Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners

MSS403010 Mapping and Delivery Guide
Facilitate change in an organisation implementing competitive systems and practices

Version 1.0
Issue Date: May 2024


Qualification -
Unit of Competency MSS403010 - Facilitate change in an organisation implementing competitive systems and practices
Description
Employability Skills
Learning Outcomes and Application This unit of competency covers the skills and knowledge required by individuals responsible for facilitating change processes in an organisation implementing competitive operational practices.This unit applies to individuals who facilitate the change process resulting from implementing one or more competitive systems or practices. This implementation may also be associated with other changes, such as the introduction of new products, processes or equipment. The unit will usually apply to individuals whose responsibility is at the team, area or section level rather than the whole organisation. The responsibility may be formally designated or be informal, as in mentoring and assisting fellow employees. This unit assumes that consultation and agreement on the implementation of the competitive systems and practices and other associated changes has already occurred and the nature and extent of the change has been agreed. This unit does not cover the negotiation of change in a formal industrial relations sense but does cover the skills needed to identify real or potential change implementation issues, including those that may need to be referred to formal consultation and/or dispute settlement procedures.This unit has a strong emphasis on planning, encouraging and facilitating in a changing environment within the organisation, including using appropriate communication, teamwork, problem solving, initiative and self-management.No licensing, legislative or certification requirements apply to this unit at the time of publication.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.

The unit should be assessed holistically and the judgement of competence shall be based on a holistic assessment of the evidence.

The collection of performance evidence:

should occur over a range of situations which include typical disruptions to normal, smooth operation of the workplace

will typically include a supervisor/third-party report focussing on consistent performance and problem recognition and solving. A supervisor/third-party report must be prepared by someone who has a direct, relevant, current relationship with the person being assessed and who is in a position to form a judgement on workplace performance relevant to the unit of competency

must include facilitating change in relation to the implementation of competitive operational practices in own work area

will typically include the use of appropriate tools, equipment and safety gear requiring demonstration of preparation, operation, completion and responding to problems.

Assessment should occur in operational workplace situations.

Knowledge evidence may be collected concurrently with performance evidence (provided a record is kept) or through an independent process such as workbooks, written assessments or interviews (provided a record is kept).

Assessment processes and techniques must be appropriate to the language, literacy and numeracy requirements of the work being performed and the needs of the candidate.

Conditions for assessment must include access to all tools, equipment, materials and documentation required, including relevant workplace procedures, product and manufacturing specifications associated with this unit.

Foundation skills are integral to competent performance of the unit and should not be assessed separately.

Assessors must satisfy the assessor competency requirements that are in place at the time of the assessment as set by the VET regulator.

The assessor must demonstrate both technical competency and currency.

Technical competence can be demonstrated through:

relevant VET or other qualification/Statement of Attainment AND/OR

relevant workplace experience

Currency can be demonstrated through:

performing the competency being assessed as part of current employment OR

having consulted with an organisation providing relevant environmental monitoring, management or technology services about performing the competency being assessed within the last twelve months.
Prerequisites/co-requisites
Competency Field Competitive systems and practices
Development and validation strategy and guide for assessors and learners Student Learning Resources Handouts
Activities 		Slides
PPT 		Assessment 1 Assessment 2 Assessment 3 Assessment 4
Elements of Competency Performance Criteria              
Element: Define nature and impact of change for designated area and processes
  • Identify the organisation’s aims and objectives for the competitive systems and practices techniques related to the change process.
  • Identify opportunities for implementation of change within work area.
  • Determine impacts of change for work area, including potential benefits and impacts on own work and work of fellow employees.
       
Element: Identify key performance indicators (KPIs)
  • Liaise, where required, with managers, engineers and other staff responsible for designing and/or implementing change.
  • Identify KPIs for own work responsibility and that of the work area.
  • Communicate KPIs to fellow employees.
  • Check that data collection and processing are appropriate for KPIs.
  • Raise and resolve issues related to KPIs with relevant personnel.
       
Element: Liaise with key stakeholders
  • Identify key stakeholders impacted by the change.
  • Communicate with key stakeholders within scope of authority.
  • Identify and address issues and concerns of each stakeholder if within scope of authority.
  • Develop and/or locate information required to address key concerns.
  • Refer issues and concerns outside of scope of authority to appropriate personnel.
       
Element: Develop a strategy to help implement change
  • Identify or develop a work plan for implementing change.
  • Make information required to support change available to team members.
  • Communicate/circulate draft work plan to other employees in work area, supervisors, technical experts and other appropriate personnel for comment.
  • Assess suggested changes and incorporate into work plan, where appropriate.
       
Element: Implement change
  • Obtain authorisation to commence change implementation in accordance with organisation procedures.
  • Implement change in accordance with work plan and organisational work health and safety (WHS) and consultation procedures.
       
Element: Monitor implementation of change
  • Maintain open communication channels with all stakeholders during implementation.
  • Monitor KPIs during implementation.
  • Encourage and facilitate improvement suggestions of team members.
  • Identify areas requiring improvement in change implementation.
  • Make improvements to implementation according to organisation procedures.
       


Evidence Required

List the assessment methods to be used and the context and resources required for assessment. Copy and paste the relevant sections from the evidence guide below and then re-write these in plain English.

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1

Define nature and impact of change for designated area and processes

1.1

Identify the organisation’s aims and objectives for the competitive systems and practices techniques related to the change process.

1.2

Identify opportunities for implementation of change within work area.

1.3

Determine impacts of change for work area, including potential benefits and impacts on own work and work of fellow employees.

2

Identify key performance indicators (KPIs)

2.1

Liaise, where required, with managers, engineers and other staff responsible for designing and/or implementing change.

2.2

Identify KPIs for own work responsibility and that of the work area.

2.3

Communicate KPIs to fellow employees.

2.4

Check that data collection and processing are appropriate for KPIs.

2.5

Raise and resolve issues related to KPIs with relevant personnel.

3

Liaise with key stakeholders

3.1

Identify key stakeholders impacted by the change.

3.2

Communicate with key stakeholders within scope of authority.

3.3

Identify and address issues and concerns of each stakeholder if within scope of authority.

3.4

Develop and/or locate information required to address key concerns.

3.5

Refer issues and concerns outside of scope of authority to appropriate personnel.

4

Develop a strategy to help implement change

4.1

Identify or develop a work plan for implementing change.

4.2

Make information required to support change available to team members.

4.3

Communicate/circulate draft work plan to other employees in work area, supervisors, technical experts and other appropriate personnel for comment.

4.4

Assess suggested changes and incorporate into work plan, where appropriate.

5

Implement change

5.1

Obtain authorisation to commence change implementation in accordance with organisation procedures.

5.2

Implement change in accordance with work plan and organisational work health and safety (WHS) and consultation procedures.

6

Monitor implementation of change

6.1

Maintain open communication channels with all stakeholders during implementation.

6.2

Monitor KPIs during implementation.

6.3

Encourage and facilitate improvement suggestions of team members.

6.4

Identify areas requiring improvement in change implementation.

6.5

Make improvements to implementation according to organisation procedures.

Evidence required to demonstrate competence in this unit must be relevant to and satisfy the requirements of the elements and performance criteria and include the ability, for one (1) or more changes, to:

identify competitive systems and practices in own workplace

identify changes to own work and work area flowing from implementation of relevant competitive systems and practices

consult with stakeholders regarding changes and issues

develop a strategy to implement required changes

make suggestions for improvements.

Must provide evidence that demonstrates knowledge relevant to their job role sufficient to fulfil their job role independently, including:

features of competitive operational practices in own work area

health, safety and environment (HSE) principles and requirements for area of responsibility

change implementation procedures

planning and implementation strategies

employee assistance mechanisms within organisation.

Submission Requirements

List each assessment task's title, type (eg project, observation/demonstration, essay, assignment, checklist) and due date here

Assessment task 1: [title]      Due date:

(add new lines for each of the assessment tasks)

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.

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1

Define nature and impact of change for designated area and processes

1.1

Identify the organisation’s aims and objectives for the competitive systems and practices techniques related to the change process.

1.2

Identify opportunities for implementation of change within work area.

1.3

Determine impacts of change for work area, including potential benefits and impacts on own work and work of fellow employees.

2

Identify key performance indicators (KPIs)

2.1

Liaise, where required, with managers, engineers and other staff responsible for designing and/or implementing change.

2.2

Identify KPIs for own work responsibility and that of the work area.

2.3

Communicate KPIs to fellow employees.

2.4

Check that data collection and processing are appropriate for KPIs.

2.5

Raise and resolve issues related to KPIs with relevant personnel.

3

Liaise with key stakeholders

3.1

Identify key stakeholders impacted by the change.

3.2

Communicate with key stakeholders within scope of authority.

3.3

Identify and address issues and concerns of each stakeholder if within scope of authority.

3.4

Develop and/or locate information required to address key concerns.

3.5

Refer issues and concerns outside of scope of authority to appropriate personnel.

4

Develop a strategy to help implement change

4.1

Identify or develop a work plan for implementing change.

4.2

Make information required to support change available to team members.

4.3

Communicate/circulate draft work plan to other employees in work area, supervisors, technical experts and other appropriate personnel for comment.

4.4

Assess suggested changes and incorporate into work plan, where appropriate.

5

Implement change

5.1

Obtain authorisation to commence change implementation in accordance with organisation procedures.

5.2

Implement change in accordance with work plan and organisational work health and safety (WHS) and consultation procedures.

6

Monitor implementation of change

6.1

Maintain open communication channels with all stakeholders during implementation.

6.2

Monitor KPIs during implementation.

6.3

Encourage and facilitate improvement suggestions of team members.

6.4

Identify areas requiring improvement in change implementation.

6.5

Make improvements to implementation according to organisation procedures.

This field allows for different work environments and conditions that may affect performance. Essential operating conditions that may be present (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) are included.

Competitive systems and practices include one or more of:

lean operations

agile operations

preventative and predictive maintenance approaches

statistical process control systems, including six sigma and three sigma

Just in Time (JIT), kanban and other pull-related operations control systems

supply, value, and demand chain monitoring and analysis

5S

continuous improvement (kaizen)

breakthrough improvement (kaizen blitz)

cause/effect diagrams

overall equipment effectiveness (OEE)

takt time

process mapping

problem solving

run charts

standard procedures

current reality tree.

Work plan for change includes one or more of:

timetables

KPIs

training needs

WHS implications

contingency plans

responsibilities with team members and senior managers, engineers and other staff responsible for designing and/or implementing change.

Issues and concerns include one or more of:

individual and group concerns

those expressed by and through industrial processes.

Gathering and monitoring performance data includes one or more of:

manually by individual employees through charts, tally sheets or keypad/board entry

automatically through software, such as SCADA software, ERP systems, MRP and proprietary systems.

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.

Observation Checklist

Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice Yes No Comments/feedback
Identify the organisation’s aims and objectives for the competitive systems and practices techniques related to the change process. 
Identify opportunities for implementation of change within work area. 
Determine impacts of change for work area, including potential benefits and impacts on own work and work of fellow employees. 
Liaise, where required, with managers, engineers and other staff responsible for designing and/or implementing change. 
Identify KPIs for own work responsibility and that of the work area. 
Communicate KPIs to fellow employees. 
Check that data collection and processing are appropriate for KPIs. 
Raise and resolve issues related to KPIs with relevant personnel. 
Identify key stakeholders impacted by the change. 
Communicate with key stakeholders within scope of authority. 
Identify and address issues and concerns of each stakeholder if within scope of authority. 
Develop and/or locate information required to address key concerns. 
Refer issues and concerns outside of scope of authority to appropriate personnel. 
Identify or develop a work plan for implementing change. 
Make information required to support change available to team members. 
Communicate/circulate draft work plan to other employees in work area, supervisors, technical experts and other appropriate personnel for comment. 
Assess suggested changes and incorporate into work plan, where appropriate. 
Obtain authorisation to commence change implementation in accordance with organisation procedures. 
Implement change in accordance with work plan and organisational work health and safety (WHS) and consultation procedures. 
Maintain open communication channels with all stakeholders during implementation. 
Monitor KPIs during implementation. 
Encourage and facilitate improvement suggestions of team members. 
Identify areas requiring improvement in change implementation. 
Make improvements to implementation according to organisation procedures. 

Forms

Assessment Cover Sheet

MSS403010 - Facilitate change in an organisation implementing competitive systems and practices
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Assessment Record Sheet

MSS403010 - Facilitate change in an organisation implementing competitive systems and practices

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Assessment task 1: [title] Result: Competent Not yet competent

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