The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usualy demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!
From the Wiki University
What evidence can you provide to prove your understanding of each of the following citeria?
Conduct self assessment of current competencies
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Current competencies are assessed against a checklist of competencies required in current job or role, as noted in relevant documents. Completed |
Evidence:
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Results of self-assessment are discussed with supervisor and other relevant personnel. Completed |
Evidence:
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Competency development needs are identified and discussed with relevant personnel. Completed |
Evidence:
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Identify possible job/career pathways
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Current and future job/career goals are identified in consultation with relevant personnel. Completed |
Evidence:
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Information gathered in self-assessment of current competencies is considered when identifying job/career goals. Completed |
Evidence:
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Immediate and future goals are set in consultation with relevant personnel. Completed |
Evidence:
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Realistic time lines for achieving job/career goals are established and documented. Completed |
Evidence:
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Plan appropriate strategies for achieving job/career goals
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Opportunities to experience other jobs or roles in council are identified and planned for where possible. Completed |
Evidence:
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Additional competencies required to achieve job/career goals are identified and strategies are planned. Completed |
Evidence:
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Additional required training and development are identified, documented and agreed to by relevant personnel. Completed |
Evidence:
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A structured training plan is devised and agreed to in consultation with relevant personnel. Completed |
Evidence:
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Actively seek and participate in on-the-job training
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Appropriate information is obtained and examined before undertaking new tasks. Completed |
Evidence:
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Support is promptly sought when work-related difficulties arise. Completed |
Evidence:
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Learning opportunities are identified and planned for to enhance on-the-job training. Completed |
Evidence:
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Feedback is actively and regularly sought on performance and progress. Completed |
Evidence:
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Opportunities to experience other jobs or roles in council or within current department are identified and accepted where possible. Completed |
Evidence:
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Willingness to accept and complete new tasks is demonstrated. Completed |
Evidence:
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Maintain record of learning and competency development
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Information regarding learning and competency development is recorded in accordance with council and workplace requirements. Completed |
Evidence:
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On-the-job demonstration of competencies is recorded in order to build a portfolio of current competencies. Completed |
Evidence:
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Conduct self assessment of current competencies
|
|
Current competencies are assessed against a checklist of competencies required in current job or role, as noted in relevant documents. Completed |
Evidence:
|
Results of self-assessment are discussed with supervisor and other relevant personnel. Completed |
Evidence:
|
Competency development needs are identified and discussed with relevant personnel. Completed |
Evidence:
|
Identify possible job/career pathways
|
|
Current and future job/career goals are identified in consultation with relevant personnel. Completed |
Evidence:
|
Information gathered in self-assessment of current competencies is considered when identifying job/career goals. Completed |
Evidence:
|
Immediate and future goals are set in consultation with relevant personnel. Completed |
Evidence:
|
Realistic time lines for achieving job/career goals are established and documented. Completed |
Evidence:
|
Plan appropriate strategies for achieving job/career goals
|
|
Opportunities to experience other jobs or roles in council are identified and planned for where possible. Completed |
Evidence:
|
Additional competencies required to achieve job/career goals are identified and strategies are planned. Completed |
Evidence:
|
Additional required training and development are identified, documented and agreed to by relevant personnel. Completed |
Evidence:
|
A structured training plan is devised and agreed to in consultation with relevant personnel. Completed |
Evidence:
|
Actively seek and participate in on-the-job training
|
|
Appropriate information is obtained and examined before undertaking new tasks. Completed |
Evidence:
|
Support is promptly sought when work-related difficulties arise. Completed |
Evidence:
|
Learning opportunities are identified and planned for to enhance on-the-job training. Completed |
Evidence:
|
Feedback is actively and regularly sought on performance and progress. Completed |
Evidence:
|
Opportunities to experience other jobs or roles in council or within current department are identified and accepted where possible. Completed |
Evidence:
|
Willingness to accept and complete new tasks is demonstrated. Completed |
Evidence:
|
Maintain record of learning and competency development
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|
Information regarding learning and competency development is recorded in accordance with council and workplace requirements. Completed |
Evidence:
|
On-the-job demonstration of competencies is recorded in order to build a portfolio of current competencies. Completed |
Evidence:
|