Facilitate people management Evidence Guide

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Evidence Guide: PSPMNGT603B - Facilitate people management

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

PSPMNGT603B - Facilitate people management

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

Undertake human resource planning

Human resource needs are determined/reviewed in accordance with the organisation's short- and long-term needs, the anticipated business unit needs and the allocated budget.
Existing competencies of staff are compared with the needs of the business unit and plans to address shortfalls are developed.
Alternatives to staffing levels are developed which meet key provisions of the human resource plan.
Staff are recruited, selected and separated in accordance with business needs.
Organisational strategy is translated into performance goals and objectives.

Human resource needs are determined/reviewed in accordance with the organisation's short- and long-term needs, the anticipated business unit needs and the allocated budget.

Completed
Date:

Teacher:

Evidence:

Existing competencies of staff are compared with the needs of the business unit and plans to address shortfalls are developed.

Completed
Date:

Teacher:

Evidence:

Alternatives to staffing levels are developed which meet key provisions of the human resource plan.

Completed
Date:

Teacher:

Evidence:

Staff are recruited, selected and separated in accordance with business needs.

Completed
Date:

Teacher:

Evidence:

Organisational strategy is translated into performance goals and objectives.

Completed
Date:

Teacher:

Evidence:

Manage the performance of individuals

Performance management criteria are linked to business unit, strategic and operational goals, are identified in accordance with the organisation's performance management system and agreed in consultation with staff.
Performance requirements are confirmed with staff and performance management processes are applied in accordance with the performance management system.
Performance management processes are equitable and implemented in accordance with legislative requirements, and organisational policy and practices.
Performance management/appraisal meetings, interviews and discussions are conducted within the principles of industrial democracy and participative, consultative processes.
Outstanding performance and performance below agreed standards are identified and responded to in a constructive and timely manner, in accordance with organisational policy and practices to maximise the effectiveness of workplace performance.
Staff are motivated to improve their work performance through regular feedback, reflecting and acting on workplace experiences, coaching and mentoring arrangements, and through organisational reward and recognition strategies where these exist.

Performance management criteria are linked to business unit, strategic and operational goals, are identified in accordance with the organisation's performance management system and agreed in consultation with staff.

Completed
Date:

Teacher:

Evidence:

Performance requirements are confirmed with staff and performance management processes are applied in accordance with the performance management system.

Completed
Date:

Teacher:

Evidence:

Performance management processes are equitable and implemented in accordance with legislative requirements, and organisational policy and practices.

Completed
Date:

Teacher:

Evidence:

Performance management/appraisal meetings, interviews and discussions are conducted within the principles of industrial democracy and participative, consultative processes.

Completed
Date:

Teacher:

Evidence:

Outstanding performance and performance below agreed standards are identified and responded to in a constructive and timely manner, in accordance with organisational policy and practices to maximise the effectiveness of workplace performance.

Completed
Date:

Teacher:

Evidence:

Staff are motivated to improve their work performance through regular feedback, reflecting and acting on workplace experiences, coaching and mentoring arrangements, and through organisational reward and recognition strategies where these exist.

Completed
Date:

Teacher:

Evidence:

Manage learning and development

Performance improvement strategies are developed that identify current learning needs and anticipate future requirements.
Areas identified for improvement are addressed through selection and implementation of learning and development strategies to suit a diverse workforce.
Information about learning and development activities is promoted to staff.
Learning and development are managed equitably to maximise outcomes for the organisation and individuals.

Performance improvement strategies are developed that identify current learning needs and anticipate future requirements.

Completed
Date:

Teacher:

Evidence:

Areas identified for improvement are addressed through selection and implementation of learning and development strategies to suit a diverse workforce.

Completed
Date:

Teacher:

Evidence:

Information about learning and development activities is promoted to staff.

Completed
Date:

Teacher:

Evidence:

Learning and development are managed equitably to maximise outcomes for the organisation and individuals.

Completed
Date:

Teacher:

Evidence:

Manage grievance procedures

Grievances and complaints are managed promptly and in a manner which optimises the likelihood of a positive outcome.
Individuals rights and obligations under industrial awards/agreements and legislation are documented and communicated in a clear and concise manner.
Meetings and interviews are conducted within the principles of industrial democracy and participative, consultative processes.

Grievances and complaints are managed promptly and in a manner which optimises the likelihood of a positive outcome.

Completed
Date:

Teacher:

Evidence:

Individuals rights and obligations under industrial awards/agreements and legislation are documented and communicated in a clear and concise manner.

Completed
Date:

Teacher:

Evidence:

Meetings and interviews are conducted within the principles of industrial democracy and participative, consultative processes.

Completed
Date:

Teacher:

Evidence:

Counsel employees

Counselling is offered to support employees in relation to work difficulties, career aspirations and personal difficulties.
Techniques and counselling style are chosen that are appropriate to the situation and cater for a diverse workforce base.
Active listening skills are applied to formulate responses to employees.
Referrals to appropriate support professionals and agencies are made to facilitate employee performance and well-being.
Outcomes are documented and employee confidentiality is maintained in accordance with organisational requirements.

Counselling is offered to support employees in relation to work difficulties, career aspirations and personal difficulties.

Completed
Date:

Teacher:

Evidence:

Techniques and counselling style are chosen that are appropriate to the situation and cater for a diverse workforce base.

Completed
Date:

Teacher:

Evidence:

Active listening skills are applied to formulate responses to employees.

Completed
Date:

Teacher:

Evidence:

Referrals to appropriate support professionals and agencies are made to facilitate employee performance and well-being.

Completed
Date:

Teacher:

Evidence:

Outcomes are documented and employee confidentiality is maintained in accordance with organisational requirements.

Completed
Date:

Teacher:

Evidence:

Manage employee rehabilitation

Establishment of a return to work program is coordinated for an injured employee in consultation with the employee and a rehabilitation specialist.
A system is established to monitor the return to work program.
Injured employee is effectively engaged through all parts of the return to work program.
Records of the work program are maintained in accordance with organisational policy and legislative requirements.

Establishment of a return to work program is coordinated for an injured employee in consultation with the employee and a rehabilitation specialist.

Completed
Date:

Teacher:

Evidence:

A system is established to monitor the return to work program.

Completed
Date:

Teacher:

Evidence:

Injured employee is effectively engaged through all parts of the return to work program.

Completed
Date:

Teacher:

Evidence:

Records of the work program are maintained in accordance with organisational policy and legislative requirements.

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: PSPETHC601B Maintain and enhance confidence in public service PSPGOV601B Apply government systems PSPGOV602B Establish and maintain strategic networks PSPLEGN601B Manage compliance with legislation in the public sector PSPMNGT615A Influence workforce effectiveness PSPPOL603A Manage policy implementation
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) effective people management strategies in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment	These resources include: people management procedures, protocols and guidelines legislation relating to people management in the public sector case studies and workplace scenarios to capture the range of situations likely to be encountered when facilitating people management in the public sector
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 facilitating people management, including coping with difficulties, irregularities and breakdowns in routine effective people management strategies 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 simulation or role plays 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:

facilitating learning, coaching and mentoring

negotiating and counselling

undertaking conflict and grievance resolution

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

preparing written advice and reports requiring reasoning and precision of expression

engaging in discussion using exchanges of complex oral information

responding to diversity, including gender and disability

Knowledge requirements

Look for evidence that confirms knowledge and understanding of:

performance management processes

recruitment, selection and induction procedures

range of training and development strategies

principles of adult learning

range of facilitation techniques

development needs analysis techniques

the concept of rehabilitation

grievance procedures

counselling techniques

employee assistance services

organisational goals, policies and procedures

the concept of diversity and its integration within and across all human resource and management functions and areas

equal employment opportunity, equity and diversity principles

the relationship between effective human resource functions and the attainment of business unit objectives

knowledge of the organisation's career and human resource development strategies, programs and plans

conflict and grievance resolution strategies

jurisdictional legislation applicable to management and human resource management functions

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.
Business unit may refer to	a program sub-program cost centre area division branch production unit or section located within the organisation
Recruitment and selection processes may include	job analysis job description job evaluation recruitment advertising use of external agencies application processing competency profiling job classifications
Separation of staff may include	transfer termination redeployment
Performance management refers to	planning and review of the on-the-job performance of individuals and groups of employees
Performance requirements may include	performance expectations explicit standards for performance of tasks performance targets and timeframes role responsibilities goals strategies measures performance agreements finding a work-life balance
Performance management processes may include:	planning measurement reviews and appraisals monitoring evaluation feedback
Legislative requirements and organisational policies and practices may include:	Commonwealth and State/Territory legislation including equal employment opportunity and anti-discrimination law national and international codes of practice and standards the organisation's policies and practices government policy codes of conduct
Performance appraisal methods may include:	supervisor/employee peer 360 degree
Responses to performance may include:	counselling discipline reward recognition documenting performance issues later follow-up
Development of individuals and teams may be through:	mentoring and coaching action learning sets counselling seminars, conferences and workshops approved leave to gain skills/experiences tertiary courses in-house courses computer-based courses higher duties job exchange industry experience secondments
Information about development opportunities may be communicated through:	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

NTISthis.com

Evidence Guide: PSPMNGT603B - Facilitate people management

Student: __________________________________________________

Signature: _________________________________________________

Tips for gathering evidence to demonstrate your skills

PSPMNGT603B - Facilitate people management

Undertake human resource planning

Manage the performance of individuals

Manage learning and development

Manage grievance procedures

Counsel employees

Manage employee rehabilitation

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

Instructions to Assessors

Teacher: ___________________________ Date: _