- PSPGOV405B - Provide input to change processes
PSPGOV405B
Provide input to change processes
Application
Not applicable.
Prerequisites
Not applicable.
Elements and Performance Criteria
ELEMENT | PERFORMANCE CRITERIA |
1. Suggest options and opportunities for change | 1.1 The need for change in work practice within the work unit is identified, suggestions sought and options devised. 1.2 Options and opportunities for change are suggested to improve efficiency and effectiveness of the workgroup and the work environment. 1.3 The broader workplace context, including future trends, is taken into account in suggestions for change. 1.4 Risk factors affecting change are analysed to identify possible constraints. |
2. Encourage commitment to workplace change | 2.1 Positive encouragement is provided to implement workplace change. 2.2 The needs and viewpoints of individuals are identified and considered when implementing change. 2.3 Communication strategies are developed and support is provided to colleagues on adjusting to change. 2.4 Issues requiring further action are identified and dealt with in accordance with legislation, policy and procedures. |
3. Monitor and evaluate change | 3.1 Implementation of change is monitored and feedback on individual and group work practices is prompt and constructive. 3.2 Suggestions for improvements made by workgroup members are positively received and acted on where appropriate. 3.3 Work activities are evaluated based on feedback from workgroup members and other stakeholders. 3.4 Evidence and information is collected on the impact of change, is accurate, relevant and reported according to organisational requirements. 3.5 Recommendations for improving methods or techniques to manage change are negotiated in accordance with organisational policy and procedures. 3.6 Learning from the implementation of change are identified, shared with others and transferred to other change initiatives. |
4. Deal with ambiguities in the change process | 4.1 The need to operate within constraints beyond one's own control is recognised and accepted. 4.2 Areas of ambiguity in proposed change are identified. 4.3 Options for dealing with ambiguity and criteria for assessing those options are developed and communicated to the workgroup. 4.4 Best option is selected, work is undertaken and ambiguity handled in accordance with option determined. 4.5 The impact of change and identified related issues are communicated to management as required. |
Required Skills
This section describes the essential skills and knowledge and their level, required for this unit. |
Skill requirements Look for evidence that confirms skills in: communicating with a diverse range of individuals at different levels in the organisation applying problem solving strategies in the context of managing ambiguity and change working in teams applying monitoring and observation methods giving and receiving feedback, including 'managing upwards' responding to diversity, including gender and disability |
Knowledge requirements Look for evidence that confirms knowledge and understanding of: legislation, policy and procedures relating to public sector workplaces a range of change management models and their application to the work environment organisational structure and culture the nature of change and its effects in the workplace, including occupational health and safety issues such as workplace stress group dynamics emotional intelligence equal employment opportunity, equity and diversity principles |
Evidence Required
The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package. | |
Units to be assessed together | Pre Co Co PSPETHC401A Uphold and support the values and principles of public service PSPGOV406B Gather and analyse information PSPGOV408A Value diversity PSPGOV411A Deal with conflict PSPGOV412A Use advanced workplace communication strategies PSPGOV414A Provide workplace mentoring PSPGOV416A Monitor performance and provide feedback PSPGOV418A Develop internal and external networks PSPGOV422A Apply government processes PSPLEGN401A Encourage compliance with legislation in the public sector |
Overview of evidence requirements | In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms: the knowledge requirements of this unit the skill requirements of this unit application of Employability Skills as they relate to this unit provision of input to change in a range of (3 or more) contexts (or occasions, over time) |
Resources required to carry out assessment | These resources include: legislation, policy, procedures and protocols relating to the public sector environment a range of change management models and their application case studies and workplace scenarios to capture the range of situations likely to be encountered when providing input to change processes |
Where and how to assess evidence | Valid assessment of this unit requires: a workplace environment, or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when providing input to change processes, including coping with difficulties, irregularities and breakdowns in routine provision of input to change in a range of (3 or more) contexts (or occasions, over time) Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as: people with disabilities people from culturally and linguistically diverse backgrounds Aboriginal and Torres Strait Islander people women young people older people people in rural and remote locations. Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of: case studies portfolios projects questioning scenarios authenticated evidence from the workplace and/or training courses |
For consistency of assessment | Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments |
Range Statement
The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance Criteria is explained here. | |
Risk factors may include: | disturbances to workflow confusion/loss of confidence budget constraints supplier problems product/service delivery problems time delays ineffective communication lack of participation/buy in of staff in workplace change leading to resistance and conflict |
Change may include: | imposed change self-initiated change implementation of new work practices legislative change changes in the machinery of government organisational restructuring technology transfer to the workplace changing work practices and procedures staffing changes shared services environment |
Legislation, policy and procedures may include: | Commonwealth and State/Territory legislation government policy public sector code of ethics national standards the organisation's policies and practices environmental or sustainability practices organisational code of conduct |
Stakeholders may include: | all those individuals and groups both inside and outside the organisation that have some direct interest in the organisation's behaviour, actions, products and services, including: employees at all levels of the organisation clients other public sector organisations community organisations private sector organisations union and association representatives boards of management government Ministers |
Evidence and information may include: | client surveys employee satisfaction feedback industrial disputes supplier feedback productivity/efficiency measures cost savings |
Negotiation may include: | assertiveness collaboration solution designing confidence building conflict reduction stress management empathising techniques such as: speaking skills presentation techniques effective listening questioning techniques verbal and non-verbal communication using personal attributes culturally appropriate strategies constructive feedback issues identification exploring options identifying areas of agreement recording agreements. clarifying restating position summarising progress deferring decision preparing a compromise using a mediator/third party |
Sectors
Not applicable.
Competency Field
Working in Government.
Employability Skills
This unit contains employability skills.
Licensing Information
Not applicable.