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 LGAGCM703A, 'Lead and develop local government staff'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Books
- Reference books for 'Lead and develop local government staff' 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. Determine HR requirements necessary to achieve objectives | 1.1. Identified departmental or business unit goals and objectives are analysed and HR skill and knowledge requirements are identified. 1.2. Information on existing staff skills, knowledge and behaviours is assessed to identify candidates for existing or potential roles. 1.3. Gaps in the skills, knowledge and behaviours of staff are identified. 1.4. Need for additional human resources is established. 1.5. Where necessary, additional human resources are sought according to council's recruitment and selection procedures, and in consultation with appropriate HR management staff. |
2. Measure and monitor staff performance levels | 2.1. Goals and objectives of roles are established and agreed upon in consultation with jobholders. 2.2. Performance appraisals are conducted in accordance with council's performance appraisal system, to determine achievement of agreed goals. 2.3. Results of performance appraisals are analysed to identify resource requirements or professional development needs of staff. 2.4. Support is provided to individuals and teams to enhance performance and achievement of council objectives. |
3. Review and respond to development needs of staff | 3.1. Current and future staff development needs are identified using a range of methods. 3.2. Ongoing development needs of staff are assessed to determine optimum and timely solutions. 3.3. Steps are put in place to provide ongoing professional development for staff by means of internal and external training courses or seminars that reflect sound adult learning principles. 3.4. Training and development needs of staff are accounted for in relevant budgets and operational plans. |
4. Identify and apply effective leadership strategies | 4.1. Goals, objectives, policies and processes of council are documented and communicated to staff. 4.2. Effective and open communication channels are established and maintained with staff. 4.3. Council achievements, news items and project developments are communicated regularly to staff. 4.4. Updates of council plans are communicated to staff and opportunities are given to staff to be involved in planning processes. 4.5. Teams and individuals are provided with guidance to establish goals, responsibilities and accountabilities. 4.6. Effective strategies to facilitate team growth and increase motivation are developed, trialled and implemented. 4.7. Effective working relationships are established and maintained with staff. |
5. Manage teams and individuals to ensure attainment of council objectives | 5.1. Conflict between individuals is identified and managed in accordance with council procedures. 5.2. Council's recognition and reward system is applied to encourage individuals and teams in their ongoing achievement of realisable goals. 5.3. Effective management techniques and styles are identified and implemented in relation to specific situations to ensure maximum efficiencies and employee motivation. |
6. Ensure compliance with HR policies and guidelines | 6.1. Knowledge of council's HR policies and their impact on staff leadership is maintained. 6.2. Advice on the implementation of complex or specialist HR policies is sought from council's HR department. 6.3. Confidentiality is maintained when engaging in all HR matters. |
Hidden text | |