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
What evidence can you provide to prove your understanding of each of the following citeria?
Identify current career strengths
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A self-directed search is conducted of current knowledge, skills, abilities, interests and values. Completed |
Evidence:
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Life and work experiences, current and latent abilities are included and ranked in order of personal importance. Completed |
Evidence:
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Personal preferences are determined in broad terms, including areas of work/skills that are acceptable in the long term. Completed |
Evidence:
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A personal profile is prepared that identifies strengths, preferences and opportunities for learning and growth. Completed |
Evidence:
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Identify and map career opportunities
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Careers and occupations are scanned to identify a list of possibilities and their requirements for skills, qualifications and experience. Completed |
Evidence:
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Economic and industry scan is continually undertaken to identify the outlook for possible careers/occupations and to identify emerging careers throughout work life. Completed |
Evidence:
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Opportunities for entering possible careers/occupations are investigated to ensure the feasibility of pursuing those options. Completed |
Evidence:
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Personal profile is matched to possible career opportunities and a decision made on the best option/s to pursue. Completed |
Evidence:
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Develop and implement career plan
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Career goals are established that cater for transition from existing career/work to preferred future career. Completed |
Evidence:
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A career plan is developed that identifies immediate priorities for learning and development as well as medium to long-term strategies to obtain additional skills and experience. Completed |
Evidence:
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Gap analysis is undertaken to identify dated/lost skills and skills that are common to both preferred future career and the organisation's requirements. Completed |
Evidence:
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Career development activities are initiated in accordance with the career plan and in accordance with organisational legislation, policy and procedures. Completed |
Evidence:
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Monitor progress
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Acquisition of skills and experience is monitored and feedback is obtained on performance achievements. Completed |
Evidence:
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Feedback is considered and integrated as necessary into the career plan. Completed |
Evidence:
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Organisational requirements and future career requirements are monitored and the career plan is adjusted to take account of new information. Completed |
Evidence:
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Progress towards future career is monitored and career goals are adjusted as required. Completed |
Evidence:
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Contribute to others' career management
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Others are assisted to take responsibility for their own careers, research career information and plan for future job placements, learning and development. Completed |
Evidence:
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Feedback on performance is provided and development opportunities suggested to address immediate performance gaps or build on performance strengths linked to career plans. Completed |
Evidence:
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Medium to long-term plans are agreed and implemented to address barriers to career development and meet individual and group learning and development needs. Completed |
Evidence:
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Staff are encouraged to monitor their progress against career goals and adjust long-term plans to integrate changed circumstances or new skill requirements. Completed |
Evidence:
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Staff are encouraged and supported in applying new skills and knowledge in the workplace. Completed |
Evidence:
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