Workplace Assessment - PowerPoint PPT Presentation

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Workplace Assessment

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Seek higher classification. Gain credits against a qualification ... Seek agreement on knowledge and skills requirement. Document examples of application ... – PowerPoint PPT presentation

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Title: Workplace Assessment


1
Workplace Assessment
- a simple strategy -
2
Defining Workplace Assessment
  • Assessment of individuals at the workplace
    measured against industry competency standards.
  • Competency standards are a description of the
    level of knowledge and skill employees require to
    work competently.

3
The 5 Step Process
  • 1. Consult with stakeholders
  • 2. Determine skill requirement
  • 3. Map skills to competency standard
  • 4. Assess individuals
  • 5. Provide feedback

4
1. Stakeholder Consultation
  • Employer
  • Employee
  • Trade union
  • In-house trainers (if available)
  • Registered Training Organisations (RTOs)

5
Employers
  • Listen to concerns
  • What is the cost?
  • How long does assessment take?
  • Who determines the final outcome?
  • Will l have to pay employees more?
  • Who do l trust?
  • What are my options?

6
Employees
  • Why undergo an assessment?
  • Determine level of knowledge and skill
  • Embark on new career pathway
  • Seek higher classification
  • Gain credits against a qualification
  • Enhance ability to change jobs
  • Access important training in key areas

7
Trade union
  • What is their role?
  • Identify essential training for workers
  • Ensure remuneration for skills used
  • Broaden employment scope of workforce
  • Access higher level technology training
  • Develop national portability of competence
  • Help keep smart jobs in Australia

8
In-house trainers
  • How do they play a part in assessment?
  • Conduct or assist with assessments
  • Identify organisational requirements
  • Deliver gap training to employees
  • Maintain accurate in-house records
  • Liaise with RTOs and other stakeholders
  • Familiar with employee and employer

9
RTOs
  • Defining their importance
  • Issue qualification/statement of attainment
  • Offer gap training
  • Recognise Prior Learning/Current Competence
    (RPL/RCC)
  • Deliver nationally accredited programs
  • Endorsed and funded by governments

10
Initial consultation
  • Key discussion points?
  • Discuss all aspects of process
  • Address stakeholder concerns
  • Provide examples of outcomes
  • Ensure key stakeholders are represented
  • Insist industrial swords are left outside

11
2. Skills audit
  • WHAT IS A SKILLS AUDIT?
  • Identification of knowledge and skills required
    for carrying out the work at the enterprise
  • PUT SIMPLY
  • The raw data needed before aligning employee
    knowledge and skills to competency standards

12
Carrying out a skills audit
  • Conduct site inspection
  • Seek agreement on knowledge and skills
    requirement
  • Document examples of application
  • Enlist key operatives for advice
  • Discuss observations with key stakeholders

13
3. Mapping to standards
  • Key points
  • Identify the standard(s) relevant to the
    knowledge and skill application
  • Align knowledge and skills to competency units
  • List all pre-requisite units of competence
  • Discuss mapping outcome, before proceeding

14
Skill audit questionnaire
  • Develop a questionnaire that
  • lists knowledge and skills required
  • maps knowledge and skills to units of competence
  • provides employee/employer input
  • allows employees to provide examples of
    application

15
The assessment
  • Once questionnaire is complete
  • arrange to meet employee/employer
  • discuss completed questionnaire
  • provide advice/answers to queries
  • commence assessment
  • source all relevant evidence
  • seek to validate competence

16
Conducting the assessment
  • There are 3 mains ways of assessing
  • Sampling evidence is derived from a limited
    sample of performance.
  • Profiling evidence is progressively collected,
    documented and judged over time.
  • Portfolio evidence indicates formal training,
    references, projects, work records, in-house
    training, etc.

17
The assessor
  • Before commencing, the assessor must provide
    evidence of training
  • as a qualified assessor
  • relevant to area(s) of assessment
  • relevant to competency standards

ASSESSORS NOT TECHNICALLY QUALIFIED, MUST UTILISE
THE EXPERTISE OF AN APPROPRIATELY QUALIFIED
PERSON
18
5. Feedback
  • On completion, the assessor must
  • send documentation to employer (only)
  • discuss implications/outcomes
  • provide advice as to implementation
  • arrange to meet employee (if required)
  • identify gap training/career path ways
  • liaise with an RTO for Certification
  • (if required)

19
Gap training
  • Gap training options may include
  • top up to meet needs of enterprise
  • short-fall in gaining a qualification
  • identification of personal goals
  • areas of new/emerging technology
  • re-familiarisation of existing knowledge
  • essential areas associated with OHS
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