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 PSPHR505A, 'Implement staffing policies'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Books
- Reference books for 'Implement staffing policies' 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. Coordinate recruitment and selection | 1.1 A consultancy/advisory service is provided on recruitment and selection policies and processes for business unit/line managers and questions are clarified to ensure compliance with legislative and organisational requirements. 1.2 Job specifications, position descriptions and selection criteria are developed in accordance with public sector standards in consultation with business unit/line managers to reflect current and desired competencies and behaviours in line with organisational requirements, equity and diversity management guidelines. 1.3 Advertisements for job vacancies and recruitment information are coordinated in consultation with business unit/line managers in accordance with organisational policy and procedures. 1.4 A quality assurance role is undertaken, providing assistance with short-listing applicants and organising, undertaking and finalising the selection process to ensure compliance with legislation, policy and organisational standards. 1.5 Recruitment and selection processes are monitored, appeals are handled in accordance with set processes, and issues/suggested improvements identified and referred to human resource decision makers. 1.6 Where probation periods are a condition of employment, assistance and advice are provided on interpreting and implementing the requirements of public sector and organisational policies and procedures. |
2. Implement induction for new staff | 2.1 Objectives, content and methodology for induction are confirmed in accordance with organisational and business unit needs. 2.2 Induction programs are coordinated and delivery options are determined in line with organisational policy and value for money considerations. 2.3 Feedback is obtained from participants and managers on the quality of delivery and content of induction programs. 2.4 Evaluation is undertaken of the extent to which the induction processes are meeting their objectives, and results are reported in accordance with organisational policy and procedures. 2.5 Improvements are suggested to the induction process in accordance with feedback received and organisational policy and procedures. |
3. Coordinate redeployment | 3.1 Redeployment policy and processes are confirmed and communicated to staff in ways suited to the needs of a diverse workforce. 3.2 Redeployed staff and those likely to be redeployed are consulted and their understanding of the process, their rights and responsibilities are confirmed. 3.3 Redeployees are managed in accordance with redeployment policy and processes to ensure their access to support services, learning and development and new job opportunities. 3.4 The redeployment pool is managed in accordance with organisational policy and procedures. 3.5 Processes are monitored to gauge their effectiveness in providing support to redeployed staff and adjustments are suggested and implemented in line with management advice. |
4. Assist with staff retention/ separation | 4.1 Policies and procedures for the retention and separation of staff are accessed and organisational requirements for staff retention and the full range of separation situations are clarified and confirmed. 4.2 Staff seeking voluntary separation are assisted to consider and accept other options in accordance with the organisation's retention policy. 4.3 Exit interviews for staff separation are conducted/facilitated and exit data is collected, analysed and reported in accordance with organisational policy and procedures. 4.4 Access to support services is facilitated for employees and their immediate families, as required. 4.5 Separation documents are completed and processed in accordance with legislative and organisational requirements. |