Formats and tools
- Unit Description
- Reconstruct the unit from the xml and display it as an HTML page.
- Assessment Tool
- an assessor resource that builds a framework for writing an assessment tool
- Assessment Template
- generate a spreadsheet for marking this unit in a classroom environment. Put student names in the top row and check them off as they demonstrate competenece for each of the unit's elements and performance criteria.
- Assessment Matrix
- a slightly different format than the assessment template. A spreadsheet with unit names, elements and performance criteria in separate columns. Put assessment names in column headings to track which performance criteria each one covers. Good for ensuring that you've covered every one of the performance criteria with your assessment instrument (all assessement tools together).
- Wiki Markup
- mark up the unit in a wiki markup codes, ready to copy and paste into a wiki page. The output will work in most wikis but is designed to work particularly well as a Wikiversity learning project.
- Evidence Guide
- create an evidence guide for workplace assessment and RPL applicants
- Competency Mapping Template
- Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners. A template for developing assessments for a unit, which will help you to create valid, fair and reliable assessments for the unit, ready to give to trainers and students
- Observation Checklist
- create an observation checklist for workplace assessment and RPL applicants. This is similar to the evidence guide above, but a little shorter and friendlier on your printer. You will also need to create a seperate Assessor Marking Guide for guidelines on gathering evidence and a list of key points for each activity observed using the unit's range statement, required skills and evidence required (see the unit's html page for details)
- Self Assessment Survey
- A form for students to assess thier current skill levels against each of the unit's performance criteria. Cut and paste into a web document or print and distribute in hard copy.
- Moodle Outcomes
- Create a csv file of the unit's performance criteria to import into a moodle course as outcomes, ready to associate with each of your assignments. Here's a quick 'how to' for importing these into moodle 2.x
- Registered Training Organisations
- Trying to find someone to train or assess you? This link lists all the RTOs that are currently registered to deliver BSBFLM514A, 'Manage people'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Books
- Reference books for 'Manage people' on fishpond.com.au. This online store has a huge range of books, pretty reasonable prices, free delivery in Australia *and* they give a small commission to ntisthis.com for every purchase, so go nuts :)
Elements and Performance Criteria
Elements and Performance Criteria | |||
Element | Performance Criteria | ||
1 | Manage performance of individuals in teams | 1.1 | Performance management systems/plans are developed and/or implemented in consultation with relevant personnel in accordance with documented processes, timelines and legal requirements, particularly OHS regulations |
1.2 | Work and resources required by the operational plan are allocated in consultation with relevant personnel | ||
1.3 | Strategies including mentoring and coaching are developed to ensure that team members are actively encouraged and supported in assessing their own competence, identifying their own learning needs and identifying a range of learning opportunities | ||
2 | Address performance related issues | 2.1 | Systems are established to ensure that the efforts of team members are monitored and that formal and informal feedback is provided in a constructive manner |
2.2 | Performance above expectations is identified and reinforced through recognition and continuous feedback | ||
2.3 | Performance below expectations is identified and a development plan for improved performance is negotiated, agreed on and documented in accordance with organisational and legal requirements | ||
2.4 | Action plans for improving performance are established, monitored, documented and reported in accordance with organisational and legal requirements | ||
3 | Address issues and problems of individuals in teams | 3.1 | Potential and current issues and problems arising within the work team are identified and acted on in accordance with organisation policies and legal requirements and, as appropriate, in consultation with concerned parties |
3.2 | Advice, support and expertise is sought from specialised human resource services as required, to resolve issues and problems | ||
3.3 | Issues and problems that impact on individual team members are followed through and resolved with concerned individuals/parties | ||
4 | Build support and commitment within the work team | 4.1 | Management performance and behaviour meets the organisation's requirements, provides leadership and serves as a positive role model for others |
4.2 | Personal performance supports organisation policies, codes of conduct and values and contributes to the development of an organisation which has integrity and credibility | ||
4.3 | Own performance is monitored and adjusted to ensure it aligns with key performance indicators and organisational goals | ||
4.4 | Team members are treated in a fair and equal manner and individual differences and abilities are identified and accommodated | ||
4.5 | Effective communication channels and processes with management and between relevant stakeholders are developed and maintained | ||
5 | Review and evaluate management of individuals within the work team | 5.1 | Data and information on the effectiveness of performance management systems/plans for individuals within the work team are collected, analysed, reported and evaluated to aid future planning |
5.2 | Advice and recommendations for performance management systems/plans for individuals within the work team are provided to management | ||
5.3 | Improvements and changes agreed with individual team members are implemented and monitored in line with objectives of the work team and the organisation | ||