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 SIRXMGT507, 'Manage staff through change'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Reference books for 'Manage staff through 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
Elements describe the essential outcomes of a unit of competency.
Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the required skills and knowledge section and the range statement. Assessment of performance is to be consistent with the evidence guide.
1. Analyse change requirements.
1.1.Review the organisation’s strategic and business plans to identify organisational directions that will require change to work practices.
1.2.Assess options to drive required changes in line with delegated authority and standard organisational policies and procedures.
1.3.Identify and analyse potential risks associated with implementing the change.
1.4.Identify and prioritise changes for further action.
2. Introduce change.
2.1.Evaluate the organisational culture and identify barriers to change.
2.2.Develop strategies to overcome barriers to change and promote a culture of innovation.
2.3.Plan for the implementation of the change, ensuring risks are mitigated and processes and timelines are achievable.
2.4.Negotiate and secure access to the resources required to introduce the change.
2.5.Communicate the purpose and benefits of the change to staff.
2.6.Provide clear instructions to staff regarding their work responsibilities and roles to facilitate a smooth implementation.
3. Foster commitment to change.
3.1.Provide and promote opportunities for staff input to the change implementation and seek feedback to refine processes.
3.2.Share and discuss models and methods for innovation and changed work practices with staff.
3.3.Provide clear and actionable feedback to staff on the progress they are making in implementing change.
3.4.Mentor and coach staff to build and reinforce the skills, knowledge and attitude required for successful implementation of change.
3.5.Reward and recognise positive contributions made by staff to the implementation of change.
4. Evaluate outcomes of change.
4.1.Report outcomes to staff of the changes and benefits achieved.
4.2.Promote opportunities for staff to reflect on the change and identify opportunities for further improvements and change.
4.3.Seek staff input to the development of recommendations for future organisational change and improvement in line with organisational policies and procedures.