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 PSPMNGT604B, 'Manage change'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Books
- Reference books for 'Manage change' 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. Confirm that change is required | 1.1 The requirement for change is confirmed through consideration of factors impacting upon the business unit, the organisation or within the political environment. 1.2 Key stakeholders are consulted in establishing that change is required/imminent and the nature of the change. 1.3 Benchmarking is conducted with other similar organisations/functions/best practice standards to confirm the need for change. 1.4 Specialists and experts are consulted as required to assist in the identification of major change requirements or opportunities. 1.5 The need for management support, expertise and advice is identified and addressed to maximise the advantages of change management strategies. |
2. Determine the likely impact of change | 2.1 The proposed change is analysed in relation to organisational structure and function, and business unit strategic objectives. 2.2 The individuals, groups and others likely to be affected by change are identified and their expectations and concerns are identified. 2.3 The eventual impact of the proposed change on employees and employee relations within the business unit is identified and explained in line with individuals' specific needs and their differing responses to change. 2.4 Options and specific proposals for change and the consequences are discussed with staff and feedback is invited to ensure that people are involved in the decisions that affect them. 2.5 Potential risks associated with change are identified and planned for in accordance with the organisation's risk management procedures. 2.6 The requirements and planned outcomes for change are communicated in accordance with government requirements. |
3. Develop a change management strategy | 3.1 Change management strategy and related communication strategies are prepared participatively with key stakeholders. 3.2 The strategy is structured to address the transition from present to future arrangements and identifies tactics for dealing with ambiguity in roles, functions, organisational priorities or structures. 3.3 Future trends and organisational needs are discussed and considered in the process of developing strategies for dealing with change. 3.4 Change management activities are designed to comply with the framework provided by relevant legislation and organisational policy. 3.5 Time schedules, performance standards and interim checkpoints are devised for change management strategies. 3.6 Approval to implement the chosen change management strategy is obtained from senior management. |
4. Foster commitment to workplace change | 4.1 A range of strategies is used to foster a positive attitude to change, especially from the individuals on whom the organisational change will have the most effect. 4.2 Advice is provided to key stakeholders on strategies for effective change management and sensitivity is shown to people's individual responses to change. 4.3 Resources required to implement change within the business unit are obtained and used. 4.4 Leadership and communication strategies are used to assist others to deal with ambiguity and adapt to change. |
5. Implement a change management strategy | 5.1 Policies, practices and procedures are altered and implemented as required to support the change management strategy. 5.2 Barriers to change are identified and addressed in accordance with the organisation's risk management plan. 5.3 Priorities are identified, reviewed and renegotiated with key stakeholders in light of changing circumstances. 5.4 Strategies for embedding the change are activated in accordance with the change management strategy. 5.5 A system/process and performance indicators are developed to monitor the impact of change. 5.6 Adjustments to the change management strategy are implemented if necessary as a result of performance monitoring, to ensure change is managed effectively for sustained positive outcomes. |