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 LGAGOVA503A, 'Implement recruitment systems'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Books
- Reference books for 'Implement recruitment systems' 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 Assist in developing recruitment strategy | 1.1 Job and person specifications are reviewed on a regular basis as set by council policy. 1.2 Processes and procedures are developed that ensure council and legislative regulations and human resource good practice are met. 1.3 Methods of recruiting are identified. 1.4 Selection process is determined to comply with legal requirements and to select the most meritorious applicant according to selection criteria and equal employment opportunity legislation. 1.5 Various selection techniques are incorporated into the selection process as appropriate to the position. 1.6 Specification of time frames is included in the strategy. |
2 Implement recruitment strategy | 2.1 Selection process is in line with predetermined methodology and criteria are established on a merit basis. 2.2 All applicants are assessed against the same selection criteria. 2.3 Principles of confidentiality are maintained throughout the process. 2.4 Legal and award requirements, including equal employment opportunity legislation, are met by the selection process. 2.5 Selection process is fair, equitable and justifiable from the evidence gained and process used. 2.6 Applicants are informed promptly and accurately of the selection process and its outcomes. 2.7 Unsuccessful applicants are provided with feedback in line with council policy and procedures. 2.8 Recruitment and selection process is clearly documented. |
3 Establish selection panel | 3.1 Selection panel is composed of members with the required attributes and selection techniques training. 3.2 Location and format of interviews are planned to ensure an efficient, effective and fair process. 3.3 Selection brief is supplied to ensure compliance with merit principles and selection criteria. |
4 Participate in appeal process when required | 4.1 Detailed, accurate response is prepared on request from legislative authority or in accordance with council grievance procedures. 4.2 Council is represented in any negotiation and/or conciliation processes. 4.3 Council recruitment and selection procedures are evaluated in terms of appeal outcome and necessary modifications are implemented. |
5 Induct successful applicant | 5.1 Confirmation of applicant is sought and an entry on duty is arranged. 5.2 Appropriate administrative action is monitored to assist line managers in ensuring a smooth entry on duty. 5.3 Induction program is organised for successful applicant. |