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 PSPHRM005, 'Implement staffing policies'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- 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
Elements describe the essential outcomes
Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.
1. Coordinate recruitment and selection
1.1 Provide an advisory service on recruitment and selection policies and processes and clarify questions to ensure compliance with legislative and organisational requirements.
1.2 Develop job specifications, position descriptions and selection criteria with managers to reflect current and desired competencies and behaviours.
1.3 Coordinate advertisements for job vacancies and recruitment information in consultation with managers.
1.4 Undertake a quality assurance role, providing assistance with short
1.5 Monitor recruitment and selection processes, handle appeals in accordance with set processes, and identify and refer issues and/or improvements to decision makers.
1.6 Provide assistance and advice where probation periods are a condition of employment, on interpreting and implementing the requirements of public sector and organisational policies and procedures.
2. Implement induction for new staff
2.1 Confirm objectives, content and methodology for induction.
2.2 Coordinate induction programs and determine delivery options.
2.3 Obtain feedback from participants and managers on the quality of delivery and content of induction programs.
2.4 Assess induction processes against objectives, and report results.
2.5 Suggest improvements to the induction process in accordance with feedback received.
3. Coordinate redeployment
3.1 Confirm redeployment policy and processes and communicate to staff.
3.2 Consult redeployed staff and those likely to be redeployed and confirm their understanding of the process, their rights and responsibilities.
3.3 Manage redeployed staff to ensure their access to support services, learning and development and new job opportunities.
3.4 Manage the redeployment pool.
3.5 Monitor process effectiveness in providing support to redeployed staff and implement adjustments in line with management advice.
4 Assist with staff retention/ separation
4.1 Clarify and confirm organisational requirements for staff retention and the full range of separation situations.
4.2 Assist staff seeking voluntary separation to consider and accept other options.
4.3 Conduct exit interviews for staff separation and collect, analyse and report exit data.
4.4 Facilitate access to support services for employees and their immediate families, as required.
4.5 Complete and process separation documents.