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 PSPHR619A, 'Manage remuneration strategies and plans'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Books
- Reference books for 'Manage remuneration strategies and plans' 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
ELEMENT | PERFORMANCE CRITERIA |
1. Determine options for remunerating employees | 1.1 Options for remunerating employees are developed through consultation with key stakeholders. 1.2 Remuneration options are identified through analysis of good practice models of remuneration. 1.3 An analysis of information acquired through consultation and research is conducted to prioritise options for remuneration strategies and plans. |
2. Negotiate remuneration strategies and plans | 2.1 Remuneration strategies and plans are negotiated and developed in consultation with key stakeholders to meet present and future needs of the organisation including the attraction and retention of high performing employees. 2.2 Internal and external factors are considered in preparing strategies and plans. 2.3 Information and advice are provided to facilitate effective implementation, monitoring and evaluation of strategies and plans. 2.4 Strategies and plans are prepared based on the principles of natural justice, equity and fairness. 2.5 Strategies and plans are integrated with other key human resource policies. 2.6 Relevant legislation and policy requirements are complied with in developing remuneration strategies and plans. |
3. Manage the implementation of remuneration strategies and plans | 3.1 Information in relation to remuneration strategies and plans is made available to employees. 3.2 Systems are developed and implemented to monitor the effectiveness of remuneration strategies and plans in accordance with contractual obligations, legislation, organisational policy and needs, and in consultation with managers. 3.3 External and/or internal trends or events which have an effect on the organisation's remuneration strategies and plans are monitored and responses are formulated. 3.4 Strategies and plans are monitored to gauge their effectiveness in meeting organisational requirements and providing support to staff involved in using them. 3.5 Adjustments to strategies and plans are implemented as a result of monitoring and/or changed internal/external factors. |