation and the individuals.
  6. All proceedings are clearly documented in accordance with legislative and council requirements.
Processes and procedures are established and documented to ensure early intervention and identify and minimise problems, grievances or disputes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Processes and procedures are communicated to, and supported by, all relevant groups and individuals.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Processes and procedures are followed to facilitate solutions to problems, grievances or disputes in a timely manner.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Specialist advice is taken where appropriate and/or when formal hearings are required.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

A solution is agreed upon that considers the needs of the organisation and the individuals.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

All proceedings are clearly documented in accordance with legislative and council requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consult with parties to facilitate positive employee relations

  1. Consultation process is established and agreed upon by all parties.
  2. Consultation between managers, supervisors, employees and union representatives is encouraged.
  3. Information on employee relations is assessed, interpreted and provided in a format that is understandable and usable to employees.
  4. All employees, including non-union employees and union representatives, are kept informed on all issues that may affect them.
  5. Decision-making processes are undertaken that involve the participation of all relevant individuals and bodies.
  6. Processes are implemented consistent with council policy and procedures on employee relations.
Consultation process is established and agreed upon by all parties.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consultation between managers, supervisors, employees and union representatives is encouraged.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Information on employee relations is assessed, interpreted and provided in a format that is understandable and usable to employees.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

All employees, including non-union employees and union representatives, are kept informed on all issues that may affect them.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Decision-making processes are undertaken that involve the participation of all relevant individuals and bodies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Processes are implemented consistent with council policy and procedures on employee relations.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide effective counselling opportunities to staff to maintain positive relations

  1. Counselling is offered to support employees in relation to work difficulties, career aspirations and personal difficulties.
  2. Counselling techniques and styles appropriate to the situation and a diverse workforce are identified.
  3. The counselling environment is selected in accordance with staff needs.
  4. Active listening techniques are applied to formulate responses to employees.
  5. Referrals to appropriate support professionals and agencies are made to aid employee performance and wellbeing where necessary.
  6. Confidentiality principles are strictly adhered to
Counselling is offered to support employees in relation to work difficulties, career aspirations and personal difficulties.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Counselling techniques and styles appropriate to the situation and a diverse workforce are identified.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

The counselling environment is selected in accordance with staff needs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Active listening techniques are applied to formulate responses to employees.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Referrals to appropriate support professionals and agencies are made to aid employee performance and wellbeing where necessary.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Confidentiality principles are strictly adhered to

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Promote systems that address problems, grievances and disputes

  1. Processes and procedures are established and documented to ensure early intervention and identify and minimise problems, grievances or disputes.
  2. Processes and procedures are communicated to, and supported by, all relevant groups and individuals.
  3. Processes and procedures are followed to facilitate solutions to problems, grievances or disputes in a timely manner.
  4. Specialist advice is taken where appropriate and/or when formal hearings are required.
  5. A solution is agreed upon that considers the needs of the organisation and the individuals.
  6. All proceedings are clearly documented in accordance with legislative and council requirements
Processes and procedures are established and documented to ensure early intervention and identify and minimise problems, grievances or disputes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Processes and procedures are communicated to, and supported by, all relevant groups and individuals.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Processes and procedures are followed to facilitate solutions to problems, grievances or disputes in a timely manner.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Specialist advice is taken where appropriate and/or when formal hearings are required.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

A solution is agreed upon that considers the needs of the organisation and the individuals.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

All proceedings are clearly documented in accordance with legislative and council requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

Overview of assessment requirements

A person who demonstrates competency in this unit will be able to perform the outcomes described in the Elements to the required performance level detailed in the Performance Criteria. The knowledge and skill requirements described in the Range Statement must also be demonstrated. For example, knowledge of the legislative framework and safe work practices that underpin the performance of the unit are also required to be demonstrated.

Critical aspects of evidence to be considered

The demonstrated ability to:

consult relevant parties to promote positive employee relations

provide effective counselling opportunities to employees to maintain positive relations

develop grievance processes and procedures to resolve problems, grievances or disputes in a prompt manner that optimises the likelihood of a positive outcome

Context of assessment

Competency is demonstrated by performance of all stated criteria, with particular attention to the critical aspects and the knowledge and skills elaborated in the Evidence Guide, and within the scope of the Range Statement.

Relationship to other units(prerequisite or co-requisite units)

To enable holistic assessment this unit may be assessed with other units that form part of the job role.

Method of assessment

The following assessment methods are suggested:

observation of the learner performing a range of workplace tasks over sufficient time to demonstrate handling of a range of contingencies

written and/or oral questioning to assess knowledge and understanding

completion of workplace documentation

third-party reports from experienced practitioners

completion of self-paced learning materials including personal reflection and feedback from trainer, coach or supervisor

Evidence required for demonstration of consistent performance

Evidence should be collected over a set period of time that is sufficient to include dealings with an appropriate range and variety of situations.

Resource implications

The learner and trainer should have access to appropriate documentation and resources normally used in the workplace that should include:

records and filing system

telephone

council procedures

Required Skills and Knowledge

This describes the essential skills and knowledge and their level, required for this unit

Required Skills

report writing

awards and enterprise agreement interpretation

strategic planning in relation to organisation and employee problem solving and decision making

negotiation with management, unions and employees

communication and consultation

conflict management

counselling

debating and advocacy

project management

Required Knowledge

human resource legislation

methods of consultation with unions, employees and management

counselling policy and procedures

organisational systems

industrial awards and agreements

council policy and procedures regarding performance management and assessment systems

employee training procedures

disciplinary and termination policies and procedures

organisational plans and objectives

human resource planning

all legislation relevant to the organization that impacts on people's performance

internal and external organisational support services for employees

unfair dismissal rules and due process

staff development strategies

grievance procedures

counselling techniques

conflict and grievance resolution strategies

negotiation and mediation techniques

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 in the Performance Criteria is detailed below.

Counselling may include:

recruitment

training and development

selection

termination

disciplinary

exit interviews

external counselling

career development

A diverse workforce may include any difference between individuals and groups such as:

age

gender

race

nationality

political and philosophical beliefs

specific individual or group characteristics

Specialist advice may include:

legal and employee relations experts

experts in the conduct of formal hearings in the relevant jurisdiction