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?
Identify, seek appropriate interpretation of and implement awards, workplace and union agreements and policies relating to industrial matters in the workplace
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Awards and workplace agreements are appropriately applied in the workplace and where necessary, appropriate interpretation of industrial matters is obtained Completed |
Evidence:
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Organisational policy regarding industrial relations is communicated to all levels of personnel as part of the employee consultative process Completed |
Evidence:
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The legitimate role of unions in the workplace is recognised by managers who maintain effective consultative processes Completed |
Evidence:
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Settle employee grievances and complaints
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Routine workplace grievances and complaints are settled to the satisfaction of the parties without the need for reference to outside assistance Completed |
Evidence:
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Settlement of routine workplace grievances and complaints is undertaken under the guidelines of legislation and the organisation's policy and procedures Completed |
Evidence:
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Routine workplace disputes are resolved quickly and with minimal cost and loss of productivity Completed |
Evidence:
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Assess and apply information about human resource principles, industrial democracy and freedom of information within the workplace
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Information is assessed and accurately applied within the relevant context Completed |
Evidence:
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The working environment is equitable, safe and conforms to legislation, government policy and organisational requirements Completed |
Evidence:
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Appropriate action is taken to advise management of unsafe or discriminatory situations within the workplace that require non-routine intervention Completed |
Evidence:
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Administer and instigate routine disciplinary action in accordance with policy and procedures
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Routine disciplinary matters are investigated to examine possible actions and to ensure that the designated senior officer receives a correct and comprehensive briefing Completed |
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Routine disciplinary matters are dealt with in accordance with the organisation's procedures Completed |
Evidence:
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Non-routine disciplinary matters are referred to the appropriate supervisor in accordance with the organisation's procedures Completed |
Evidence:
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Appraise personnel seeking promotional opportunities and coordinate promotional activities
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Personnel are made aware of promotional activities and requirements Completed |
Evidence:
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Activities related to providing promotional opportunities are coordinated in the workplace Completed |
Evidence:
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Confidentiality of performance appraisal matters is maintained Completed |
Evidence:
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Evaluate and utilise the expertise of personnel
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Specific strengths and weaknesses of different individuals are identified and utilised for the attainment of work group outcomes and the job satisfaction of the individual Completed |
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Differences in expertise amongst personnel are utilised to broaden work group range and improve team performance Completed |
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Produce career and succession plans for the workplace
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Career and succession plans are produced to assist with the smooth transition of personnel from one job to another with minimal disruption to the workplace Completed |
Evidence:
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Information on competencies required for each level is communicated to personnel Completed |
Evidence:
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Establish performance indicators in the workplace
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Performance indicators are established to ensure optimum efficiency of the individual and/or team Completed |
Evidence:
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Individuals and/or teams in the workplace are informed of the required performance standards and indicators Completed |
Evidence:
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Performance indicators are reviewed with individuals and/or teams to ensure they match the organisation's requirements Completed |
Evidence:
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Identify development needs of personnel in the workplace
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Training and development needs of personnel are accurately identified Completed |
Evidence:
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Plans for personnel development are in place and followed Completed |
Evidence:
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Personnel are encouraged to acquire new skills and develop existing ones Completed |
Evidence:
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Identify, seek appropriate interpretation of and implement awards, workplace and union agreements, and policies relating to industrial matters in the workplace
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Awards and workplace agreements are appropriately applied in the workplace and where necessary, appropriate interpretation of industrial matters is obtained. Completed |
Evidence:
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Organisational policy regarding industrial relations is communicated to all levels of personnel as part of the employee consultative process. Completed |
Evidence:
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Role of unions in the workplace is recognised and consultative processes are followed. Completed |
Evidence:
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Appraise personnel seeking promotion opportunities and coordinate promotional activities
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Personnel are made aware of promotionrequirements and activities, and organisational EEO policiesare applied. Completed |
Evidence:
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Activities related to providing promotion opportunities are coordinated in the workplace. Completed |
Evidence:
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Confidentiality of performance appraisal matters is maintained. Completed |
Evidence:
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