Formats and tools
- Unit Description
- Reconstruct the unit from the xml and display it as an HTML page.
- Assessment Tool
- an assessor resource that builds a framework for writing an assessment tool
- Assessment Template
- generate a spreadsheet for marking this unit in a classroom environment. Put student names in the top row and check them off as they demonstrate competenece for each of the unit's elements and performance criteria.
- Assessment Matrix
- a slightly different format than the assessment template. A spreadsheet with unit names, elements and performance criteria in separate columns. Put assessment names in column headings to track which performance criteria each one covers. Good for ensuring that you've covered every one of the performance criteria with your assessment instrument (all assessement tools together).
- Wiki Markup
- mark up the unit in a wiki markup codes, ready to copy and paste into a wiki page. The output will work in most wikis but is designed to work particularly well as a Wikiversity learning project.
- Evidence Guide
- create an evidence guide for workplace assessment and RPL applicants
- Competency Mapping Template
- Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners. A template for developing assessments for a unit, which will help you to create valid, fair and reliable assessments for the unit, ready to give to trainers and students
- Observation Checklist
- create an observation checklist for workplace assessment and RPL applicants. This is similar to the evidence guide above, but a little shorter and friendlier on your printer. You will also need to create a seperate Assessor Marking Guide for guidelines on gathering evidence and a list of key points for each activity observed using the unit's range statement, required skills and evidence required (see the unit's html page for details)
- Self Assessment Survey
- A form for students to assess thier current skill levels against each of the unit's performance criteria. Cut and paste into a web document or print and distribute in hard copy.
- Moodle Outcomes
- Create a csv file of the unit's performance criteria to import into a moodle course as outcomes, ready to associate with each of your assignments. Here's a quick 'how to' for importing these into moodle 2.x
- Registered Training Organisations
- Trying to find someone to train or assess you? This link lists all the RTOs that are currently registered to deliver BSBMGT502, 'Manage people performance'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Reference books for 'Manage people performance' on fishpond.com.au. This online store has a huge range of books, pretty reasonable prices, free delivery in Australia *and* they give a small commission to ntisthis.com for every purchase, so go nuts :)
Elements and Performance Criteria
Elements describe the essential outcomes.
Performance criteria describe the performance needed to demonstrate achievement of the element.
1. Allocate work
1.1 Consult relevant groups and individuals on work to be allocated and resources available
1.2 Develop work plans in accordance with operational plans
1.3 Allocate work in a way that is efficient, cost effective and outcome focussed
1.4 Confirm performance standards, Code of Conduct and work outputs with relevant teams and individuals
1.5 Develop and agree performance indicators with relevant staff prior to commencement of work
1.6 Conduct risk analysis in accordance with the organisational risk management plan and legal requirements
2. Assess performance
2.1 Design performance management and review processes to ensure consistency with organisational objectives and policies
2.2 Train participants in the performance management and review process
2.3 Conduct performance management in accordance with organisational protocols and time lines
2.4 Monitor and evaluate performance on a continuous basis
3. Provide feedback
3.1 Provide informal feedback to staff on a regular basis
3.2 Advise relevant people where there is poor performance and take necessary actions
3.3 Provide on
3.4 Document performance in accordance with the organisational performance management system
3.5 Conduct formal structured feedback sessions as necessary and in accordance with organisational policy
4. Manage follow up
4.1 Write and agree on performance improvement and development plans in accordance with organisational policies
4.2 Seek assistance from human resources specialists, where appropriate
4.3 Reinforce excellence in performance through recognition and continuous feedback
4.4 Monitor and coach individuals with poor performance
4.5 Provide support services where necessary
4.6 Counsel individuals who continue to perform below expectations and implement the disciplinary process if necessary
4.7 Terminate staff in accordance with legal and organisational requirements where serious misconduct occurs or ongoing poor