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?
Lead and motivate people
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Goals for people and teams to optimise achievement in work tasks are established and agreed upon. Completed |
Evidence:
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Goals are unambiguous and take into account the capabilities of people and teams. Completed |
Evidence:
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Advice and support sensitive to the individual's needs is provided to people in the performance of their duties. Completed |
Evidence:
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Activities are undertaken to achieve commitment to common goals. Completed |
Evidence:
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Initiative and innovation are recognised and encouraged. Completed |
Evidence:
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Achievements are recognised and communicated within the organisation. Completed |
Evidence:
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Undertake human resource planning
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Human resource needs are determined/reviewed within the anticipated operational needs and allocated budget. Completed |
Evidence:
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Alternatives to staffing levels which clearly demonstrate returns to the organisation are analysed. Completed |
Evidence:
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Contingency plans for staffing are developed which meet key provisions of the human resources plan. Completed |
Evidence:
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Existing competencies of staff are compared with the needs of the work group. Completed |
Evidence:
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Staffing levels are planned and negotiated with stakeholders within the organisational framework to achieve maximum efficiency of operations. Completed |
Evidence:
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Develop and facilitate performance
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Performance criteria are negotiated and agreed upon with individuals, teams and work groups. Completed |
Evidence:
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Performance criteria are reviewed as circumstances change. Completed |
Evidence:
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Performance appraisal is conducted, based on clearly established and agreed performance criteria. Completed |
Evidence:
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The total performance development system identifies and proposes strategies to rectify performance shortfalls and recognise success. Completed |
Evidence:
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Performance problems are addressed confidentially and in a constructive and timely manner, in line with relevant organisational procedures. Completed |
Evidence:
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Selections, transfers and promotions are made in accordance with organisation policies and supported with documented information. Completed |
Evidence:
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Mechanisms are developed and implemented for the identification of human resource development needs within the work group taking account of the strategic plan for the organisation. Completed |
Evidence:
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Facilitate training, education and development opportunities
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Information on planned training events is made widely available throughout the organisation. Completed |
Evidence:
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Training, education and development plans are included as part of individual/team performance plans. Completed |
Evidence:
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Individual/team access to, and participation in, training, education and development opportunities is facilitated. Completed |
Evidence:
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Coaching and mentoring contribute effectively to the training, education and development of personnel in an environment of change. Completed |
Evidence:
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Training, education and development opportunities enhance individual, team and organisational performance. Completed |
Evidence:
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A workplace environment is created which facilitates training, education and development. Completed |
Evidence:
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Develop and implement issue resolution and grievance procedures
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Problem solving/issue resolution procedures are established within legislative requirements and organisation's guidelines. Completed |
Evidence:
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Grievances and complaints are managed in a timely and caring way to optimise likelihood of a favourable outcome for all parties and in line with organisational objectives and procedures. Completed |
Evidence:
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Individual's rights and obligations under industrial awards/agreements and legislation are documented and communicated in a clear and concise manner and in appropriate language. Completed |
Evidence:
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Hearings, interviews and meetings are conducted within the principles of industrial democracy and participative, consultative processes. Completed |
Evidence:
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All relevant industrial parties are identified and invited to participate in the resolution process. Completed |
Evidence:
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Manage disciplinary matters
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Disciplinary matters are implemented in accordance with organisation's procedures. Completed |
Evidence:
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Investigations are conducted in a caring and confidential manner to maintain performance and morale. Completed |
Evidence:
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Feedback is provided promptly. Completed |
Evidence:
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Appeals processes are instituted in accordance with organisational procedures. Completed |
Evidence:
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Deficiencies in procedures are recognised and recommendations for change are made. Completed |
Evidence:
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