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?
Assess compliance of workplace conditions and entitlements with workplace relations legislation
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Current, relevant workplace relations legislation and guidance information are accessed and interpreted. Completed |
Evidence:
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Workplace conditions and entitlements are evaluated and factors that may constitute non-compliance with workplace relations legislation are identified. Completed |
Evidence:
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Information that will assist in the assessment of a potential or possible breach is gathered and recorded as necessary. Completed |
Evidence:
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Potential or possible breaches of legislation and possible outcomes and courses of action are identified and referred to appropriate persons for timely action. Completed |
Evidence:
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Assessment of potential or possible breach is recorded and reported according to organisational and legislative requirements. Completed |
Evidence:
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Review non-compliant workplace conditions and entitlements and propose resolution strategies
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Information that assists in the assessment of non-compliance is gathered from advisory materials, stakeholders and workplace documents and recorded according to organisational policies and procedures. Completed |
Evidence:
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Information is reviewed and compared to workplace relations legislative requirements to assess non-compliance. Completed |
Evidence:
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Urgency of non-compliance resolution is assessed and priority allocated to enable timely and effective action. Completed |
Evidence:
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Strategies for resolving non-compliant factors of workplace conditions and entitlements are suggested or sought from appropriate persons. Completed |
Evidence:
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Participation in and contribution to resolution of non-compliance is made according to organisational procedures. Completed |
Evidence:
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Records and reports are completed and processed according to organisational and legislative requirements. Completed |
Evidence:
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Contribute to compliance with workplace relations legislation
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Compliance requirements of workplace relations legislation are communicated to relevant persons to confirm understanding and ensure consistency of interpretation and application. Completed |
Evidence:
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Potential consequences of non-compliance with workplace relations legislation are conveyed using language and examples suited to individual needs. Completed |
Evidence:
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Practices that may contribute to non-compliance are identified and addressed. Completed |
Evidence:
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