BSB50607 Diploma of Human Resources Management. Participant Handbook

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1 BSB50607 Diploma of Human Resources Management Participant Handbook

2 1. Welcome VECCI Team BSB51107 Diploma of Human Resources Management Program Information Entry requirements and pathways Units of Competency Learning and Assessment Materials Qualification Requirements Time Commitment Employability Skills summary Recognition of Prior Learning (RPL) and Credit Transfer (CT) RPL/CT Enrolment Fees and Schedule Participant Support Participant Responsibilities Assessment Submission Assessment Processes Assessment Methods and Requirements The methods of assessment my include the following: written report, presentation, questions and answers, project work, individual and/or group work, demonstration, observation, simulation, underpinning knowledge, training log, supervisor reports or others, involving the practical application of knowledge and skills in the workplace Assessment Outcomes Re-Assessment Issuing of Qualifications Assessment Policy Assessment Quality Assurance Assessment Extensions

3 5.5 Assessment Appeals Course Progress VECCI Policies and Procedures Legislative Requirements Quality Control Confidentiality Complaints and Appeals Procedure Access and Equity Policy Student Support Services Fees and Refunds Information Attachments Plagiarism and Dishonesty in Assessment Guidelines for students Safety Tips for Students

4 1. Welcome Welcome to your Diploma of Human Resources course at VECCI. This Participant Handbook has been developed to provide you with important facts regarding the program. Please read it carefully. If you require further information please speak to your facilitator or the Training Registrar whose details appear below. 1.1 VECCI Team Belinda Tierney Manager, Training & Consulting (03) Postal Address: 486 Albert Street East Melbourne 3002 My trainer is: Phone: Laura Dillon Training Registrar/ Senior Training Administrator Ph: Postal address: 486 Albert St East Melbourne BSB51107 Diploma of Human Resources Management 2.1 Program Information This qualification aims to enhance participants existing technical skills and understanding of the strategic role of the HR function within the contemporary business context, and to develop awareness of the latest approaches and practices within the HR field. It is expected that participants will establish a sound theoretical knowledge base in human resources management and demonstrate a range of managerial skills to ensure that human resources functions are effectively conducted in an organisation or business area. This qualification has been designed primarily for individuals who are already engaged in a fundamental HR role, administration staff responsible for HR procedures on a regular basis, and other line managers wishing to develop a comprehensive understanding of current best practice across Human Resources Management. 3

5 Typically, people in these roles will have responsibility for the work of other staff as well. As this qualification requires participants to apply and practice the new skills across an organisation, with access to different occupational groups and circumstances, and also to base their assessment solutions in a workplace environment, it is highly preferable that candidates are employed or otherwise engaged. The skills you gain from this course will prepare you for a range of HR careers, including: Human Resources Adviser HR and Change Manager HR Consultant HR Manager Senior HR Officer This course provides the opportunity to formalise and to develop HR and managerial skills to perform at a higher level in the workplace, and receive a nationally accredited qualification. Key features of the program include: Flexible delivery, combining face-to-face workshops and self-directed learning or workplacebased applied learning Nationally recognised competencies that can be gained on the job Holistic assessment process Units of study that reflect workplace context A wide range of learning opportunities Due to its flexibility and focus on workplace development of skills and knowledge and their immediate applicability on job, this program ensures its relevance and currency to participants. 4

6 During this course you will learn how to manage: human resources services performance management systems workforce planning remuneration and employee benefits recruitment, selection and induction processes separation or termination diversity in the workplace; and to ensure team effectiveness 2.2 Entry requirements and pathways There are no entry requirements for this qualification. Pathways into the qualification Candidates may enter the qualification through a number of entry points demonstrating potential to undertake vocational education and training at diploma - level, including: with BSB41007 Certificate IV in Human Resources or other relevant qualification; OR with vocational experience in human resources management, but without formal qualifications Candidates seeking entry based upon their vocational experience or for workplace-based enrolment should generally be in job roles including: Human Resources Assistant Human Resources Officer Payroll Officer Experienced managers who are already managing the HR function in an organisation and wish to have their skills formally recognised Individuals requiring formal HR management qualifications for promotion or other employment opportunities 5

7 Pathways to completion and further studies Pathways to completion of this qualification include: Course attendance and assessment RPL / Credit Transfer for partial or full qualification A combination of the above Units completed in this program may be credited towards other qualifications through a national recognition process. After achieving this qualification candidates may undertake BSB60407 Advanced Diploma of Management or other advanced diploma qualifications. Graduates with the Diploma of HR Management may become eligible for professional membership with the Australian Human Resources Institute. 6

8 2.3 Units of Competency The Diploma of Human Resources Management requires the completion of a total of 8 units of competency, as follows: 1. BSBHRM501A Manage human resources services This unit describes the performance outcomes, skills and knowledge required to plan and oversee and deliver human resources services. It is not specific to any given human resources function and deals with the coordination of services and approaches. This unit takes an overview of human resources services and includes business ethics. 2. BSBHRM504A Manage workforce planning This unit describes the performance outcomes, skills and knowledge required to plan workforce strategies to achieve organisational goals and objectives. It includes aligning workforce objectives with business plans, analysing labour market trends and predictions, and designing strategies and succession plans to ensure a competent and appropriately diverse workforce is available to meet anticipated changes. 3. BSBHRM506A Manage recruitment, selection and induction processes This unit describes the performance outcomes, skills and knowledge required to manage all aspects of the recruitment selection and induction processes in accordance with organisational policies and procedures. 4. BSBHRM505B Manage remuneration and employee benefits This unit describes the performance outcomes, skills and knowledge required to implement an organisation's remuneration and benefit plans. It incorporates all functions associated with remuneration, including packaging, salary benchmarking, market rate reviews, bonuses and the legislative aspects of remuneration and employee benefits. 5. BSBHRM503B Manage performance management systems This unit describes the performance outcomes, skills and knowledge required to design, implement and oversee performance management systems. It includes developing and managing ongoing performance feedback strategies and conducting formal performance feedback meetings. The unit also includes specific intervention associated with under-performance or misconduct. 7

9 6. BSBHRM507A Manage separation or termination This unit describes the performance outcomes, skills and knowledge required to deal with redeployment, resignation, retirement, dismissal and redundancy, including the conduct of exit interviews. 7. BSBDIV501A Manage diversity in the workplace This unit describes the performance outcomes, skills and knowledge required to manage diversity in the workplace. It covers implementing the organisation's policy on diversity, fostering diversity within the work team, and promoting the benefits of a diverse workplace. 8. BSBWOR502B Ensure team effectiveness This unit describes the performance outcomes, skills and knowledge required to facilitate all aspects of teamwork within the organisation. It involves taking a leadership role in the development of team plans, leading and facilitating teamwork and actively engaging with the management of the organisation. 2.4 Learning and Assessment Materials At the beginning of your course, you will receive a Participant Guide for each unit of competency. These Guides are the main study material for your qualification and consist of learning materials and assessments. The Participant Guide is meant to guide you through the studying of each unit and consists of essential information on the topic (theory) and activities to help you practice what you ve learned and self-assess your knowledge and understanding. Your trainer/assessor may also provide you with a range of supporting materials and refer you to the appropriate resources for extra reading and more in-depth information. The Participant Guide also includes the Assessment Tasks, which have been designed to holistically assess the competence in each unit, as explained further in this Handbook. 8

10 2.5 Qualification Requirements To become eligible for this qualification, participants must undertake all units of competency by attending all the scheduled face-to-face workshops, actively applying learning to their work and completing a series of workplace-based assessment tasks (or case studies, if there is no workplace availability). Your trainer/assessor will discuss all the delivery and assessment requirements and expectations at the beginning of your course. Where participants are able to demonstrate extenuating circumstances, however, an extension for assessment submission may be granted; speak with the Training Registrar or with your Trainer/Assessor before the due date of assessment! Each unit is delivered over a 7 hours workshops, scheduled as to allow for time in between in which the training can be applied at a workplace and evidence gathered in preparation for the assessments for each unit. Each scheduled workshop requires participant s presence for 7 hours (or 3.5 hours for evening courses) in the classroom (excluding breaks). The delivery takes place either at VECCI s training facilities, at a hired venue or onsite. Assessments for each of the units must be completed and submitted as scheduled (e.g. within a 2 or 6-month timeframe from the delivery of the unit). This schedule allows for a reasonable time for workplace practice and assessment preparation. You will have to your assessments to the Training Registrar, unless otherwise instructed. All assessment work must be received by VECCI by the end of the course. Where participants are able to demonstrate extenuating circumstances, however, an extension for assessment submission may be granted. The end date of your course is the last assessment due date. 9

11 Workplace-Based Delivery (Traineeship) All the workplace-based training and assessment arrangements will be agreed on and documented in your Training Plan. Workplace delivery will be provided on-the-job, off-the-job or a combination of these, as most appropriate for the needs of the participants and the employers. Training and assessment will be structured in one month applied learning cycles over the duration of the course, which may be consisting of a combination of the following or as otherwise agreed: One or two off-the-job group workshops per month; One or two coaching sessions per month; On-the-job applied learning; and Workplace-based assessment activities Each unit is delivered through face-to-face workshops of an agreed duration (e.g. 3 or 7 hours), scheduled usually once or twice a month for each unit, including breaks in which the training can be applied in the workplace and evidence gathered in preparation for the assessments for each unit. In addition to the workshops, there may be one or more coaching sessions, which make take place in person, by the trainer/assessor visiting you in the workplace, or by telephone. During these coaching sessions, your trainer will monitor your learning progress, assist you with assessment preparation or clarify the topics studied. The assessment due dates will be scheduled in agreement with the participant, and then documented in the Training Plan. Assessments must be submitted (handed over) to the assessor on the agreed dates. The Training Log During the course delivered in the workplace, you will have to complete a Training Log, which records all the training activities that you have undertaken and applied to your work, to achieve the competencies required by each unit studied. This Log is part of your assessment; it must be signed by your supervisor at the end of the learning cycle for each unit (i.e. assessment due date), and be submitted to your assessor with the rest of your assessment for each unit. At the completion of the course, the Log will be stored in your student file. 10

12 This Log is also an opportunity for you and your Supervisor to monitor your course progress against your Training Plan and to implement any necessary action and support in a timely manner, if competency is not being achieved as expected. You will find more information in the Training Log Guidelines that your trainer/assessor will hand to you. The Supervisor Report This Supervisor Report for each unit of competency will be provided to the trainees by VECCI, and it will form part of the participant s assessments. The participants will have to get it signed by their workplace supervisor by the assessment due date (i.e. together with the Training Log). A final result on the assessed unit will not be released until the Supervisor Report is received by the trainer/assessor. The Training Plan (for traineeships) A Training Plan documents detailed information on training and assessment of a fee-for-service paying participant or a participant whose training is Government subsidised under the Service Agreement or under the Service Agreement and a Training Contract (traineeship). Although all participants will be issued with a training plan, the following information refers to the Training Plan for workplace-based traineeships: This information ensures that the employer, the RTO and the individual participant are making informed decisions about the services required and the respective obligations in the delivery of these services. The Training Plan provides details of the arrangements. The Training Plan is developed by the Registered Training Organisation (RTO), the employer and the apprentice/ trainee. It outlines who provides the training and assessment and how, when and where it occurs. There are three parts: Part 1 records relevant details of the parties responsible under the Training Contract. It shows the proposed time line for the qualification. 11

13 Part 2 records the delivery and assessment arrangements for the qualification. It also shows suggested points of employer contact. At these points the RTO will consult with the employer to gather feedback on the workplace performance and competency achievement of the apprentice. Part 3 details the Applied Learning and Assessment Schedule the types of workplace-based training and assessment activities, dates and time commitment requirements. This Training Plan is a working document that can be amended as required. The Training Plan must be updated regularly during the Training Contract. Attendance Part of completing their qualification, participants are required to attend all the scheduled face-toface delivery workshops and other scheduled coaching sessions, as assessments will be also discussed at that time. If they are unable to attend, participants must contact the Training Registrar preferably before the session day, to discuss possible alternative arrangements. If participants are missing two sessions in a row, the Training Registrar will contact them to inquire about their situation and their continuation of enrolment. Workplace-based trainees will also have their employer contacted in such situations. Arrangements may include a 'make-up' session (if available), short consultation with the Trainer or others options as suitable and agreed on. Participants should be aware that the make-up session will take place at a date and location according to VECCI s schedule and that this extra session will incur an additional fee! If for whatever reason you may decide not to continue with your course, you will have to provide VECCI with a written withdrawal notice. Missing two sessions / workshops in a row, without contacting VECCI or not responding to VECCI's attempts to contact the participant will be considered as an informal withdrawal from the course. In this case, assessment will not take place and the student may lose their enrolment; workplace based trainees will also have their Field Officer notified within two weeks. 12

14 The Training Registrar will write to the student informing them about their impending cancellation of enrolment, the options available and the availability of the Complaints and Appeals Policy in case they are dissatisfied with VECCI's decision. Please speak to your facilitator if you are experiencing any difficulties with the training content, attendance and/or assessment requirements. 2.6 Time Commitment This program is a combination of face to face delivery, reading through and undertaking the activities within the Participant Guide to understand the theoretical concepts, and self-directed or structured workplace learning and assessment activities; your completed assessments are to be submitted to the Trainer/Assessor at the specified date. The recommended nominal duration for this program is 470 hours, including the face-to-face component; this requires a significant personal time commitment from participants to successfully complete all requirements to gain the qualification. Participants should allocate a minimum of 13.5 hours per week to read through the Participant Guide, undertake the self-directed learning activities or undertake the non-routine applied learning activities in the workplace, and complete the assessments. The learning schedule and activities for your traineeship course are provided to you as guidelines in Part 3 of your Training Plan. 2.7 Employability Skills summary Today, employers in Australia and all over the world value people who have the necessary skills and knowledge but whom also fit well into their organisation, use their initiative to solve day-to-day problems, work productively, manage their time efficiently, and are keen to continue learning. These types of skills are known as 'employability skills'. These are skills required not only to gain employment, but also to progress within an enterprise so as to achieve one's potential and contribute successfully to enterprise strategic directions. The employability skills are embedded within each unit of competency you will study and they will be holistically assessed together with the other performance requirements. 13

15 The following table contains a summary of the employability skills required by industry for the Diploma of Management the outcomes described here are broad industry requirements that may vary depending on the detailed requirements of each unit of competency that makes up this qualification. Employability Skill Industry/ enterprise requirements for this qualification include: Communication consulting with internal and external stakeholders interviewing, counselling, negotiating and acting as an advocate for the organisation questioning to clarify and evaluate information writing in a range of styles to suit different audiences Teamwork treating team members with integrity, respect and empathy working with others and clearly identifying the roles and responsibilities of the human resources team, line managers and external contractors Problem solving conducting cost-benefit analyses, determining salary packaging, and assessing and managing risk generating a range of options to resolve human resources issues identifying appropriate data-gathering techniques for training needs analyses managing organisational change and diversity Initiative and enterprise Planning and organising being responsive to change and translating ideas into innovative solutions promoting flexible work practices and encouraging diversity analysing strategic and operational plans in order to plan, deliver and evaluate the human resources service delivery or agreement collecting, collating and analysing information using appropriate workplace business systems Self - management complying with all legislative and statutory requirements planning own work, predicting consequences and identifying 14

16 improvements presenting a professional image when representing the organisation Learning designing training programs to meet staff or external client requirements identifying and providing training support mentoring and coaching others Technology selecting and using technology to record, track and retrieve information selecting appropriate human resources systems using electronic communication devices and processes, such as internet, intranet and to produce written correspondence and reports using technology to facilitate change, to assist the management of information and to assist the planning process 15

17 2.8 Recognition of Prior Learning (RPL) and Credit Transfer (CT) RPL / CT provide participants with the opportunity to have existing competencies recognised and credited towards the qualification. These competencies may have been achieved through: Formal training programs, short courses or qualifications Life experience: community group involvement, sports, hobbies and business pursuits Work experience: informal training, on the job experience, peer sharing of knowledge. In order to apply for RPL/CT, you will need to self-assess your skills and knowledge and provide a portfolio of evidence to support your application. Evidence must be current and verifiable. Current evidence (that is, not more than 4-5 years old) is important as it supports the currency of your knowledge and skills. You may be eligible for Direct Credit towards your qualification, if one or more units of study are exactly the same as the ones you can demonstrate that you have already achieved during previous studies or training. Evidence may include: Examples of work documents (sensitive, confidential or private information blacked for privacy protection purposes) Photographs, videos, letters and reports Relevant credentials such as awards, certificates and qualifications (certified copies of Qualifications / Statements of Attainment must be provided) Employer references Letters from clients or members of work teams Copy of current Curriculum Vitae including referees (signed) If you require further information about VECCI RPL/CT process and the requirements, speak with your Trainer/Assessor. National Recognition National recognition means that VECCI, as a Registered Training Organisation (RTO), will mutually recognise any qualification or statement of attainment issued by another Australian Registered Training Organisation. Statements of Attainment are certificates that have been issued at the successful completion of individual competencies or skill sets.. 16

18 2.9 RPL/CT Enrolment Fees and Schedule For a person to be issued with a Qualification or Statement of Attainment, they will have to be enrolled in one of VECCI's registered courses. Granting of RPL or Credit Transfer for one or more units of competency as part of completing a qualification does not reduce the cost of that qualification course, but it may reduce the duration of the course. The student only gets exemption from attending workshops and assessment of those units. There are no refunds for RPL/ CT. For the purpose of RPL / CT the following enrolment options are available: 1. Full-fee paying or Government subsidised student is enrolled to complete a qualification by a combination of training/ assessment and RPL / CT: the RPL/ CT fees are the same as the tuition fees (for the combined enrolment) student pays the applicable course tuition fees (full-fee; Government subsidised fee; concession fee) student is not required to pay extra RPL fees student applies for RPL / CT for one or more units, and attends and submits assessment for the rest of the units upon successful completion of all units of competency (including any RPL / CT), student is issued with a Qualification 2. Full-fee paying or Government subsidised student is enrolled to complete a qualification by RPL / CT only: Student registers for the course and applies for RPL / CT only Student pays only the applicable RPL fees, consisting of RPL fee per unit x number of units in the Qualification o o For the current applicable RPL/CT fees per unit for RPL/CT only enrolment refer to the Fees and Charges Schedule on VECCI website (currently the same for all RPL-only enrolments) If Direct Credit applies for certain units, that is granted free of charge (i.e. when the exact same unit has been previously achieved) 17

19 student is not required to attend/ submit assessments while undertaking RPL / CT assessment, if enrolled in RPL / CT only if RPL / CT is granted for all the units, student will be issued with a Qualification if RPL / CT is granted only for a number of units, student will be issued with a Statement of Attainment for the respective units student may choose to re-enrol in the qualification in order to complete the missing units, which will incur a tuition fee per unit o For the current applicable tuition fees per unit, refer to the Fees and Charges Schedule or check with VECCI team student is not required to pay the entire course tuition fee upon successful completion of all units of competency (including any RPL / CT), student is issued with a Qualification 3. Full-fee paying student or Government subsidised is enrolled in individual units of competency for RPL only: the student will register for the units of their choice, and not in the entire qualification, and pay the applicable RPL fee per unit, as above if RPL / CT is granted, student will be issued with a Statement of Attainment for the respective units 2.10 Participant Support VECCI trainers/ assessors and the training administration staff are available to assist and support every participant through the training and assessment process. The most common method of communication is by telephone or , but if you require further face-to-face, please speak to your facilitator to arrange a suitable time. 18

20 2.11 Participant Responsibilities It is the responsibility of the participants to: ensure that they meet specified course requirements, including required attendance at faceto-face sessions and scheduled coaching sessions, in order to achieve the qualification contact your facilitator and/or the Training Registrar if you are experiencing difficulties in completing the assessment requirements ensure that assessments are submitted on the due date retain a copy of your completed assessments check the content of the Training Plan and sign it in agreement ensure that if Government subsidised, you must: o o o maintain residency in Victoria for the duration of the course (i.e. until the last assessment due date) notify the Training Registrar of any change of name and/or address notify the Training Registrar of any change in your employment status, even if temporary, including changes to your job role or duties, or if you become unemployed or have changed employer 3. Assessment Submission Participants will be provided with the assessment criteria, the assessment tasks (which may include workplace-based projects) and the due dates, upon commencement of their course. Please ensure that you read the following information carefully before submitting your assessments: Classroom-based participants must forward ( ) completed assignments to the Training Registrar. Refer to address details on the front page. Your assessment submission must have a signed VECCI Assessment Cover Sheet attached with the following information: o Full name o Address (your marked assessments will be returned to this address) o Contact phone numbers o You must initial each page of your assessment or insert your name in the document s footer. 19

21 If you are ing your assessment, a signed cover sheet must be scanned and attached to the submission. Keep a copy of your assessments for your own records. Assessments may get lost in the mail and VECCI assumes no responsibility for such situations. All assessments should be submitted at the highest possible standard including correct spelling and grammar. Assignments should be typed and presented in a folder, if so instructed. However, legible handwritten assessments are acceptable Do not present loose pages. Please secure your pages in a folder Assessment submission requirements for workplace-based trainees To become eligible for their qualification, for each unit the trainees must submit a Portfolio of Evidence comprising of the following items (or as instructed by the Trainer/Assessor): Assessment Cover Sheet (signed) Assessment Tasks (completed as instructed) Training Log (signed by trainee and supervisor) Supervisor s Report (signed by trainee and supervisor) The Portfolio of Evidence for each unit must be submitted to the Trainer/Assessor on the dates agreed on the Training Plan. Plagiarism: Assessments submitted must be your own work. Information on how to avoid plagiarism and how to reference your work is provided to you in the Plagiarism and Dishonesty in Assessment - Guidelines for Students', in the Attachments section of this Handbook 20

22 4. Assessment Processes 4.1 Assessment Methods and Requirements The methods of assessment my include the following: written report, presentation, questions and answers, project work, individual and/or group work, demonstration, observation, simulation, underpinning knowledge, training log, supervisor reports or others, involving the practical application of knowledge and skills in the workplace. 4.2 Assessment Outcomes Your submission will be assessed against the performance criteria for the respective unit. The program is competency based training and assessment and the outcomes of the assessment will be: C Competent NYC Not yet competent No other grades or rating systems will be used to assess your performance. Feedback will be provided to participants on their submitted assessments as soon as practicable, usually within 4 weeks of submission. Competent To be assessed competent (C) in a particular unit, you must demonstrate competency against all required performance criteria, as supported by your assessment work and other evidence items as applicable (e.g. training log and supervisor report). You must successfully demonstrate competency (C) in all of the units of study to be eligible for your qualification. Not-Yet-Competent / Assessment Resubmission If more evidence is required to demonstrate competency, the assessor will provide information on the type of further evidence you may be required to submit. It is important to discuss with your assessor the additional evidence that is required in order to meet the national standard and to agree on an assessment resubmission date (usually 2 weeks). If your resubmitted work still doesn't demonstrate the required level of competency, your assessment result will be Not Yet Competent (NYC). 21

23 If you do not agree with the outcome of Not Yet Competent, you may request that the assessment be reviewed. The next section provides further information on Assessment Appeals. 4.3 Re-Assessment Participants deemed Not Yet Competent after resubmission will be given the opportunity for reassessment (at no extra cost). The assessor will provide advice and information on the re-assessment process. Re-assessment work should be received within one month of the notification date or at a suitable date negotiated with the Assessor. If you require clarification or more information regarding the assessment process, talk to your trainer/assessor or ask them for a copy of the Assessment Policy and Procedure. 4.4 Issuing of Qualifications At the successful completion of your course, having been assessed competent in all units of your program, you will be awarded the Diploma of HR Management. If at some point you decide to withdraw from the course and have successfully achieved any number of units, you will receive a Statement of Attainment for those units of competency achieved. The same will apply, if you finish your course without being assessed competent in all units. If your Qualification/Statement of Attainment gets damaged or lost and you require a duplicate, you will have to contact VECCI Training Registrar for an Application Form and to make arrangements for paying the administrative fee of $25.00 (fee subject to change). 5 Assessment Policy 5.3 Assessment Quality Assurance The assessment process and tools are being regularly moderated and validated by VECCI trainers/assessors as part of the quality assurance process, to ensure they remain current and relevant. An important part of the process is the analysis of the feedback provided by the participants. 22

24 5.4 Assessment Extensions You are required to submit your assessment on or before the assessment due date. However, special consideration is available if you experience circumstances out of your control. Students who think that they will not be able to submit an assessment by the due date or will not be able to attend a supervised classroom-based assessment, must apply by ing their request for an extension date to the Manager, Training and Consulting, no later than one week prior to the assessment due date. Requests will not be granted to students directly over the phone. Applications for extension/special consideration received after the due date of assessment will not be accepted. Students will have to contact the Manager, Training and Consulting who may allow for a late submission, within the duration of the course, if compassionate or compelling circumstances can be demonstrated. Extensions will be considered for: debilitating/serious illness, bereavement or tragedy; other compelling or compassionate circumstances may be considered. Students may be asked to provide evidence in support of their application. All information supplied is treated in strict confidence. Generally, applications for extensions will not be granted for the following reasons: Heavy workloads Business trips Seminars Holidays Minor medical ailments Moving house or employment Personal matters Misreading information on the due dates Computer or printer problems If the Manager, Training and Consulting is satisfied that the student will not be able to complete the assessment on time or is unable to attend the supervised assessment on the specified date for a valid reason, they will (at their discretion): 23

25 give the student a new date for submission of the assessment; OR arrange a new date for student to attend the supervised assessment ; OR suggest alternative arrangements for that assessment Students who have been granted an extension/alternative assessment arrangement must ensure they attach to their assessment, a copy of their approved application . As assessment can take place only if the student is enrolled in a course at the time, in general, no assessment work will be considered after the end of the course. Your course end date is the last assessment due date. Therefore, for your assessment work to be considered, you must ensure you submit it on or before that date. Students who have not submitted an assessment or have not attended the supervised assessment by the due date, have not been granted extension/special consideration and have not made other arrangements by the end of the course will automatically receive a Not Yet Competent (NYC) result for that assessment. You may have to re-enrol in that unit, at a full-fee, if you would like to submit your assessment and become eligible for your qualification. If you find yourself in such an undesirable situation, you must contact the Manager, Training and Consulting. You are advised to keep in touch with VECCI and contact your Trainer, the Training Registrar or the Manager, Training and Consulting whenever you can t attend, think that you won t be able to submit your assessments by the due date or have other issues preventing you from progressing satisfactorily with your course. 5.5 Assessment Appeals If you are deemed Not Yet Competent (NYC) and you do not agree with this outcome, you may request that your assessment be reviewed. There is a 14 day appeal period from the date the assessment results are issued to the students. If no appeal against the assessment result is received within this period the result becomes final and no appeals will be accepted after that. The appeals procedure is covered fully, further in this handbook. 24

26 6 Course Progress Students progress must be monitored to ensure that they are engaging in the learning process, are progressing satisfactorily and they have every reasonable opportunity to complete their training program. This monitoring process is particularly important during the self-directed learning periods, to ensure that students are developing the skills and knowledge as planned. The monitoring will also help VECCI to confirm that students are receiving the support they need. VECCI will systematically monitor record and assess the course progress of each enrolled student against their enrolment or their Training Plan respectively (for government funded courses). VECCI will implement an intervention strategy for any student who is not making satisfactory course progress. VECCI will systematically assess students' learning support needs, as part of the course monitoring activities. Course Progress Requirements attendance and participation at all scheduled sessions submitting assessments on time achieving 'competent' results for all units Unsatisfactory Course Progress The following situations are indicative of unsatisfactory course progress: if a student misses three consecutive assessment dates if a students gets a final NYC in three assessments if a student's assessment work is deemed consistently unsatisfactory or shows very little academic progress other Not achieving satisfactory course progress puts the student at risk of not completing their course within the specified course duration or Training Plan. Workplace-based trainees, who are not progressing according to their Training Plan, will have their employer and their Field Officer notified. Monitoring, recording and assessing course progress 25

27 For effective monitoring, Trainers/Assessors will use every opportunity to communicate with the students to: Discuss progress Identify further support needed Adjust plans for training and assessment Negotiate further opportunities for training and assessment Classroom-based only: Three months after the last unit delivery and one month before the last assessment due date, students will be sent a Reminder Letter to check how they are progressing with their studies and assessments, if any support systems that have been put in place are working, if they need any study/assessment assistance and remind them of the requirement to submit the assessment by the due date. This letter will ask you to reply to the Training Registrar. The Trainers/Assessors will take appropriate action according to the information received from the students. Intervention Strategy An intervention strategy will be activated as soon as practicable following the identification of a student at risk. The Intervention Strategy includes provisions for: Assessment extension Re-assessment Extensive phone and consultation with the Trainer/Assessor One free of charge face-to-face consultation with the Trainer/Assessor, upon arrangement A number of fee for service face-to-face consultations with the Trainer/Assessor, upon arrangement Academic coaching sessions 'Buddy system' partnering the student with a better student, upon arrangement Employer/ supervisor mentoring 26

28 Reviewing the effectiveness of the student support services provided, if applicable, and agreeing on alternative solutions where necessary Referrals to external providers of LLN, ESL or counselling services Other All activities undertaken as part of the intervention strategy will be documented by the Trainer/Assessor and filed under the student's file by the Training Registrar. Student Academic Coaching Trainers/Assessor may provide academic coaching sessions to students as means of intervention for poor attendance, unsatisfactory course progress and as support for a limited range of personal issues, mostly related to work/study issues, studying skills and assessment preparation. For problems of a personal nature, the Trainer/Assessor may recommend the student to seek specialist support, if they wish, to assist them with their personal issues and/or refer them to the Manager, Training and Consulting or their employer for more information. The Manager, Training and Consulting may refer students to an appropriate service provider, community support service or external counselling organisation for ongoing support, upon student's request. Further Action If no academic progress is observed after the implementation of the intervention strategy, students will be invited for a discussion with their Trainer/Assessor and the Manager, Training and Consulting, where the suitability of the chosen course will be assessed and other means of support will be investigated and agreed on. Workplace-based trainees in such situation will be referred to their employer, who will implement appropriate measures to ensure the trainees have the opportunity to finish their traineeship successfully. It is the responsibility of the student to follow the agreed recommendations and maintain contact with their Trainer/Assessor following the implementation of the intervention strategy. 27

29 7 VECCI Policies and Procedures 7.3 Legislative Requirements VECCI complies with the legal provisions of relevant legislation including: Vocational Education and Training Occupational Health and Safety Anti-discrimination Equal employment and opportunity Workplace harassment, victimisation and bullying Confidentiality and privacy 7.4 Quality Control VECCI seeks feedback from all training participants on the level of satisfaction with services received and seeks to improve its services in accordance with their expectations. 7.5 Confidentiality Course participants records are treated as confidential. Access to these files is usually available only to designated VECCI personnel and to the course participant if requested. VECCI does not provide information to others (for example, your employer) unless you have authorised us to do so. If you wish to know more about the Privacy Policy, please contact the Manager, Training and Consulting for a copy. 28

30 8 Complaints and Appeals Procedure If you are unhappy with your assessment results or with any other decisions taken by VECCI affecting you and your studies, you may use the complaints and appeals procedure, outlined below. Participants may raise any matters of concern relating to the training program, delivery, assessment, trainers/assessors and support staff, and quality of the teaching or materials, student amenities, discrimination, harassment or other issues that they may be confronted with. The complaints and appeals handling process consist of three possible stages, depending on the situation: Stage 1: Informal process - where issues of concern are discussed with the appropriate person (usually your Trainer/Assessor or the Manager, Training and Consulting); Stage 2: Internal Formal Process - where you file a formal complaint with the Manager, Training and Consulting, following an unsatisfactory result of the informal process; Stage 3: External Formal Process where you file a formal complaint/appeal with an external mediator about the unresolved issue or the unsatisfactory resolution of the Internal Formal Complaint and Appeal For a better understanding, see the Complaints and Appeals Flowchart on the following pages. Assessment Appeals The Assessment Appeals Process follows the same steps as the general Complaints and Appeals process, as outlined below The first step is to try and resolve the matter in an informal way with your Trainer/Assessor. Issues are often sorted out by simply discussing them informally. If you feel that the discussion does not adequately resolve the issue, you can request that the assessment be reviewed by another assessor. All requests for assessment reviews must be made in writing to the Manager, Training and Consulting within 10 working days of the return of the assessment result. The VECCI Manager, Training and consulting will inform you in writing about their decision or further action within 10 working days of the appeal being received by them. 29

31 The VECCI Manager, Training and Consulting, may uphold or reject the appeal or in relation to an assessment decision, assign another assessor to review the assessment or conduct a re-assessment. At all times, the appeals will be handled fairly, efficiently, and confidentially. You may be asked to attend an interview; you are able to have a support person or witness at any stage of the appeals process. A comprehensive review of the completed and marked assessment, against the assessment task and assessment criteria will be conducted by another assessor nominated by the Manager, Training and Consulting. You will be informed in writing of the result of the appeal or review process. If you are satisfied with the reviewed decision, VECCI will implement the that decision If you are not satisfied with the review decision, you may lodge an appeal with an external mediation body. You may use a suitable organisation of your choice or choose the following option: Victorian Registration and Qualifications Authority (VRQA) - Complaints Unit Complaints Unit Phone: The VRQA Complaints Unit investigates complaints about non-government schools and providers of education and training. The Complaints Unit also handles complaints about the VRQA. For more information, visit Please note that the external mediator will follow their own procedures and you should find out what they are before you file your complaint/appeal. If you decide to appeal externally, the external mediator will inform VECCI about their decision, which will be final. If you are successful, VECCI will implement the decision communicated to them or take appropriate action; if you are not successful, VECCI's decision remains final. VECCI Manager, Training and Consulting, will maintain accurate documentation for all the steps in the appeals process, and will advise you of the outcome accordingly in writing. 30

32 VECCI Complaints and appeals flowchart. 31

33 9 Access and Equity Policy Access and equity is about managing human diversity. Diversity aims at optimising the opportunity for all people to fulfil their aspirations to participate in and contribute to society. We are committed to ensuring that we offer training opportunities to all people on an equal and fair basis. This includes women in under-represented vocational areas, people with disabilities, people from non-english speaking backgrounds, Indigenous Australians, and rural and remote participants. All participants have equal opportunity to access our courses irrespective of their gender, culture, linguistic background, race, socio-economic background, disability, age, marital status, pregnancy, sexual orientation or carer s responsibilities. All participants who meet our entry requirements will be accepted into any of our courses. Where our courses have a limited number of available places, these will be filled in order of completed applications. To enrol in Government funded courses, participants must also meet certain eligibility criteria as set out in the funding agreement. VECCI ensures that its services are provided in an environment free from discrimination, harassment and bullying and aims for equal opportunity for all participants. For more information on VECCI Policy on Access and Equity, ask your Trainer/Assessor to provide you with a copy. Any concerns you may have in relation to access and equity issues, please contact the Manager, Training and Consulting. Valuing Diversity VECCI recognises and responds to community diversity. The content of our courses, the delivery and assessment arrangements and methods are flexible and may be adapted to meet the needs of all participants. Disability Support and Reasonable Adjustment VECCI recognises that all students with disabilities are individuals with unique strengths and personal needs and it endeavours to ensure that they achieve success in their studies and are provided with good quality support to achieve their individual educational goals. 32

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