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 PSPGOV519A, 'Manage performance'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Books
- Reference books for 'Manage performance' 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. Link individual/workgroup activities to organisational goals | 1.1 The organisation's mission, vision and goals are identified, linked and explained in accordance with each individual's needs. 1.2 Individual and workgroup activities are aligned with organisational goals in consultation with workgroup members. 1.3 Individual and workgroup activities are prioritised in accordance with organisational directions. |
2. Set performance standards expectations | 2.1 Performance standards are identified and clarified in accordance with organisational policy and procedures. 2.2 Performance standards are consulted upon, negotiated and agreed. 2.3 Performance and learning/development plans are developed and agreed, to document team and individual performance targets, standards and professional development objectives. 2.4 Performance targets and key performance indicators are developed that are specific, realistic and measurable. 2.5 Performance plans are implemented in accordance with organisational requirements. |
3. Measure performance achievements | 3.1 Individual performance is monitored, appraised and measured against performance goals and required business outcomes. 3.2 Performance is assessed and addressed in a fair and timely manner in accordance with legislation, policy and procedures. 3.3 Disagreement or conflict is managed and documented in accordance with organisational policy and procedures. 3.4 Where possible, outstanding performance is recognised/rewarded in accordance with organisational policy and procedures. 3.5 Under-performance is addressed promptly in accordance with organisational guidelines, procedures and the principles of natural justice. 3.6 Areas/strategies for improvement are identified and implemented to continuously improve performance and outcomes. |
4. Renegotiate performance and learning/ development plans | 4.1 The results of performance management are documented in accordance with legislative and organisational requirements and used to identify strengths and performance gaps. 4.2 Learning is captured to inform knowledge management strategies and transfer skills to other staff. 4.3 Performance standards are renegotiated and agreed in accordance with organisational procedures. 4.4 Learning and development objectives are identified and agreed to enhance performance and meet developing organisational and workgroup goals. 4.5 Agreed performance standards and related professional development are documented in accordance with organisational policy and procedures. |