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?
Link individual/workgroup activities to organisational goals
|
|
The organisation's mission, vision and goals are identified, linked and explained in accordance with each individual's needs. Completed |
Evidence:
|
Individual and workgroup activities are aligned with organisational goals in consultation with workgroup members. Completed |
Evidence:
|
Individual and workgroup activities are prioritised in accordance with organisational directions. Completed |
Evidence:
|
Set performance standards expectations
|
|
Performance standards are identified and clarified in accordance with organisational policy and procedures. Completed |
Evidence:
|
Performance standards are consulted upon, negotiated and agreed. Completed |
Evidence:
|
Performance and learning/development plans are developed and agreed, to document team and individual performance targets, standards and professional development objectives. Completed |
Evidence:
|
Performance targets and key performance indicators are developed that are specific, realistic and measurable. Completed |
Evidence:
|
Performance plans are implemented in accordance with organisational requirements. Completed |
Evidence:
|
Measure performance achievements
|
|
Individual performance is monitored, appraised and measured against performance goals and required business outcomes. Completed |
Evidence:
|
Performance is assessed and addressed in a fair and timely manner in accordance with legislation, policy and procedures. Completed |
Evidence:
|
Disagreement or conflict is managed and documented in accordance with organisational policy and procedures. Completed |
Evidence:
|
Where possible, outstanding performance is recognised/rewarded in accordance with organisational policy and procedures. Completed |
Evidence:
|
Under-performance is addressed promptly in accordance with organisational guidelines, procedures and the principles of natural justice. Completed |
Evidence:
|
Areas/strategies for improvement are identified and implemented to continuously improve performance and outcomes. Completed |
Evidence:
|
Renegotiate performance and learning/ development plans
|
|
The results of performance management are documented in accordance with legislative and organisational requirements and used to identify strengths and performance gaps. Completed |
Evidence:
|
Learning is captured to inform knowledge management strategies and transfer skills to other staff. Completed |
Evidence:
|
Performance standards are renegotiated and agreed in accordance with organisational procedures. Completed |
Evidence:
|
Learning and development objectives are identified and agreed to enhance performance and meet developing organisational and workgroup goals. Completed |
Evidence:
|
Agreed performance standards and related professional development are documented in accordance with organisational policy and procedures. Completed |
Evidence:
|