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Evidence Guide: LGAGOVA611B - Implement disciplinary and termination procedures

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

 

LGAGOVA611B - Implement disciplinary and termination procedures

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

Develop policies and procedures for disciplinary action and termination of employment

  1. Research is undertaken to determine legal requirements and best practice in disciplinary and termination systems.
  2. Consultation is undertaken with stakeholders to determine the effectiveness of current policies and procedures.
  3. Policies and procedures are developed and introduced in accordance with council policies and legal requirements.
  4. Procedures are fair and equitable.
  5. Training in new policies and procedures of managers, team leaders and staff is undertaken.
  6. Feedback is sought to identify problems, and improvements in procedures are introduced.
Research is undertaken to determine legal requirements and best practice in disciplinary and termination systems.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consultation is undertaken with stakeholders to determine the effectiveness of current policies and procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Policies and procedures are developed and introduced in accordance with council policies and legal requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Procedures are fair and equitable.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Training in new policies and procedures of managers, team leaders and staff is undertaken.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Feedback is sought to identify problems, and improvements in procedures are introduced.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage requests for intervention

  1. Interventions are undertaken in accordance with council policies and legislative requirements.
  2. Relevant parties are interviewed and information is corroborated.
  3. Requests for intervention are considered and responded to in a fair and equitable manner and in accordance with council procedures.
  4. Employees are advised of expected standards of performance and options are provided for achieving the required performance.
  5. Follow up is undertaken to ensure intervention achieves the required performance.
  6. Employees performing below standard are counselled and disciplined in accordance with council and legal requirements.
Interventions are undertaken in accordance with council policies and legislative requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Relevant parties are interviewed and information is corroborated.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Requests for intervention are considered and responded to in a fair and equitable manner and in accordance with council procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Employees are advised of expected standards of performance and options are provided for achieving the required performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Follow up is undertaken to ensure intervention achieves the required performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Employees performing below standard are counselled and disciplined in accordance with council and legal requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Counsel staff

  1. Counselling is managed by a council officer with the requisite skills for the situation or employee is referred as appropriate.
  2. Employee is counselled promptly and confidentiality principles are adhered to.
  3. Counselling strategies are appropriate to the needs of the council and individual.
  4. A record of counselling outcomes and required action is produced promptly.
  5. Referrals are made to appropriate support professionals and agencies where necessary to aid employee performance and wellbeing.
Counselling is managed by a council officer with the requisite skills for the situation or employee is referred as appropriate.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Employee is counselled promptly and confidentiality principles are adhered to.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Counselling strategies are appropriate to the needs of the council and individual.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

A record of counselling outcomes and required action is produced promptly.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Undertake disciplinary actions

  1. Disciplinary interviews are conducted in an appropriate and constructive manner and in accordance with disciplinary procedures.
  2. The interests of council and individual are protected within required and agreed procedures.
  3. Details of decisions and disciplinary actions taken are fully documented to protect council interests.
  4. All other relevant parties are involved and/or advised promptly of actions taken.
  5. Follow up actions are planned and implemented to ensure a resolution to the situation is found.
  6. Employees failing to respond to disciplinary actions are terminated in accordance with council policies and legal requirements.
Disciplinary interviews are conducted in an appropriate and constructive manner and in accordance with disciplinary procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

The interests of council and individual are protected within required and agreed procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Details of decisions and disciplinary actions taken are fully documented to protect council interests.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

All other relevant parties are involved and/or advised promptly of actions taken.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Follow up actions are planned and implemented to ensure a resolution to the situation is found.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Employees failing to respond to disciplinary actions are terminated in accordance with council policies and legal requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage termination processes

  1. Communication systems are established that provide all necessary information about separation or termination procedures.
  2. Dismissals for incapacity to perform or misconduct are carried out in accordance with council policies and legal requirements.
  3. Terminating employees are invited to participate in exit interviews and feedback is used to improve council processes.
  4. Termination procedures are regularly reviewed and evaluated and improvements are introduced to council policies and procedures.
Communication systems are established that provide all necessary information about separation or termination procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Dismissals for incapacity to perform or misconduct are carried out in accordance with council policies and legal requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Terminating employees are invited to participate in exit interviews and feedback is used to improve council processes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Termination procedures are regularly reviewed and evaluated and improvements are introduced to council policies and procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop policies and procedures for disciplinary action and termination of employment

  1. Research is undertaken to determine legal requirements and best practice in disciplinary and termination systems.
  2. Consultation is undertaken with stakeholders to determine the effectiveness of current policies and procedures.
  3. Policies and procedures are developed and introduced in accordance with council policies and legal requirements.
  4. Procedures are fair and equitable.
  5. Training in new policies and procedures of managers, team leaders and staff is undertaken.
  6. Feedback is sought to identify problems, and improvements in procedures are introduced.
Research is undertaken to determine legal requirements and best practice in disciplinary and termination systems.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consultation is undertaken with stakeholders to determine the effectiveness of current policies and procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Policies and procedures are developed and introduced in accordance with council policies and legal requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Procedures are fair and equitable.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Training in new policies and procedures of managers, team leaders and staff is undertaken.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Feedback is sought to identify problems, and improvements in procedures are introduced.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage requests for intervention

  1. Interventions are undertaken in accordance with council policies and legislative requirements.
  2. Relevant parties are interviewed and information is corroborated.
  3. Requests for intervention are considered and responded to in a fair and equitable manner and in accordance with council procedures.
  4. Employees are advised of expected standards of performance and options are provided for achieving the required performance.
  5. Follow up is undertaken to ensure intervention achieves the required performance.
  6. Employees performing below standard are counselled and disciplined in accordance with council and legal requirements.
Interventions are undertaken in accordance with council policies and legislative requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Relevant parties are interviewed and information is corroborated.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Requests for intervention are considered and responded to in a fair and equitable manner and in accordance with council procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Employees are advised of expected standards of performance and options are provided for achieving the required performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Follow up is undertaken to ensure intervention achieves the required performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Employees performing below standard are counselled and disciplined in accordance with council and legal requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Counsel staff

  1. Counselling is managed by a council officer with the requisite skills for the situation or employee is referred as appropriate.
  2. Employee is counselled promptly and confidentiality principles are adhered to.
  3. Counselling strategies are appropriate to the needs of the council and individual.
  4. A record of counselling outcomes and required action is produced promptly.
  5. Referrals are made to appropriate support professionals and agencies where necessary to aid employee performance and wellbeing.
Counselling is managed by a council officer with the requisite skills for the situation or employee is referred as appropriate.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Employee is counselled promptly and confidentiality principles are adhered to.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Counselling strategies are appropriate to the needs of the council and individual.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

A record of counselling outcomes and required action is produced promptly.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Undertake disciplinary actions

  1. Disciplinary interviews are conducted in an appropriate and constructive manner and in accordance with disciplinary procedures.
  2. The interests of council and individual are protected within required and agreed procedures.
  3. Details of decisions and disciplinary actions taken are fully documented to protect council interests.
  4. All other relevant parties are involved and/or advised promptly of actions taken.
  5. Follow up actions are planned and implemented to ensure a resolution to the situation is found.
  6. Employees failing to respond to disciplinary actions are terminated in accordance with council policies and legal requirements.
Disciplinary interviews are conducted in an appropriate and constructive manner and in accordance with disciplinary procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

The interests of council and individual are protected within required and agreed procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Details of decisions and disciplinary actions taken are fully documented to protect council interests.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

All other relevant parties are involved and/or advised promptly of actions taken.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Follow up actions are planned and implemented to ensure a resolution to the situation is found.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Employees failing to respond to disciplinary actions are terminated in accordance with council policies and legal requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage termination processes

  1. Communication systems are established that provide all necessary information about separation or termination procedures.
  2. Dismissals for incapacity to perform or misconduct are carried out in accordance with council policies and legal requirements.
  3. Terminating employees are invited to participate in exit interviews and feedback is used to improve council processes.
  4. Termination procedures are regularly reviewed and evaluated and improvements are introduced to council policies and procedures.
Communication systems are established that provide all necessary information about separation or termination procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Dismissals for incapacity to perform or misconduct are carried out in accordance with council policies and legal requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Terminating employees are invited to participate in exit interviews and feedback is used to improve council processes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Termination procedures are regularly reviewed and evaluated and improvements are introduced to council policies and procedures.

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:

establish clear and transparent policies and procedures for disciplinary action and termination

manage disciplinary and termination procedures according to council policy and procedures and legislative requirements

evaluate policies and procedures and use the evaluation as input to performance improvement processes throughout the organisation

use counselling strategies appropriate to diversity of workforce.

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.

Assessment must take account of the endorsed Assessment Guidelines in the Local Government Training Package.

Assessment of performance requirements in this unit should be undertaken in an actual workplace or simulated environment.

Assessment should reinforce the integration of the key competencies for the particular AQF level. Refer to the key competency levels at the end of this unit.

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.

Required Skills and Knowledge

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

Required Skills

consultation practices in accordance with confidentiality procedures

application of human resources strategic plan

report writing

performance management

interviewing skills

counselling

evaluating

negotiation skills to negotiate terms and conditions of separation or termination

communication and advocacy skills to advocate the council position in unfair dismissals

performance measurement techniques

Required Knowledge

relevant industrial agreements, awards and legislation

council policies and procedures for discipline and termination

equal employment opportunity legislation

counselling strategies

conflict resolution strategies

employee relations issues

employment contracts

organisational policies for work performance standards and misconduct

dispute and grievance procedures

concepts of dismissal, suspension and voluntary termination

contemporary industrial relations issues

human resources policies and practices

personnel records systems

information processing techniques

information management systems

performance management

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.

Research may include:

database search

library search

use of consultants and specialists

visits to best practice organisations

Policies and procedures may include:

human resources manual

employee bulletin

human resources web site

human resources Intranet

internal copy of forms

Interventions may include:

giving praise

recognising good performance

coaching

counselling

disciplining

Relevant parties may include:

individual employees

supervisors

managers

council-elected representatives

unions

employee representatives

government departments and their representatives

legal agents

Counselling may include:

informal

formal

internal

external

multilingual

Counselling outcomes may include:

targeted training program

referral to employee assistance schemes

warning

demotion

transfer to same grade position

dismissal

Disciplinary procedures may include:

within council

prescribed by external parties

industrial or other agreements

Dismissal means:

termination of employee by employer for misconduct or incapacity to perform job