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 MTMP407B, 'Supervise new recruits'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Reference books for 'Supervise new recruits' 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
1. Communicate work requirements and expectations
1.1. Information requirements of new recruits are identified.
1.2. Company policies, performance requirements and responsibilities are communicated to new recruits.
1.3. Information is made available in formats appropriate and accessible to new recruits.
1.4. Communication methods take into account the purpose and the audience, including social and cultural diversity.
1.5. Appropriate work behaviours and procedures are modelled in personal conduct.
1.6. Individual and team issues relating to developing and managing new recruits are identified, facilitated and resolved within level of responsibility.
2. Provide a learning environment for new recruits
2.1. Learning and development plans for new recruits are established and monitored in conjunction with human resources personnel.
2.2. Resources required to support informal and formal learning and training in the work area are estimated and secured.
2.3. Implementation of workplace policies is monitored to ensure the workplace and learning environment conforms with industrial, customer and legal requirements.
2.4. Opportunities for new recruits to develop and apply skills and knowledge are arranged.
2.5. Patterns of work organisation and job rotation are established to reinforce learning.
3. Provide regular and timely feedback on performance
3.1. Progress and performance of new recruits is monitored.
3.2. Signs of poor or unacceptable practices are identified.
3.3. Reasons for poor or unacceptable performance are investigated.
3.4. Structured feedback is provided to new recruits.
3.5. Strategies to address the performance gap are identified and agreed with the new recruit.
3.6. Progress and/or taking appropriate follow up action is confirmed though ongoing monitoring.