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Evidence Guide: MSS407001 - Prepare for and implement change

Student: __________________________________________________

Signature: _________________________________________________

Tips for gathering evidence to demonstrate your skills

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

 

MSS407001 - Prepare for and implement change

What evidence can you provide to prove your understanding of each of the following citeria?

Define the change

  1. Determine the purpose of the change.
  2. Identify key change project personnel.
  3. Record the current state that the change is addressing.
  4. Develop a consensus view of the intended future state, including indicators of a successful change.
  5. Develop an agreed statement of the solution.
  6. Identify the health, safety and environment (HSE) impacts of the change.
  7. Determine the scope of the change project, including taking into account the impact of the solution on any codes of practice, standards, contracts and commercial or industrial agreements.
  8. Obtain sign-off from key change project personnel.
Determine the purpose of the change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify key change project personnel.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Record the current state that the change is addressing.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop a consensus view of the intended future state, including indicators of a successful change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop an agreed statement of the solution.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify the health, safety and environment (HSE) impacts of the change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Determine the scope of the change project, including taking into account the impact of the solution on any codes of practice, standards, contracts and commercial or industrial agreements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Obtain sign-off from key change project personnel.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify personnel required to implement the change and their roles

  1. Develop a high level change network map.
  2. Identify employees, suppliers or customers who may be required to implement the change.
  3. Identify other demands on these people during the change.
  4. Investigate priorities, synergies and conflicts.
  5. Take action to resolve conflicts.
Develop a high level change network map.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify employees, suppliers or customers who may be required to implement the change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify other demands on these people during the change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Investigate priorities, synergies and conflicts.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Take action to resolve conflicts.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assess and manage the change-related risks

  1. Identify organisational capacity for the change, including available resources and ability to absorb any disruption during the change.
  2. Clarify specific risk dimensions for this change.
  3. Develop appropriate transition approach.
Identify organisational capacity for the change, including available resources and ability to absorb any disruption during the change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Clarify specific risk dimensions for this change.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop appropriate transition approach.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Build high level change plans

  1. Develop high level involvement plan.
  2. Develop high level communication plan to all stakeholders.
  3. Develop high level competency development plan for all implementers.
  4. Develop high level alignment plan.
Develop high level involvement plan.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop high level communication plan to all stakeholders.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop high level competency development plan for all implementers.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop high level alignment plan.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement and sustain the change

  1. Implement change plans.
  2. Check change objectives have been met.
  3. Transfer ownership of post-change operations from change agents, where relevant.
  4. Ensure support structures are in place.
  5. Check alignments have been obtained.
  6. Check competencies have been developed and will be maintained.
  7. Ensure base line is defined for continuous improvement.
  8. Review project and capture learning from the project.
  9. Take action to sustain improvement by standardising.
Implement change plans.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Check change objectives have been met.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Transfer ownership of post-change operations from change agents, where relevant.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure support structures are in place.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Check alignments have been obtained.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Check competencies have been developed and will be maintained.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure base line is defined for continuous improvement.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Review project and capture learning from the project.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Take action to sustain improvement by standardising.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

Elements describe the essential outcomes.

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

1

Define the change

1.1

Determine the purpose of the change.

1.2

Identify key change project personnel.

1.3

Record the current state that the change is addressing.

1.4

Develop a consensus view of the intended future state, including indicators of a successful change.

1.5

Develop an agreed statement of the solution.

1.6

Identify the health, safety and environment (HSE) impacts of the change.

1.7

Determine the scope of the change project, including taking into account the impact of the solution on any codes of practice, standards, contracts and commercial or industrial agreements.

1.8

Obtain sign-off from key change project personnel.

2

Identify personnel required to implement the change and their roles

2.1

Develop a high level change network map.

2.2

Identify employees, suppliers or customers who may be required to implement the change.

2.3

Identify other demands on these people during the change.

2.4

Investigate priorities, synergies and conflicts.

2.5

Take action to resolve conflicts.

3

Assess and manage the change-related risks

3.1

Identify organisational capacity for the change, including available resources and ability to absorb any disruption during the change.

3.2

Clarify specific risk dimensions for this change.

3.3

Develop appropriate transition approach.

4

Build high level change plans

4.1

Develop high level involvement plan.

4.2

Develop high level communication plan to all stakeholders.

4.3

Develop high level competency development plan for all implementers.

4.4

Develop high level alignment plan.

5

Implement and sustain the change

5.1

Implement change plans.

5.2

Check change objectives have been met.

5.3

Transfer ownership of post-change operations from change agents, where relevant.

5.4

Ensure support structures are in place.

5.5

Check alignments have been obtained.

5.6

Check competencies have been developed and will be maintained.

5.7

Ensure base line is defined for continuous improvement.

5.8

Review project and capture learning from the project.

5.9

Take action to sustain improvement by standardising.

Required Skills and Knowledge

Elements describe the essential outcomes.

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

1

Define the change

1.1

Determine the purpose of the change.

1.2

Identify key change project personnel.

1.3

Record the current state that the change is addressing.

1.4

Develop a consensus view of the intended future state, including indicators of a successful change.

1.5

Develop an agreed statement of the solution.

1.6

Identify the health, safety and environment (HSE) impacts of the change.

1.7

Determine the scope of the change project, including taking into account the impact of the solution on any codes of practice, standards, contracts and commercial or industrial agreements.

1.8

Obtain sign-off from key change project personnel.

2

Identify personnel required to implement the change and their roles

2.1

Develop a high level change network map.

2.2

Identify employees, suppliers or customers who may be required to implement the change.

2.3

Identify other demands on these people during the change.

2.4

Investigate priorities, synergies and conflicts.

2.5

Take action to resolve conflicts.

3

Assess and manage the change-related risks

3.1

Identify organisational capacity for the change, including available resources and ability to absorb any disruption during the change.

3.2

Clarify specific risk dimensions for this change.

3.3

Develop appropriate transition approach.

4

Build high level change plans

4.1

Develop high level involvement plan.

4.2

Develop high level communication plan to all stakeholders.

4.3

Develop high level competency development plan for all implementers.

4.4

Develop high level alignment plan.

5

Implement and sustain the change

5.1

Implement change plans.

5.2

Check change objectives have been met.

5.3

Transfer ownership of post-change operations from change agents, where relevant.

5.4

Ensure support structures are in place.

5.5

Check alignments have been obtained.

5.6

Check competencies have been developed and will be maintained.

5.7

Ensure base line is defined for continuous improvement.

5.8

Review project and capture learning from the project.

5.9

Take action to sustain improvement by standardising.

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 teams/areas/departments, to:

prepare for and deliver change

communicate with all stakeholders

develop consensus among stakeholders

undertake risk analysis of proposed changes

develop and implement change management plans that have objectives, measurable KPIs and tested solutions to anticipated contingencies.

Must provide evidence that demonstrates sufficient knowledge to interact with relevant personnel and be able to prepare for and implement change, including knowledge of:

competitive systems and practices principles

change management

workplace strategy and vision

methods of determining competency gaps in team members

project planning and management.

Range Statement

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.

High level change network includes one or more of:

sponsors

cascading change sponsors

targets

agents

advocates

enablers

impeders.

Organisation includes:

any part of a manufacturing or service organisation

companies, government bodies or other body of people aiming to produce a product to service a customer.

Key change project personnel include one or more of:

project sponsors

cascading sponsors

relevant managers

change agents.

Risks include one or more of:

business risks (e.g. over-spending)

market risk (e.g. loss of market share)

HSE risks

relationship risks (e.g. to shareholders, employees, suppliers, customers or the community).

Organisation capacity includes one or more of:

organisation history of implementing change

capability in change implementation

adaptability of people to change

demand for the change in the part of the organisation.

Specific risk dimensions include one or more of:

impact of the solution (its potential for disruption to production, quality, delivery and budgets)

readiness of people to accept the change, including readiness to accept changes in role and responsibilities

availability of resources, including financial, plant and equipment, and dedicated personnel.

Transition approach includes one or more of:

transition style (top down/pilot/process focused/delegated change)

degree of sponsorship to be cascaded

balance of engagement/involvement

internal and/or external resources

use of change to build organisation capacity.

High level involvement plans involve groups within defined constraints which include one or more of:

objectives for involvement

decision parameters

timing of involvement

problem/opportunity identification

solution design

implementation/transition planning

solution building

solution testing

solution piloting

training design

training delivery

communication roll out

solution roll out.

Alignment plan ensures alignment and sustainability between:

policies, processes and procedures

incentives and rewards (KPIs and intended outcomes)

consequences and penalties for non-compliance

preventing pre-change behaviours and patterns recurring.

Sustaining improvement includes one or more of:

standard procedures and work instructions

standard practice

other relevant documents and practices.