You may want to include more information here about the target group and the purpose of the assessments (eg formative, summative, recognition)
List each assessment task's title, type (eg project, observation/demonstration, essay, assingnment, checklist) and due date here
Assessment task 1: [title] Due date:
(add new lines for each of the assessment tasks)
Copy and paste from the following data to produce each assessment task. Write these in plain English and spell out how, when and where the task is to be carried out, under what conditions, and what resources are needed. Include guidelines about how well the candidate has to perform a task for it to be judged satisfactory.
Copy and paste from the following performance criteria to create an observation checklist for each task. When you have finished writing your assessment tool every one of these must have been addressed, preferably several times in a variety of contexts. To ensure this occurs download the assessment matrix for the unit; enter each assessment task as a column header and place check marks against each performance criteria that task addresses.
| Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice | Yes | No | Comments/feedback |
|---|---|---|---|
| Confirm organisation’s values, goals and strategies for competitive systems and practices with input from relevant personnel | |||
| Establish which competitive systems and practices are being used and/or being planned within organisation and their stage of implementation | |||
| Consult with operational employees, other stakeholders and, as needed, specialists, to determine skills and knowledge required to implement organisation’s competitive systems and practices | |||
| Map skills and knowledge requirements to existing job roles and identify areas where changes to job roles may be needed | |||
| Liaise with relevant personnel to determine action on areas of potential change to job roles | |||
| Establish or improve record keeping processes to provide clear and current information on required and current skills for organisation and for employees | |||
| Regularly consult with operational employees, other stakeholders and, as needed, specialists, to identify changes in skill requirements | |||
| Oversee application of record keeping processes and take action to maintain current employee skills records | |||
| Consult with operational employees and other stakeholders to identify where employee skills are not current and/or valid | |||
| Determine organisation’s values that can be supported by development activities | |||
| Source feedback and/or other information on application of identified values to determine where development is needed | |||
| Compare required and current employee skills and document skills gaps | |||
| Review identified development needs to determine a basic structure for development activities | |||
| Liaise with relevant personnel and, as needed, specialists, to confirm or amend structure of development activities | |||
| Obtain any approvals for budget, content, scheduling and other logistics for development activities | |||
| Identify suitably qualified people to provide preferred development methods and liaise with them to define specific activities and/or programs and related performance indicators | |||
| Plan and coordinate delivery of activities and/or programs in accordance with procedures and approvals | |||
| Review activities and outcomes against performance indicators and initiate action in response to poor performance | |||
| Review documentation and consult with relevant managers to confirm strategic directions and imminent and longer term changes for organisation | |||
| Consult with operational and technical personnel to determine likely impact of changes on skill needs for short and long term | |||
| Determine changes in skill needs that will require new development activities and those that can be built into to existing activities | |||
| Document expected future skill needs and plans for implementing ongoing skill development to meet future needs | |||
| Review information from operational activities to identify potential learnings | |||
| Facilitate and guide communications with operational and technical personnel to determine details of learnings and expected benefits | |||
| Manage development of content and dissemination mechanisms appropriate to learnings, audience and future access needs | |||
| Consult with operational employees, other stakeholders and, as needed, specialists to confirm or amend content and dissemination mechanisms | |||
| Take or initiate action to disseminate and integrate learnings into operations |
Student name:
Student ID:
I declare that the assessment tasks submitted for this unit are my own work.
Student signature:
Result: Competent Not yet competent
Feedback to student
Assessor name:
Signature:
Date:
Student name:
Student ID:
Assessment task 1: [title] Result: Competent Not yet competent
(add lines for each task)
Feedback to student:
Overall assessment result: Competent Not yet competent
Assessor name:
Signature:
Date:
Student signature:
Date: