SAMPLE+BSBLDR402+Assessment RPL PDF

Assessment
Assessor Version
BSBLDR402
Lead effective
workplace relationships
Assessment Kit
RPL Kit
BSBLDR402 Lead effective 1
v.1 August, 2016 ©
Assessment
Assessor Version
e
Version
1
Date
08/2016
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Changes
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This resource has been developed and validated in consultation with industry experts:
Kelly-Anne Harvey – Certificate IV in Training and Assessment, Diploma Management
No patent liability is assumed with respect to the use of the information contained herein. While every precaution has
been taken in the preparation of this work, the authors assume no responsibility for errors or omissions. Neither is any
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liability assumed for damages resulting from the use of information contained herein. This work has been prepared for
use as part of structured vocational education and training and should only be used within that context. The
information contained herein was correct at the time of preparation.
© Blueprint Project LLC. Except as provided by the Copyright Act 1968, this publication may only be reproduced, stored
in a retrieval system or transmitted in any form or by any means as per the terms and conditions of purchase.
info@blueprintprojectllc.com
www.blueprintprojectllc.com

v.1 August, 2016 ©
Assessment
Assessor Version
Assessment Overview

This resource outlines the assessment requirements to determine competency for BSBLDR402 Lead effective
workplace relationships from the Community Services Training Package. This unit describes the knowledge
and skills required to use leadership to promote team cohesion. It includes motivating, mentoring, coaching
and developing the team and forming the bridge between the management of the organisation and team
members.
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To demonstrate competency for this unit students must be able to provide evidence that you meet the
required industry standards.

Learning Outcomes
1.
2.
3.
4.
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Collect, analyse and communicate information and ideas
Develop trust and confidence as leader
Develop and maintain networks and relationships
Manage difficulties into positive outcomes
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Marking Criteria
Use the following criteria to ensure students have the required skills and knowledge:
§ How work relationships, and the cultural and social environment, can support or hinder achieving
planned outcomes
§ Techniques for developing positive work relationships and building trust and confidence in a team
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including interpersonal styles, communications, consultation, cultural and social sensitivity,

networking
§ Impact of legislation and organisational policies on workplace relationships
§ Range of methods and techniques for communicating information and ideas to a range of
stakeholders
§ Problem solving methods
§ Methods to resolve workplace conflict
§ Methods to manage poor work performance
§ How to monitor, analyse and introduce ways to improve work relationships
§ Collect, analyse and evaluate textual information from a range of resources to inform improvement
strategies
§ Select or adjust communication style to maintain effectiveness of interaction and build and maintain
engagement consistent with organisational requirements
§ Recognise and follow legislative and organisational requirements relevant to own role
v.1 August, 2016 ©
Assessment
Assessor Version
§ Select and use appropriate conventions and protocols when communicating with diverse
stakeholders
§ Adapt personal communication style to build trust and positive working relationships and to show
respect for the opinions, values and particular needs of others
§ Play a lead role in situations requiring effective collaboration, demonstrating conflict resolution skills
and ability to engage and motivate others
§ Plan and implement activities and processes to manage and review work performance
§ Systematically gather and analyses all relevant information to formulate and evaluate possible
solutions to difficulties
§ Access and analyse information to achieve planned outcomes
§ Apply techniques for resolving problems and conflicts and dealing with poor performance within
organisational and legislative requirements
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§ Review and improve workplace outcomes in consultation with relevant personnel
§ Adjust interpersonal style and communications to respond to cultural and social diversity
§ Apply relationship management and communication skills with a range of people
§ Demonstrate integrity, respect, empathy and cultural sensitivity and promote trust
§
§
networks
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Forge effective relationships with internal and/or external people and help to maintain these
Encourage participation and foster contribution of and respect for ideas and feedback
Provide support to colleagues to resolve difficulties
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Assessment Conditions:
§ Assessment must be conducted in a safe environment where evidence gathered demonstrates
consistent performance of typical activities experienced in the management and leadership field of
work and include access to:
– Relevant legislation, regulations, standards and codes
– Relevant workplace documentation and resources
– Case studies and, where possible, real situations
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– Interaction with others

§ Assessors must satisfy NVR/AQTF assessor requirements


v.1 August, 2016 ©
Assessment
Assessor Version
Instructions

Students must read all instructions carefully prior to starting this assessment
and discuss their requirements for reasonable adjustments with the assessor.

§ Answer all of the questions to the best of your ability.
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§ Your assessor will tell you if more information is required.
Assessment Questions
§ Answer the questions in the space provided or attach additional pages.
§ Discuss the best method for submitting your work with your assessor.
§ Collect a range of information from appropriate sources and conduct a
Workplace Tasks
§
§
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review of current workplace relationships and work performance.
Summarise your findings and present them to the work team. Lead a
consultation process with the team to generate ideas for improvement.
In consultation with relevant personnel, develop and implement a formal
plan to address workplace relationships and work performance.
Identify a specific workplace issue and design and deliver a coaching or
mentoring session to rectify the situation within the requirements of the
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organisation and relevant legislation.
§ Talk with your assessor about specific arrangements for these tasks.
§ Your assessor will observe you at least twice fulfilling your duties within
the context of your work role.
Workplace Observation § One of the observations may take place during the Workplace Tasks.
§ A list of essential skills and performance criteria that your assessor will be
looking for is provided.
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Submit all completed assessment tasks and any additional work to your assessor.
Keep a copy of all documents for your records.

v.1 August, 2016 ©
Assessment
Assessor Version

Students are required to answer the questions below to demonstrate their knowledge of using leadership to
promote team cohesion.

1. How do legislation and organisational policies impact workplace relationships?
§ Impact legal requirements within the workplace
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§ Guides development and implementation of policies, procedures and work instructions
§ Impact confidentiality and privacy of information within the service
§ Consistent with workplace values and mission
§ Clarifies roles, responsibilities and functions of staff
§ Framework for business

§
§
§
§
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Assists with assessing performance
Framework for code of conduct, duty of care and accountability of role
Provides consequences of breaching policy, legislation or organisational requirements
Requirement of government bodies for compliance and continued funding
2. Provide examples of how work relationships, and the cultural and social environment, can support or
hinder achieving planned outcomes.
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Support:
§ Good understanding and acceptance of diversity and each team members uniqueness
§ Team approach, better outcomes for clients
§ Fosters effective communication
§ Sharing of issues, group problem solving approach
§ Builds confidence in team members
§ Issues/conflict dealt with quickly and resolved
§ Privacy and confidentiality maintained
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§ Formal debriefing
§ Team building and clear roles & responsibilities
§ Respect, courtesy and friendliness
§ Knowing each team members strength and weaknesses and building the team with this understanding
§ Positive attitudes and a ‘Can Do’ approach
§ Consultation and team input
§ Right person with the right skill set for the job
§ Maintaining professionalism

Hinder:
§ Time wasted talking about non work related topics, gossip
§ Distraction from task if time not managed well
§ Unimportant interruptions/distractions
§ Remaining conflict/issues, lack of resolution or compromise
§ Blurring of roles/responsibilities, lack of professionalism if friendships exist
§ Inappropriate debriefing or venting
v.1 August, 2016 ©
Assessment
Assessor Version
5. Explain how you monitor, analyse and introduce ways to improve work relationships.
§ Model appropriate behaviour by observing and complying with organisational social, ethical and
operational standards
§ Use professional networks to build and develop relationships
§ Maintain own skills base and knowledge
§ Negotiate difficult situations
§ Communicate appropriately according to the task requirements and social and cultural differences
§ Provide clear feedback
§ Identify ways to reduce confusion and surprises
§ Provide team members with information, resources and support
§ Respect team members
§ Discussions at monthly supervision, team meetings and performance appraisals
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6. How do you resolve workplace conflict?
§ Focus on the situation, issue or behaviour not the person/s

§ Identify shared objectives and values
§
§
§
§
§
§

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Maintain the self confidence and self esteem of others
Take initiative to make things better
Lead by example
Share your concerns about the conflict and the wellbeing of your team
Try to remain neutral
Create an environment that reduces the likelihood of interpersonal stress conflict
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7. Outline the methods you use to solve problems in the workplace.
§ Identify the issue/s

§ Understand the interests of all parties
§ List the possible solutions
§ Evaluate the options
§ Select an option/s
§ Document the agreement/s
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§ Agree on contingencies, monitoring and evaluation

8. How do you manage poor work performance?
§ Feedback:
– Describe the situation in specific terms
– Mutually agree on the sources of the problem and the solution
– Follow up

§ Coaching
– Facilitates and supports individual learning through one-on-one guided learning activities and skill
building (formal or informal)
– Generally applied in an informal manner, although there are some organisations that employ the
services of professional coaches
– May also be used to facilitate a move to a leadership role


v.1 August, 2016 ©
Assessment
Assessor Version
Workplace Tasks
Lead Effective Workplace Relationships

v Complete all parts of this task.
v Your assessor will observe you completing this task.
v Obtain permission from the individuals you are working with to be included in the observation.
v Prepare for your assessor’s visit by organising your materials and documentation ahead of time.
Demonstrate the following skills in all tasks below:

§ Treat all internal and external contacts with integrity, respect and empathy
standards
performance
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§ Develop and maintain effective relationships according to the organisation's social, ethical and business
§ Gain and maintain the trust and confidence of colleagues, customers and suppliers through competent
§ Adjust your interpersonal styles and communication methods to meet the organisation's social and
cultural environment
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1. Collect a range of information from appropriate sources and conduct a review of current workplace
relationships and work performance.
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Information sources may include:
§ Policies and procedures
§ Social, ethical and business standards
§ Legislation, regulations, standards and codes
§ Individual and team performance data
§ Marketing and customer related data
§ Outcomes of continuous improvement and quality assurance processes

Summarise your findings and present them to the work team. Lead a consultation process with the team
to generate ideas for improvement. Provide an option for private consultation for sensitive matters, if
needed.

Demonstrate the following during the consultation process:

v.1 August, 2016 ©
Workplace Observation
BSBLDR402 Lead effective workplace relationships

Student Name
Student Contact
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Workplace

Record specific examples of what you observe the student doing in their work role that
demonstrates an acceptable standard of performance for each component of competency.
Components of Competency
Access and analyse information

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Observation must take place on at least two [2] occasions.

Observations

1st
date &
initial

2nd
date &
initial
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to achieve planned outcomes
Apply techniques for resolving

problems and conflicts and
dealing with poor performance
within organisational and
legislative requirements
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Review and improve workplace

outcomes in consultation with
relevant personnel
Adjust interpersonal style and

communications to respond to
cultural and social diversity
Apply relationship management

and communication skills with a
range of people
1st 2nd
Components of Competency Observations date & date &
initial initial
Play a lead role in situations

requiring effective collaboration,
demonstrating conflict resolution
skills and ability to engage and
motivate others
Plan and implement activities

and processes to manage and
review work performance
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Systematically gather and
analyse all relevant information
to formulate and evaluate

possible solutions to difficulties
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Record how you contextualised these observations:

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Assessor Name
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Assessor Signature Date


v.1 August, 2016 ©
Marking Guide

Student Name
Student Contact
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Indicate if the student satisfactorily performed the tasks for each component of competency to
acceptable industry standards. Provide comments to support your decision.

Criteria for Competence
How work relationships, and the

cultural and social environment,
can support or hinder achieving
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Satisfactory
Y/N

Comments
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planned outcomes
Techniques for developing positive

work relationships and building
trust and confidence in a team
including interpersonal styles,
communications, consultation,
cultural and social sensitivity,
Sa
networking
Impact of legislation and

organisational policies on
Range of methods and techniques

for communicating information and
ideas to a range of stakeholders
Marking Guide
Satisfactory
Criteria for Competence Comments
Y/N
Problem solving methods
Methods to resolve workplace
e

conflict
Methods to manage poor work

performance
How to monitor, analyse and

introduce ways to improve work
relationships
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Workplace Task / Workplace Observation

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Satisfactory
Criteria for Competence Y/N Comments
Task Ob.
Access and analyse information to

achieve planned outcomes

problems and conflicts and dealing
with poor performance within
organisational and legislative
requirements

v.1 August, 2016 ©
Marking Guide
Result q Competent q Not yet competent

Feedback/Record of discussion with student
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Actions for further assessment if necessary
Assessor Name
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v.1 August, 2016 ©
Competency Mapping
Competency Mapping
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This table is a reference tool mapping the competency questions and workplace tasks provided in this kit to all aspects of the unit of competency
(performance criteria, performance evidence and knowledge evidence).
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Assessment Method
Unit Component Performance Criteria, Performance Evidence and Knowledge Evidence Assessment Workplace Workplace
Questions Task Observation
Collect relevant information from appropriate sources and analyse and share with the work
1.1 1 ✓
team to improve work performance
Communicate ideas and information in a manner which is appropriate and sensitive to the
Element 1
Collect, analyse and
communicate
information and ideas
1.2
1.3
1.4
1.5
2.1 m
cultural and social diversity of the audience and any specific needs
Lead consultation processes to encourage employees to contribute to issues related to their
work, and promptly relay feedback to the work team in regard to outcomes
Seek and value contributions from internal and external sources in developing and refining
new ideas and approaches
Implement processes to ensure that issues raised are resolved promptly or referred to
relevant personnel as required
Treat all internal and external contacts with integrity, respect and empathy
Use the organisation's social, ethical and business standards to develop and maintain

1, 2
1, 2, 3
✓
✓
✓
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2.2 1, 2, 3 ✓
effective relationships
Element 2
Gain and maintain the trust and confidence of colleagues, customers and suppliers through
Develop trust and 2.3 1, 2, 3 ✓
competent performance
confidence as leader
2.4 Adjust interpersonal styles and methods to meet organisation's social and cultural environment 1, 2, 3 ✓
Lead and encourage other members of the work team to follow examples set according to
2.5 3 ✓
organisation's policies and procedures

v.1 August, 2016 © 1
Competency Mapping
Assessment Method
Unit Component Performance Criteria, Performance Evidence and Knowledge Evidence Assessment Workplace Workplace
Questions Task Observation
§ 1, 2, 3 ✓
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Demonstrate integrity, respect, empathy and cultural sensitivity and promote trust
§ Forge effective relationships with internal and/or external people and help to maintain these
1, 2, 3 ✓
networks
§ Encourage participation and foster contribution of and respect for ideas and feedback 1, 2, 3 ✓
§ Provide support to colleagues to resolve difficulties 1, 2, 3 ✓
Examples of how work relationships, and the cultural and social environment, can support or hinder
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2
achieving planned outcomes
Techniques for developing positive work relationships and building trust and confidence in a team
including interpersonal styles, communications, consultation, cultural and social sensitivity, 4
networking
Impact of legislation and organisational policies on workplace relationships 1
Knowledge Evidence Range of methods and techniques for communicating information and ideas to a range of
3
stakeholders
Problem solving methods 7
Assessment Conditions
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Methods to resolve workplace conflict
Methods to manage poor work performance
How to monitor, analyse and introduce ways to improve work relationships
Assessment must be conducted in a safe environment where evidence gathered demonstrates
consistent performance of typical activities experienced in the management and leadership field of
work and include access to:
§ Relevant legislation, regulations, standards and codes
§ Relevant workplace documentation and resources
6
8
5

Assessors must observe these requirements

when conducting the assessment.
1
1

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§ Case studies and, where possible, real situations 1, 2, 3
§ Interaction with others 1, 2, 3
Assessors must satisfy NVR/AQTF assessor requirements. This is an RTO compliance responsibility.


v.1 August, 2016 © 3
RPL
Assessor Kit
BSBLDR402
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Lead effective
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RPL
Assessor Kit
v.1 August, 2016 ©
RPL
Assessor Kit

Contents

RPL Overview ........................................................................................................................................ 4
Assessor Tools ...................................................................................................................................... 5
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Candidate Tools .................................................................................................................................... 6
Instructions ........................................................................................................................................... 7
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Competency Mapping .......................................................................................................................... 9
Record of Evidence ............................................................................................................................. 12
Competency Questions ...................................................................................................................... 15
Workplace Tasks ................................................................................................................................. 21

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Workplace Observation ...................................................................................................................... 24
Record of Outcome ............................................................................................................................ 30

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v.1 August, 2016 ©
RPL
Assessor Kit

RPL Overview
For Assessors

Recognition of Prior Learning (RPL) is the process of evaluating and acknowledging a person’s skills and
knowledge to perform a particular job role related a unit of competency or a qualification. Skills and
knowledge are gained through a range of work, life, formal and informal learning experiences.

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This kit contains tools to help customise the recognition assessment of the candidate’s knowledge and skills
for this unit of competency. Assessors are not required to use every tool. Only use the tools necessary to
holistically assess the candidate.

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After an initial interview with a potential candidate, you will need to determine whether or not they are able
to complete the RPL process. Using this RPL kit, you will be able to determine if a candidate earns
recognition for this unit of competency:
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§ Evidence they provide
§ Questions they answer via a competency conversation
§ Tasks they complete in the workplace
§ Your observations

You are responsible for ensuring they have demonstrated the knowledge and skills required to:
§ Collect, analyse and communicate information and ideas
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§ Develop trust and confidence as leader

§ Develop and maintain networks and relationships
§ Manage difficulties into positive outcomes


v.1 August, 2016 ©
RPL
Assessor Kit
Assessor Tools
The following tools are for the Assessor to use.
An overview of the RPL process, a list of what is included in this kit

Instructions
and detailed instructions on how to use this kit
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A detailed map indicating where each component of competency is
Competency Mapping
included in this kit
Record of Evidence
Competency Questions
pl A tool for recording each piece of evidence (documentation,
questions, tasks, observations) to the unit of competency
Questions an assessor may ask a candidate in order to gather and

document evidence of a candidate’s knowledge and experience
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relating to the unit of competency
Tasks an assessor may ask a candidate to complete in order to

Workplace Tasks gather evidence of a candidate’s skills and experience relating to the
unit of competency (use in conjunction with Workplace Observation)
A tool used in conjunction with the Workplace Tasks to document

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Workplace Observation evidence of a candidate’s skills through observation of the

Workplace Tasks and other observations
A document used to notify a candidate of their RPL outcome and

Record of Outcome any additional steps required to achieve recognition for the unit of
competency

v.1 August, 2016 ©
RPL
Assessor Kit

Instructions

There are many ways to initiate the RPL process. The following instructions are an example of how assessors
could use the tools included in this kit. Every candidate, assessor and organisation has different needs. The
tools have been created to allow for flexibility and customisation.

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Instructions Documents Needed
Candidate Tools:
Candidate Instructions
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Give the Candidate Kit to the candidate for completion.
Review the Competency Mapping prior to starting the

Application
Unit Summaries
Evidence Index
Self-Evaluation
Third Party Report
Competency Mapping
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RPL process with candidate.
Answer any questions the candidate may have about how to use and complete
Candidate Tools
the candidate tools.
After the candidate completes the Evidence Index and the Self-Evaluation, Evidence Index
review them and begin to use the Record of Evidence, filling in the relevant Self-Evaluation
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evidence provided by the candidate. Record of Evidence
Interview the candidate:

§ Ask the candidate to elaborate on any work/life experiences they have
recorded that relates to the unit of competency and their job role Evidence Index
§ Look for information the candidate may not think is important or may Self-Evaluation
have omitted Record of Evidence
§ Decide what documentary evidence you think they can further provide to
support their claim of recognition

v.1 August, 2016 ©
RPL
Assessor Kit
Instructions Documents Needed
Continue to use the Record of Evidence as a tool to determine which

questions to ask and tasks to assign. Create an RPL plan, deciding what tools Record of Evidence
(or part thereof) you plan to use to complete the RPL process: Competency Questions
§ Competency Questions Workplace Tasks
§ Workplace Tasks/Workplace Observation Third Party Report
§ Third Party Report
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Conduct a competency conversation with the candidate, using the necessary
questions:
§ Combine relevant questions and workplace tasks, when possible Competency Questions
§ Contextualise the questions to the candidate’s specific area of work,
population, demographic, etc.
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Provide the necessary Workplace Tasks to the candidate:
§ Combine relevant questions and tasks, when possible
§ Combine tasks for streamlined assessment, when possible
§ Contextualise tasks to the candidate’s specific area of work, population,
demographic, etc.
Workplace Tasks
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Observe the candidate performing the workplace tasks:
§ Use the Workplace Observation to record the candidate’s performance
§ Observe the candidate on a 2nd occasion carrying out their duties in their Workplace Observation
workplace
§ Record and date your observations
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Collect the Third Party Report and verify the information provided is correct
Third Party Report
and accurate.
Complete the Record of Evidence. Record of Evidence
Inform candidate of your determination. Provide any additional steps required

Record of Outcome
to achieve recognition for the unit of competency, if necessary.

v.1 August, 2016 ©
RPL
Assessor Kit

Record of Evidence
e
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This is a record for you demonstrate exactly how and why you determined the candidate achieved recognition for this unit of competency.

Use this tool to record each piece of evidence (documentation, questions, tasks) against the components in the unit of competency (Elements,
Performance Evidence and Knowledge Evidence) to ensure you are comprehensively evaluating the evidence. Use the Competency Mapping tool for a
more detailed look at the components of competency. After reviewing the documentation provided by the candidate, write down any relevant
document number provided in the Evidence Index. Write down the competency question, workplace task and workplace observation number you
Candidate Name
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used to assess the candidate. Include any notes necessary to explain your determination.

You may also use this tool to create an RPL plan for the candidate.
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Candidate Contact
BSBLDR402 Lead effective

workplace relationships 12
v.1 August, 2016 ©
RPL
Assessor Kit
Evidence Workplace Observation

Unit Components Index #
Question #
Task # # Notes
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Collect, analyse and
communicate information and
ideas
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Develop trust and confidence
as leader
Develop and maintain

networks and relationships
Manage difficulties into

positive outcomes
Performance Evidence
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Knowledge Evidence

v.1 August, 2016 ©
RPL
Assessor Kit
Competency Questions

3. Describe a range of methods and techniques for communicating information and ideas to a range of
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stakeholders.
4. What techniques can you use to develop positive work relationships, and build trust and confidence in a
team?
5. Explain how you monitor, analyse and introduce ways to improve work relationships.
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6. How do you resolve workplace conflict?
7. Outline the methods you use to solve problems in the workplace.

8. How do you manage poor work performance?
Key Points - Tick the key points the candidate discusses and record additional comments.
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q Impact legal requirements within the workplace
q Guides development and implementation of policies, procedures and work instructions
q Impact confidentiality and privacy of information within the service
q Consistent with workplace values and mission
q Clarifies roles, responsibilities and functions of staff
q Framework for business
Sa
q Assists with assessing performance

q Framework for code of conduct, duty of care and accountability of role
q Provides consequences of breaching policy, legislation or organisational requirements
q Requirement of government bodies for compliance and continued funding
Support:
q Good understanding and acceptance of diversity and each team members uniqueness
q Team approach, better outcomes for clients
q Fosters effective communication
q Sharing of issues, group problem solving approach
q Builds confidence in team members
q Issues/conflict dealt with quickly and resolved
v.1 August, 2016 ©
RPL
Assessor Kit

Workplace Tasks
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The workplace tasks are used to gather further evidence of a candidate’s competency. Each task covers
performance criteria and performance evidence from the unit of competency. After considering all of the
collected evidence, assessors will assign only the tasks where sufficient evidence has not yet been provided.

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Assessors will observe candidates completing these tasks, unless otherwise noted. Often, there are
components of the task candidates must complete prior to observation. Candidates should read through all
assigned tasks before beginning, as some may be completed together. Assessors can streamline the process
by asking relevant questions while observing relevant tasks, when possible.

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Assessors: Use the box at the end of each task to record details of
adjustments and modifications.

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v.1 August, 2016 ©
RPL
Assessor Kit
Workplace Tasks
v Complete all parts of this task.

v Your assessor will observe you completing this task.
v Obtain permission from the individuals you are working with to be included in the observation.
v Prepare for your assessor’s visit by organising your materials and documentation ahead of time.
e
Demonstrate the following skills in all tasks below:
§ Treat all internal and external contacts with integrity, respect and empathy
standards
performance
pl
§ Develop and maintain effective relationships according to the organisation's social, ethical and business
§ Gain and maintain the trust and confidence of colleagues, customers and suppliers through competent
§ Adjust your interpersonal styles and communication methods to meet the organisation's social and
cultural environment
m
1. Collect a range of information from appropriate sources and conduct a review of current workplace
relationships and work performance.
Sa
Information sources may include:

§ Policies and procedures
§ Social, ethical and business standards
§ Legislation, regulations, standards and codes
§ Individual and team performance data
§ Marketing and customer related data
§ Outcomes of continuous improvement and quality assurance processes
Summarise your findings and present them to the work team. Lead a consultation process with the team
to generate ideas for improvement. Provide an option for private consultation for sensitive matters, if
needed.

v.1 August, 2016 ©
RPL
Assessor Kit
Record specific examples of what you observe the student doing in their work role that
demonstrates an acceptable standard of performance for each component of competency.
Observation must take place on at least two [2] occasions.
e
1st 2nd
Components of Competency Observations date & date &
initial initial
Access and analyse information


pl
m

relevant personnel
Adjust interpersonal style and

Sa
communications to respond to
cultural and social diversity
Apply relationship management

and communication skills with a
range of people
Demonstrate integrity, respect,

empathy and cultural sensitivity
and promote trust

v.1 August, 2016 ©
RPL
Assessor Kit

Record of Outcome
Candidate Name
Candidate Workplace
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RTO Name
RTO Address
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RPL Outcome
RPL achieved for this unit of competency

Yes

No

N/A

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Results discussed with candidate
Comments and further action discussed with candidate
Preparation and next steps for gap training or assessment:

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Assessor Name


v.1 August, 2016 ©
RPL
Candidate Kit
BSBLDR402
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Lead effective
pl
m
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RPL
Candidate Kit
v.1 August, 2016 ©
RPL
Candidate Kit

Contents

RPL Overview ........................................................................................................................................ 4
Candidate Tools .................................................................................................................................... 5
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Instructions ........................................................................................................................................... 6
RPL Application ..................................................................................................................................... 7
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Unit Summary ....................................................................................................................................... 8
Evidence Index .................................................................................................................................... 10
Self-Evaluation .................................................................................................................................... 14
Third Party Report .............................................................................................................................. 23

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v.1 August, 2016 ©
RPL
Candidate Kit

RPL Overview
For Candidates

Recognition of Prior Learning (RPL) is the process of evaluating and acknowledging a person’s skills and
knowledge to perform a particular job role related a unit of competency or a qualification. Experiences from
your current or previous job, volunteer work and any relevant life experience can all be used to demonstrate
to your assessor that you have the necessary skills and knowledge to be awarded recognition for a
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qualification.

qualification. You will be asked to:

§ Complete a Self-Evaluation
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You are beginning the process of demonstrating to your assessor why and how you should be awarded this
§ Provide detailed documentation of your competency

§ Answer competency questions
§ Complete specific workplace tasks
§ Participate in workplace observations
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Things to keep in mind:

§ This process will be different for each candidate, depending on previous experience
§ Your assessor will work with you to come up with a comprehensive RPL plan
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§ The evidence you provide must be current, valid, authentic and sufficient
§ Detailed instruction for each part of the process is included in each document

If you have any questions about the RPL process, speak with your assessor.


v.1 August, 2016 ©
RPL
Candidate Kit

Candidate Tools

The following tools are for you to use.

Instructions A detailed overview of the RPL process and what to expect
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Application A basic form for gathering information
Unit Summaries
Evidence Index
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A summary of the learning outcomes for the unit of competency.
A tool you use to index each piece of evidence (trainings, workshops, CV,
photos, presentations, reports, certificates, awards, etc.)
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A Self-Evaluation of experience, skills and evidence that relate to the unit of
Self-Evaluation
competency, including information from your Evidence Index
A tool you give to your workplace supervisor to verify competency in your

Third Party Report
job role relating to workplace expectations and performance criteria
Sa

v.1 August, 2016 ©
RPL
Candidate Kit

Instructions

Please note: the order provided is subject to change based on your specific needs.

1 Complete the Application and submit it to your assessor.
Carefully read through the Unit Summary. For more information about the components of
e
2 competency you will be assessed against for each unit – go to: www.training.gov.au
and download the unit of competency.
Consult with your assessor and collect any documentation/evidence that supports your attempt to
attain the qualification through RPL. Evidence may include:
3
§ Resume or CV
§ Position description
pl
§ Recent performance appraisal
§ Training records/certificates/workshops
§ Work journals
§ Photos
§ Task/job sheets/log books
m
§ Examples of work documents, projects, programs, etc.
Carefully number each piece of evidence and complete the Evidence Index. Make copies of all
4
evidence you index.
5 Complete the Self-Evaluation using the Unit Summary and the Evidence Index
6 Submit the Self-Evaluation, Evidence Index and the original evidence documents to your assessor.
Sa
Discuss your Self-Evaluation with your assessor. Together, you will review your options to provide
7 further evidence (questions and tasks) and design an RPL plan that ensures you have every
opportunity to demonstrate your competence.
Participate in a conversation to answer specific questions designed to determine your knowledge of

8
specific work areas where sufficient evidence has not been provided.
Complete workplace tasks to determine your skills in specific work areas where sufficient evidence
9 has not been provided. Your assessor will provide you with the tasks and set up a time to observe you
completing them.
10 Your assessor will discuss the outcome of your RPL with you.

v.1 August, 2016 ©
RPL
Candidate Kit
RPL Application
Personal Details
Surname
First Name/s
e
Any other name used
Street
Mailing Address
Email Address pl
City
State
Home
Post Code
Work
m
Telephone Numbers
Mobile Fax
Date of Birth / /
Gender q MALE q FEMALE

Are you a permanent resident of
Sa
Australia? q YES q NO
Employment
Are you currently employed? q YES q NO

Current Occupation
Current Employer
Employer Contact
Attach your CV/Resume or work history and job description.

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Candidate Kit
Candidate Name
e
Document
Name/Description of Document Assessor Notes
Number
pl
2
5
m
Sa
6

v.1 August, 2016 ©
RPL
Candidate Kit

Document
Name/Description of Document Assessor Notes
Number
e
14
15
pl

Candidates must sign the declaration below and have it witnessed by their workplace supervisor.

Candidate declaration: The information contained in this application is accurate and correct, and all documents are genuine.

Candidate Signature
Witness Signature

m Date
Date

Sa


v.1 August, 2016 ©
RPL
Candidate Kit

Self-Evaluation
e
pl
List the experience, skills and evidence you have that relate to the unit of competency.
Your assessor will discuss this document with you in order to create your RPL plan.

Carefully read the Unit Summary included in this kit before completing the Self-Evaluation.

Current Work Role
Work Experience
Evidence Index #
m KEY
List the daily tasks and duties you perform in your current work role that relate to each unit of competency
List the activities, projects, etc., you’ve participated in as part of your current or previous work that relate to each unit of competency
Put the corresponding number from the Evidence Index into the unit of competency you think the evidence relates to
Sa
Confidence-Rating Based on your experiences and current work role, tick the box that most reflects your confidence level in each unit of competency

v.1 August, 2016 ©
RPL
Candidate Kit
Candidate Name
Current Occupation
e
Evidence I feel ___ in this
Component of Competency Current Work Role Work Experience
Index # area.
pl
Access and analyse information q Unsure
q Confident


m q Unsure
q Confident
q Unsure
Sa
relevant personnel q Confident

v.1 August, 2016 ©
RPL Kit
Candidate Kit

Only tick the box if the candidate performs the work tasks to your organisation’s standards.
Manage difficulties into positive outcomes:

q Identify and analyse difficulties and take action to rectify the situation within the requirements of the
organisation and relevant legislation
q Guide and support colleagues to resolve work difficulties
q Regularly review and improve workplace outcomes in consultation with relevant personnel
q Manage poor work performance within the organisation's processes
q Manage conflict constructively within the organisation's processes
The candidate can:

q Collect, analyse and evaluate textual information from a range of resources to inform improvement
e
strategies
q Select or adjust communication style to maintain effectiveness of interaction and build and maintain
engagement consistent with organisational requirements
q Recognise and follow legislative and organisational requirements relevant to own role
q Select and use appropriate conventions and protocols when communicating with diverse stakeholders
pl
q Adapt personal communication style to build trust and positive working relationships and to show
respect for the opinions, values and particular needs of others
q Play a lead role in situations requiring effective collaboration, demonstrating conflict resolution skills
and ability to engage and motivate others
q Plan and implement activities and processes to manage and review work performance
q Systematically gather and analyse all relevant information to formulate and evaluate possible solutions
to difficulties
q Access and analyse information to achieve planned outcomes
m
q Apply techniques for resolving problems and conflicts and dealing with poor performance within
q Review and improve workplace outcomes in consultation with relevant personnel
q Adjust interpersonal style and communications to respond to cultural and social diversity
q Apply relationship management and communication skills with a range of people that:
q Demonstrate integrity, respect, empathy and cultural sensitivity and promote trust
q Forge effective relationships with internal and/or external people and help to maintain these networks
q Encourage participation and foster contribution of and respect for ideas and feedback
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q Provide support to colleagues to resolve difficulties

Note: Assessors may request documentation of this.

Describe your direct working relationship with the candidate:


v.1 August, 2016 ©
RPL Kit
Candidate Kit
The candidate:
q Performs job tasks to an appropriate level

q Manages job tasks effectively
q Implements safe working practices
q Problem-solves according to job requirements
q Works well with others
q Copes with non-routine situations
Comments to support your responses:
e
Supervisor Signature
pl
Are you willing to be contacted if the assessor has further questions?
Date
q Yes q No
m
Supervisor Name
Supervisor Title
Supervisor Phone
Supervisor Email
Assessor comments:
Sa
Assessor Signature
Assessor Name Date
Third Party Report verified as authentic by assessor (initial):

v.1 August, 2016 ©

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Assessment

BSBLDR402 Lead effective 2

including interpersonal styles, communications, consultation, cultural and social sensitivity,

– Interaction with others

BSBLDR402 Lead effective 5

§ Collect a range of information from appropriate sources and conduct a

BSBLDR402 Lead effective 6

§ Impact legal requirements within the workplace

§ Focus on the situation, issue or behaviour not the person/s

§ Identify the issue/s

§ Agree on contingencies, monitoring and evaluation

BSBLDR402 Lead effective 9

Demonstrate the following skills in all tasks below:

BSBLDR402 Lead effective 11

Access and analyse information

Apply techniques for resolving

Review and improve workplace

Adjust interpersonal style and

Apply relationship management

Play a lead role in situations

Plan and implement activities

Assessor Signature Date

BSBLDR402 Lead effective 5

Criteria for Competence

How work relationships, and the

Techniques for developing positive

Impact of legislation and

Range of methods and techniques

Problem solving methods

Methods to resolve workplace

Methods to manage poor work

How to monitor, analyse and

Workplace Task / Workplace Observation

Access and analyse information to

Apply techniques for resolving

BSBLDR402 Lead effective 2

Result q Competent q Not yet competent

BSBLDR402 Lead effective 7

BSBLDR402 Lead effective workplace relationships

Assessors must observe these requirements

BSBLDR402 Lead effective workplace relationships

Assessor Tools ...................................................................................................................................... 5

Record of Evidence ............................................................................................................................. 12

Competency Questions ...................................................................................................................... 15

Workplace Tasks ................................................................................................................................. 21

Record of Outcome ............................................................................................................................ 30

BSBLDR402 Lead effective 3

§ Develop trust and confidence as leader

BSBLDR402 Lead effective 4

The following tools are for the Assessor to use.

An overview of the RPL process, a list of what is included in this kit

Questions an assessor may ask a candidate in order to gather and

Tasks an assessor may ask a candidate to complete in order to

A tool used in conjunction with the Workplace Tasks to document

Workplace Observation evidence of a candidate’s skills through observation of the

A document used to notify a candidate of their RPL outcome and

BSBLDR402 Lead effective 5

Review the Competency Mapping prior to starting the

evidence provided by the candidate. Record of Evidence

Interview the candidate:

BSBLDR402 Lead effective 7

Instructions Documents Needed

Continue to use the Record of Evidence as a tool to determine which