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Evidence Guide: MSL916002 - Manage and develop teams

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

 

MSL916002 - Manage and develop teams

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

Promote team effectiveness

  1. Clearly define and communicate team goals and roles
  2. Promote respect for team members through coaching and by example
  3. Achieve balanced participation in discussions and activities
  4. Negotiate work roles to balance team goals, job requirements and team members' strengths, experience, work styles and career goals
  5. Apply effective conflict resolution processes and implement them fairly
  6. Provide effective links between senior management, other teams and the work team
  7. Encourage networking to share experiences, expertise and resources
Clearly define and communicate team goals and roles

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Promote respect for team members through coaching and by example

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Achieve balanced participation in discussions and activities

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Negotiate work roles to balance team goals, job requirements and team members' strengths, experience, work styles and career goals

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Apply effective conflict resolution processes and implement them fairly

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide effective links between senior management, other teams and the work team

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Encourage networking to share experiences, expertise and resources

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and develop individual potential

  1. Assess each team member's strengths and weaknesses against documented job performance requirements and identify training and development options in consultation with them
  2. Provide opportunities to develop skills through allocation/rotation of work tasks and roles
  3. Encourage the sharing of knowledge and skills through coaching, mentoring and shadowing
Assess each team member's strengths and weaknesses against documented job performance requirements and identify training and development options in consultation with them

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide opportunities to develop skills through allocation/rotation of work tasks and roles

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Encourage the sharing of knowledge and skills through coaching, mentoring and shadowing

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor individual and team performances

  1. Review each team member's performance on a regular basis with the individual
  2. Recognise achievements and address problems with performance
  3. Provide constructive feedback on the performance of the team and team members
  4. Record information relating to individual and team performance following workplace/statutory procedures
Review each team member's performance on a regular basis with the individual

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Recognise achievements and address problems with performance

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide constructive feedback on the performance of the team and team members

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Record information relating to individual and team performance following workplace/statutory procedures

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

Promote team effectiveness

1.1

Clearly define and communicate team goals and roles

1.2

Promote respect for team members through coaching and by example

1.3

Achieve balanced participation in discussions and activities

1.4

Negotiate work roles to balance team goals, job requirements and team members' strengths, experience, work styles and career goals

1.5

Apply effective conflict resolution processes and implement them fairly

1.6

Provide effective links between senior management, other teams and the work team

1.7

Encourage networking to share experiences, expertise and resources

2

Identify and develop individual potential

2.1

Assess each team member's strengths and weaknesses against documented job performance requirements and identify training and development options in consultation with them

2.2

Provide opportunities to develop skills through allocation/rotation of work tasks and roles

2.3

Encourage the sharing of knowledge and skills through coaching, mentoring and shadowing

3

Monitor individual and team performances

3.1

Review each team member's performance on a regular basis with the individual

3.2

Recognise achievements and address problems with performance

3.3

Provide constructive feedback on the performance of the team and team members

3.4

Record information relating to individual and team performance following workplace/statutory procedures

Required Skills and Knowledge

Elements describe the essential outcomes.

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

1

Promote team effectiveness

1.1

Clearly define and communicate team goals and roles

1.2

Promote respect for team members through coaching and by example

1.3

Achieve balanced participation in discussions and activities

1.4

Negotiate work roles to balance team goals, job requirements and team members' strengths, experience, work styles and career goals

1.5

Apply effective conflict resolution processes and implement them fairly

1.6

Provide effective links between senior management, other teams and the work team

1.7

Encourage networking to share experiences, expertise and resources

2

Identify and develop individual potential

2.1

Assess each team member's strengths and weaknesses against documented job performance requirements and identify training and development options in consultation with them

2.2

Provide opportunities to develop skills through allocation/rotation of work tasks and roles

2.3

Encourage the sharing of knowledge and skills through coaching, mentoring and shadowing

3

Monitor individual and team performances

3.1

Review each team member's performance on a regular basis with the individual

3.2

Recognise achievements and address problems with performance

3.3

Provide constructive feedback on the performance of the team and team members

3.4

Record information relating to individual and team performance following workplace/statutory procedures

Evidence of competence in this unit must satisfy all of the requirements of the elements and performance criteria, and include demonstration of:

planning and allocating work that balances achievement of team goals and job requirements with team members' strengths and preferences

measuring, monitoring and recording team and individual performance

developing and empowering team members through motivating, mentoring, coaching and promoting team cohesion to achieve planned outcomes

working effectively with team members who have diverse work styles, cultures and perspectives

using effective interpersonal and communication skills to gain cooperation and resolve conflicts.

Must provide evidence that demonstrates knowledge of:

the organisational structure, layout of laboratory and workplace

business goals, expected performance outcomes and key indicators

operating budgets, available resources and plans for work area

key principles of performance management systems

workplace/statutory policies and procedures relating to access and equity, relevant sections of industrial awards and workplace bargaining agreements

key principles of team dynamics, leadership and management

interpersonal/communication strategies for a diverse workforce

conflict resolution strategies and processes

work health and safety (WHS) and environment requirements.

Range Statement

This field allows for 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.

Teams

Teams include one or more groups who:

are internal or external and small, medium or large in size

have ongoing responsibility for particular services or functions

are project based

have a mixture of full and part-time employees and/or contractors

are separated by distance and work at sites outside the laboratory

Goals, contexts and constraints

Team goals, contexts and constraints include:

specific goals and objectives, responsibility and accountability requirements

fixed outputs, timelines and resource limits

Methods for promoting team cohesion

Methods for promoting team cohesion include, but are not limited to, one or more of:

providing clear information and directions when devolving responsibility and accountability

organising regular team meetings and involving the team in planning and allocation of tasks

encouraging the team to openly propose, discuss and resolve issues

dealing with conflict before it adversely affects team performance

treating people openly and fairly

recognising individual and cultural differences

recognising and rewarding achievement

Methods for improving team and individual performance

Methods for improving team and individual performance include, but are not limited to, one or more of:

improving team planning processes and utilising individuals' strengths

analysing barriers to team effectiveness and developing appropriate strategies to overcome them

monitoring individuals' outputs and providing constructive feedback

recording individual and team performance

identifying individuals' training needs and providing development opportunities

supporting the team to share knowledge and skills

Monitoring team performance

Monitoring team performance includes, but is not limited to, one or more of:

using workplace performance management systems to record, update and analyse the performance of team members

discussing performance regularly with team members and the team

keeping senior managers informed about results of individuals and team

Identifying individual potential

Identifying individual potential includes:

comparing outputs with work requirements

assessing competency against standards or workplace requirements

Communication issues within and between teams

Communication issues within and between teams include, but are not limited to, one or more of:

unexpected changes to work priorities, schedules and rosters; and critical events on shift

urgent or abnormal results that require attention

problems with instruments, reagents, tests and sampling; and equipment and material shortages

Documented job requirements

Documented job requirements include one or more of:

job descriptions, job role statements and performance agreements

workplace guidelines covering access and equity principles and practices, industrial awards and workplace bargaining agreements

licensing/registration requirements

workplace procedures covering work health and safety (WHS) and equal opportunity

WHS and environmental management requirements

WHS and environmental management requirements include:

· complying with WHS and environmental management requirements at all times, which may be imposed through state/territory or federal legislation. These requirements must not be compromised at any time

· applying standard precautions relating to the potentially hazardous nature of samples

accessing and applying current industry understanding of infection control issued by the National Health and Medical Research Council (NHMRC) and State and Territory Departments of Health, where relevant