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Evidence Guide: PSPMGT003 - Manage 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

 

PSPMGT003 - Manage change

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

Confirm that change is required

  1. Consider factors impacting upon the business unit, the organisation or within the political environment.
  2. Consult key stakeholders to establish that change is required and/or imminent and the nature of the change.
  3. Conduct benchmarking with other similar organisations, functions, best practice standards to confirm the need for change.
  4. Consult specialists and experts as required to assist in the identification of major change requirements or opportunities.
  5. Identify and address the need for management support, expertise and advice to maximise the advantages of change management strategies.
Consider factors impacting upon the business unit, the organisation or within the political environment.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consult key stakeholders to establish that change is required and/or imminent and the nature of the change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Conduct benchmarking with other similar organisations, functions, best practice standards to confirm the need for change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consult specialists and experts as required to assist in the identification of major change requirements or opportunities.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and address the need for management support, expertise and advice to maximise the advantages of change management strategies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Determine the likely impact of change

  1. Analyse the proposed change in relation to organisational structure and function, and strategic objectives.
  2. Identify the individuals, groups and others likely to be affected by change and their expectations and concerns.
  3. Identify and explain the eventual impact of the proposed change on employees and employee relations in line with individuals’ specific needs and their differing responses to change.
  4. Discuss options and specific proposals for change and the consequences with staff and invite feedback to ensure that people are involved in the decisions that affect them.
  5. Identify and plan for potential risks associated with change.
  6. Communicate the requirements and planned outcomes for change.
Analyse the proposed change in relation to organisational structure and function, and strategic objectives.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify the individuals, groups and others likely to be affected by change and their expectations and concerns.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and explain the eventual impact of the proposed change on employees and employee relations in line with individuals’ specific needs and their differing responses to change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Discuss options and specific proposals for change and the consequences with staff and invite feedback to ensure that people are involved in the decisions that affect them.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and plan for potential risks associated with change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Communicate the requirements and planned outcomes for change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop a change management strategy

  1. Prepare change management strategy and related communication strategies with key stakeholders.
  2. Structure the strategy to address the transition from present to future arrangements and identify tactics for dealing with ambiguity in roles, functions, organisational priorities or structures.
  3. Discuss future trends and organisational needs and consider them in the process of developing strategies for dealing with change.
  4. Design change management activities to comply with the framework provided by relevant legislation and organisational policy.
  5. Devise time schedules, performance standards and interim checkpoints for change management strategies.
  6. Obtain approval to implement the chosen change management strategy from senior management.
Prepare change management strategy and related communication strategies with key stakeholders.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Structure the strategy to address the transition from present to future arrangements and identify tactics for dealing with ambiguity in roles, functions, organisational priorities or structures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Discuss future trends and organisational needs and consider them in the process of developing strategies for dealing with change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Design change management activities to comply with the framework provided by relevant legislation and organisational policy.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Devise time schedules, performance standards and interim checkpoints for change management strategies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Obtain approval to implement the chosen change management strategy from senior management.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Foster commitment to workplace change

  1. Use a range of strategies to foster a positive attitude to change, especially from the individuals on whom the organisational change will have the most effect.
  2. Provide advice to key stakeholders on strategies for effective change management and show sensitivity to people’s individual responses to change.
  3. Seek and use resources required to implement change within the business.
  4. Use leadership and communication strategies to assist others to deal with ambiguity and adapt to change.
Use a range of strategies to foster a positive attitude to change, especially from the individuals on whom the organisational change will have the most effect.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide advice to key stakeholders on strategies for effective change management and show sensitivity to people’s individual responses to change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Seek and use resources required to implement change within the business.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Use leadership and communication strategies to assist others to deal with ambiguity and adapt to change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement a change management strategy

  1. Alter and implement policies, practices and procedures as required to support the change management strategy.
  2. Identify and address barriers to change in accordance with the organisation’s risk management plan.
  3. Identify, review and renegotiate priorities with key stakeholders in light of changing circumstances.
  4. Activate strategies for embedding the change in accordance with the change management strategy.
  5. Develop a process and performance indicators to monitor the impact of change.
  6. Implement adjustments to the change management strategy as a result of performance monitoring, to ensure sustained positive outcomes.
Alter and implement policies, practices and procedures as required to support the change management strategy.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and address barriers to change in accordance with the organisation’s risk management plan.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify, review and renegotiate priorities with key stakeholders in light of changing circumstances.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Activate strategies for embedding the change in accordance with the change management strategy.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop a process and performance indicators to monitor the impact of change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement adjustments to the change management strategy as a result of performance monitoring, to ensure sustained positive outcomes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Confirm that change is required

  1. Consider factors impacting upon the business unit, the organisation or within the political environment.
  2. Consult key stakeholders to establish that change is required and/or imminent and the nature of the change.
  3. Conduct benchmarking with other similar organisations, functions, best practice standards to confirm the need for change.
  4. Consult specialists and experts as required to assist in the identification of major change requirements or opportunities.
  5. Identify and address the need for management support, expertise and advice to maximise the advantages of change management strategies.
Consider factors impacting upon the business unit, the organisation or within the political environment.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consult key stakeholders to establish that change is required and/or imminent and the nature of the change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Conduct benchmarking with other similar organisations, functions, best practice standards to confirm the need for change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consult specialists and experts as required to assist in the identification of major change requirements or opportunities.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and address the need for management support, expertise and advice to maximise the advantages of change management strategies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Determine the likely impact of change

  1. Analyse the proposed change in relation to organisational structure and function, and strategic objectives.
  2. Identify the individuals, groups and others likely to be affected by change and their expectations and concerns.
  3. Identify and explain the eventual impact of the proposed change on employees and employee relations in line with individuals’ specific needs and their differing responses to change.
  4. Discuss options and specific proposals for change and the consequences with staff and invite feedback to ensure that people are involved in the decisions that affect them.
  5. Identify and plan for potential risks associated with change.
  6. Communicate the requirements and planned outcomes for change.
Analyse the proposed change in relation to organisational structure and function, and strategic objectives.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify the individuals, groups and others likely to be affected by change and their expectations and concerns.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and explain the eventual impact of the proposed change on employees and employee relations in line with individuals’ specific needs and their differing responses to change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Discuss options and specific proposals for change and the consequences with staff and invite feedback to ensure that people are involved in the decisions that affect them.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and plan for potential risks associated with change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Communicate the requirements and planned outcomes for change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop a change management strategy

  1. Prepare change management strategy and related communication strategies with key stakeholders.
  2. Structure the strategy to address the transition from present to future arrangements and identify tactics for dealing with ambiguity in roles, functions, organisational priorities or structures.
  3. Discuss future trends and organisational needs and consider them in the process of developing strategies for dealing with change.
  4. Design change management activities to comply with the framework provided by relevant legislation and organisational policy.
  5. Devise time schedules, performance standards and interim checkpoints for change management strategies.
  6. Obtain approval to implement the chosen change management strategy from senior management.
Prepare change management strategy and related communication strategies with key stakeholders.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Structure the strategy to address the transition from present to future arrangements and identify tactics for dealing with ambiguity in roles, functions, organisational priorities or structures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Discuss future trends and organisational needs and consider them in the process of developing strategies for dealing with change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Design change management activities to comply with the framework provided by relevant legislation and organisational policy.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Devise time schedules, performance standards and interim checkpoints for change management strategies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Obtain approval to implement the chosen change management strategy from senior management.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Foster commitment to workplace change

  1. Use a range of strategies to foster a positive attitude to change, especially from the individuals on whom the organisational change will have the most effect.
  2. Provide advice to key stakeholders on strategies for effective change management and show sensitivity to people’s individual responses to change.
  3. Seek and use resources required to implement change within the business.
  4. Use leadership and communication strategies to assist others to deal with ambiguity and adapt to change.
Use a range of strategies to foster a positive attitude to change, especially from the individuals on whom the organisational change will have the most effect.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide advice to key stakeholders on strategies for effective change management and show sensitivity to people’s individual responses to change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Seek and use resources required to implement change within the business.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Use leadership and communication strategies to assist others to deal with ambiguity and adapt to change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement a change management strategy

  1. Alter and implement policies, practices and procedures as required to support the change management strategy.
  2. Identify and address barriers to change in accordance with the organisation’s risk management plan.
  3. Identify, review and renegotiate priorities with key stakeholders in light of changing circumstances.
  4. Activate strategies for embedding the change in accordance with the change management strategy.
  5. Develop a process and performance indicators to monitor the impact of change.
  6. Implement adjustments to the change management strategy as a result of performance monitoring, to ensure sustained positive outcomes.
Alter and implement policies, practices and procedures as required to support the change management strategy.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and address barriers to change in accordance with the organisation’s risk management plan.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify, review and renegotiate priorities with key stakeholders in light of changing circumstances.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Activate strategies for embedding the change in accordance with the change management strategy.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop a process and performance indicators to monitor the impact of change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement adjustments to the change management strategy as a result of performance monitoring, to ensure sustained positive outcomes.

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. Confirm that change is required

1.1 Consider factors impacting upon the business unit, the organisation or within the political environment.

1.2 Consult key stakeholders to establish that change is required and/or imminent and the nature of the change.

1.3 Conduct benchmarking with other similar organisations, functions, best practice standards to confirm the need for change.

1.4 Consult specialists and experts as required to assist in the identification of major change requirements or opportunities.

1.5 Identify and address the need for management support, expertise and advice to maximise the advantages of change management strategies.

2. Determine the likely impact of change

2.1 Analyse the proposed change in relation to organisational structure and function, and strategic objectives.

2.2 Identify the individuals, groups and others likely to be affected by change and their expectations and concerns.

2.3 Identify and explain the eventual impact of the proposed change on employees and employee relations in line with individuals’ specific needs and their differing responses to change.

2.4 Discuss options and specific proposals for change and the consequences with staff and invite feedback to ensure that people are involved in the decisions that affect them.

2.5 Identify and plan for potential risks associated with change.

2.6 Communicate the requirements and planned outcomes for change.

3. Develop a change management strategy

3.1 Prepare change management strategy and related communication strategies with key stakeholders.

3.2 Structure the strategy to address the transition from present to future arrangements and identify tactics for dealing with ambiguity in roles, functions, organisational priorities or structures.

3.3 Discuss future trends and organisational needs and consider them in the process of developing strategies for dealing with change.

3.4 Design change management activities to comply with the framework provided by relevant legislation and organisational policy.

3.5 Devise time schedules, performance standards and interim checkpoints for change management strategies.

3.6 Obtain approval to implement the chosen change management strategy from senior management.

4. Foster commitment to workplace change

4.1 Use a range of strategies to foster a positive attitude to change, especially from the individuals on whom the organisational change will have the most effect.

4.2 Provide advice to key stakeholders on strategies for effective change management and show sensitivity to people’s individual responses to change.

4.3 Seek and use resources required to implement change within the business.

4.4 Use leadership and communication strategies to assist others to deal with ambiguity and adapt to change.

5. Implement a change management strategy

5.1 Alter and implement policies, practices and procedures as required to support the change management strategy.

5.2 Identify and address barriers to change in accordance with the organisation’s risk management plan.

5.3 Identify, review and renegotiate priorities with key stakeholders in light of changing circumstances.

5.4 Activate strategies for embedding the change in accordance with the change management strategy.

5.5 Develop a process and performance indicators to monitor the impact of change.

5.6 Implement adjustments to the change management strategy as a result of performance monitoring, to ensure sustained positive outcomes.

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. Confirm that change is required

1.1 Consider factors impacting upon the business unit, the organisation or within the political environment.

1.2 Consult key stakeholders to establish that change is required and/or imminent and the nature of the change.

1.3 Conduct benchmarking with other similar organisations, functions, best practice standards to confirm the need for change.

1.4 Consult specialists and experts as required to assist in the identification of major change requirements or opportunities.

1.5 Identify and address the need for management support, expertise and advice to maximise the advantages of change management strategies.

2. Determine the likely impact of change

2.1 Analyse the proposed change in relation to organisational structure and function, and strategic objectives.

2.2 Identify the individuals, groups and others likely to be affected by change and their expectations and concerns.

2.3 Identify and explain the eventual impact of the proposed change on employees and employee relations in line with individuals’ specific needs and their differing responses to change.

2.4 Discuss options and specific proposals for change and the consequences with staff and invite feedback to ensure that people are involved in the decisions that affect them.

2.5 Identify and plan for potential risks associated with change.

2.6 Communicate the requirements and planned outcomes for change.

3. Develop a change management strategy

3.1 Prepare change management strategy and related communication strategies with key stakeholders.

3.2 Structure the strategy to address the transition from present to future arrangements and identify tactics for dealing with ambiguity in roles, functions, organisational priorities or structures.

3.3 Discuss future trends and organisational needs and consider them in the process of developing strategies for dealing with change.

3.4 Design change management activities to comply with the framework provided by relevant legislation and organisational policy.

3.5 Devise time schedules, performance standards and interim checkpoints for change management strategies.

3.6 Obtain approval to implement the chosen change management strategy from senior management.

4. Foster commitment to workplace change

4.1 Use a range of strategies to foster a positive attitude to change, especially from the individuals on whom the organisational change will have the most effect.

4.2 Provide advice to key stakeholders on strategies for effective change management and show sensitivity to people’s individual responses to change.

4.3 Seek and use resources required to implement change within the business.

4.4 Use leadership and communication strategies to assist others to deal with ambiguity and adapt to change.

5. Implement a change management strategy

5.1 Alter and implement policies, practices and procedures as required to support the change management strategy.

5.2 Identify and address barriers to change in accordance with the organisation’s risk management plan.

5.3 Identify, review and renegotiate priorities with key stakeholders in light of changing circumstances.

5.4 Activate strategies for embedding the change in accordance with the change management strategy.

5.5 Develop a process and performance indicators to monitor the impact of change.

5.6 Implement adjustments to the change management strategy as a result of performance monitoring, to ensure sustained positive outcomes.

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.

influencing and counselling in the context of change management

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

preparing written advice and reports requiring reasoning and precision of expression

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.

change management strategies

effects of change

industrial relations issues as applicable to change processes

negotiation processes

key factors in the internal and external operating environment

understanding of organisational goals, policies and procedures

jurisdictional legislation applicable to management and human resource management functions