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 LGAGCM702A, 'Manage the human resources process in local government'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Books
- Reference books for 'Manage the human resources process in local government' 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
ELEMENT | PERFORMANCE CRITERIA |
1. Comply with and implement relevant industrial relations policies, awards and industrial agreements | 1.1 Council's HR policies are continuously reviewed and updated to reflect changes in industrial agreements and council policies. 1.2 Awards are interpreted to ensure compliance with legislative requirements in all areas of employee relations. 1.3 All award requirements and entitlements are facilitated and implemented in a timely and professional manner. 1.4 Continuous understanding of relevant industrial relations issues is maintained by involvement in relevant industrial relations forums and committees. 1.5 Disputes within the industrial relations framework are identified and assessed for their potential impact on council employee relations and terms and conditions of employment. 1.6 Areas of possible non-compliance with industrial agreements or council policies are identified and addressed immediately to avoid risk of dispute. 1.7 Continued implementation of relevant employment legislation within council is facilitated. |
2. Develop and manage contracts of employment | 2.1 Effective communication strategies between relevant parties are established and maintained. 2.2 Terms and conditions of employment are readily available and clearly communicated to staff prior to commencing work with council. 2.3 Terms and conditions of employment are communicated and managed professionally and ethically. 2.4 Active involvement in consultative committee meetings is maintained where appropriate. |
3. Manage job design, evaluation and appraisal | 3.1 Position descriptions are documented and updated in consultation with relevant stakeholders to reflect the required skills, knowledge and attributes necessary to fulfil each job/role. 3.2 Job/roles are individually evaluated to determine appropriate remuneration packages. 3.3 Where possible, job/roles are benchmarked against similar external roles to determine comparative market value of each role. 3.4 Appropriate performance appraisal system to measure and reward employee performance is developed and managed. |
4. Provide advice and guidance to senior management | 4.1 Senior managers are given timely and specialist advice on issues requiring in-depth understanding of HR policies and practices. 4.2 Implementation of HR strategies and directives is communicated to managers to ensure consistent application of policy. 4.3 Ongoing communication with management is established and maintained to promote implementation and understanding of key employment issues. 4.4 HR reports are generated and analysed to identify key areas for improvement. 4.5 Investigations are conducted in consultation with managers and appropriate staff to identify and resolve areas of concern regarding employment satisfaction. 4.6 Advice and conciliation assistance are provided to managers when there is conflict regarding performance appraisals. |
5. Develop, maintain and review HR policies | 5.1 Detailed HR policies on all areas of council employment are developed and made accessible to all staff. 5.2 HR policies are continually updated to reflect changes in any area of employment relations. 5.3 Best practice and continuous improvement strategies are considered when amending or developing council's HR policies. 5.4 Research into innovative and appropriate HR policies is conducted. |