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Evidence Guide: MARG002 - Manage a small crew

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

 

MARG002 - Manage a small crew

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

Induct and train crew

  1. Crew member is introduced to key personnel and areas on vessel
  2. Performance requirements and responsibilities of the position are explained
  3. Legislative requirements and organisational policies and procedures are explained
  4. Initial training in relevant safety management systems, equipment and work practices is arranged and conducted
  5. Training opportunities for development of the individual’s job role are identified
  6. Relevant documentation is completed and submitted to appropriate personnel
Crew member is introduced to key personnel and areas on vessel

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Performance requirements and responsibilities of the position are explained

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Legislative requirements and organisational policies and procedures are explained

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Initial training in relevant safety management systems, equipment and work practices is arranged and conducted

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Training opportunities for development of the individual’s job role are identified

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Relevant documentation is completed and submitted to appropriate personnel

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Allocate crew workload

  1. Current workload of crew is assessed
  2. Workload is scheduled effectively to facilitate operational efficiency of vessel
  3. Duties, rosters and responsibilities are assessed against and matched to crew capabilities according to legislative and organisational requirements
  4. Crew are allocated a workload priority
  5. Workload of crew is continuously assessed according to agreed objectives and timelines
Current workload of crew is assessed

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Workload is scheduled effectively to facilitate operational efficiency of vessel

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Duties, rosters and responsibilities are assessed against and matched to crew capabilities according to legislative and organisational requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Crew are allocated a workload priority

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Workload of crew is continuously assessed according to agreed objectives and timelines

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor crew performance

  1. Performance expectations are communicated clearly to crew and individual crew members
  2. Performance of crew and individuals is systemically monitored against defined measurable performance criteria to ensure satisfactory completion of assigned workloads
  3. Performance expectations are assessed objectively against workloads and crew and individual capabilities
  4. Strategies are developed to ensure crew and individuals are actively encouraged and supported in assessing their own competence and identifying their learning needs
Performance expectations are communicated clearly to crew and individual crew members

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Performance of crew and individuals is systemically monitored against defined measurable performance criteria to ensure satisfactory completion of assigned workloads

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Performance expectations are assessed objectively against workloads and crew and individual capabilities

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Strategies are developed to ensure crew and individuals are actively encouraged and supported in assessing their own competence and identifying their learning needs

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Address performance related issues

  1. Systems are established to ensure efforts of crew are monitored, and formal and informal feedback is provided in a constructive manner
  2. Performance above expectations is identified and reinforced through recognition and continuous feedback
  3. Performance below expectations is identified and development plan for improved performance is negotiated, agreed on and documented according to organisational requirements
  4. Action plans for improving performance are established and monitored according to organisational requirements
Systems are established to ensure efforts of crew are monitored, and formal and informal feedback is provided in a constructive manner

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Performance above expectations is identified and reinforced through recognition and continuous feedback

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Performance below expectations is identified and development plan for improved performance is negotiated, agreed on and documented according to organisational requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Action plans for improving performance are established and monitored according to organisational requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Address issues and problems of crew and individual crew members

  1. Potential and current issues and problems arising within crew and/or individuals are identified and acted on according to organisational and legislative requirements
  2. Advice, support and expertise is sought from appropriate personnel as required, to resolve issues and problems
  3. Issues and problems that impact on individual crew members are followed through and resolved with concerned individuals
Potential and current issues and problems arising within crew and/or individuals are identified and acted on according to organisational and legislative requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Advice, support and expertise is sought from appropriate personnel as required, to resolve issues and problems

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Issues and problems that impact on individual crew members are followed through and resolved with concerned individuals

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Build support and commitment within crew

  1. Organisational requirements are met through personal performance, behaviour and leadership, which serves as a positive role model for other crew members
  2. Own performance is monitored and adjusted to ensure it aligns with key performance indicators and organisational goals
  3. Crew members are treated in a fair and equal manner and individual differences are identified and accommodated
  4. Effective communication is developed and maintained with crew and management
Organisational requirements are met through personal performance, behaviour and leadership, which serves as a positive role model for other crew members

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Own performance is monitored and adjusted to ensure it aligns with key performance indicators and organisational goals

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Crew members are treated in a fair and equal manner and individual differences are identified and accommodated

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Effective communication is developed and maintained with crew and management

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.

1

Induct and train crew

1.1

Crew member is introduced to key personnel and areas on vessel

1.2

Performance requirements and responsibilities of the position are explained

1.3

Legislative requirements and organisational policies and procedures are explained

1.4

Initial training in relevant safety management systems, equipment and work practices is arranged and conducted

1.5

Training opportunities for development of the individual’s job role are identified

1.6

Relevant documentation is completed and submitted to appropriate personnel

2

Allocate crew workload

2.1

Current workload of crew is assessed

2.2

Workload is scheduled effectively to facilitate operational efficiency of vessel

2.3

Duties, rosters and responsibilities are assessed against and matched to crew capabilities according to legislative and organisational requirements

2.4

Crew are allocated a workload priority

2.5

Workload of crew is continuously assessed according to agreed objectives and timelines

3

Monitor crew performance

3.1

Performance expectations are communicated clearly to crew and individual crew members

3.2

Performance of crew and individuals is systemically monitored against defined measurable performance criteria to ensure satisfactory completion of assigned workloads

3.3

Performance expectations are assessed objectively against workloads and crew and individual capabilities

3.4

Strategies are developed to ensure crew and individuals are actively encouraged and supported in assessing their own competence and identifying their learning needs

4

Address performance related issues

4.1

Systems are established to ensure efforts of crew are monitored, and formal and informal feedback is provided in a constructive manner

4.2

Performance above expectations is identified and reinforced through recognition and continuous feedback

4.3

Performance below expectations is identified and development plan for improved performance is negotiated, agreed on and documented according to organisational requirements

4.4

Action plans for improving performance are established and monitored according to organisational requirements

5

Address issues and problems of crew and individual crew members

5.1

Potential and current issues and problems arising within crew and/or individuals are identified and acted on according to organisational and legislative requirements

5.2

Advice, support and expertise is sought from appropriate personnel as required, to resolve issues and problems

5.3

Issues and problems that impact on individual crew members are followed through and resolved with concerned individuals

6

Build support and commitment within crew

6.1

Organisational requirements are met through personal performance, behaviour and leadership, which serves as a positive role model for other crew members

6.2

Own performance is monitored and adjusted to ensure it aligns with key performance indicators and organisational goals

6.3

Crew members are treated in a fair and equal manner and individual differences are identified and accommodated

6.4

Effective communication is developed and maintained with crew and management

Required Skills and Knowledge

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1

Induct and train crew

1.1

Crew member is introduced to key personnel and areas on vessel

1.2

Performance requirements and responsibilities of the position are explained

1.3

Legislative requirements and organisational policies and procedures are explained

1.4

Initial training in relevant safety management systems, equipment and work practices is arranged and conducted

1.5

Training opportunities for development of the individual’s job role are identified

1.6

Relevant documentation is completed and submitted to appropriate personnel

2

Allocate crew workload

2.1

Current workload of crew is assessed

2.2

Workload is scheduled effectively to facilitate operational efficiency of vessel

2.3

Duties, rosters and responsibilities are assessed against and matched to crew capabilities according to legislative and organisational requirements

2.4

Crew are allocated a workload priority

2.5

Workload of crew is continuously assessed according to agreed objectives and timelines

3

Monitor crew performance

3.1

Performance expectations are communicated clearly to crew and individual crew members

3.2

Performance of crew and individuals is systemically monitored against defined measurable performance criteria to ensure satisfactory completion of assigned workloads

3.3

Performance expectations are assessed objectively against workloads and crew and individual capabilities

3.4

Strategies are developed to ensure crew and individuals are actively encouraged and supported in assessing their own competence and identifying their learning needs

4

Address performance related issues

4.1

Systems are established to ensure efforts of crew are monitored, and formal and informal feedback is provided in a constructive manner

4.2

Performance above expectations is identified and reinforced through recognition and continuous feedback

4.3

Performance below expectations is identified and development plan for improved performance is negotiated, agreed on and documented according to organisational requirements

4.4

Action plans for improving performance are established and monitored according to organisational requirements

5

Address issues and problems of crew and individual crew members

5.1

Potential and current issues and problems arising within crew and/or individuals are identified and acted on according to organisational and legislative requirements

5.2

Advice, support and expertise is sought from appropriate personnel as required, to resolve issues and problems

5.3

Issues and problems that impact on individual crew members are followed through and resolved with concerned individuals

6

Build support and commitment within crew

6.1

Organisational requirements are met through personal performance, behaviour and leadership, which serves as a positive role model for other crew members

6.2

Own performance is monitored and adjusted to ensure it aligns with key performance indicators and organisational goals

6.3

Crew members are treated in a fair and equal manner and individual differences are identified and accommodated

6.4

Effective communication is developed and maintained with crew and management

Range Statement

Specifies different 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.

Range is restricted to essential operating conditions and any other variables essential to the work environment.

Organisational policies and procedures include one or more of the following:

anti-discrimination

complaint and grievance procedures

culturally appropriate entitlements

employment conditions

equal opportunity

induction and training

performance measures

professional development

recruitment and selection

work health and safety (WHS)/occupational health and safety (OHS)

Relevant documentation include one or more of the following:

employee records

job/position descriptions

records of taxation and superannuation payments

WHS/OHS records

Performance expectations include one or more of the following:

documented key performance indicators (KPIs) for:

individuals

individuals and crew

informal KPIs developed by Master for:

individuals

individuals and crew

Strategies include one or more of the following:

coaching

counselling

disciplinary procedures

discussions and meetings to resolve performance issues

making adjustments to KPIs

mentoring

referral to more senior management/human resources support services

shadowing

training

Development plan includes one or more of the following:

capacity for inserting ongoing evaluation, review and input

codes of conduct

crew competencies

crew roles and responsibilities

KPIs

learning opportunities

negotiated agreements with individual

performance standards

WHS/OHS requirements

work allocation

work outputs and processes

Potential and current, issues and problems include one or more of the following:

appeals against formal decisions such as assessments

bullying

discrimination and harassment

dispute between individuals or parties

grievances

injury rehabilitation

perceived or actual relating to:

work roles, job design and allocation of duties

work performance of self and others

prejudice or racial vilification

promotions

stress or personal problems

Appropriate personnel include one or more of the following:

human resources manager and personnel

management

other crew members

other Masters in the organisation

union/employee representatives or groups