Candidate name: Assessor name:

Transcription

1 Candidate name: Assessor name:

2 2014 RTO Advice Group Pty Ltd If you have any enquiries please contact us at or on Visit to view our product range. Cover image Shutterstock This kit is an RPL Assessor s Kit developed by Eduworks Resources. It is based on a flexible, streamlined model of RPL that aims to guide and support the candidate and the assessor throughout the process. Eduworks Resources, a division of RTO Advice Group Pty Ltd owns copyright to the material contained within this kit. RTOs that have purchased the license for this kit are given the permission to use and adapt this RPL kit to suit the needs of their organisation. Please give reference to Eduworks Resources in tools and documents derived from this kit.

3 Contents Introduction... 5 Approach to RPL... 5 Using this RPL Kit... 5 Assessor s Kit... 5 What can be used as RPL evidence?... 6 The Candidate Application Kit... 6 Skills ratings in the Candidate Application Kit and Third Party Kit... 7 What is the candidate asked to submit with their application?... 7 RPL procedure... 7 The RPL process an overview Definitions Assessment Dimensions of Competency Principles of Assessment Rules of Evidence Employability Skills Reasonable Adjustment Assessment Outcome Summary Third Party/Professional Referee Discussion Record Training Plan Employability Skills Confirmation BSBWOR501B Manage personal work priorities and professional development BSBPMG522A Undertake project work BSBRSK501B Manage risk BSBCUS501C Manage quality customer service PSPGOV514A Facilitate change BSBWOR502B Ensure team effectiveness BSBLED501A Develop a workplace learning environment BSB51107 Assessor Kit V Page 3

4 BSBHRM405A Support the recruitment, selection and induction of staff BSBMGT516C Facilitate continuous improvement BSBMGT605B Provide leadership across the organisation BSBMGT515A Manage operational plan BSBMGT401A Show leadership in the workplace BSB51107 Assessor Kit V Page 4

5 Introduction The purpose of this kit is to guide you through the process of assessing Recognition of Prior Learning (RPL) for BSB51107 Diploma of Management. Approach to RPL RPL is a process that recognises the knowledge and skills already held by a candidate. It involves assessment of an individuals relevant prior learning (including formal, informal and non-formal learning) to determine the credit outcomes of an individual application for credit (Australian Qualifications Framework Handbook, 2nd edn, 2013.) It is further defined by the AQTF and the VET Quality Framework as an assessment process that assesses an individual s formal and informal learning to determine the extent to which that individual has achieved the required learning outcomes, competency outcomes, or standards for entry to, and/or partial or total completion of, a VET qualification. A candidate s RPL application should be based on their ability to demonstrate levels of skill and knowledge detailed in each unit of competency applied for. They must also be able to apply these skills and knowledge practically. Examples of the types of evidence that may be used to demonstrate competence is listed below. The RPL model used by <Organisation> is a guided and supported process that relies on the candidate s ability to demonstrate their competence by answering verbal questions from an assessor, providing referees and, where possible, assessing their practical skills in the workplace. Unlike other RPL models, written evidence is used to back up and support RPL assessment, rather than being based entirely on it. The RPL process will include a number of interviews between the candidate and the assessor which provides the candidate with an opportunity to demonstrate level of skill and knowledge. Using this RPL Kit Assessor s Kit This RPL Assessor s Kit has been designed to guide you through the process of making a decision about RPL for each unit for a particular candidate. It includes: Instructions and definitions including a step by step procedure for RPL, provided on pages Outcome Summary to record outcomes against units as they are achieved. Third Party/ Referee Discussion Records a space to record discussions with professional referees. Employability Skills Confirmation for you to record how the candidate has demonstrated each of the employability skill requirements for this qualification (where applicable). This table is to be used if a candidate is gaining RPL for a complete qualification. Training Plan a space to record a training plan for any skills gaps identified throughout the process. RPL Assessment Record for each unit checklists for each unit that include questioning and observable items to be assessed, all of which are mapped to unit of competency requirements. This RPL Assessor Kit is complemented by: RPL Candidate Application Kit this kit is provided to the candidate at the beginning of the process to assist them to make a decision about whether or not they should apply for RPL, and if so, which units they should apply for. The kit includes a Self-Assessment Checklist for each unit, which is a list of questions that the candidate is asked to rate themselves on. As they go through the questions for each unit, they are also asked to think about what evidence they could provide to demonstrate competence if they were to complete RPL. At this point, the candidate is not asked to collect this evidence, only list the evidence they could provide. The front of the kit includes a qualification summary for the candidate to indicate which units they wish to apply for RPL for, once they have completed the Self-Assessment Checklists. An application form is also included in the kit for the candidate to use when they are ready to apply. Third Party Kit this kit is to be completed by an independent third party who is familiar with the candidate s abilities in the workplace and who currently is, or has previously worked, in a supervisory position to the candidate. The kit provides a list of questions for each unit and the third party person should detail their opinion of the candidate s skills and workplace performance. The candidate should BSB51107 Assessor Kit V Page 5

6 be asked to organise the completion of this kit after your first meeting with the candidate, once you know which units the candidate is going to apply for. When completed, the third party is to return the kit to the candidate so it forms part of their RPL evidence. What can be used as RPL evidence? The candidate must submit, as part of the application process, their RPL Application Kit, which asks the candidate to undertake a self-assessment of their skills and knowledge against each unit they wish to apply for. The completed kit must be returned with: a detailed and up-to-date Curriculum Vitae (CV) showing details of their recent roles the CV must be dated and signed certified copies of any relevant qualifications and transcripts they have completed evidence that they have been working in a relevant role during the past two years this might include their position description, performance reviews and so on. During the RPL process, candidates will be required to submit evidence in the form of: the completed Third Party Kit for the units for which they are applying, completed by an appropriate third party person answers to verbal questions they are asked during the meetings supporting documentary evidence as determined between you and the candidate direct observation of practical skills (where relevant) any evidence listed as required within each unit. Other evidence will vary greatly between candidates, but may include: photos or videos from the workplace testimonials from others, usually those in a senior position who can confirm experience, level of skill and their observations of performance samples of work, which may include workplace policies and procedures, workplace correspondence, photos, etc reflective papers, journals or portfolios that relate past learning to the competency requirements of the unit participation in exactly the same or modified versions of assessments from the non-rpl course other evidence as you deem appropriate. The Candidate Application Kit This kit has been developed for RPL Candidates to provide a starting point in the RPL application process. The kit will help candidates determine whether RPL is suitable for each unit and will help them to start thinking about the evidence that can be used to demonstrate competency. The Self-Assessment Checklists provide a series of questions for each unit on which candidates are to rate their level of skill. This allows them to find out about the requirements of the units, rate their own skill level and confirm whether RPL is appropriate for them. In order to determine whether RPL is suitable, candidates are to go through the questions provided for each unit within the Self-Assessment Checklists. They will tick either the Yes or No column and use the rating scale in the final column (details outlined below) to give themselves a score on their ability to demonstrate competent performance in relation to the question. The score for each unit will enable candidates to see whether they should consider applying for RPL see below for more information. In the table after the Self-Assessment Checklist for each unit, candidates can record items that they can use as supporting evidence to demonstrate competency for each unit. Candidates will record in the table any other ideas they have about evidence. This begins to form the evidence plan for the evidence to be used in the RPL process. During their initial meeting with you, you will need to help them develop or refine this list for each unit. BSB51107 Assessor Kit V Page 6

7 The RPL process an overview Candidate enquires about RPL Assessor and candidate have preliminary discussion to determine suitability Candidate receives RPL Application Kit if suitable to go ahead with the process RPL is deemed unsuitable based on preliminary discussion Candidate completes and submits Application Kit and Application evidence Candidate pays application fee Candidate is recommended to undertake formal training Assessor reviews the application. If deemed suitable to proceed, the candidate receives written agreement, quote and payment arrangement RPL is deemed unsuitable based on application Assessment process begins first meeting held, evidence plan developed Candidate gathers evidence Further meetings held: verbal questioning, review of Third Party Kit, other evidence, practical skills. Assessor contacts referees. RPL outcome determined Qualification or statement of attainment issued Gap training undertaken (if required) BSB51107 Assessor Kit V Page 10

8 Assessment Outcome Summary Outcome Legend: RPL-C = RPL Competent/ Achieved RPL-NA = RPL Not Achieved C = Competent (only use if training has taken place, non-rpl assessment) NYC = Not Yet Competent (only use if assessment is non-rpl assessment) CT= Credit Transfer NR = National Recognition Candidate Name: The Diploma of Management requires the completion of 8 elective units. The electives chosen must be relevant to the candidate s intended or current work outcome. The following list outlines the available units. Record the final results for each unit on this page following the RPL assessment process. Method () Result Sign off by assessor Units RPL Training None Outcome: refer to legend Date Assessor Initials BSBWOR501B Manage personal work priorities and professional development BSBPMG522A Undertake project work BSBRSK501B Mange risk BSBCUS501C Manage quality customer service PSPGOV514A Facilitate change BSBWOR502B Ensure team effectiveness BSBLED501A Develop a workplace learning environment BSBHRM405A Support the recruitment, selection and induction of staff BSBMGT516C Facilitate continuous improvement BSBMGT605B Provide leadership across the organisation BSBMGT515A Manage operational plan BSBMGT401A Show leadership in the workplace Assessor s signature: Name: Date: Candidate s signature: Name: Date: BSB51107 Assessor Kit V Page 13

9 Third Party/Professional Referee Discussion Record Record your discussions with the third party person and/or professional referee. Name: Position: Relationship to Candidate: Contact Details: Date of Discussion: Details of discussion: Referee s Details/Third Party Person 1 Referee s Details/Third Party Person 2 Name: Position: Relationship to candidate: Contact details: Date of discussion: Details of discussion: BSB51107 Assessor Kit V Page 14

10 Employability Skills Confirmation The following is the employability skills summary for this qualification. Before signing off on RPL for a complete qualification, please outline how the candidate has appropriately demonstrated their employability skills. Employability Skill Industry/enterprise requirements for this qualification include: How has the candidate demonstrated these employability skills? Communication Communicating with business contacts to promote the goals and objectives of the business Obtaining feedback from colleagues and clients Team work Leading, planning and supervising the performance of team members to develop team cohesion and to foster innovative work practices Problem-solving Accessing and assessing information for accuracy and relevance Developing strategies for minimising risks Initiative and enterprise Planning and organising Selfmanagement Identifying networking opportunities and developing operational strategies to ensure the viability of the business Instigating new or different work practices to improve productivity or service delivery Allocating work to meet time and budget constraints Developing plans and schedules Prioritising tasks Learning Participating in professional networks and associations to obtain and maintain personal knowledge and skills Systematically identifying learning and development needs Technology Using business technology to access, organise and monitor information Assessor s signature: Name: Date: BSB51107 Assessor Kit V Page 16

11 BSBHRM405A BSBHRM405A Support the recruitment, selection and induction of staff Unit descriptor Application of the unit This unit describes the performance outcomes, skills and knowledge required to execute tasks associated with the recruitment cycle. Performance of the work described in this unit will be underpinned by in-depth knowledge of the work of the organisation, and how recruitment and selection practices fit with other human resources functions. This unit applies to those with a supporting role in recruitment, selection and induction functions who work under the direction of a human resources manager. Individuals at this level would not necessarily have staff reporting to them, although this may be the case. Evidence for this unit Core/Elective Note: any confidential information provided by the candidate must have data blacked out Position description/certificates/curriculum vitae Policies and procedures Job advertisements Job descriptions Resumes Selection criteria Samples of interview questions Induction documentation Elective Has a third party report been provided? Relevant workplace documentation (detail) Other (please specify): Context of assessment Critical aspects for assessment Access to an appropriate range of documentation and resources normally used in the workplace. Work with job descriptions to support sourcing, selecting and appointing suitable staff Participate in interviews and other selection techniques, and demonstrate awareness of EEO and antidiscrimination requirements Use different advertising channels to promote vacancies and/or establish a potential talent pool Refer to verbal questions and evidence/skills checklist. Refer to verbal questions and evidence/skills checklist. Refer to verbal questions and evidence/skills checklist. Legend to RPL Assessment Record table (see over): S/I = Sufficient/Insufficient BSB51107 Assessor Kit V Page 52

12 BSBHRM405A RPL Assessment Record BSBHRM405A Questioning Key points/answer guide Further assessor comments S/I Mapping 1. Think of a time where you were required to seek approval to fill and advertise a position. Who were you required to seek approval from? What process did you follow to seek approval? What steps did you take to clarify timelines involved with the process? What were the specific requirements for the position and how did you determine these? Candidate identifies the relevant party to approve recruitment and the process to follow Candidate demonstrates ability to clarify timelines involved Candidates demonstrates understanding of position requirements 1.1, 1.5, ES1d 2. Describe a time where you were required to update a position description to accurately reflect the role requirements. What steps did you take to review the position description? What policies and procedures were you required to refer to? What legislation, codes, national standards and workplace health and safety considerations were required? How did you ensure the position description reflected the need for a diverse workforce? How did you consult with others in your workplace to ensure you had all relevant information regarding the position and the workforce strategy? Candidate demonstrates the knowledge required to review and update a position description Candidate identifies relevant policies and procedures (i.e. WHS, staff code of conduct etc.) Candidate identifies relevant legislation, codes, national standards and WHS considerations (e.g. legal working hours, break allowances, work location, anti-discrimination etc.) Candidate identifies strategies to ensure diversity in the workplace (e.g. diversity statement included on the position description) Candidate demonstrates ability to consult with relevant personnel 1.2, 1.3, 1.4, ES1d, ES2c, EK1, EK3, CA1 3. Please explain the advertising channels and technology used in your organisation to advertise vacancies. How do you ensure you select the most appropriate channel to suit the specific position? What organisational policies and procedures from your workplace do you need to consider when advertising a position? How do you use your networks to source suitable applicants? Candidate describes the advertising channels/technology used in their workplace and how to select the most appropriate option Candidate identifies relevant organisational policies and procedures involved with recruitment Candidate identifies suitable networks to source applicants 2.1, 2.2, ES4a, CA3 4. How do you determine the relevant personnel to be included on a selection panel in your workplace? Candidate identifies how personnel for a selection panel are identified Please list 5 examples of suitable questions you may ask at an interview for a position in your workplace? Ensure you consider legislative requirements and the relevant position description when providing these examples. Candidate identifies 5 appropriate examples of interview questions ensuring these are in line with legislative requirements Answers may include: Why have you applied for this position? What experience do you have working as a Tell me about a time you were required to 2.3, 2.4, ES2a, EK3, CA2 BSB51107 Assessor Kit V Page 53

13 BSBHRM405A RPL Assessment Record BSBHRM405A Questioning Key points/answer guide Further assessor comments S/I Mapping 6. Tell me about the process you take to shortlist applicants for a role. 7. What steps do you take to schedule interviews and advise the relevant people of the interview information such as date, time, location, what to bring etc. What hours would you be available to work? How do you ensure you manage deadlines and prioritise effectively? Other as deemed suitable Candidate explains the process involved with shortlisting applicants Candidate identifies the process to schedule interviews and notify those relevant of the details , ES3 8. Think of a time you have participated in interviews to select a candidate. What type of interview was this? (e.g. panel, group etc.) How did you assess the candidate against the selection criteria? What points did you raise with the other panel members when assessing each candidate? How did you ensure the interview stayed on track and didn t deviate from agreed procedures? Were you required to correct any biases or discrimination from panel members? How did you or would you go about this? How did you negotiate with the other panel members for the preferred candidate? Candidate identifies assessment methods against the selection criteria Candidate identifies points for discussion with other panel members Candidate demonstrates the ability to lead the interview successfully and ensure there is no bias or deviation Candidate demonstrates negotiation skills to reach agreement with other panel members 3.1, 3.2, 3.3, EK3, EK4, CA2 9. Describe how you would go about contacting a referee for a referee report. What sort of questions might you ask the referee? How would you confirm the candidate s skills and knowledge with the referee? Candidate demonstrates the ability to conduct referee reports and ask appropriate questions What information is included in your organisation s selection report? Candidate identifies information required to complete a selection report 3.5, EK1 11. Think of a time you were required to advise unsuccessful applicants of the outcome of their interview. How did you notify them that they were unsuccessful? How did you address any queries they may have raised? Candidate demonstrates the ability to notify unsuccessful applicants and address any queries 3.6, ES1c, ES2b, ES4b 12. How do you secure the preferred candidates agreement in your workplace? Candidate explains the process to secure the preferred candidates agreement (e.g. sign an offer letter, verbal confirmation etc.) 3.7, ES1c, ES2b BSB51107 Assessor Kit V Page 54

14 BSBHRM405A Evidence/Skills Checklist BSBHRM405A In reviewing evidence submitted so far, check that you collected evidence of the following skills. This may be through observation, completion of tasks, further discussion or third party reports (which may include a discussion held with the third party). You should record the method in the box below. Did the candidate: Form of evidence used and notes (if required) S/I Mapping Advertise jobs using appropriate technology and channels? Communicate with applicants and new appointments using appropriate technology? Write interview questions suitable to the job being advertised and that meet requirements? Use active listening techniques Schedule interviews and venues and inform relevant personnel and applicants? Use a range of interviewing techniques Put together letters for unsuccessful applicants? Make job offers to successful applicants? Communicate outcomes of selection processes? Observation Completion of tasks Further discussion Third party reports Discussion with third party Other: 2.1, RS1b, RS1c, RS1d, RS2a. RS2b, RS3, RS4a, RS4b Additional Comments on BSBHRM405A Results RPL or NYC Date Assessor Name Assessor Signature Candidate Name Candidate Signature BSBHRM405A Support the recruitment, selection and induction of staff BSB51107 Assessor Kit V Page 57

15 Candidate name:.

16 2014 RTO Advice Group Pty Ltd If you have any enquiries please contact us at or on Visit to view our product range. Cover image Shutterstock This kit is an RPL Candidate Kit developed by Eduworks Resources. It is based on a flexible, streamlined model of RPL that aims to guide and support the candidate and the assessor throughout the process. Eduworks Resources, a division of RTO Advice Group Pty Ltd owns copyright to the material contained within this kit. RTOs that have purchased the license for this kit are given the permission to use and adapt this RPL kit to suit the needs of their organisation. Please give reference to Eduworks Resources in tools and documents derived from this kit.

17 Contents Introduction... 4 What is RPL?... 4 What happens during the RPL process?... 4 The RPL process an overview... 7 Required evidence... 8 Using this Candidate Application Kit... 8 Choosing your electives... 9 Self-Assessment Checklists... 9 Rating yourself in the Checklists... 9 Developing your evidence plan Deciding which units to apply for Completing the Qualification Summary What is a skills gap? Evidence Register Third Party Kit Submitting your RPL Application Qualification Summary Qualification rules for electives RPL Application Form RPL Self-assessment checklists BSBWOR501B Manage personal work priorities and professional development BSBPMG522A Undertake project work BSBRSK501B Manage risk BSBCUS501C Manage quality customer service PSPGOV514A Facilitate change BSBWOR502B Ensure team effectiveness BSBLED501A Develop a workplace learning environment BSBHRM405A Support the recruitment, selection and induction of staff BSBMGT516C Facilitate continuous improvement BSBMGT605B Provide leadership across the organisation BSBMGT515A Manage operational plan BSBMGT401A Show leadership in the workplace Evidence Register BSB51107 Candidate Kit V Page 3

18 Introduction The purpose of this kit is to assist you to determine whether RPL is an appropriate pathway for the units within BSB51107 Diploma of Management. Provided in this kit is: 1. A Qualification Summary this gives an outline of the structure of the course including the core and elective units. Use this summary to go through the list to see which units you may be able to gain RPL for. Once you have completed the self-assessment checklists, summarise whether RPL is suitable for each unit in this table. 2. Self-Assessment Checklists this is the tool that will help you determine whether RPL is suitable for you for each unit of competency. It includes, for each unit, unit names, codes and descriptors and a series of questions to answer and rate yourself on. It also includes an opportunity to think about the evidence that you might be able to use to demonstrate your competence in the unit. This kit should be used in conjunction with the Third Party Kit, which is to be used by a supervisor or third party to provide feedback to <Organisation> about your workplace performance, skills and knowledge. What is RPL? RPL is a process that recognises the knowledge and skills you already have. It involves assessment of an individuals relevant prior learning (including formal, informal and non-formal learning) to determine the credit outcomes of an individual application for credit (Australian Qualifications Framework Handbook, 2nd Edition, 2013). It is further defined by the AQTF and the VET Quality Framework as an assessment process that assesses an individual s formal and informal learning to determine the extent to which that individual has achieved the required learning outcomes, competency outcomes, or standards for entry to, and/or partial or total completion of, a VET qualification. Therefore your RPL application should be based on your ability to demonstrate that you possess the level of skill and knowledge as outlined in each unit of competency you wish to apply for, and that you are able to apply them practically. The types of evidence that may be used to demonstrate your competence are discussed further on the next page. The RPL model used by <Organisation> is a guided and supported process that relies on your ability to demonstrate your competence by answering verbal questions from an assessor, providing referees and, where possible, assessing your practical skills in the workplace. Unlike other RPL models, written evidence is used to back up and support your RPL assessment, rather than being based entirely on it. The process will include an number of meetings in which you will have the opportunity to demonstrate and explain your level of skill and knowledge. What happens during the RPL process? 1. Apply for RPL You identify yourself as a potential RPL candidate during the enquiry or enrolment process. An assessor will have a preliminary discussion with you about your suitability. This is where the assessor can ask you questions about your current and previous employment and experience and any other general questions to gain a picture of your suitability for RPL. If you and the assessor decide that RPL is an appropriate option for you, you will be provided with an RPL Candidate Application Kit. The assessor will discuss the RPL process and how to complete the kit. Note: At this stage the assessor may advise that you are not able to complete any units via the RPL process. You will be given some information about training opportunities for this qualification. 2. Complete the Candidate Application Kit Follow the instructions in the kit to identify units suitable for RPL. Complete the Self-Assessment Checklists for each of these units, rating your ability to perform tasks relevant to the unit. If you have any difficulties completing the kit, contact <Organisation> for assistance. A meeting can be arranged either over the phone, in person or via an online meeting. BSB51107 Candidate Kit V Page 4

19 If you have confirmed that you think RPL is suitable (Self-Assessment ratings with an average of 3 5) for any or all of the units within a course, you can proceed with the application process as detailed below. At this stage you should also start thinking about the types of evidence you can gather to demonstrate competency for each unit and write down your ideas in the space provided at the end of each unit. If RPL is suitable for you, complete the Qualification Summary in the Candidate Application Kit to indicate the units you want to apply for, and indicate any elective choices (if relevant). If you identify that RPL is not suitable for all units, but you would still like to achieve the full qualification, you can indicate on the Qualification Summary whether you would like to enrol in training for the remaining units. If you are only applying for RPL for partial completion of the qualification, a statement of attainment for those units will be issued to you at the end of the process. If you are unsure after completing the Self-Assessment Checklists whether to proceed with RPL, contact us to discuss. 3. Submit your application You must fill in the application form provided in the Candidate Kit and then submit your completed RPL Candidate Application Kit with your RPL Application evidence. The evidence must include: Your detailed, current and up-to-date Curriculum Vitae (CV) Certified copies of relevant qualifications and transcripts you have completed Evidence that you have been working in a training/assessing role during the past two years this might include your position description, performance reviews and so on. You will also need to pay the $200 application fee at this stage. Payment can be paid by cheque, money order or credit card over the phone. 4. Is RPL suitable? An assessor will review your application to determine whether it demonstrates suitability for proceeding with the RPL process for the units applied for. If suitable, we will provide you with a Written Agreement and a quote for completing the RPL process (and training where relevant). Once you have signed and returned the Written Agreement and made arrangements for payment, your assessor will contact you and make arrangements to meet. Your assessor may request that you bring further information to this meeting if necessary. 5. Assessment of RPL At the first meeting, your assessor will review the information you have supplied, ask you questions and discuss your responses in the Candidate Application Kit. Your assessor will use the meeting as a time to make a preliminary judgment about your skills and knowledge against the units. During the meeting, you will work with your assessor to make a decision about what units will be suitable for RPL and discuss the evidence you will need to provide. Your assessor will work with you to further develop the evidence plan to determine which documents you need to gather as evidence for the next meetings. This will be recorded in the Candidate s Application Kit underneath each unit s Self-Assessment Checklist. Arrangements will be made for assessment of practical skills as required visits to your workplace, when these will occur and so on. Your assessor will also make arrangements with you for the Third Party Kit to be completed for the relevant units. For the next meeting, you will need to prepare by: collecting evidence outlined for each unit, as discussed with your assessor recording all documentary evidence collected on the Evidence Register in the Candidate Application Kit organising for a Third Party Person to fill in the Third Party Kit for relevant units. BSB51107 Candidate Kit V Page 5

20 You will meet with your assessor again to continue the RPL assessment process. You may need an additional 2 4 meetings to finalise the process. During these meetings, your assessor will: Ask you verbal questions for each unit. Assist you with identifying any evidence that may be appropriate to collect. Review your evidence, which will be used to form part of the competency decision. Your assessor may ask any questions that arise from the evidence. Review the comments and feedback provided in the Third Party Kit. Observe your practical skills in a workplace environment (if required). 6. Finalising assessment Your assessor will contact your referees and/or the person who completed your Third Party Kit to confirm the information provided. Your assessor will then make a decision about whether RPL will be granted for each unit and will advise you candidate of the outcome. 7. Gap training: If training is required to achieve a full qualification and you wish to gain the full qualification, your assessor will document a plan for meeting the training needs and make appropriate arrangements. 8. Qualification or Statement of Attainment issued You will be issued with a qualification or statement of attainment. BSB51107 Candidate Kit V Page 6

21 Required evidence As part of the application process, you must submit the RPL Candidate Application Kit, which asks you to undertake a self-assessment of your skills and knowledge against each unit you wish to apply for. The completed Candidate Application Kit must be returned with: a detailed and up-to-date Curriculum Vitae (CV), showing details of your recent roles (the CV must be dated and signed) certified copies of any relevant qualifications and transcripts you have completed evidence that you have been working in a relevant role during the past two years (this might include your position description, performance reviews and so on). During the RPL process, you will be required to submit evidence in the form of: the completed Third Party Kit for the units you are applying for this must be completed by an appropriate third party person your answers to verbal questions during the meetings between yourself and your assessor supporting documentary evidence as determined between yourself and your assessor direct observation of practical skills (where relevant) any evidence listed as required within each unit. Other evidence will vary greatly between candidates, but may include: photos or videos from your workplace testimonials from others, usually those in a senior position who can confirm experience, level of skill and their observations of performance, along with a third party report from at least one person samples of work, which may include workplace policies and procedures related to your work, workplace correspondence, photos, project plans, feedback, evaluations and so on reflective papers, journals or portfolios that relate past learning to the competency requirements of the unit participation in exactly the same or modified versions of assessments from the non-rpl course other evidence as you deem appropriate. Note: any confidential or workplace-sensitive information that you provide as evidence must have confidential data blacked out. Using this Candidate Application Kit This kit has been developed to provide a starting point in the RPL application process. The kit will help you determine whether RPL is suitable for each unit and will help you start to think about the evidence that can be used to demonstrate your competency. The Self-Assessment Checklists provide a series of questions for each unit on which you must rate your level of skill. This allows you to find out about the requirements of the units, rate your own skill level and confirm whether RPL is appropriate. In order to determine whether RPL is suitable, go through the questions provided for each unit within the Self-Assessment Checklists. Tick either the Yes or No column and use the rating scale in the final column (refer to details outlined on the next page) to give yourself a score on your ability to demonstrate competent performance in relation to the question. The score for each unit will enable you to see whether or not you should consider applying for RPL see below for more information. In the table after the Self-Assessment Checklist for each unit, you can record items that you can use as supporting evidence to demonstrate competency for each unit. Make sure you tick the appropriate boxes above this table for evidence that must be submitted for this qualification. Record in the table any other ideas you have about your evidence. This begins to form the evidence plan for the evidence to be used in the RPL process. During your initial meeting with your assessor, they will help you develop or refine this list for each unit. BSB51107 Candidate Kit V Page 8

22 RPL Application Form 1 Enrolment Details Are you enrolling in a full qualification or part qualification (i.e. individual units)? Full Qualification Individual units Which qualification/units do you wish to enrol in? BSB51107 Diploma of Management 2 Personal Details Surname: Title: Mr/Mrs/Miss/Ms/Dr First Name: Middle Name/s: Gender: Male Female Date of Birth: / / Home Address: Postal Address: (if different from above) Post Code: Post Code: Home Phone: ( ) Work: ( ) Mobile: 3 Current Employment Are you currently employed? Yes No If Yes, is your occupation related to the qualification in which you are seeking RPL for? Yes No What is the name of your employer? Do you have a workplace where you are able to be assessed on-the-job for the qualification you are seeking RPL for? Yes No Please provide details of the workplace: Name: Address: Type of workplace (profession): 5 Further training Have you completed any nationally recognised training related to the industry you are seeking RPL for? Yes No Completion date (month, year): Country: Name of course and institution (if applicable): BSB51107 Candidate Kit V Page 13

23 6 Professional referees provide at least 2 (who have acted in senior capacity to you and can verify your skills) Person 1 Name: Position: Organisation: Relationship to you: Phone Number: Mobile Number: Address: Person 2 Name: Position: Organisation: Relationship to you: Phone Number: Mobile Number: Address: Person 3 Name: Position: Organisation: Relationship to you: Phone Number: Mobile Number: Address: BSB51107 Candidate Kit V Page 14

24 Skill Rating Scale 0 = Not applicable; 1 = Not skilled; 2 = Not Competent Limited skills; 3 = Mostly Competent Assistance required sometimes; 4 = Competent without assistance; 5 = Able to support others BSBHRM405A Support the recruitment, selection and induction of staff Unit descriptor: This unit describes the performance outcomes, skills and knowledge required to execute tasks associated with the recruitment cycle. Performance of the work described in this unit will be underpinned by indepth knowledge of the work of the organisation, and how recruitment and selection practices fit with other human resources functions. Application of the unit: This unit applies to those with a supporting role in recruitment, selection and induction functions who work under the direction of a human resources manager. Individuals at this level would not necessarily have staff reporting to them, although this may be the case. Candidate name: Questions Yes No Skill rating 0, 1, 2, 3, 4, 5 1. I can support supervisors/management during recruitment processes. 2. I can liaise efficiently with relevant personnel to obtain information about the position that needs to be filled. 3. I can source suitable candidates using appropriate networks. 4. I can write job descriptions that follow workplace and legislative requirements. 5. I always obtain approval to advertise jobs using appropriate channels. 6. The interview questions I write are appropriate and consider legislative requirements (ie EEO, anti-discrimination etc). 7. I can set up selection panels that consist of suitable personnel. 8. I am able to review applications and short list suitable candidates. 9. I can organise and schedule venues, times and dates for interviews. 10. I can communicate effectively and appropriately with candidates and new staff. 11. I use active listening skills during interviews to understand what the interviewee is saying. 12. I can assess candidates using selection criteria. 13. I am able to discuss candidates with selection panel and can negotiate to secure the preferred candidate. 14. I am able to undertake reference checks to obtain relevant information about the candidate. 15. I can prepare selection report for management I can write and send letters to notify candidates who were unsuccessful. 17. I can deal with questions or queries from unsuccessful candidates in a sensitive and appropriate manner. 18. I follow workplace procedures when offering jobs to successful candidates. BSB51107 Candidate Kit V Page 32

25 Skill Rating Scale 0 = Not applicable; 1 = Not skilled; 2 = Not Competent Limited skills; 3 = Mostly Competent Assistance required sometimes; 4 = Competent without assistance; 5 = Able to support others Candidate name: Questions Yes No Skill rating 0, 1, 2, 3, 4, I can record and store relevant information in the workplace s human resources management system. 20. I am able to advise staff of new appointments 21. I can organise all documentation and other workplace requirements prior to the new employee commencing work. 22. I can arrange for the induction of new employees in line with workplace procedures. 23. I am able to use a Human Resources information management system to maintain recruitment, selection and induction information 24. I understand the human resources lifecycle and where recruitment and selection sits within the lifecycle. What evidence can I provide for this unit? Please list physical evidence/documentation that could support the RPL process Tick items below where relevant, or write down other evidence in the space below. Note: any confidential or workplace-sensitive information provided by the candidate must have identifiable data blacked out. Position description/certificates/curriculum vitae Photographic or video evidence Workplace policies and procedures Third party report Completed recruitment and selection documentation (e.g. selection reports, letters to candidates, interview schedules etc.) Other: Should I apply for RPL? Yes No Not sure If you are unsure, ask your assessor. Candidate signature: BSB51107 Candidate Kit V Page 33

26 Candidate name:

27 2014 RTO Advice Group Pty Ltd If you have any enquiries please contact us at or on Visit to view our product range. Cover image Shutterstock This kit is an RPL Third Party Kit developed by Eduworks Resources. It is based on a flexible, streamlined model of RPL that aims to guide and support the candidate and the assessor throughout the process. Eduworks Resources, a division of RTO Advice Group Pty Ltd owns copyright to the material contained within this kit. RTOs that have purchased the license for this kit are given the permission to use and adapt this RPL kit to suit the needs of their organisation. Please give reference to Eduworks Resources in tools and documents derived from this kit.

28 Contents Introduction... 4 Who should complete this kit?... 4 What do I have to do?... 4 How are my comments used in the assessment decision?... 4 Skill rating scale... 4 Third Party Declaration... 5 Assessor contact... 5 Third Party Declaration... 6 BSBWOR501B Manage personal work priorities and professional development... 8 BSBPMG522A Undertake project work BSBRSK501B Manage risk BSBCUS501C Manage quality customer service PSPGOV514A Facilitate change BSBWOR502B Ensure team effectiveness BSBLED501A Develop a workplace learning environment BSBHRM405A Support the recruitment, selection and induction of staff BSBMGT516C Facilitate continuous improvement BSBMGT605B Provide leadership across the organisation BSBMGT515A Manage operational plan BSBMGT401A Show leadership in the workplace BSB51107 Third Party Kit V Page 3

29 Introduction Thank you for agreeing to complete this Third Party Kit which will contribute to evidence for the Recognition of Prior Learning process the candidate is currently undertaking for BSB51107 Diploma of Management. Who should complete this kit? This Third Party Kit is to be completed by someone who is currently, or has previously worked in a supervisory capacity to the candidate and can confirm their skills and knowledge as it relates to workplace performance. What do I have to do? Enclosed in this kit is a list of questions for each unit in the Diploma of Management. We ask that you answer the questions as they relate to the candidate by providing a rating from the skill rating scale below and making comments about how you think the candidate has demonstrated these skills. You can also record any concerns you may have about their competence in the feedback section. There may be some units that you don t need to complete as the candidate may be completing only part of the qualification, and some units in this kit are optional electives. The candidate will let you know which units to complete. How are my comments used in the assessment decision? There are no right or wrong answers. It is your perception or opinion that is important. You are not providing the assessment decision, however your comments will help the assessor to form a final opinion of the candidate s competence. The candidate will be providing a lot of other evidence as well to help the assessor make the final decision. Skill rating scale Please give your opinion of the candidate s performance using the rating scale below. If you do not feel in a position to provide an opinion about a particular question, please leave it blank. Skill Rating Scale You do not believe this is relevant to the position or requirements of industry. 1 = Not skilled The candidate is not competent in this area. They require support in normal day-to-day routines and do not have the required skills and knowledge. 2 = Not competent Limited skills 3 = Mostly competent Assistance required sometimes 4 = Competent without assistance The candidate has low depth of skill in this area, perhaps with ability in some areas but not all. This indicates that they require intermittent support to complete these tasks, including in routine and predictable situations. They may have some skills and knowledge in this area but it is not in-depth. The candidate is able to perform most tasks and has some depth of skill. They can perform competently during routine situations with occasional assistance required for complex application and non-routine situations. They have good skills and knowledge in this area but sometimes need to refer to others for support. The candidate has sound and in-depth level of skill and competency. This indicates they are able to complete tasks independently, are able to respond appropriately to contingencies and are capable in a range of contexts both routine and non-routine. They have in-depth skills and knowledge in the area. 5 = Able to support others The candidate has detailed and advanced skills and is able to support and mentor others. This indicates that they are able to provide leadership and support to others and have comprehensive skills and knowledge which may be more in-depth than required by this unit. BSB51107 Third Party Kit V Page 4

30 Third Party Declaration Name of third party person: Name of candidate: Please complete the following information. Your name: Name of organisation: Your position title: Length of time you have worked in management/supervisory position to the candidate: Your qualification details: Qualification name: Institute completed: Year completed: Qualification name: Institute completed: Year completed: Qualification name: Institute completed: Year completed: BSB51107 Third Party Kit V Page 6

31 Skill Rating Scale 0 = Not applicable; 1 = Not skilled; 2 = Not Competent Limited skills; 3 = Mostly Competent Assistance required sometimes; 4 = Competent without assistance; 5 = Able to support others BSBHRM405A Support the recruitment, selection and induction of staff Unit descriptor: This unit describes the performance outcomes, skills and knowledge required to execute tasks associated with the recruitment cycle. Performance of the work described in this unit will be underpinned by indepth knowledge of the work of the organisation, and how recruitment and selection practices fit with other human resources functions. Application of the unit: This unit applies to those with a supporting role in recruitment, selection and induction functions who work under the direction of a human resources manager. Individuals at this level would not necessarily have staff reporting to them, although this may be the case. Candidate name: Questions Yes No Skill rating 0, 1, 2, 3, 4, 5 1. Support supervisors/management during recruitment processes? 2. Liaise with relevant personnel to obtain information about the position that needs to be filled? 3. Source suitable candidates using appropriate networks? 4. Write job descriptions that follow workplace and legislative requirements? 5. Obtain approval to advertise jobs using appropriate channels? 6. Write interview questions that are appropriate and that consider legislative requirements (ie EEO, anti-discrimination etc)? 7. Set up selection panel that consists of suitable personnel? 8. Review applications and short list candidates? 9. Organise and schedule venues, times and dates for interviews? 10. Communicate effectively and appropriately with candidates and new staff? 11. Use active listening skills during interviews? 12. Assess candidates using selection criteria? 13. Discuss candidates with selection panel and come to an agreement on preferred candidate? 14. Undertake reference checks? 15. Prepare selection report for management? 16. Write and send letters to notify candidates who were unsuccessful? 17. Deal with questions or queries from unsuccessful candidates? 18. Follow procedures to offer jobs to successful candidates? 19. Record and store relevant information in the workplace s human resources management system? 20. Advise staff of new appointment? 21. Organise documentation and other workplace requirements prior to the new employee commencing work? BSB51107 Third Party Kit V Page 22