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 PSPGOV505A, 'Promote diversity'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Books
- Reference books for 'Promote diversity' 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. Provide diversity input to strategies, policies and plans | 1.1 Quantitative and qualitative workplace diversity data is collected, analysed, and used for planning strategies, policies and plans to achieve a more diverse workforce. 1.2 Workplace diversity data is compared with data on the diversity of the organisation's client base and the community it serves to ensure strategies, policies and plans are responsive to all stakeholders. 1.3 Diversity strategies are developed in consultation with stakeholders, including people from key equity groups and clients. 1.4 Effectiveness measures are developed to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity. 1.5 Actions to address the implementation of workplace diversity objectives are included in workplace business plans in accordance with organisational requirements. 1.6 Reporting and feedback processes are incorporated into strategies and plans in accordance with organisational policy and procedures. |
2. Attract, develop and promote a diverse workforce | 2.1 Diversity principles are integrated with and underpin human resources policies and practices in the work area in accordance with the organisation's diversity strategy. 2.2 Strategies to increase the recruitment and retention of equity groups and others who don't fit the dominant organisational paradigm are promoted and implemented in the workplace in accordance with legislation, policies and procedures. 2.3 Barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds are identified, and strategies developed to address them. 2.4 Development opportunities are identified and tailored to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints. 2.5 Individuals with the capacity to operate in a variety of business and cultural settings are identified and mentored to maximise their contribution to the organisation and its clients in accordance with organisational procedures and diversity objectives. 2.6 A harmonious and supportive work environment is created by valuing and promoting the benefits of a diverse workforce to those working within the business unit and/or the organisation in accordance with diversity objectives. |
3. Monitor diversity outcomes | 3.1 Employee data and feedback from staff or interviews are evaluated to identify changes and trends in diversity outcomes for the work area. 3.2 Progress against workplace diversity effectiveness measures and policy/legal obligations is regularly monitored, outcomes reported and adjustments made to the diversity strategy or objectives in accordance with organisational procedures, to ensure its continued relevance and success. |