ELEMENT

PERFORMANCE CRITERIA

1. Plan for the introduction of change

1.1 Research for the introduction of change is undertaken in order to consider the broader context of the organisation and emerging and future trends in the public sector.

1.2 Own knowledge and understanding are supplemented through advice from and consultation with others.

1.3 The interconnectedness of people, systems and structures is recognised and taken into account in planning for change.

1.4 Plans are made in consultation with stakeholders in accordance with legislation, policy and procedures.

1.5 The organisation's rationale for introducing change is communicated effectively to individuals/workgroups.

1.6 Information needs of all stakeholders are anticipated and facilitated as part of change management.

2. Deal with emerging challenges and opportunities

2.1 Strategies to engage stakeholders in the change process are developed and implemented.

2.2 Internal and external clients are informed about the change process, possible inconveniences and the benefits intended from the change.

2.3 Risk factors affecting change are identified, monitored and addressed in accordance with the organisation's risk management plan.

2.4 Sensitivity is shown to people's individual responses to change and a range of support mechanisms is provided in line with specific needs.

2.5 Learning from the implementation of change are identified and shared with others.

3. Handle ambiguity in the change process

3.1 Ambiguity in the change process is identified and the need to work with issues that cannot be resolved immediately is communicated to others as part of any change process.

3.2 Strategies to assist others to cope with apparent ambiguities are developed and implemented in accordance with specific needs and organisational requirements.

3.3 Recommendations for improving the methods/techniques to manage change are identified, evaluated and negotiated in accordance with organisational policy and procedures.

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

responding to diversity, including gender and disability

problem solving in the context of managing ambiguity and change

giving and receiving feedback, including 'managing up'

influencing others

monitoring and observation

coaching and mentoring others in the change process

managing the effects of change in the workplace, including occupational health and safety issues such as workplace stress

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 tools and the application of these in the workplace

organisational structure and culture

group dynamics

emotional intelligence

equal employment opportunity, equity and diversity principles

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-requisite units that must be achieved prior to this unit:Nil

Co-requisite units that must be assessed with this unit:Nil

Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:

PSPETHC501B Promote the values and ethos of public service

PSPGOV504B Undertake research and analysis

PSPGOV505A Promote diversity

PSPGOV506A Support workplace coaching and mentoring

PSPGOV507A Undertake negotiations

PSPGOV508A Manage conflict

PSPGOV511A Provide leadership

PSPGOV512A Use complex workplace communication strategies

PSPGOV515A Develop and use political nous

PSPGOV516A Develop and use emotional intelligence

PSPLEGN501B Promote compliance with legislation in the public sector

PSPOHS501A Monitor and maintain workplace safety

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

facilitation of 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 tools

case studies and workplace scenarios to capture the range of situations likely to be encountered when facilitating 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 facilitating change, including coping with difficulties, irregularities and breakdowns in routine

facilitation of 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

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.

Change may include:

imposed, self-initiated or through identifying opportunities

implementation of new work practices

legislative change

changes in the machinery of government

structural and functional change

technology transfer to the workplace

changing work practices and procedures

staffing changes

shared services environment

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

private sector organisations

community groups

union and association representatives

boards of management

government

Ministers

Legislation, policy and procedures may include:

Commonwealth, State/Territory and Local Government legislation

government policy

public sector code of ethics

national standards

environmental and sustainability practices

the organisation's policies and practices

organisational code of conduct

Risk factors may include:

disturbances to workflow

resistance

ineffective communication

confusion/loss of confidence

cost blowout

supplier problems

product/service delivery problems

time delays

Support mechanisms may include:

explaining

clarifying

coaching

mentoring

problem solving

counselling

referral to available services

debriefing