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Evidence Guide: PSPHR507A - Coordinate employee support

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

 

PSPHR507A - Coordinate employee support

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

Identify employee support needs

  1. The present and future employee support needs of individuals, specific occupational groups and the organisation are identified through consultation with key stakeholders.
  2. Analysis of organisational information is conducted to identify trends that may be addressed/reversed through employee support services.
  3. Employee support needs are prioritised in accordance with organisational policy and procedures.
The present and future employee support needs of individuals, specific occupational groups and the organisation are identified through consultation with key stakeholders.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Analysis of organisational information is conducted to identify trends that may be addressed/reversed through employee support services.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Employee support needs are prioritised in accordance with organisational policy and procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Coordinate employee support

  1. Employee support is provided to meet the specific present and future needs of individuals, occupational groups and the organisation in accordance with legislation and guidelines.
  2. Support services are based on good practice models and contemporary theories and practices of employee support and are integrated with other key human resource services.
  3. The principles of natural justice, equity and fairness are used as the basis for determining access to employee support.
  4. The availability of employment support is promoted within the organisation to facilitate awareness and access, and advice is provided on employee eligibility.
  5. Systems are developed and implemented to monitor the effectiveness of employment support in accordance with contractual obligations, legislation, organisational policy and needs, and in consultation with managers.
Employee support is provided to meet the specific present and future needs of individuals, occupational groups and the organisation in accordance with legislation and guidelines.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Support services are based on good practice models and contemporary theories and practices of employee support and are integrated with other key human resource services.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

The principles of natural justice, equity and fairness are used as the basis for determining access to employee support.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

The availability of employment support is promoted within the organisation to facilitate awareness and access, and advice is provided on employee eligibility.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Systems are developed and implemented to monitor the effectiveness of employment support in accordance with contractual obligations, legislation, organisational policy and needs, and in consultation with managers.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package.

Units to be assessed together

Pre-requisite units that must be achieved prior to this unit:Nil

Co-requisite units that must be assessed with this unit:Nil

Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:

PSPETHC501B Promote the values and ethos of public service

PSPGOV503B Coordinate resource allocation and usage

PSPGOV504B Undertake research and analysis

PSPGOV505A Promote diversity

PSPGOV507A Undertake negotiations

PSPGOV509A Conduct evaluations

PSPGOV511A Provide leadership

PSPGOV512A Use complex workplace communication strategies

PSLEGN501B Promote compliance with legislation in the public sector

Overview of evidence requirements

In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:

the knowledge requirements of this unit

the skill requirements of this unit

application of the Employability Skills as they relate to this unit (see Employability Summaries in Qualifications Framework)

coordination of employee support in a range of (3 or more) contexts (or occasions, over time)

Resources required to carry out assessment

These resources include:

legislation policies, procedures and guidelines relating to employee support

information relating to employee assistance schemes

workplace scenarios and case studies to capture the range of situations likely to be encountered when coordinating employee support

Where and how to assess evidence

Valid assessment of this unit requires:

a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when coordinating employee support, including coping with difficulties, irregularities and breakdowns in routine

coordination of employee support in a range of (3 or more) contexts (or occasions, over time)

Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:

people with disabilities

people from culturally and linguistically diverse backgrounds

Aboriginal and Torres Strait Islander people

women

young people

older people

people in rural and remote locations

Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:

case studies

portfolios

projects

questioning

scenarios

authenticated evidence from the workplace and/or training courses

For consistency of assessment

Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments

Required Skills and Knowledge

This section describes the essential skills and knowledge and their level, required for this unit.

Skill requirements

Look for evidence that confirms skills in:

undertaking effective liaison, negotiation and consultation with stakeholders

using a variety of words and language structures to explain ideas to different audiences

interpreting and explaining formal documents and assisting others to apply them in the workplace

preparing written advice and reports requiring reasoning and precision of expression

responding to diversity, including gender and disability

Knowledge requirements

Look for evidence that confirms knowledge and understanding of:

human resource policies and practices relating to employee support

concept of employee welfare, employee well-being, employee rehabilitation

importance of psychological and physical fitness

range of work-related illnesses

stress and its impact on individual and organisational effectiveness

concept of organisation health and organisational culture

range of assistance and support programs

responsibilities of organisations in supporting employees

role of external agencies in supporting employees

privacy legislation and its application

jurisdictional legislation applying to human resources including occupational health and safety and environment

equal employment opportunity, equity and diversity principles

national and/or international models of good practice in employee support

Range Statement

The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance Criteria is explained here.

Employee supportmay include:

counselling services

rehabilitation services

compensation

preventative education

support networks

provision of contact officers

safety programs

flexible working arrangements

provision of child care

health care

family support

relief services

sports and fitness facilities and/or activities

social facilities

addiction support (alcohol, drugs)

support for postings

employment assistance program

Stakeholders may include:

all those individuals and groups both inside and outside the organisation that have some direct interest in the organisation's behaviour, actions, products and services, such as:

employees at all levels of the organisation

other public sector organisations

union and association representatives

users of the human resource service

regulators

boards of management

government

Ministers

Trends may include:

increase/decrease in stress-related leave

high turnover of certain demographic groups

unrepresentative numbers of particular demographics at certain classification levels

increased/decreased number of accidents

increased/decreased complaints or grievance reports

Legislation and guidelinesmay include:

Commonwealth and State/Territory legislation including equal employment opportunity, privacy legislation, anti-discrimination and employment law

national and international codes of practice and standards

the organisation's policies and practices

government policy

codes of conduct

codes of ethics

Promotion methodsmay include:

written documentation

manuals

policy and procedure statements

guides

information brochures and pamphlets

oral advice and guidance

one-on-one meetings

small group meetings

telephone contact and/or electronic mail

training programs