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Evidence Guide: POLGEN001 - Develop high performing teams within policing

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

 

POLGEN001 - Develop high performing teams within policing

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

Develop teams

  1. Establish relationships with team members to support a productive work environment.
  2. Recognise team dynamics to inform supervisory approach and enhance performance.
  3. Identify knowledge, skills and qualities of team members to allocate activities/taskings.
  4. Monitor team dynamics to identify potential sources/triggers of conflict.
Establish relationships with team members to support a productive work environment.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Recognise team dynamics to inform supervisory approach and enhance performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify knowledge, skills and qualities of team members to allocate activities/taskings.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor team dynamics to identify potential sources/triggers of conflict.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage conflict

  1. Identify proactive actions to resolve potential sources/triggers of conflict.
  2. Recognise types of conflict to determine whether intervention is necessary.
  3. Identify solutions in order to develop a plan to address conflict.
  4. Implement plan to resolve conflict.
  5. Review outcome of plan to inform future actions and prevent conflict.
Identify proactive actions to resolve potential sources/triggers of conflict.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Recognise types of conflict to determine whether intervention is necessary.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify solutions in order to develop a plan to address conflict.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement plan to resolve conflict.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Review outcome of plan to inform future actions and prevent conflict.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage performance of individuals

  1. Develop agreed performance objectives with individuals in accordance with jurisdictional position descriptions.
  2. Identify skill/knowledge gaps to build capability of individuals.
  3. Engage with stakeholders to build capability of individuals.
  4. Monitor performance to ensure performance objectives are met and professional standards are adhered to.
  5. Assess performance to identify positive and address negative behaviours.
  6. Assess negative behaviour to identify potential causes of the behaviour.
  7. Undertake action to rectify performance issues.
Develop agreed performance objectives with individuals in accordance with jurisdictional position descriptions.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify skill/knowledge gaps to build capability of individuals.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Engage with stakeholders to build capability of individuals.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor performance to ensure performance objectives are met and professional standards are adhered to.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assess performance to identify positive and address negative behaviours.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assess negative behaviour to identify potential causes of the behaviour.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Undertake action to rectify performance issues.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Supervise high performing teams

  1. Allocate activities/taskings based on identified strengths of team to promote high performance.
  2. Monitor results/completion of work to evaluate performance of team.
  3. Encourage contributions and feedback from teams and stakeholders for continuous improvement purposes.
  4. Share jurisdictional information to keep teams informed.
  5. Communicate with team to foster a positive workplace culture.
  6. Connect jurisdictional objectives to team activities and taskings to encourage performance.
Allocate activities/taskings based on identified strengths of team to promote high performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor results/completion of work to evaluate performance of team.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Encourage contributions and feedback from teams and stakeholders for continuous improvement purposes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Share jurisdictional information to keep teams informed.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Communicate with team to foster a positive workplace culture.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Connect jurisdictional objectives to team activities and taskings to encourage performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop teams

  1. Establish relationships with team members to support a productive work environment.
  2. Recognise team dynamics to inform supervisory approach and enhance performance.
  3. Identify knowledge, skills and qualities of team members to allocate activities/taskings.
  4. Monitor team dynamics to identify potential sources/triggers of conflict.
Establish relationships with team members to support a productive work environment.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Recognise team dynamics to inform supervisory approach and enhance performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify knowledge, skills and qualities of team members to allocate activities/taskings.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor team dynamics to identify potential sources/triggers of conflict.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage conflict

  1. Identify proactive actions to resolve potential sources/triggers of conflict.
  2. Recognise types of conflict to determine whether intervention is necessary.
  3. Identify solutions in order to develop a plan to address conflict.
  4. Implement plan to resolve conflict.
  5. Review outcome of plan to inform future actions and prevent conflict.
Identify proactive actions to resolve potential sources/triggers of conflict.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Recognise types of conflict to determine whether intervention is necessary.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify solutions in order to develop a plan to address conflict.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement plan to resolve conflict.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Review outcome of plan to inform future actions and prevent conflict.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage performance of individuals

  1. Develop agreed performance objectives with individuals in accordance with jurisdictional position descriptions.
  2. Identify skill/knowledge gaps to build capability of individuals.
  3. Engage with stakeholders to build capability of individuals.
  4. Monitor performance to ensure performance objectives are met and professional standards are adhered to.
  5. Assess performance to identify positive and address negative behaviours.
  6. Assess negative behaviour to identify potential causes of the behaviour.
  7. Undertake action to rectify performance issues.
Develop agreed performance objectives with individuals in accordance with jurisdictional position descriptions.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify skill/knowledge gaps to build capability of individuals.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Engage with stakeholders to build capability of individuals.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor performance to ensure performance objectives are met and professional standards are adhered to.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assess performance to identify positive and address negative behaviours.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assess negative behaviour to identify potential causes of the behaviour.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Undertake action to rectify performance issues.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Supervise high performing teams

  1. Allocate activities/taskings based on identified strengths of team to promote high performance.
  2. Monitor results/completion of work to evaluate performance of team.
  3. Encourage contributions and feedback from teams and stakeholders for continuous improvement purposes.
  4. Share jurisdictional information to keep teams informed.
  5. Communicate with team to foster a positive workplace culture.
  6. Connect jurisdictional objectives to team activities and taskings to encourage performance.
Allocate activities/taskings based on identified strengths of team to promote high performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor results/completion of work to evaluate performance of team.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Encourage contributions and feedback from teams and stakeholders for continuous improvement purposes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Share jurisdictional information to keep teams informed.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Communicate with team to foster a positive workplace culture.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Connect jurisdictional objectives to team activities and taskings to encourage performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.

1. Develop teams

1.1 Establish relationships with team members to support a productive work environment.

1.2 Recognise team dynamics to inform supervisory approach and enhance performance.

1.3 Identify knowledge, skills and qualities of team members to allocate activities/taskings.

1.4 Monitor team dynamics to identify potential sources/triggers of conflict.

2. Manage conflict

2.1 Identify proactive actions to resolve potential sources/triggers of conflict.

2.2 Recognise types of conflict to determine whether intervention is necessary.

2.3 Identify solutions in order to develop a plan to address conflict.

2.4 Implement plan to resolve conflict.

2.5 Review outcome of plan to inform future actions and prevent conflict.

3. Manage performance of individuals

3.1 Develop agreed performance objectives with individuals in accordance with jurisdictional position descriptions.

3.2 Identify skill/knowledge gaps to build capability of individuals.

3.3 Engage with stakeholders to build capability of individuals.

3.4 Monitor performance to ensure performance objectives are met and professional standards are adhered to.

3.5 Assess performance to identify positive and address negative behaviours.

3.6 Assess negative behaviour to identify potential causes of the behaviour.

3.7 Undertake action to rectify performance issues.

4. Supervise high performing teams

4.1 Allocate activities/taskings based on identified strengths of team to promote high performance.

4.2 Monitor results/completion of work to evaluate performance of team.

4.3 Encourage contributions and feedback from teams and stakeholders for continuous improvement purposes.

4.4 Share jurisdictional information to keep teams informed.

4.5 Communicate with team to foster a positive workplace culture.

4.6 Connect jurisdictional objectives to team activities and taskings to encourage performance.

Required Skills and Knowledge

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.

1. Develop teams

1.1 Establish relationships with team members to support a productive work environment.

1.2 Recognise team dynamics to inform supervisory approach and enhance performance.

1.3 Identify knowledge, skills and qualities of team members to allocate activities/taskings.

1.4 Monitor team dynamics to identify potential sources/triggers of conflict.

2. Manage conflict

2.1 Identify proactive actions to resolve potential sources/triggers of conflict.

2.2 Recognise types of conflict to determine whether intervention is necessary.

2.3 Identify solutions in order to develop a plan to address conflict.

2.4 Implement plan to resolve conflict.

2.5 Review outcome of plan to inform future actions and prevent conflict.

3. Manage performance of individuals

3.1 Develop agreed performance objectives with individuals in accordance with jurisdictional position descriptions.

3.2 Identify skill/knowledge gaps to build capability of individuals.

3.3 Engage with stakeholders to build capability of individuals.

3.4 Monitor performance to ensure performance objectives are met and professional standards are adhered to.

3.5 Assess performance to identify positive and address negative behaviours.

3.6 Assess negative behaviour to identify potential causes of the behaviour.

3.7 Undertake action to rectify performance issues.

4. Supervise high performing teams

4.1 Allocate activities/taskings based on identified strengths of team to promote high performance.

4.2 Monitor results/completion of work to evaluate performance of team.

4.3 Encourage contributions and feedback from teams and stakeholders for continuous improvement purposes.

4.4 Share jurisdictional information to keep teams informed.

4.5 Communicate with team to foster a positive workplace culture.

4.6 Connect jurisdictional objectives to team activities and taskings to encourage performance.

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the candidate must demonstrate evidence of performance of the following on at least one occasion.

identifying and assessing team characteristics to allocate work

determining nature, sources of and solutions for conflict, both positive and negative

identifying potential sources and triggers for conflict

resolving conflict through application of conflict resolution plan

reviewing practices to improve future actions

developing, implementing and monitoring performance management plans for individuals

resolving performance issues and providing feedback

communicating with internal and external stakeholders

matching communication techniques with situational requirements

monitoring and assessing performance against objectives

interpreting jurisdictional priorities in order to inform staff members

conducting formal and informal conversations with individuals and team to assess and monitor performance

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the depth of knowledge demonstrated must be appropriate to the job context of the candidate.

jurisdictional policies and procedures surrounding performance management, human resources and internal grievances

anti-discrimination and human rights legislation

workplace health and safety requirements

codes of practice and codes of ethics

corporate, unit and individual goals and objectives

jurisdictional development resources

formal and informal performance improvement practices

communication techniques, including team building, coaching and rapport building

mediation and negotiation techniques

causes and types of conflict

principles of high performing teams, effective team operation and leadership

team dynamics