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 LGAGOVA413B, 'Promote and maintain positive employee relations'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Books
- Reference books for 'Promote and maintain positive employee relations' 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 Consult with parties to facilitate positive employee relations | 1.1 Consultation process is established and agreed upon by all parties. 1.2 Consultation between managers, supervisors, employees and union representatives is encouraged. 1.3 Information on employee relations is assessed, interpreted and provided in a format that is understandable and usable to employees. 1.4 All employees, including non-union employees and union representatives, are kept informed on all issues that may affect them. 1.5 Decision-making processes are undertaken that involve the participation of all relevant individuals and bodies. 1.6.Processes are implemented consistent with council policy and procedures on employee relations. |
2 Provide effective counselling opportunities to staff to maintain positive relations | 2.1 Counselling is offered to support employees in relation to work difficulties, career aspirations and personal difficulties. 2.2 Counselling techniques and styles appropriate to the situation and a diverse workforce are identified. 2.3 The counselling environment is selected in accordance with staff needs. 2.4 Active listening techniques are applied to formulate responses to employees. 2.5 Referrals to appropriate support professionals and agencies are made to aid employee performance and wellbeing where necessary. 2.6 Confidentiality principles are strictly adhered to |
3 Promote systems that address problems, grievances and disputes | 3.1 Processes and procedures are established and documented to ensure early intervention and identify and minimise problems, grievances or disputes. 3.2 Processes and procedures are communicated to, and supported by, all relevant groups and individuals. 3.3 Processes and procedures are followed to facilitate solutions to problems, grievances or disputes in a timely manner. 3.4 Specialist advice is taken where appropriate and/or when formal hearings are required. 3.5 A solution is agreed upon that considers the needs of the organisation and the individuals. 3.6 All proceedings are clearly documented in accordance with legislative and council requirements |