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 SIRXSRM809, 'Manage retail operations in a region or area'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Reference books for 'Manage retail operations in a region or area' 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. Establish region’s strategy and performance requirements.
1.1.Analyse the organisation’s strategic and business plans to ensure regional strategies are aligned.
1.2.Audit current performance of all stores within the region to identify opportunities for increased performance.
1.3.Analyse the location, market focus and performance of competitors within the region.
1.4.Identify, prioritise and document regional retailing strategies for action.
1.5.Consult and negotiate to establish meaningful budgets and performance measures for each store within the regional network.
1.6.Gain authorisation for the regional strategy in line with standard organisational policies and procedures.
2. Drive performance of the region’s stores.
2.1.Identify, cost and budget the resources required to support the implementation of the regional and store strategy.
2.2.Communicate the regional strategy and individual store budget and performance requirements to store managers and appropriate staff.
2.3.Establish and communicate to stores a schedule of visits to oversee and support operations.
2.4.Establish and maintain effective communication and feedback mechanisms to manage performance and inform adjustments to strategy based on changing circumstances.
2.5.Provide effective and actionable advice to store staff to ensure high quality merchandising, stock management and selling.
2.6.Provide direction, advice, resources and support to store staff engaged in rolling out promotional and marketing strategies.
3. Oversee and develop store staff.
3.1.Identify the staffing and skill requirements of stores within the region.
3.2.Manage staff selection for stores in line with organisational HR policies and procedures.
3.3.Manage staff performance appraisals according to organisational policies and processes and using standardised instruments.
3.4.Foster staff skill development to lift their individual and team performance.
3.5.Provide motivation and coaching of staff on improved sales, merchandising, planning and stock management processes.
3.6.Respond to problems or issues raised by store staff in a prompt, effective and courteous manner.
3.7.Build a shared understanding and commitment to the regional and store strategy.
3.8.Identify and manage conflict between individuals according to organisational policies and procedures.
4. Plan and implement new programs.
4.1.Lead the development of new programs and initiatives that will drive increased sales performance and profitability.
4.2.Ensure new programs and initiatives are appropriately resourced.
4.3.Communicate in-store requirements to staff to support the new program, in line with organisational policies and procedures.
5. Report and manage performance of stores and region.
5.1.Establish and manage the regular collection of data to monitor performance against established performance measures.
5.2.Use performance data to identify area’s performance and make adjustments as required in response to changed environmental conditions.
5.3.Canvass options and solutions to address under-performance against established performance measures.
5.4.Identify required strategy or structural changes in line with standard organisational policies and procedures and seek authorisation as required.