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?
Analyse career development needs
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The career development priorities of individuals and groups within the organisation are identified through consultation with key stakeholders. Completed |
Evidence:
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Occupational, job and/or task analyses are conducted to confirm current organisational requirements. Completed |
Evidence:
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Competencies related to tasks and jobs are identified as required, to underpin and link career development to other human resource functions in the organisation. Completed |
Evidence:
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Analysis is undertaken of the results of skills audits, training needs analyses and competency-based assessments to identify learning and development needs. Completed |
Evidence:
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Career development requirements are linked to organisational initiatives and prioritised on the basis of consultation. Completed |
Evidence:
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Design career development strategies
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Career development opportunities are designed to meet the needs of individuals and the organisation in accordance with equity and diversity principles. Completed |
Evidence:
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Career development strategies are designed based on adult learning principles, fit with individuals' work and social contexts, and support the business and strategic directions of the organisation. Completed |
Evidence:
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Support for the development and implementation of individual career development plans is included in strategies to ensure ownership and commitment to the process. Completed |
Evidence:
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Consultation and advice is provided within the organisation on the most appropriate career development options for particular needs. Completed |
Evidence:
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Networks and partnerships are established to stay abreast of current good practice in career development, and to negotiate joint programs as required to optimise value for money. Completed |
Evidence:
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Strategies and plans are based on the principles of merit, equity and fairness and are designed to cater for employees at different career stages. Completed |
Evidence:
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Implement/ manage career development programs
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Career development programs are promoted and implemented in accordance with organisational policy and procedures. Completed |
Evidence:
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Career development resources are managed in accordance with budgetary and organisational requirements. Completed |
Evidence:
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Service providers/contracts are managed in accordance with legislation, organisational policy and procedures. Completed |
Evidence:
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Study assistance programs are promoted to provide support to learners in accordance with legislation, policy and procedures. Completed |
Evidence:
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Learning programs and delivery options are assessed on an ongoing basis to ensure that these are continually effective in addressing learning and development needs. Completed |
Evidence:
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Progression of staff who engage in career development programs is tracked to provide a measure of the effectiveness of the programs. Completed |
Evidence:
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