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 CSCORG602A, 'Plan and implement changes in justice services'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Reference books for 'Plan and implement changes in justice services' 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
1Identify opportunities for improvements.
1.1 Monitor trends in the community and in human services and evaluate them for their implications for justice services.
1.2 Ensure that information gathered through a wide range of media is relevant, reliable and balanced to allow valid analysis and judgements to be made.
1.3 Consult key people with an interest in the services of the justice system and give opportunities for them to contribute to the evaluation of services and areas needing change.
1.4 Confirm that improvements identified are realistic and consistent with the organisation's strategic plans, objectives and policy and with the political and social environment of justice services.
1.5 Consult key people inside and allied to the justice system, providing them with relevant, clear and accurate information about the context and proposal for change.
2Evaluate the costs and benefits of change.
2.1 Use complete and accurate information to evaluate current and proposed justice services, outcomes and processes in order to identify relative benefits and disadvantages.
2.2 Determine resource implications of options for change and assess them according to priorities and benefits.
2.3 Ensure that analysis of the implications of change is consistent with the information and identified objectives relevant to services in the justice system.
2.4 Include the advice of key people in the analysis.
2.5 Evaluate the proposed changes, including using information drawn from past experience and likely future circumstances.
2.6 Check the identified benefits and disadvantages of proposed changes and confirm these with key people likely to be effected.
3Plan the implementation of change.
3.1 Provide clear and accurate information on proposed change to relevant people at the appropriate time.
3.2 Identify obstacles to change and design constructive strategies to overcome them.
3.3 Actively promote proposed changes with key people.
3.4 Back up arguments with clear and accurate evidence.
3.5 Identify the people and resources involved in the implementation of change and ensure roles, responsibilities and outcomes are clearly defined.
3.6 Design feedback and monitoring mechanisms to ensure implementation of change meets strategic plans and objectives.
4Promote agreement on the implementation of change.
4.1 Present plans for the implementation of change positively and comprehensively to key people with an interest in the changes.
4.2 Explain purpose, process and outcomes of change in a clear and accurate manner.
4.3 Assess the understanding and responses of key people and their level of commitment.
4.4 Check that compromises made during negotiations remain consistent with the purposes and objectives of change.
4.5 Conduct negotiations in a manner that maintains positive and productive working relationships with those involved.
4.6 Report failure to reach agreements objectively and in a manner that maintains morale, motivation and positive professional relationships.
5Implement and monitor changes.
5.1 Introduce implementation activities at a time, level and pace that can be accommodated by those involved.
5.2 Allocate resources needed for implementation according to priorities and the stages of the plan.
5.3 Monitor and evaluate the impact of change according to evaluation mechanisms, using methods that minimise disruption.
5.4 Deal with problems arising from implementation promptly and effectively through the use of flexibility and reasonable modifications.
5.5 Identify key people to be involved in change process and ensure their involvement is consistent with their roles, responsibilities, skills and levels of commitment.
5.6 Ensure that results are consistent with objectives and expectations.
5.7 Check that the changes reflect the quality standards agreed to and endorsed by the organisation.
5.8 Provide feedback on the impact of change to senior staff as input to planning and policy development and reporting.