Application
Not applicable.
Prerequisites
Not applicable.
Elements and Performance Criteria
Elements and Performance Criteria | |||
Element | Performance Criteria | ||
1 | Establish basis for classification scheme development | 1.1 | Written report on the purpose and process of classification scheme development is prepared and submitted for approval |
1.2 | Functional analysis is reviewed and analysed for the basis of the classification scheme | ||
1.3 | Other relevant materials and documents are reviewed for impacts on classification scheme | ||
1.4 | Capacity of the existing system(s) to handle a new/revised classification scheme is examined for impact on new/revised classification scheme | ||
1.5 | Existing classification scheme is assessed for currency and coverage | ||
1.6 | A representative sample of records are examined to confirm the extent of the existing classification scheme's implementation | ||
2 | Develop a draft classification scheme | 2.1 | Broad classification groups are identified from the functional analysis |
2.2 | Broad classification groups are analysed and decomposed to the level required for the organisation's use | ||
2.3 | A draft classification scheme is prepared, consisting of sufficient classes and subclasses to include all of the business functions and activities being documented | ||
2.4 | The draft classification scheme's terminology is unambiguous and in accordance with organisational and industry language and terminology usage | ||
2.5 | The draft classification scheme is hierarchical and is specific to the organisation in accordance with industry standards and practice | ||
3 | Validate draft classification scheme | 3.1 | Methodology for the validation process is prepared taking local imperatives and environment into consideration |
3.2 | Consultation with users is conducted to identify and issues, problems, inconsistencies, and/or required amendments or additions to draft classification scheme | ||
3.3 | Testing is conducted to identify any problems and inconsistencies with the draft classification scheme | ||
3.4 | Results of validation are documented throughout the validation process, ready for analysis | ||
4 | Prepare and review classification scheme | 4.1 | The classification scheme is prepared from validation and research, ready for review |
4.2 | The classification scheme reflects the culture and operational realities of the organisation, the organisation's business language, and its foreseeable future | ||
4.3 | Negotiations are undertaken with competing interests within the organisation to ensure common understanding and appropriateness of work use and definitions | ||
4.4 | Where the existing system requires modification, this is noted and specific recommendations are prepared in accordance with organisational guidelines | ||
4.5 | The final version of classification scheme, and accompanying report, are prepared in accordance with organisational practice and Australian and international standards | ||
4.6 | Formal endorsement is sought from the appropriate individual/body through submission of the revised, amended and completed classification scheme |
Required Skills
Not applicable.
Evidence Required
The Evidence Guide identifies the critical aspects, knowledge and skills to be demonstrated to confirm competence for this unit. This is an integral part of the assessment of competence and should be read in conjunction with the Range Statement.
Critical Aspects of Evidence
Thorough knowledge of the organisation's functions should be demonstrated
Ability to translate elements of a functional analysis to a coherent, logical, multi-level scheme of terms appropriate to the organisational context should be demonstrated
Underpinning Knowledge*
* At this level the learner must demonstrate understanding of a broad knowledge base incorporating theoretical concepts, with substantial depth in some areas.
Relevant legislation from all levels of government that affects business operation, especially in regard to Occupational Health and Safety and environmental issues, equal opportunity, industrial relations and anti-discrimination
Organisation's functions, structure and culture
Organisation's policies and processes
Industry codes of best practice and standards in recordkeeping including functional requirements for recordkeeping
Construction and use of language generally and in the organisation
Development and use of language controls
Organisational and other business or records systems
Underpinning Skills
Analysing process functions and problems
Communicating complex relationships and processes effectively to users and management
Documenting complex relationships and processes
Consulting with practitioners, staff members, customers, and others to elicit relevant information for analysis
Analysing and interpreting organisation policies and procedures
Analysing and synthesising documentation, verbally delivered information, and observed behaviours
Using judgement and discretion with sensitive information
Negotiating to achieve suitable results for the organisation's recordkeeping practices
Researching and analysing organisation requirements for recordkeeping
Auditing and monitoring use of the business or records system
Preparing and writing correspondence for both internal and external customers
Documenting conversation details (taking minutes) and observed practices
Identifying and viewing component parts as integral elements of the whole system
Using tools and techniques to solve problems
Ability to relate to people from a range of social, cultural and ethnic backgrounds and physical and mental abilities
Resource Implications
The learner and trainer should have access to appropriate documentation and resources normally used in the workplace
AS4390, ISO DIS 15489 - Draft International Standard on Records Management, legislation applying to business' records
Consistency of Performance
As classification schemes are produced only rarely, demonstrating competence in the development of one scheme should be sufficient
Context/s of Assessment
Competency is demonstrated by performance of all stated criteria, including paying particular attention to the critical aspects and the knowledge and skills elaborated in the Evidence Guide, and within the scope as defined by the Range Statement
Assessment must take account of the endorsed assessment guidelines in the Business Services Training Package
Assessment of performance requirements in this unit should be undertaken in an actual workplace or simulated environment
Assessment should reinforce the integration of the key competencies and the business services common competencies for the particular AQF level. Refer to the Key Competency Levels at the end of this unit
Key Competency Levels
Collecting, analysing and organising information (Level 3) - to review and analyse the range of source material prior to the development of the classification scheme
Communicating ideas and information (Level 3) - to users of the classifications scheme during the consultation process
Planning and organising activities (Level 3) - in developing an appropriate validation methodology
Working with teams and others (Level 3) - in consulting with users of the classification scheme
Using mathematical ideas and techniques (Level 1) - to undertake sampling during the validation phase of the development
Solving problems (Level 3) - presented by competing interests within the organisation
Using technology (Level 3) - throughout, to collect and manipulate data.
Please refer to the Assessment Guidelines for advice on how to use the Key Competencies
The Evidence Guide identifies the critical aspects, knowledge and skills to be demonstrated to confirm competence for this unit. This is an integral part of the assessment of competence and should be read in conjunction with the Range Statement.
Critical Aspects of Evidence
Thorough knowledge of the organisation's functions should be demonstrated
Ability to translate elements of a functional analysis to a coherent, logical, multi-level scheme of terms appropriate to the organisational context should be demonstrated
Underpinning Knowledge*
* At this level the learner must demonstrate understanding of a broad knowledge base incorporating theoretical concepts, with substantial depth in some areas.
Relevant legislation from all levels of government that affects business operation, especially in regard to Occupational Health and Safety and environmental issues, equal opportunity, industrial relations and anti-discrimination
Organisation's functions, structure and culture
Organisation's policies and processes
Industry codes of best practice and standards in recordkeeping including functional requirements for recordkeeping
Construction and use of language generally and in the organisation
Development and use of language controls
Organisational and other business or records systems
Underpinning Skills
Analysing process functions and problems
Communicating complex relationships and processes effectively to users and management
Documenting complex relationships and processes
Consulting with practitioners, staff members, customers, and others to elicit relevant information for analysis
Analysing and interpreting organisation policies and procedures
Analysing and synthesising documentation, verbally delivered information, and observed behaviours
Using judgement and discretion with sensitive information
Negotiating to achieve suitable results for the organisation's recordkeeping practices
Researching and analysing organisation requirements for recordkeeping
Auditing and monitoring use of the business or records system
Preparing and writing correspondence for both internal and external customers
Documenting conversation details (taking minutes) and observed practices
Identifying and viewing component parts as integral elements of the whole system
Using tools and techniques to solve problems
Ability to relate to people from a range of social, cultural and ethnic backgrounds and physical and mental abilities
Resource Implications
The learner and trainer should have access to appropriate documentation and resources normally used in the workplace
AS4390, ISO DIS 15489 - Draft International Standard on Records Management, legislation applying to business' records
Consistency of Performance
As classification schemes are produced only rarely, demonstrating competence in the development of one scheme should be sufficient
Context/s of Assessment
Competency is demonstrated by performance of all stated criteria, including paying particular attention to the critical aspects and the knowledge and skills elaborated in the Evidence Guide, and within the scope as defined by the Range Statement
Assessment must take account of the endorsed assessment guidelines in the Business Services Training Package
Assessment of performance requirements in this unit should be undertaken in an actual workplace or simulated environment
Assessment should reinforce the integration of the key competencies and the business services common competencies for the particular AQF level. Refer to the Key Competency Levels at the end of this unit
Key Competency Levels
Collecting, analysing and organising information (Level 3) - to review and analyse the range of source material prior to the development of the classification scheme
Communicating ideas and information (Level 3) - to users of the classifications scheme during the consultation process
Planning and organising activities (Level 3) - in developing an appropriate validation methodology
Working with teams and others (Level 3) - in consulting with users of the classification scheme
Using mathematical ideas and techniques (Level 1) - to undertake sampling during the validation phase of the development
Solving problems (Level 3) - presented by competing interests within the organisation
Using technology (Level 3) - throughout, to collect and manipulate data.
Please refer to the Assessment Guidelines for advice on how to use the Key Competencies
Range Statement
The Range Statement provides advice to interpret the scope and context of this unit of competence, allowing for differences between enterprises and workplaces. It relates to the unit as a whole and facilitates holistic assessment. The following variables may be present for this particular unit:
Legislation, codes and national standards relevant to the workplace which may include:
award and enterprise agreements and relevant industrial instruments
relevant legislation from all levels of government that affects business operation, especially in regard to Occupational Health and Safety and environmental issues, equal opportunity, industrial relations and anti-discrimination
relevant industry codes of practice
Change information may come from:
all/any level of the organisation
strategic plans
government policy and legislation
company takeover
organisational restructure
Classification may be by:
organisation function and / or activity
subject
body of knowledge
Sources researched for background and contributing material may be from within or without the organisation and may include:
organisational charts
strategic and business plans
service directories
controlled language schemes from existing and other organisations
procedure manuals
policies
memorandum and articles
legislation
annual reports
publicity brochures and leaflets
Local impacts on validation methodology may include:
size of organisation
time available
number and location of sites
resources available
Validation methodology may include:
focus groups
user-driven
survey
interviews
targeting and involvement of key individuals and groups
testing
Final report may include:
provision for review
inclusion in organisational policy
scope of compliance
implications for implementation
Appropriate individual / body for review may include:
nominated senior management representative
business owner
senior management team
business managers
system users
The Range Statement provides advice to interpret the scope and context of this unit of competence, allowing for differences between enterprises and workplaces. It relates to the unit as a whole and facilitates holistic assessment. The following variables may be present for this particular unit:
Legislation, codes and national standards relevant to the workplace which may include:
award and enterprise agreements and relevant industrial instruments
relevant legislation from all levels of government that affects business operation, especially in regard to Occupational Health and Safety and environmental issues, equal opportunity, industrial relations and anti-discrimination
relevant industry codes of practice
Change information may come from:
all/any level of the organisation
strategic plans
government policy and legislation
company takeover
organisational restructure
Classification may be by:
organisation function and / or activity
subject
body of knowledge
Sources researched for background and contributing material may be from within or without the organisation and may include:
organisational charts
strategic and business plans
service directories
controlled language schemes from existing and other organisations
procedure manuals
policies
memorandum and articles
legislation
annual reports
publicity brochures and leaflets
Local impacts on validation methodology may include:
size of organisation
time available
number and location of sites
resources available
Validation methodology may include:
focus groups
user-driven
survey
interviews
targeting and involvement of key individuals and groups
testing
Final report may include:
provision for review
inclusion in organisational policy
scope of compliance
implications for implementation
Appropriate individual / body for review may include:
nominated senior management representative
business owner
senior management team
business managers
system users
Sectors
Not applicable.
Employability Skills
Not applicable.
Licensing Information
Not applicable.