BSBHRM513 Manage workforce planning Learner Assessment Workbook INFORMATION REGARDING THIS ASSESSMENT TOOL 1. General Information 2. Instructions for Students 3. Instruction for Assessors 4 Unit Outline 5. Assessments 6. Student Declaration 1. General Information about this Assessment Workbook Development of this Assessment Tool A Training and Assessment Strategy has been developed for the qualification that contains this unit. This Training and Assessment Strategy outlines the delivery and assessment methodology to ensure consistency with our scope and requirements under NVR regulations and legislations. Furthermore all assessments are written in line with the assessment guidelines of the relevant training package. A professional approach is applied to ensure that these assessment resources are current, valid, fair and flexible assessment tools that accurately relate to the elements and performance criteria to meet competency standards. This Assessment Tool has been reviewed to ensure it meets with the unit of competency evidence requirements. All resources comply with the appropriate training packages, released on www.training.gov.au To ensure they are kept current and fair they undergo several types of formal validation processes. These include: • Industry validation of our programs via an Industry Consultation committee • Industry validation of our assessment tools via an Industry Consultation committee • Trainer/ Assessor validations as scheduled in our programs register • Feedback from our clients and students is also encouraged to maintain currency and reflect any changes within the industry. General information about Assessment There is a combination of formative and summative approaches to assessment designed for a learning environment that enables simulation in workplace environments or employment seeking activities when required. The timeframe for assessment is outlined in each Training Program Outline that is issued and discussed at enrolment; and each student must complete the 'Student Declaration' to verify both their understanding of the unit assessment requirements and their readiness to proceed with the assessment process. Assessment needs to include the full expression of competency which includes assessment of knowledge, understanding, application and performance reliability. Formative/Summative definitions: Formative Assessment: Provides feedback to both trainer and student about progress both of the course program and the individual. It does not necessarily contribute to formal outcomes, e.g. certification. Summative Assessment: Summative assessment is by contrast a high value function that evaluates against a standard; it does contribute to formal outcomes. Resources needed for the assessment The assessments are designed for general classroom delivery with access to: • A relevant simulated environment for the purposes of practical demonstration • Business technology and organisational processes where required - a computer with access to the internet, an email function and a word processing application will generally be provided for the completion of all assessments as required. Assessment process overview When you have completed all Assessments, and you have (if required) made a copy of your completed Assessments; it is time to submit the completed Assessment Workbook to your Assessor. Your Assessor will provide you with feedback, whether this is verbal or written responses, and a judgment of competency will be made. Reasonable Adjustment Students must apply for special consideration and make reasonable adjustment to assessment, as appropriate. Information regarding reasonable adjustment can be found in both the relevant program Training and Assessment Strategy (TAS) Reassessment Process Incomplete Assessments will result in Assessment Workbook being handed back to the student and marking of the respective Assessment(s) will not commence until the Assessment is completed. If there is a Not Satisfactory assessment outcome, the Assessor will discuss and provide feedback to the student on the area/s for improvement and confirm further requirements. At this time a mutually agreed future date for re-assessment will be set. Reassessment Process: • Each student is entitled to 2 assessment attempts at no additional cost • Each re-assessment attempt must be completed within a 48-96 hour maximum timeframe from the previous attempt. • Trainer/Assessor will provide direction to the student on the further learning required for next assessment attempt. • Assessor may apply reasonable adjustment to the subsequent assessment attempts if required • These 2 assessment attempts should be across a maximum period of 2 weeks • At the end of the second unsuccessful assessment attempt, a formal student/trainer counseling session will occur, to discuss the student's suitability to the learning program or fees for re-assessment may apply   2. Instructions to Students How you will be assessed / able to demonstrate competency for this unit To demonstrate competence in this unit you must satisfactorily meet the requirements of this Assessment Workbook. The Assessment Workbook represents 1 (one) complete record of evidence. The Assessment Workbook consists of several different Assessments that may include further pieces of evidence to be developed by the student. Each Assessment is reviewed by an Assessor and an outcome determined for each completed Assessment submission. Assessment Instructions for BSBHRM513 Manage workforce planning Five Assessment Tasks in this workbook must be completed for competency to be achieved in the unit Assessment 1- Research Project This assessment requires the candidate to consult with and analyse an organisation to determine workforce planning needs. Review current data on staff turnover and demographics. Assess factors that may affect workforce supply and establish the organisation's requirements for a skilled and diverse workforce Assessment 2 – Research Project Establish objectives and strategies to meet organisational workforce plans. Obtain agreement and endorsement for objectives. Assessment-3- Research Project Candidates are required to complete a workforce plan for the organisation analysed in Assessment Tasks 1 and 2. Assessment 4 – Research Project Based on the information gathered in Assessment Tasks 1, 2 and 3, develop a succession plan identifying high potential/promotable employees and document the strategies which you would implement to develop and retain them. Identify strategies for attracting external candidates and monitor & evaluate workforce trends. Assessment 5 – Written Questions The test will be of 60 minutes (Maximum) duration and comprises of short answers questions. This is an open book test, reference papers, notes, student workbook, past assignments can be used. You will need to be deemed satisfactory in all the given assessments to be competent in this unit Rules for Completing Assessments This Assessment Workbook must be completed in Black or Blue pen. White out must not be used. If you need to amend written information cross it out and rewrite the correct information. Additional sheets maybe attached if required. Assessment Length Where space/lines have been provided for responding to an Assessment you should not see the size of the space provided as a guide to the length of your answer. If you require extra room for a response, attach a separate page to this Assessment Workbook with the following points included – your name, date the response/s were made, the unit code and Assessment clearly indicated. How are the Outcomes for Assessments Assessed? Each Assessment within this Assessment Workbook will be given an outcome of either Satisfactory or Not satisfactory. What does this mean? Satisfactory Outcome: • The Assessor has reviewed the Assessment Workbook against the requirements of the Assessment and is satisfied that all requirements have been met. Not Satisfactory Outcome: • The Assessor has reviewed the Assessment Workbook against the requirements of the Assessment and is not satisfied that all requirements have been met. If you receive a Not Satisfactory outcome you will be given an opportunity to discuss and review with your Assessor the area/s for improvement and resubmit the individual Assessment as per Assessor's instructions. If you receive a Satisfactory outcome for the individual Assessment, then this outcome forms one part of the requirement used to form a final judgement of competency for this unit. How is Competency Achieved? Competency is achieved when you have (4) four satisfactorily completed Assessments within this Assessment Workbook. The Assessor, understanding the rules of evidence, is also able to make a determination of competency for you the individual student factoring the need for reasonable adjustment as required. Student Please Note: • There is zero tolerance for cheating and plagiarism • If you the student are found to have cheated on any forms of assessment, including plagiarism of another's work, you will be required to re-sit an alternative assessment under the supervision of an assessor to confirm competence in this unit. • You must satisfy the requirements for competency within this Assessment Workbook to achieve a competency outcome. You can make and keep copies of all work that you submit. (Optional) Evidence provided by you is retained for our records and not returned to you. 3. Instruction for Assessors Evidence Gathering/Collection required Assessment of a Unit of Competency is based on the review of the Assessments contained within this Assessment Workbook. This Assessment Workbook has been mapped to cover the specifics of the Unit of Competency as per the contents of the Training Package and includes: • Performance Evidence • Knowledge Evidence • Assessment Conditions It is also essential that assessment is conducted with the rules of evidence as a primary focus: • Authentic • Valid • Current • Sufficient How to make a judgement of competency using the Assessments Competency is achieved when you have a combination of (4) four satisfactorily completed Assessments within this Assessment Workbook. The Assessor, understanding the rules of evidence, is also able to make a determination of competency for you the individual student factoring the need for reasonable adjustment as required. Unit Overview Application This unit describes the skills and knowledge required to manage planning in relation to an organisation's workforce including researching requirements, developing objectives and strategies, implementing initiatives and monitoring and evaluating trends. It applies to individuals who are human resource managers or staff members with a role in a policy or planning unit that focuses on workforce planning. No licensing, legislative or certification requirements apply to this unit at the time of publication. Element Elements describe the essential outcomes Performance Criteria Performance criteria Describe the performance needed to demonstrate achievement of the element. 1 Research workforce requirements 1.1 Review current data on staff turnover and demographics 1.2 Assess factors that may affect workforce supply 1.3 Establish the organisation's requirements for a skilled and diverse workforce 2 Develop workforce objectives and strategies 2.1 Review organisational strategy and establish aligned objectives for modification or retention of the workforce 2.2 Consider strategies to address unacceptable staff turnover, if required 2.3 Define objectives to retain required skilled labour 2.4 Define objectives for workforce diversity and cross-cultural management 2.5 Define strategies to source skilled labour 2.6 Communicate objectives and rationale to relevant stakeholders 2.7 Obtain agreement and endorsement for objectives and establish targets 2.8 Develop contingency plans to cope with extreme situations 3 Implement initiatives to support workforce planning objectives 3.1 Implement action to support agreed objectives for recruitment, training, redeployment and redundancy 3.2 Develop and implement strategies to assist workforce to deal with organisational change 3.3 Develop and implement strategies to assist in meeting the organisation's workforce diversity goals 3.4 Implement succession planning system to ensure desirable workers are developed and retained 3.5 Implement programs to ensure workplace is an employer of choice 4 Monitor and evaluate workforce trends 4.1 Review workforce plan against patterns in exiting employee and workforce changes 4.2 Monitor labour supply trends for areas of over- or under-supply in the external environment 4.3 Monitor effects of labour trends on demand for labour 4.4 Survey organisational climate to gauge worker satisfaction 4.5 Refine objectives and strategies in response to internal and external changes and make recommendations in response to global trends and incidents 4.6 Regularly review government policy on labour demand and supply 4.7 Evaluate effectiveness of change processes against agreed objectives Foundation Skills This section describes language, literacy, numeracy and employment skills incorporated in the performance criteria that are required for competent performance. Skill Performance Criteria Description Reading 1.1-1.3, 2.1-2.4, 3.1  Evaluates and comprehends textual information from a range of sources and draws own conclusions Writing 1.1-1.3, 2.5, 3.1, 3.4, 3.5  Integrates information from a number of sources to develop material that supports purposes of documentation using suitable grammatical structure and clear, logical language Oral Communication 2.5, 3.4  Presents opinions, ideas and organisational requirements clearly and creatively using language and presentation techniques appropriate to audience and environment  Elicits views and opinions of others by listening and questioning Numeracy 2.3, 2.4, 3.3  Evaluates financial and marketing data using whole numbers, decimals and percentages to make accurate calculations Navigate the world of work 2.1  Recognises and follows explicit and implicit organisational protocols and meets expectations associated with own role Interact with others 2.5, 3.4  Selects appropriate form, channel and mode of communication for a specific purpose relevant to own role Get the work done 1.1-1.3, 2.1-2.4, 3.1, 3.2, 3.3, 3.4  Develops plans to manage relatively complex tasks with an awareness of how they may contribute to longer-term operational and strategic goals  Makes decisions by systematically analysing information, identifying and evaluating options against set criteria, and choosing most appropriate option  Evaluates outcomes of decisions to identify opportunities for improvement  Develops new and innovative ideas through exploration, analysis and critical thinking Performance Evidence Evidence of the ability to: • review and interpret information from a range of internal and external sources to identify: • current staff turnover and demographics • labour supply trends factors that may affect workforce supply • organisation's workforce requirements objectives and strategies • manage workforce planning including developing, implementing, monitoring and reviewing strategies to meet workforce needs • review relevant trends and supply and demand factors that will impact on an organisation's workforce • develop a workforce plan that includes relevant research and specific strategies to ensure access to a skilled and diverse workforce. Note: If a specific volume or frequency is not stated, then evidence must be provided at least once. Knowledge Evidence To complete the unit requirements safely and effectively, the individual must: • explain current information about external labour supply relevant to the specific industry or skill requirements of the organisation • outline industrial relations relevant to the specific industry • describe labour force analysis and forecasting techniques. Assessment Conditions Assessment must be conducted in a safe environment where evidence gathered demonstrates consistent performance of typical activities experienced in the business development – marketing field of work and include access to: • relevant legislation, regulations, standards and codes • relevant workplace documentation and resources • organisational strategic and marketing plans • case studies and, where possible, real situations. Assessment One – Research Project Analyse the workforce Submission details Candidate's Name Phone No. Assessor's Name Phone No. Assessment Site Assessment Date/s Time/s The Assessment Task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor. Submit this document with any required evidence attached. See specifications below for details. Performance objective To complete an analysis of workforce planning needs for an organisation. Assessment description This assessment requires the candidate to consult with and analyse an organisation to determine workforce planning needs. Review current data on staff turnover and demographics. Assess factors that may affect workforce supply and establish the organisation's requirements for a skilled and diverse workforce Procedure 1. Identify the organisation: a. make arrangements to complete this project within your own organisation with appropriate personnel OR b. contact an organisation and obtain permission from the appropriate personnel to complete this project. 2. Using the questions in Appendix 1 as a guide, analyse the workforce in relation to business plans and develop a report summarising your findings. 3. Consult with appropriate personnel within the organisation as required to complete an analysis. 4. Conduct research as required to complete the analysis. Specifications You must provide: • submit a completed analysis report • submitted as a Word or Excel document. • Your assessor will be looking for • evidence of consultation with industry • the inclusion of names and positions of all people consulted and a brief description of the nature of the consultation. • evidence of research supported by referencing where required. • established organisational plans and objectives with a determined time frame • sourced information relating to current trends or other factors affecting the industry: o the impact of legislation or proposed changes to legislation o economic factors within the business o changes in labour market o economic conditions o changes to technology. • analysis of internal labour statistics: o turnover o staff mix o Skill Sets o labour arrangements (contractors/permanent staff) o current attributes and competencies. • analysis of external labour market: o trends in the external labour market o availability of labour with required skills o desirability of current labour force to the external market o sources of labour o impact of external labour market forces on the organisation's needs. Appendix 1 – Analyse the workforce Part 1: Workforce objectives/general • Where is the organisation going in the next three to five years? • What are the workload drivers for the organisation? • Will projects or projected services/directions impact on the business? • What are the organisation's current and future business, work functions and activities? • What are the required workforce composition and competencies? • What are the anticipated changes over the planning period? • What does the current and future labour market look like (regarding the availability of certain occupations and the people necessary to fill them)? • What are the organisation's requirements and policies relating to diversity? • How is technology expected to change and how will these changes influence the type & number of jobs available and the skills & education needed for these jobs? • What is the impact of current or future government regulations (such as affirmative action and equal employment opportunity)? • How is the economy performing both locally and nationally? • What are the sources of competition for attracting people (salary, benefit packages, etc.)? • What other trends may impact the organisation (such as trends towards decentralisation, outsourcing or restructuring)? Part 2: Internal and external workforce • What is the current staff turnover percentage? • Are there any trends with regards to turnover? (age/experience levels/time in job/sex) • Is staff turnover creating a labour problem? • What is the best balance of staff (employee mix) to achieve business goals? (management/supervisors/technical staff/support workers etc.) • Are there any performance management issues? • What are the competencies, attributes and composition of the current workforce? • Is the current workforce sufficiently diverse to meet organisational needs? • What is the current workload? • What are current and projected retirements, turnover, secondments, etc.? • What is the current year's labour budget? • What current skills are essential to the business? • What is the demand for and availability of these skills in the external labour market? • What occupational groups or skills does the organisation currently obtain via contracts or casual employment? • What percentage of employees are on contracts or casual employment? • What are the key characteristics/skills/profile of contract and casual employees? • What work is completed by contingent workforce (areas used, and reasons why)? • What is the labour market like in regard to availability of qualified candidates, ability to recruit these candidates and organisational challenges (i.e. internal constraints) when recruiting competitively? • What are the trends in external benchmarking data (e.g. rates of pay and skill availability)? • What are the trends in external environmental data (i.e. inflation, competition, unemployment)?   Assessment 1 – Research Project Date: Satisfactory Not Satisfactory Trainer/Assessor Initial Reassessment Date: Satisfactory Not Satisfactory Trainer/Assessor Initial Confirmation of verbal responses if required Assessor Declaration I declare that the student and I have verbally answered, clarified and provided the responses as listed above Date Trainer Assessor Signature Student Declaration That all work undertaken is my own, and I have not participated in Plagiarism, Copying, Cheating or Collusion to achieve these recorded results. Student Signature If verbal assessment is required a written responses will be provided in RED pen where relevant. DO NOT amend dates if possible. If you write in the wrong section you need to cross it out and rewrite the correct information. White out must not be used. Please Note: • A zero tolerance to cheating and plagiarism is taken • If a student is found to have cheated on any forms of assessment, including plagiarism of another's work, they will be required to re-sit an alternative assessment under the supervision of an assessor to confirm competence in this unit. • A Student must satisfy the requirements for competency within this Assessment Workbook to achieve a competency outcome. • A Completed Assessment Workbook and any additional evidence provided by the student is retained for our RTO records and is not returned to the student. It is important that all areas of this Assessment Workbook are completed prior to submission to the administration department for final outcome recording.   Assessment Two – Case Study Develop workforce objectives Submission details Candidate's Name Phone No. Assessor's Name Phone No. Assessment Site Assessment Date/s Time/s The Assessment Task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor. Submit this document with any required evidence attached. See specifications below for details. Performance objective Establish objectives and strategies to meet organisational workforce plans. Obtain agreement and endorsement for objectives. Assessment description Develop workforce objectives and document strategies for achieving those objectives in consultation with industry. Procedure 1. Consult with key personnel within your organisation or a host organisation for background and research on relevant policies and procedures. 2. Complete each action plan provided in the Appendix. 3. Discuss your recommendations with relevant stakeholders within the organisation and note their comments and reactions on the relevant section of the action plans. 4. Obtain sign off from key stakeholders by obtaining their signature on the completed action plan. Specifications You must provide: • Candidates must submit completed action plans with comments and signatures of a representative from the organisation. • Can be completed after Session 2. Your assessor will be looking for: • objectives that are specific, measurable, agreed and realistic • action plans that support the objective • practical actions and recommendations that are within organisational guidelines, policies and procedures • the inclusion of budgets and costs • actions that are cost effective relative to the perceived return on investment • actions that taken are within legislative guidelines • actions that support diversity requirements, EEO and affirmative action policies • actions that reflect the nature of the external labour market, economic climate and the nature of the industry. Appendix Develop workforce objectives and strategies Staff turnover In consultation with industry, define objectives to address areas of unacceptably high staff turnover. Develop an action plan and make recommendations to achieve the agreed objective. Ensure you project and document any costs associated with the changes recommended. Organisation: Provide a brief description of the nature of the industry and the current issues relating to staff turnover. Specific objective: Action Physical and financial resources required Human resources required Timeframes Other recommendations/comments/contingency plans. Name of learner Signature Name of organisational representative Signature Position of organisational representative Retaining skilled labour In consultation with industry, define objectives to address opportunities for retaining required skilled labour. Develop an action plan and make recommendations to achieve the agreed objective. Ensure you project and document any costs associated with the changes recommended. Organisation: Provide a brief description of the nature of the industry and the current issues relating to staff turnover. Specific objective: Action Physical and financial resources required Human resources required Timeframes Other recommendations/comments/contingency plans. Name of learner Signature Name of organisational representative Signature Position of organisational representative Sourcing skilled labour In consultation with industry, identify opportunities and strategies for sourcing skilled labour. Ensure you project and document any costs associated with the changes recommended. Organisation: Provide a brief description of the nature of the industry and the current issues relating to staff turnover. Specific objective: Action Physical and financial resources required Human resources required Timeframes Other recommendations/comments/contingency plans. Name of learner Signature Name of organisational representative Signature Position of organisational representative   Assessment 2 – Research Project Date: Satisfactory Not Satisfactory Trainer/Assessor Initial Reassessment Date: Satisfactory Not Satisfactory Trainer/Assessor Initial Confirmation of verbal responses if required Assessor Declaration I declare that the student and I have verbally answered, clarified and provided the responses as listed above Date Trainer Assessor Signature Student Declaration That all work undertaken is my own, and I have not participated in Plagiarism, Copying, Cheating or Collusion to achieve these recorded results. Student Signature If verbal assessment is required a written responses will be provided in RED pen where relevant. DO NOT amend dates if possible. If you write in the wrong section you need to cross it out and rewrite the correct information. White out must not be used. Please Note: • A zero tolerance to cheating and plagiarism is taken • If a student is found to have cheated on any forms of assessment, including plagiarism of another's work, they will be required to re-sit an alternative assessment under the supervision of an assessor to confirm competence in this unit. • A Student must satisfy the requirements for competency within this Assessment Workbook to achieve a competency outcome. • A Completed Assessment Workbook and any additional evidence provided by the student is retained for our RTO records and is not returned to the student. It is important that all areas of this Assessment Workbook are completed prior to submission to the administration department for final outcome recording. Assessment Three –Observation Implement initiatives to support workforce planning objectives Submission details Candidate's Name Phone No. Assessor's Name Phone No. Assessment Site Assessment Date/s Time/s The Assessment Task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor. Submit this document with any required evidence attached. See specifications below for details. Performance objective To develop a workforce plan for an organisation of your choice based on research conducted to ensure access to a skilled workforce. Assessment description Candidates are required to complete a workforce plan for the organisation analysed in Assessment Tasks 1 and 2. Procedure 1. Review the data collected in Assessment Tasks 1 and 2. 2. Complete a workforce plan using the format in the Appendix or a similar document. Specifications You must provide: • candidates are required to submit a completed workforce plan using the template provided or a similar document • may be completed in conjunction with Assessment Task 1 • recommended submission date – following Section 3. Your assessor will be looking for: • identification of current staffing numbers • identification of roles or individuals who are critical to the success of the organisation • identification of staffing categories • an identified projected turnover in each category • identified business needs including projected changes • identified surplus/deficiencies in labour needs based on projections • a documentation of the gap which highlights the issues • issues that are addressed in order of priority. . Appendix Workforce plan Position Current Structural change +/- Vacancies Management turnover Surplus/ Shortage Terminations Promotions Resignation Maternity leave Total Assessment 3- Observation Date: Satisfactory Not Satisfactory Trainer/Assessor Initial Reassessment Date: Satisfactory Not Satisfactory Trainer/Assessor Initial Confirmation of verbal responses if required Assessor Declaration I declare that the student and I have verbally answered, clarified and provided the responses as listed above Date Trainer Assessor Signature Student Declaration That all work undertaken is my own, and I have not participated in Plagiarism, Copying, Cheating or Collusion to achieve these recorded results. Student Signature If verbal assessment is required a written responses will be provided in RED pen where relevant. DO NOT amend dates if possible. If you write in the wrong section you need to cross it out and rewrite the correct information. White out must not be used. Please Note: • A zero tolerance to cheating and plagiarism is taken • If a student is found to have cheated on any forms of assessment, including plagiarism of another's work, they will be required to re-sit an alternative assessment under the supervision of an assessor to confirm competence in this unit. • A Student must satisfy the requirements for competency within this Assessment Workbook to achieve a competency outcome. • A Completed Assessment Workbook and any additional evidence provided by the student is retained for our RTO records and is not returned to the student. It is important that all areas of this Assessment Workbook are completed prior to submission to the administration department for final outcome recording. Assessment Four – Research Project Monitor and evaluate workforce trends Submission details Candidate's Name Phone No. Assessor's Name Phone No. Assessment Site Assessment Date/s Time/s The Assessment Task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor. Submit this document with any required evidence attached. See specifications below for details. Performance objective To implement a succession planning system for an organisation to ensure desirable workers are developed and retained and that workforce trends are monitored and evaluated. Assessment description Based on the information gathered in Assessment Tasks 1, 2 and 3, develop a succession plan identifying high potential/promotable employees and document the strategies which you would implement to develop and retain them. Identify strategies for attracting external candidates and monitor & evaluate workforce trends. Procedure 5. Identify key positions and document on the succession plan (Appendix 1 or a similar document). 6. Identify suitable internal applicants to fill the positions and the time frames they will require for development. 7. Complete a development plan for each internal successor (Appendix 2 or a similar document). 8. Identify any gaps in your succession plan and document the strategies you would use to attract suitable applicants from the labour market (complete Appendix 3). 9. Identify contingency plans you could utilise in extreme situations (complete Appendix 3). 10. Describe programs or strategies used within the organisation to promote the organisation as an employer of choice (complete Appendix 3). 11. Describe methods used to monitor and evaluate workplace trends (complete Appendix 3). Specifications You must provide: • candidates must submit a completed succession plan (Appendix 1 or similar document) • for each employee identified as a potential successor (internal personnel), submit a completed development plan (Appendix 2 or similar document) • complete and submit Appendix 3. Your assessor will be looking for: • identification of key positions • identification of internal successors for each position • development plans that detail current skills and knowledge gaps • development plans that detail strategies for acquiring skills and knowledge through a variety of methods such as training, coaching, mentoring, practical experience, job rotation, etc. • identification of any shortages in skilled/qualified labour resources • strategies for addressing these shortfalls that reflect current labour market conditions (e.g. shortage of skilled trades; competitive salary packages offered by competitors, etc.) • strategies for making the workplace an employer of choice that include detail on the expectations of employees in the industry, the current standards, financial & non-financial incentives and programs to attract and retain the best applicants • contingency plans that include short term or emergency options available (temporary staff; contractors; temporary staff, etc.) • details on redundancy entitlements for the relevant state and industry • methods for monitoring and evaluating workforce trends that provide examples of programs implemented, formal & informal procedures and external research such as reviewing literature & websites for current & future trends. Adjustment for distance-based learners • No variation of the task is required. • A follow-up interview may be required (at the discretion of the assessor). • Documentation can be submitted electronically or posted in the mail. Appendices Appendix 1 – Succession plan Position Title Incumbent name Potential turnover status Criticality Names of staff ready now Number of staff ready in 1–2 years Succession planning priorities (H) (M) (L) Potential turnover status: A: Likely within six months B: Likely within one year C: Turnover likely within three years. Criticality: 1: Critical – must 'hit the ground running' 2: Very important – fully functional within six months. Appendix 2 – Development plan Employee information Name: Title: Job classification: Length of service: Time in current job: Current supervisor: Succession plan – positions identified as potential career opportunities over the next 1–3 years Educational history Institution: Degree: Area of study: Years: Institution: Degree: Area of study: Years: Institution: Degree: Area of study: Years: Development areas (comment on current levels of proficiency) Document any additional skills, knowledge or experience required for next position and strategies for development. Leadership/communication skills required Proficient (Y/N) Development activities Technology skills required Proficient (Y/N) Development activities Professional expertise Proficient (Y/N) Development activities Other Proficient (Y/N) Development activities Developmental experiences – past three years Formal training: Competencies/ skills developed: Special assignments: Competencies/skills developed: Other: Competencies/skills developed: Appendix 3 – Labour market analysis Complete the following questionnaire relating to your succession plan. Are there any positions for which you do not have a suitable applicant or sufficient internal applicants to meet anticipated demands? Describe the reasons for this. Please include any relevant information on general labour market or economic conditions which influence your organisation. Describe the strategies you would implement in your organisation to attract and retain qualified personnel. How to you recruit or source qualified candidates? What could your organisation do to position itself as an employer of choice? What contingency planning does your organisation have in place to help cope with extreme situations such as industrial disputes; higher than expected turnover; loss of critical personnel; insufficient labour supply to meet urgent business requirements? Describe your organisations procedures for redundancy. List any relevant legislation which influences that policy. Monitoring and evaluating workforce trends How do you monitor and evaluate workplace trends? Please list any reference sources including websites which you would use to monitor and evaluate trends. How do you monitor changes in patterns in existing employees and workforce changes? How do you monitor labour supply trends? (under and over supply in the external environment) Organisational climate – how do you monitor employee satisfaction? How can you review government policy on labour demand and supply? How can you monitor and evaluate the effectiveness of implemented changes to the workforce? (downsizing, organisational structural changes, job role reviews, remuneration or industrial agreement reviews, etc.) Assessment 4 – Research Project Date: Satisfactory Not Satisfactory Trainer/Assessor Initial Reassessment Date: Satisfactory Not Satisfactory Trainer/Assessor Initial Confirmation of verbal responses if required Assessor Declaration I declare that the student and I have verbally answered, clarified and provided the responses as listed above Date Trainer Assessor Signature Student Declaration That all work undertaken is my own, and I have not participated in Plagiarism, Copying, Cheating or Collusion to achieve these recorded results. Student Signature If verbal assessment is required a written responses will be provided in RED pen where relevant. DO NOT amend dates if possible. If you write in the wrong section you need to cross it out and rewrite the correct information. White out must not be used. Please Note: • A zero tolerance to cheating and plagiarism is taken • If a student is found to have cheated on any forms of assessment, including plagiarism of another's work, they will be required to re-sit an alternative assessment under the supervision of an assessor to confirm competence in this unit. • A Student must satisfy the requirements for competency within this Assessment Workbook to achieve a competency outcome. • A Completed Assessment Workbook and any additional evidence provided by the student is retained for our RTO records and is not returned to the student. It is important that all areas of this Assessment Workbook are completed prior to submission to the administration department for final outcome recording. Assessment Five – Written Questions This is an open book test, reference papers, notes, student workbook, past assignments can be used. The criteria to be applied in assessing test papers will be the accuracy of submitted answers and demonstrated understanding of the subject matter covered in the unit It is your responsibility to be aware of the requirements for this course and understand that you will have to answer all questions to arise competency in this test You will need to be deemed satisfactory in all the given assessments to be competent in this unit Make sure you: • Answer all questions • Use a blue or black pen. Assessments written in pencil or other colours will not be accepted. • Ask your assessor if you do not understand a question. Whist your assessor cannot tell you the answer, she may be able to re-word the question for you Do not talk to your classmates as it will be assumed that you are asking for answers. If you are caught talking, you will be asked to leave and your assessment will not be marked. • Do not cheat. Anyone caught cheating or discussing the test will automatically be marked Not Yet Competent for this unit, and will be required to pay a monetary penalty to resist the unit.   Assessment 5 – Written Questions Date: Satisfactory Not Satisfactory Trainer/Assessor Initial Reassessment Date: Satisfactory Not Satisfactory Trainer/Assessor Initial Confirmation of verbal responses if required Assessor Declaration I declare that the student and I have verbally answered, clarified and provided the responses as listed above Date Trainer Assessor Signature Student Declaration That all work undertaken is my own, and I have not participated in Plagiarism, Copying, Cheating or Collusion to achieve these recorded results. Student Signature If verbal assessment is required a written responses will be provided in RED pen where relevant. DO NOT amend dates if possible. If you write in the wrong section you need to cross it out and rewrite the correct information. White out must not be used. Please Note: • A zero tolerance to cheating and plagiarism is taken • If a student is found to have cheated on any forms of assessment, including plagiarism of another's work, they will be required to re-sit an alternative assessment under the supervision of an assessor to confirm competence in this unit. • A Student must satisfy the requirements for competency within this Assessment Workbook to achieve a competency outcome. • A Completed Assessment Workbook and any additional evidence provided by the student is retained for our RTO records and is not returned to the student. It is important that all areas of this Assessment Workbook are completed prior to submission to the administration department for final outcome recording.   Student Assessment Record This record sheet is to be completed for each student before the unit commencement and at the end of the unit. Where the student is not deemed competent in an assessment, discuss the issues of the assessment with the student and allow them to be (reassessed at a different date). If the student does not meet competency again, mark as NYC and the student will be required to arrange reassessment with the RTO Coordinator. The record must be kept together with all assessments of the student and submitted to the RTO Coordinator as evidence. Student Name Trainer Name Student Number Term/Year Commencement Date Student Signature Trainer Signature Assessment Outline: All tasks must be completed and a competent result obtained If mark does not achieve competency a reassessment must be undertaken and results recorded. Assessment Type Result Date Reassess (circle) Result Date Satisfactory Unsatisfactory Assessment 1 N Y Assessment 2 N Y Assessment 3 N Y Assessment 4 N Y Assessment 5 Competent/Not Competent (Enter relevant Unit result) Trainer Comments: PLEASE NOTE: There is an assessment appeals process available to students. Please discuss this with your Trainer or course coordinator Plagiarism, Copying, Cheating, Collusion Plagiarism Failure to acknowledge the work of others contravenes Australian and International Copyright Law. If Students NYC to acknowledge the work of others, they are plagiarising and will be dealt with as per Institute Policy Copying Copying the work of others is NOT ACCEPTABLE. Copying will result in an automatic NYC for the Unit. Cheating Cheating in any form is NOT ACCEPTABLE. Cheating will result in an automatic NYC for the Unit. Collusion Collusion (working with others) for an individual assessment will be regarded as cheating and will result in a NYC for the Unit The following details must be completed by trainer and student Declaration I hereby certify that: That all work undertaken is my own, and I have not participated in Plagiarism, Copying, Cheating or Collusion to achieve these recorded results. Student Signature (Unit Completion/Results) Date Assessor Signature (Unit Completion/Results) Date Reasonable Adjustment Information Reasonable Adjustment details applied to this student What reasonable adjustment was made: Why this adjustment was made: Administrative use only Entered onto Student Management Database ________________ Date Initials   Feedback on this Assessment Workbook Feedback Form Instructions: In an effort to continuously improve our Assessment Workbooks, please feel free to document any feedback or suggestions you may have. Once completed, please remove this page and submit it to your Assessor at any time during your assessment process. This form will then be forwarded to our Program Manager for further review and consideration. Feedback: