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 LGAGOVA611B, 'Implement disciplinary and termination procedures'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Books
- Reference books for 'Implement disciplinary and termination procedures' 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 Develop policies and procedures for disciplinary action and termination of employment | 1.1 Research is undertaken to determine legal requirements and best practice in disciplinary and termination systems. 1.2 Consultation is undertaken with stakeholders to determine the effectiveness of current policies and procedures. 1.3 Policies and procedures are developed and introduced in accordance with council policies and legal requirements. 1.4 Procedures are fair and equitable. 1.5 Training in new policies and procedures of managers, team leaders and staff is undertaken. 1.6 Feedback is sought to identify problems, and improvements in procedures are introduced. |
2 Manage requests for intervention | 2.1 Interventions are undertaken in accordance with council policies and legislative requirements. 2.2 Relevant parties are interviewed and information is corroborated. 2.3 Requests for intervention are considered and responded to in a fair and equitable manner and in accordance with council procedures. 2.4 Employees are advised of expected standards of performance and options are provided for achieving the required performance. 2.5 Follow up is undertaken to ensure intervention achieves the required performance. 2.6 Employees performing below standard are counselled and disciplined in accordance with council and legal requirements. |
3 Counsel staff | 3.1 Counselling is managed by a council officer with the requisite skills for the situation or employee is referred as appropriate. 3.2 Employee is counselled promptly and confidentiality principles are adhered to. 3.3 Counselling strategies are appropriate to the needs of the council and individual. 3.4 A record of counselling outcomes and required action is produced promptly. 3.5 Referrals are made to appropriate support professionals and agencies where necessary to aid employee performance and wellbeing. |
4 Undertake disciplinary actions | 4.1 Disciplinary interviews are conducted in an appropriate and constructive manner and in accordance with disciplinary procedures. 4.2 The interests of council and individual are protected within required and agreed procedures. 4.3 Details of decisions and disciplinary actions taken are fully documented to protect council interests. 4.4 All other relevant parties are involved and/or advised promptly of actions taken. 4.5 Follow up actions are planned and implemented to ensure a resolution to the situation is found. 4.6 Employees failing to respond to disciplinary actions are terminated in accordance with council policies and legal requirements. |
5 Manage termination processes | 5.1 Communication systems are established that provide all necessary information about separation or termination procedures. 5.2 Dismissals for incapacity to perform or misconduct are carried out in accordance with council policies and legal requirements. 5.3 Terminating employees are invited to participate in exit interviews and feedback is used to improve council processes. 5.4 Termination procedures are regularly reviewed and evaluated and improvements are introduced to council policies and procedures. |