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 LGACORE602B, 'Promote and facilitate organisational performance'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Reference books for 'Promote and facilitate organisational 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
1. Review organisational structure
1.1 Organisational structure is reviewed for its strengths and weaknesses.
1.2 Organisational structure is analysed for its capacity to support the goals and objectives of the organisation.
1.3 Effective, continuous monitoring, review and improvement procedures are implemented with the involvement and participation of staff.
1.4 Information gained from continuous review is evaluated and used to improve the organisation.
2. Develop, maintain and review an effective communication strategy
2.1 Communication strategies are developed that ensure elected members, staff and the public are informed of key activities and decisions relevant to them.
2.2 Communication strategies are monitored for successful and effective implementation.
2.3 Feedback on the effectiveness of the communication strategy is regularly sought and required changes are implemented.
3. Contribute to the development of organisational innovation, creativity and excellence
3.1 Innovative contributions and achievements are acknowledged and rewarded in accordance with council requirements.
3.2 Strategies are implemented that encourage group approaches to problem solving.
3.3 Ideas are valued and assessed objectively against council's goals and objectives.
3.4 Staff members are encouraged and supported in undertaking personal development activities through the allocation of resources.
4. Contribute to the development of a productive and ethical work culture
4.1 Council's goals and objectives are achieved to the best ability of individual staff members working cooperatively with others and within codes of conduct.
4.2 Work decisions made by staff within their agreed range of responsibility and council's code of conduct are supported.
5. Develop and maintain relevant competencies in a changing environment
5.1 Current knowledge of the issues facing council's operations and environment and of local, regional, national and international innovations is maintained.
5.2 Evaluation of own management practices and development needs is regularly undertaken and strategies to achieve own development objectives are developed and implemented.
6. Promote and monitor a fair and equitable workplace
6.1 Equal employment opportunity and anti-discrimination policies are developed that clearly outline council's commitment to them and how the relevant legislation is implemented.
6.2 Equal employment opportunity and anti-discrimination policies are implemented.
6.3 Compliance with equal employment opportunity and anti-discrimination legislation is assessed and corrective action is undertaken when necessary.
6.4 Specialist advice is obtained in a timely manner to meet legislative, staff and council policy requirements.
6.5 Policies and procedures are reviewed to ensure they support the achievement of council's goals and objectives and meet legislative requirements.
6.6 Consultative structures are developed and maintained in accordance with legislative and council policy requirements.
6.7 Council's reward and pay structure is developed, maintained and regularly reviewed to support the achievement of council's goals and objectives and the career needs of employees.