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Evidence Guide: PSPGEN056 - Facilitate change

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

 

PSPGEN056 - Facilitate change

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

Plan for the introduction of change

  1. Research for the introduction of change in order to consider the broader context of the organisation and emerging and future trends in the public sector.
  2. Develop own knowledge and understanding through advice from and consultation with others.
  3. Recognise the interconnectedness of people, systems and structures and take into account in planning for change.
  4. Make plans in consultation with stakeholders.
  5. Communicate the organisation’s rationale for introducing change.
  6. Anticipate and facilitate information needs of all stakeholders as part of change management.
Research for the introduction of change in order to consider the broader context of the organisation and emerging and future trends in the public sector.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Develop own knowledge and understanding through advice from and consultation with others.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Recognise the interconnectedness of people, systems and structures and take into account in planning for change.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Make plans in consultation with stakeholders.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Communicate the organisation’s rationale for introducing change.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Anticipate and facilitate information needs of all stakeholders as part of change management.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Deal with emerging challenges and opportunities

  1. Develop and implement strategies to engage stakeholders in the change process.
  2. Inform internal and external clients about the change process, possible inconveniences and the benefits intended from the change.
  3. Identify, monitor and address risk factors affecting change in accordance with the organisation’s risk management plan.
  4. Demonstrate understanding to people’s individual responses to change and provide a range of support mechanisms in line with specific needs.
  5. Identify and share learning from the implementation of change with others.
Develop and implement strategies to engage stakeholders in the change process.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Inform internal and external clients about the change process, possible inconveniences and the benefits intended from the change.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Identify, monitor and address risk factors affecting change in accordance with the organisation’s risk management plan.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Demonstrate understanding to people’s individual responses to change and provide a range of support mechanisms in line with specific needs.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Identify and share learning from the implementation of change with others.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Handle ambiguity in the change process

  1. Identify ambiguity in the change process and communicate the need to work with issues that cannot be resolved immediately to others as part of any change process.
  2. Develop and implement strategies to assist others to cope with apparent ambiguities.
  3. Identify, evaluate and negotiate recommendations for improving the techniques to manage change.
Identify ambiguity in the change process and communicate the need to work with issues that cannot be resolved immediately to others as part of any change process.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Develop and implement strategies to assist others to cope with apparent ambiguities.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Identify, evaluate and negotiate recommendations for improving the techniques to manage change.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Plan for the introduction of change

  1. Research for the introduction of change in order to consider the broader context of the organisation and emerging and future trends in the public sector.
  2. Develop own knowledge and understanding through advice from and consultation with others.
  3. Recognise the interconnectedness of people, systems and structures and take into account in planning for change.
  4. Make plans in consultation with stakeholders.
  5. Communicate the organisation’s rationale for introducing change.
  6. Anticipate and facilitate information needs of all stakeholders as part of change management.
Research for the introduction of change in order to consider the broader context of the organisation and emerging and future trends in the public sector.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Develop own knowledge and understanding through advice from and consultation with others.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Recognise the interconnectedness of people, systems and structures and take into account in planning for change.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Make plans in consultation with stakeholders.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Communicate the organisation’s rationale for introducing change.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Anticipate and facilitate information needs of all stakeholders as part of change management.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Deal with emerging challenges and opportunities

  1. Develop and implement strategies to engage stakeholders in the change process.
  2. Inform internal and external clients about the change process, possible inconveniences and the benefits intended from the change.
  3. Identify, monitor and address risk factors affecting change in accordance with the organisation’s risk management plan.
  4. Demonstrate understanding to people’s individual responses to change and provide a range of support mechanisms in line with specific needs.
  5. Identify and share learning from the implementation of change with others.
Develop and implement strategies to engage stakeholders in the change process.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Inform internal and external clients about the change process, possible inconveniences and the benefits intended from the change.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Identify, monitor and address risk factors affecting change in accordance with the organisation’s risk management plan.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Demonstrate understanding to people’s individual responses to change and provide a range of support mechanisms in line with specific needs.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Identify and share learning from the implementation of change with others.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Handle ambiguity in the change process

  1. Identify ambiguity in the change process and communicate the need to work with issues that cannot be resolved immediately to others as part of any change process.
  2. Develop and implement strategies to assist others to cope with apparent ambiguities.
  3. Identify, evaluate and negotiate recommendations for improving the techniques to manage change.
Identify ambiguity in the change process and communicate the need to work with issues that cannot be resolved immediately to others as part of any change process.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Develop and implement strategies to assist others to cope with apparent ambiguities.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Identify, evaluate and negotiate recommendations for improving the techniques to manage change.

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. Plan for the introduction of change

1.1 Research for the introduction of change in order to consider the broader context of the organisation and emerging and future trends in the public sector.

1.2 Develop own knowledge and understanding through advice from and consultation with others.

1.3 Recognise the interconnectedness of people, systems and structures and take into account in planning for change.

1.4 Make plans in consultation with stakeholders.

1.5 Communicate the organisation’s rationale for introducing change.

1.6 Anticipate and facilitate information needs of all stakeholders as part of change management.

2. Deal with emerging challenges and opportunities

2.1 Develop and implement strategies to engage stakeholders in the change process.

2.2 Inform internal and external clients about the change process, possible inconveniences and the benefits intended from the change.

2.3 Identify, monitor and address risk factors affecting change in accordance with the organisation’s risk management plan.

2.4 Demonstrate understanding to people’s individual responses to change and provide a range of support mechanisms in line with specific needs.

2.5 Identify and share learning from the implementation of change with others.

3. Handle ambiguity in the change process

3.1 Identify ambiguity in the change process and communicate the need to work with issues that cannot be resolved immediately to others as part of any change process.

3.2 Develop and implement strategies to assist others to cope with apparent ambiguities.

3.3 Identify, evaluate and negotiate recommendations for improving the techniques to manage change.

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. Plan for the introduction of change

1.1 Research for the introduction of change in order to consider the broader context of the organisation and emerging and future trends in the public sector.

1.2 Develop own knowledge and understanding through advice from and consultation with others.

1.3 Recognise the interconnectedness of people, systems and structures and take into account in planning for change.

1.4 Make plans in consultation with stakeholders.

1.5 Communicate the organisation’s rationale for introducing change.

1.6 Anticipate and facilitate information needs of all stakeholders as part of change management.

2. Deal with emerging challenges and opportunities

2.1 Develop and implement strategies to engage stakeholders in the change process.

2.2 Inform internal and external clients about the change process, possible inconveniences and the benefits intended from the change.

2.3 Identify, monitor and address risk factors affecting change in accordance with the organisation’s risk management plan.

2.4 Demonstrate understanding to people’s individual responses to change and provide a range of support mechanisms in line with specific needs.

2.5 Identify and share learning from the implementation of change with others.

3. Handle ambiguity in the change process

3.1 Identify ambiguity in the change process and communicate the need to work with issues that cannot be resolved immediately to others as part of any change process.

3.2 Develop and implement strategies to assist others to cope with apparent ambiguities.

3.3 Identify, evaluate and negotiate recommendations for improving the techniques to manage change.

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.

communicating with a diverse range of individuals at different levels in the organisation

problem solving in the context of managing ambiguity and change

giving and receiving feedback, including ‘managing up’

influencing others

coaching and mentoring others in the change process

managing the effects of change in the workplace, including work health and safety issues

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.

legislation, policy and procedures relating to public sector workplaces

change management models and tools and the application of these in the workplace

organisational structure and culture

group dynamics

emotional intelligence