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Evidence Guide: PSPREG411A - Gather information through interviews

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

 

PSPREG411A - Gather information through interviews

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

Prepare for interview

  1. The need for an interview is determined, and the context and requirements are established in accordance with organisational and legislative requirements.
  2. Interview planning is undertaken to ensure desired outcomes are achieved.
  3. Interview arrangements are made in accordance with legislative and organisational requirements.
  4. Materials to be used during the interview are prepared as required.
  5. Advice is obtained as required on legislative or administrative issues relating to the conduct of the interview.
The need for an interview is determined, and the context and requirements are established in accordance with organisational and legislative requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Interview planning is undertaken to ensure desired outcomes are achieved.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Interview arrangements are made in accordance with legislative and organisational requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Materials to be used during the interview are prepared as required.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Advice is obtained as required on legislative or administrative issues relating to the conduct of the interview.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Conduct interview

  1. Commencement of the interview is undertaken following organisational protocols and complies with legislative requirements.
  2. Interview is conducted in a planned manner, with the sequence evident to others who may use the outcomes.
  3. Questions are selected and used that are relevant, comprehensive, appropriate to the situation and the interviewee and adhere to the rules of evidence.
  4. Problem solving skills are used to test, compare and contrast information as it is provided to influence the direction of further questions.
  5. Information is recorded in accordance with organisational policy and procedures.
  6. Personal conduct is maintained in accordance with legal and organisational requirements and takes account of cultural and ethical issues.
Commencement of the interview is undertaken following organisational protocols and complies with legislative requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Interview is conducted in a planned manner, with the sequence evident to others who may use the outcomes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Questions are selected and used that are relevant, comprehensive, appropriate to the situation and the interviewee and adhere to the rules of evidence.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Problem solving skills are used to test, compare and contrast information as it is provided to influence the direction of further questions.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Information is recorded in accordance with organisational policy and procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Personal conduct is maintained in accordance with legal and organisational requirements and takes account of cultural and ethical issues.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Review and correlate information

  1. Information is reviewed and clarified to ensure its relevance and sufficiency prior to concluding the interview.
  2. Information is transcribed if necessary and sensitive information is dealt with in accordance with organisational policy and procedures.
  3. Detailed analysis is conducted, and incomplete and irregular information is identified and noted or followed up in accordance with the nature of the interview and organisational requirements.
  4. Behavioural characteristics of significance to the purpose of the interview are confirmed.
  5. Post-interview activities are undertaken as required in accordance with organisational policy and procedures.
Information is reviewed and clarified to ensure its relevance and sufficiency prior to concluding the interview.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Information is transcribed if necessary and sensitive information is dealt with in accordance with organisational policy and procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Detailed analysis is conducted, and incomplete and irregular information is identified and noted or followed up in accordance with the nature of the interview and organisational requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Behavioural characteristics of significance to the purpose of the interview are confirmed.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Post-interview activities are undertaken as required in accordance with organisational policy and procedures.

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:

PSPETHC401A Uphold and support the values and principles of public service

PSPGOV406B Gather and analyse information

PSPGOV408A Value diversity

PSPGOV422A Apply government processes

PSPLEGN401A Encourage compliance with legislation in the public sector

PSPREG401C Exercise regulatory powers

PSPREG403B Assess compliance

PSPREG415A Receive and validate information

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)

information gathered via interviews in a range of (3 or more) contexts (or occasions, over time)

Resources required to carry out assessment

These resources include:

legislation, policy, procedures and protocols relating to gathering information through interviews

case studies and workplace scenarios to capture the range of situations likely to be encountered when gathering information through interviews

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 gathering information through interviews, including coping with difficulties, irregularities and breakdowns in routine

information gathered via interviews 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

demonstration

observation

portfolios

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:

using interviewing techniques to suit a range of situations and interviewees

engaging in exchanges of sometimes complex oral information

varying style and language structure to suit a range of interviewees

using techniques to deal with difficult interview situations

using a range of communication techniques that include establishing rapport, listening, probing, reflecting, negotiation, conflict resolution

responding to diversity, including gender and disability

using critical analysis, evaluation and deductive reasoning

using problem solving and decision making related to interviewing

using judgment, to test the veracity of information and vary questions and interviewing techniques to suit

preparing interview documentation requiring accuracy of expression and formality in structure and format

operating technical and electronic equipment, where necessary

applying public sector standards and legislation such as occupational health and safety and environment in the context of interviewing

Knowledge requirements

Look for evidence that confirms knowledge and understanding of:

application of legislation to interviewing including privacy, ethics, confidentiality and freedom of information

organisational policies and guidelines relating to interviews

questioning techniques

legal and ethical considerations for conducting interviews

cultural awareness in the context of interviewing

procedures for using interpreters

legal and organisational requirements for documentation

legal requirements relating to recording of information

equal employment opportunity, equity and diversity principles

public sector legislation such as occupational health and safety and environment, relating to interviews

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.

Contexts may include:

informal interviews

interviews against set criteria

interviews to assess applications

initial investigation of complaints

audits

intelligence gathering

threat assessment

security vetting

overt interviews

covert interviews, under specific legislative powers

Requirements may include:

interview location/environment:

office

designated interview room

in the field (including overseas)

private home

at a client/contractor location

in other agencies

timing

personnel present:

senior staff

colleagues

interpreter

support persons

method of recording:

tape recording

videotaping

hand written

typewritten/word processed

file notes

equipment:

electronic equipment

recording equipment

computer equipment

availability of interviewee

Organisational and legislative requirements may include:

organisational policy, procedures and guidelines

international treaties and protocols

cross-jurisdictional protocols

organisation's strategic objectives

national strategic objectives

security constraints

public sector codes of conduct/ethics

confidentiality requirements

Commonwealth, State/Territory or Local Government legislation such as:

Freedom of Information Act 1982

Privacy Act 1988

Archives Act

Crimes Act 1914 and Criminal Code 1995

Evidence Act

the organisation's enabling legislation

Interview planning may: include

purpose

structure

context

expectations

intended/desired outcomes

criteria for assessment

risk management considerations

key questions in sequential order, highlighting main points

assessing sources of information

interview strategies appropriate to the situation and purpose of the interview, such as:

direct questioning

empathetic questioning

investigative interviewing

exclusion of leading questions

avoidance of cross-examination

safety requirements for interviewer, interviewee and others present

Materials may include:

paper-based and electronic documents, including:

maps

photographs

videotapes

physical objects and materials

audiotapes

Commencement protocols may include:

introductions

producing identification/authority

explaining the purpose, process and recording requirements

confirming confidentiality of information, if appropriate to the interview purpose

Questioning techniques may include:

summarising

re-phrasing

paraphrasing

open and closed questions

cognitive interviewing

using silence

active listening

using and recognising body language

identifying and overcoming barriers to communication

investigative interviewing techniques

Recording may include:

hand written record of interview

typewritten record of interview

audiotapes

videotapes

Dealing with sensitive information may include:

information security procedures

Post-interview activities may include:

interview report

interview assessment report

informal judgment

recommendations with supporting reasons/evidence

suggesting solutions to problems encountered during the interview

informing stakeholders of outcome of interview

providing briefings on outcomes