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java4EVIDENCE GUIDE

This document outlines the evidence required to assess competency in leading teams and individuals. It includes: 1) Maintaining or improving team and individual performance through monitoring against criteria and representing concerns to management. 2) Setting performance expectations and allocating duties according to skills and task needs. 3) Understanding company policies, legal requirements, performance expectations, monitoring methods, client expectations, and team member duties. 4) Requiring communication, counseling, team building, and negotiating skills. It also outlines resources, assessment methods including observation and case studies, and that assessment can occur in workplace or simulated settings.

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genriel
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17 views2 pages

java4EVIDENCE GUIDE

This document outlines the evidence required to assess competency in leading teams and individuals. It includes: 1) Maintaining or improving team and individual performance through monitoring against criteria and representing concerns to management. 2) Setting performance expectations and allocating duties according to skills and task needs. 3) Understanding company policies, legal requirements, performance expectations, monitoring methods, client expectations, and team member duties. 4) Requiring communication, counseling, team building, and negotiating skills. It also outlines resources, assessment methods including observation and case studies, and that assessment can occur in workplace or simulated settings.

Uploaded by

genriel
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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EVIDENCE GUIDE

1. Critical Aspects Assessment requires evidence that the candidate:


of Competency 1.1. Maintained or improved individuals and/or team
performance given a variety of possible scenario
1.2. Assessed and monitored team and individual
performance against set criteria
1.3. Represented concerns of a team and individual to next
level of management or appropriate specialist and to
negotiate on their behalf
1.4. Allocated duties and responsibilities, having regard to
individual’s knowledge, skills and aptitude and the needs
of the tasks to be performed
1.5. Set and communicated performance expectations for a
range of tasks and duties within the team and provided
feedback to team members
2. Underpinning 2.1. Company policies and procedures
Knowledge 2.2. Relevant legal requirements
2.3. How performance expectations are set
2.4. Methods of Monitoring Performance
2.5. Client expectations
2.6. Team member’s duties and responsibilities
3. Underpinning 3.1. Communication skills required for leading teams
Skills 3.2. Informal performance counseling skills
3.3. Team building skills
3.4. Negotiating skills
4. Resource The following resources MUST be provided:
Implications 4.1. Access to relevant workplace or appropriately simulated
environment where assessment can take place
4.2. Materials relevant to the proposed activity or task
5. Methods of Competency may be assessed through:
Assessment 5.1. Direct observations of work activities of the individual
member in relation to the work activities of the group
5.2. Observation of simulation and/or role play involving the
participation of individual member to the attainment of
organizational goal
5.3. Case studies and scenarios as a basis for discussion of
issues and strategies in teamwork
6. Context of 6.1. Competency assessment may occur in workplace or any
Assessment appropriately simulated environment
6.2. Assessment shall be observed while task are being
undertaken whether individually or in-group

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