Instructions to Learner

Assessment instructions
• Overview
Prior to commencing the assessments, your trainer/assessor will explain each assessment task and the
terms and conditions relating to the submission of your assessment task. Please consult with your
trainer/assessor if you are unsure of any questions. It is important that you understand and adhere to the
terms and conditions, and address fully each assessment task. If any assessment task is not fully
addressed, then your assessment task will be returned to you for resubmission. Your trainer/assessor will
remain available to support you throughout the assessment process.

• Written work
Assessment tasks are used to measure your understanding and underpinning skills and knowledge of the
overall unit of competency. When undertaking any written assessment tasks, please ensure that you
address the following criteria:

• Address each question including any sub-points

• Demonstrate that you have researched the topic thoroughly

• Cover the topic in a logical, structured manner

• Your assessment tasks are well presented, well referenced and word processed

• Your assessment tasks include your full legal name on each and every page.

• Active participation
It is a condition of enrolment that you actively participate in your studies. Active participation is
completing all the assessment tasks on time.

• Plagiarism
Plagiarism is taking and using someone else's thoughts, writings or inventions and representing them as
your own. Plagiarism is a serious act and may result in a learner’s exclusion from a course. When you
have any doubts about including the work of other authors in your assessment, please consult your
trainer/assessor. The following list outlines some of the activities for which a learner can be accused of
plagiarism:

• Presenting any work by another individual as one's own unintentionally

• Handing in assessments markedly similar to or copied from another learner

• Presenting the work of another individual or group as their own work

• Handing in assessments without the adequate acknowledgement of sources used, including

assessments taken totally or in part from the internet.

If it is identified that you have plagiarised within your assessment, then a meeting will be organised to
discuss this with you, and further action may be taken accordingly.

• Collusion
Collusion is the presentation by a learner of an assignment as their own that is, in fact, the result in whole
or in part of unauthorised collaboration with another person or persons. Collusion involves the
cooperation of two or more learners in plagiarism or other forms of academic misconduct and, as such,
both parties are subject to disciplinary action. Collusion or copying from other learners is not permitted
and will result in a “0” grade and NYC.

Assessments must be typed using document software such as (or similar to) MS Office. Handwritten
assessments will not be accepted (unless, prior written confirmation is provided by the trainer/assessor to
confirm).

• Competency outcome
There are two outcomes of assessments: S = Satisfactory and NS = Not Satisfactory (requires more
training and experience).

Once the learner has satisfactorily completed all the tasks for this module the learner will be awarded
“Competent” (C) or “Not yet Competent” (NYC) for the relevant unit of competency.

If you are deemed “Not Yet Competent” you will be provided with feedback from your assessor and will
be given another chance to resubmit your assessment task(s). If you are still deemed as “Not Yet
Competent” you will be required to re-enrol in the unit of competency.

• Additional evidence
If we, at our sole discretion, determine that we require additional or alternative information/evidence in
order to determine competency, you must provide us with such information/evidence, subject to privacy
and confidentiality issues. We retain this right at any time, including after submission of your
assessments.

• Confidentiality
We will treat anything, including information about your job, workplace, employer, with strict confidence,
in accordance with the law. However, you are responsible for ensuring that you do not provide us with
anything regarding any third party including your employer, colleagues and others, that they do not
consent to the disclosure of. While we may ask you to provide information or details about aspects of
your employer and workplace, you are responsible for obtaining necessary consents and ensuring that
privacy rights and confidentiality obligations are not breached by you in supplying us with such
information.

Assessment appeals process

If you feel that you have been unfairly treated during your assessment, and you are not happy with your
assessment and/or the outcome as a result of that treatment, you have the right to lodge an appeal. You
must first discuss the issue with your trainer/assessor. If you would like to proceed further with the
request after discussions with your trainer/assessor, you need to lodge your appeal to the course
coordinator, in writing, outlining the reason(s) for the appeal.

• Recognised prior learning

Candidates will be able to have their previous experience or expertise recognised on request.

• Special needs
Candidates with special needs should notify their trainer/assessor to request any required adjustments as
soon as possible. This will enable the trainer/assessor to address the identified needs immediately.
Assessment requirements

• Assessment can either be:

• Direct observation

• Product-based methods e.g. reports, role plays, work samples

• Portfolios – annotated and validated

• Questioning

• Third party evidence.

If submitting third party evidence, the Third Party Observation/Demonstration document must be
completed by the agreed third party.

• Third parties can be:

• Supervisors

• Trainers

• Team members

• Clients

• Consumers.

The third party observation must be submitted to your trainer/assessor, as directed.

The third party observation is to be used by the assessor to assist them in determining competency.

The assessment activities in this workbook assess aspects of all the elements, performance criteria, skills
and knowledge and performance requirements of the unit of competency.

To demonstrate competence in this unit you must undertake all activities in this workbook and have them
deemed satisfactory by the assessor. If you do not answer some questions or perform certain tasks, and
therefore you are deemed to be Not Yet Competent, your trainer/assessor may ask you supplementary
questions to determine your competence. Once you have demonstrated the required level of performance,
you will be deemed competent in this unit.

Should you still be deemed Not Yet Competent, you will have the opportunity to resubmit your
assessments or appeal the result.

As part of the assessment process, all learners must abide by any relevant assessment policies as provided
during induction.

If you feel you are not yet ready to be assessed or that this assessment is unfair, please contact your
assessor to discuss your options. You have the right to formally appeal any outcome and, if you wish to do
so, discuss this with your trainer/assessor.
Candidate Details

Assessment – BSBMGT517: Manage operational plan

Please complete the following activities and hand in to your trainer/assessor for marking. This forms part
of your assessment for BSBMGT517: Manage operational plan.

Name: __RochaK Bhatta______________________________________

Student ID ____13058_________________________________________________________

Email: _____________________________________________________________

Declaration

I declare that no part of this assessment has been copied from another person’s work with the exception of
where I have listed or referenced documents or work and that no part of this assessment has been written
for me by another person. I also understand the assessment instructions and requirements and consent to
being assessed.

Signed: _____Rochak Bhatta_________________________________________

Date: ______04/04/2021_______________________________________________

If activities have been completed as part of a small group or in pairs, details of the learners involved
should be provided below:

This activity workbook has been completed by the following persons and we acknowledge that it was a
fair team effort where everyone contributed equally to the work completed. We declare that no part of this
assessment has been copied from another person’s work with the exception of where we have listed or
referenced documents or work and that no part of this assessment has been written for us by another
person.

Learner 1: ____________________________________________________________

Signed: ____________________________________________________________

Learner 2: ____________________________________________________________

Signed: ____________________________________________________________

Learner 3: ____________________________________________________________

Signed: ____________________________________________________________

Observation/Demonstration

Throughout this unit, you will be expected to show your competency of the elements through
observations or demonstrations. Your trainer/assessor will have a list of demonstrations you must
complete or tasks to be observed. The observations and demonstrations will be completed as well as the
activities found in this workbook.

An explanation of observations and demonstrations:

Observation is on-the-job

The observation will usually require:

• Performing a work based skill or task

• Interaction with colleagues and/or customers.

Demonstration is off-the-job

A demonstration will require:

• Performing a skill or task that is asked of you

• Undertaking a simulation exercise.

• Your trainer/assessor will inform you of which one of the above they would like you to
do. The observation/demonstration will cover one of the unit’s elements.

• The observation/demonstration will take place either in the workplace or the training
environment, depending on the task to be undertaken and whether it is an observation or
demonstration. Your trainer/assessor will ensure you are provided with the correct
equipment and/or materials to complete the task. They will also inform you of how long
you have to complete the task.

You should be able to demonstrate the skills, knowledge and performance criteria required for
competency in this unit, as seen in the Learner Guide.

Third Party Guide

You should supply details of the third party to the assessor before you commence the activities (see
below), unless the assessor has already selected a third party themselves. The assessor can then contact
the third party in instances where they require more evidence to determine competency, or they cannot
observe certain tasks themselves.
• The reasons to use a third party may include:
• Assessment is required in the workplace
• Where there are health and safety issues related to observation
• Patient confidentiality and privacy issues are involved.
If you are not employed, or able to complete demonstrative tasks in the workplace, you will need to
inform the assessor. They will be able to provide you with a simulated environment in which to complete
these tasks.

We would prefer that, wherever possible, these be “live” issues for your industry and require application
of the principles that you are learning as part of your training. Where this is not possible, you and your
third party should simulate the activity tasks and demonstrations that you believe would be likely to arise
in your organisation or job role.

Third party evidence can also be used to provide “everyday evidence” of tasks included in your work role
that relate to the unit of competency but are not a part of the formal assessment process.

The third party is not to be used as a co-assessor – the assessor must make the final decision on
competency them.

Documents relevant to collection of third party evidence are included in the Third Party section in the
Observations/Demonstrations document.

Third party details (required information from the learner)

A third party may be required for observations or demonstrations; please provide details below of your
nominated third party and obtain their signature to confirm their agreement to participate. This
information will be required by your trainer/assessor in advance of arranging any future observations or
demonstrations.

Third party name: ______________________________________________________________

Position of third party: ______________________________________________________________

Telephone number: ______________________________________________________________

Email address: ______________________________________________________________

• Declaration for nominated third party:

I declare my intention to act as third party for (learner’s name here) __________________________

Third party signature:

_____________________________________ Date: ___________________

Section A Activity

Complete the following activities individually or in a group (as applicable to the specific activity
and the assessment environment).

Activity 1A
Estimated 30 Minutes
Time
Objective To provide you with an opportunity to research, analyse and document
resource requirements and develop an operational plan in consultation with
relevant personnel, colleagues and specialist resource managers(PC1.1)
• Define an operational plan. What should be considered when developing
an operational plan?

An operational plan is basically an outline details of the business's daily operations.

It defines who does what, when they do it, and how they do it.
while developing an operational plan the most important thing to consider is the
objective of the business and how we can achieve these objectives.

• What other people may the operational plan involve?

Operational plan may involve various personnel and factors depending on the
objective of the business. It may involve skilled person like pilots and doctors, and
it may involve factors such as experience, time, facilities, technology and many
more.

3. Explain the role of an operational plan in achieving the organisation s

objectives

Operational Plan plays a key role in a sucess of a business. It not only determines
the objective of an organization but also takes into consideration all the factors that
are involved in achieving that objective. It tells us about the people involved in the
business, their skills, time, money and technology required to achieve the
objective.

Activity 1B
Estimated 20 Minutes
Time
Objective To provide you with an opportunity to develop and/or implement consultation
processes as an integral part of the operational planning process(PC1.2)
• Define a consultation process. How could it be carried out?

Basically, in consultation process we consult with the parties involved in

operational planning process to find ideas, mitigate risks and get a feedback and
improve on the feedback.
It could be carried out via various methods such as
 face to face consultation, email, survey, meeting etc.

Activity 1C
Estimated 20 Minutes
Time
Objective To provide you with an opportunity to ensure the operational plan includes
key performance indicators to measure organizational performance(PC1.3)
• Give examples of key performance indicators that can be used in
workplace.

I am currently working in a retail job. And in my job my performance or my KPI is

judged by factors such as.

Every month i have certain sales target to meet. And if i do so i am rewarded with
extra benefits.

I have to sell a certain amount of extended warranty of products.

A good customer satisfaction is always a good sign of KPI.

Achieving sales and other target within a certain time.

Activity 1D
Estimated 40 Minutes
Time
 Objective To provide you with an opportunity to develop and implement contingency
plans for the operational plan(PC1.4)
• What is the purpose of a contingency plan?

The purpose of any contingency plan is to allow an organization to return to its

daily operations as quickly as possible after an unforeseen event. unforeseen event
could be anything ranging from natural disaster to any incident that impacts the
day to day running of a business.

• What sorts of risks are likely to happen at your organisation?

I work in retail industry and my work involves lots of heavy lifting. And we have
an onsite warehouse. we have to frequently go to warehouse where heavy machine
are constantly moving So a personal injury is always a major risk in my line of
business.

we also use POS system to record sales and inventory so a problem relating to this
system could be a major risk. problem could be system crash, system hack or loss
of data.

My organization is very well reputed in Australia, so problem with system such as

customer data breach or injury to customer could Damage the reputation.

• What may be the impact of these risks occurring?

• These risks could cause damage to a company's reputation

• If there is a personal injury and if the company is at fault it could result in
major lawsuit
• This lawsuit could result in lots of financial losses.
• Company could lose major sales advantage to its competitor.

Activity 1E
Estimated 20 Minutes
Time
Objective To provide you with an opportunity to ensure the development and
presentation of proposals for resource requirements is supported by a variety
of information sources and seek specialist advice as required(PC1.6)
• What specialist advice may you have to seek?

There are various people we can use to consult in order to try to convince the
stakeholders to accept the business proposal .
 These specialists could be within a business like Managers, consultants and
Accountants or these people could be external like customers and suppliers.

Activity 1F
Estimated 20 Minutes
Time
Objective To provide you with an opportunity to obtain approval for the plan from
relevant parties and explain the plan to relevant work teams(PC1.6)
• Give an example of a SMART goal to implement a plan in your
organization.

I work in the retail sector with lots of competition around the business. So if i start
a new business in retail following would be my SMART plan.

Specific: I will sell handmade garment through a Websight.

Measurable: I will be ready to take my first online order within five weeks, and I
want to sell minimum 50 pieces a week.

Attainable: I will get set up online first. Then I will build an inventory. Finally, I
will promote my business and build customer relationships.

Relevant: Selling garments online will allow me to benefit financially.

Time-Based: My online business will be up and running within five weeks.

Activity 1 checklist – for assessor
This should be used by the trainer/assessor to document the learner’s skills, knowledge and performance
as relevant to the unit activity. Indicate in the table below if the learner is deemed satisfactory (S) or not
satisfactory (NS) for the activity or if reassessment is required.

Learner’s name
Assessor’s name
Unit of Competence
BSBMGT517 - Manage operational plan
(Code and Title)
Date(s) of assessment
Has the activity been answered and performed fully, as required to assess the Yes No
competency of the learner?
(Please circle)

Has sufficient evidence and information been provided by the learner for the Yes No
activity?
(Please circle)

Comments

Provide your comments here:

The learner’s
Not yet satisfactory Satisfactory
performance was:

If not yet satisfactory, date for reassessment:

Feedback to learner:

Learner’s signature
 Assessor’s signature

Activity 2A
Estimated 40 Minutes
Time
Objective To provide you with an opportunity to develop and implement strategies to
ensure that employees are recruited and/or inducted within the organisation’s
human resources management policies, practices and procedures(PC2.1)
What are the advantages of outsourcing recruitment?
One of the major advantages of outsourcing recruitment is cost saving.
A company can save lots of money by outsourcing because hiring a new staff is a
very costly expenses for a business.

Scalability is another major advantage. If a company is using third party

contractors for recruitment purpose its extremely easy for them to scale their
workforce during busy time like charismas and new year.

Reduced time-to-hire. Since the recruitment company already have lots of

candidate with different skills in their portfolio it's a very quick process for any
company wanting to hire candidates from their portfolio.

• What policies may you have to follow during recruitment?

Different company have different policies and at times policy may differ on the
country-to-country basis as well. But some of the basic policies could be
Who is going to interview the candidates?
what questions to be asked
On what criteria or basis is the company hiring
Who makes the decision?
And any government regulations to follow to prevent discrimination etc.

What policies may affect induction?

some of the policies that may affect induction are as follows

Code of conduct of the company including information on what is expected of the

employees.

Workplace health and safety, including the emergency evacuation procedure,

location of First Aid Officers and kits, reporting of incidents.

Policies of the facilities available to the employees.

Any government regulation to follows.

Activity 2B
Estimated 30 Minutes
Time
Objective To provide you with an opportunity to develop and implement strategies to
ensure that physical resources and services are acquired in accordance with
the organisation’s policies, practices and procedures
• What are the requirements of good supplier relationships?

Inorder to have a good relationship with the supplier some of the following can be
used.
Good communication: Its important to have a clear communication channel with
the supplier. It will help both side of the business because both parties will be kept
informed.
Clear Goals: Its important to know what each other duties are and what is
expected from each other.
Good Leadership: A good leader should be able to maintain a proper relationship
with employees and suppliers. It helps to promote honesty and reliability.

• How are purchase orders used to acquire resources?

The most widely used method of ordering stocks are to raise purchase order. It is a
legal document that will inform supplier the quantity, quality and price of the order.
Once the purchase order is raised the supplier gathers the resources according to
the stock availability then asks for the payment. once the products are paid for it is
dispatched to the buyer.

Activity 2C
Estimated 30 Minutes
Time
Objective To provide you with an opportunity to recognise and incorporate
requirements for intellectual property rights and responsibilities in
recruitment and acquisition of resources and services
• Give three different examples of intellectual property and explain how
would enforce your rights for each one.

There are many types of intellectual property 3 of them are as follows

Copyright
Copyright does not protect ideas. Rather, it only covers “tangible” forms of
creations and original work–for example, art, music, architectural drawings, or
even software codes. The copyright owner has the exclusive right to sell, publish,
and/or reproduce any literary, musical, dramatic, artistic, or architectural work
created by the author.

Trademark

Trademarks are another familiar type of intellectual property rights protection. A

trademark is a distinctive sign which allows consumers to easily identify the
particular goods or services that a company provides. Some examples include
McDonald’s golden arch, the Facebook logo, and so on. A trademark can come in
the form of text, a phrase, symbol, sound, smell, and/or color scheme. Unlike
patents, a trademark can protect a set or class of products or services, instead of
just one product or process.

Patent

A patent is used to prevent an invention from being created, sold, or used by

another party without permission. Patents are the most common type of intellectual
property rights that come to people’s minds when they think of intellectual
property rights protection. A Patent Owner has every right to commercialize
his/her/its patent, including buying and selling the patent or granting a license to
the invention to any third party under mutually agreed terms.
Activity 2 checklist – for assessor
This should be used by the trainer/assessor to document the learner’s skills, knowledge and performance
as relevant to the unit activity. Indicate in the table below if the learner is deemed satisfactory (S) or not
satisfactory (NS) for the activity or if reassessment is required.

Learner’s name
Assessor’s name
Unit of Competence
BSBMGT517 - Manage operational plan
(Code and Title)
Date(s) of assessment
Has the activity been answered and performed fully, as required to assess the Yes No
competency of the learner?
(Please circle)

Has sufficient evidence and information been provided by the learner for the Yes No
activity?
(Please circle)

Comments

Provide your comments here:

The learner’s
Not yet satisfactory Satisfactory
performance was:

If not yet satisfactory, date for reassessment:

Feedback to learner:
 Learner’s signature

Assessor’s signature

Activity 3A
Estimated 30 Minutes
Time
Objective To provide you with an opportunity to develop, monitor and review
performance systems and processes to assess progress in achieving profit and
productivity plans and targets
• What is a performance management system?

A Performance management system is an approach for evaluating the performance

of employees. It allows the company to ensure that employees and department
across the organization are working effectively towards achieving the business
strategic goals.

• Give examples of performance standards that your organisation uses.

I work at sale so some of the performance standard are

Meeting the monthly and yearly sales target.

Reaching a certain level of customer satisfaction.

Performance based bonus.

Spiffs based incentive for certain products. etc

Activity 3B
Estimated 15 Minutes
Time
Objective To provide you with an opportunity to analyse and interpret budget and
actual financial information to monitor and review profit and productivity
performance
• What information in the budget may you have to monitor or review?

We must make sure all the expense has been budgeted for
 Analyse if all the departmental expenses has been allocated

Budget is prepared within the policy and procedure of the business

Activity 3C
Estimated 30 Minutes
Time
Objective To provide you with an opportunity to identify areas of under-performance,
recommend solutions and take prompt action to rectify the situation
• Give examples of under-performance that exist in your organisation.

I work in the sales industry. And one of the reasons we are underperforming
because we are pricing our products more than our competitors.

The second under performance is because we do not have the full range of our
product on display.

• What is continuous improvement?

Continuous improvement is learning continuously even from your failures.

It is a process of analysing, planning, taking decisions and learning from
those decisions. In other word it is a incremental improvements that can be
made over time.
Activity 3D
Estimated 30 Minutes
Time
Objective To provide you with an opportunity to plan and implement systems to ensure
that mentoring and coaching are provided to support individuals and teams to
effectively, economically and safely use resources
• What is the difference between a mentor and a coach?

Coach imparts coaching, but a mentor provides mentoring.

Coach is an expert in the concerned field whereas mentor possesses high
knowledge and experience.
Coach aims at improving performance of employee whereas mentor concentrates
on career and all round development of employees.

• Define an effective mentoring or coaching relationship.

Effective mentoring or coaching relationship is on job training system used to train

less skilled or inexperienced employees. Mentor focuses on personal aspect such as
individual skill and growth whereas coaches focus more on career goals and
performance.

Activity 3E
Estimated 30 Minutes
Time
Objective To provide you with an opportunity to negotiate recommendations for
variations to operational plans and gain approval from designated
persons/groups
• Explain what principled negotiation means.

Principled negotiation is interest based approach to negotiation that focuses

primarily on conflict management and conflict resolution. Principled negotiation is
all about separating problem. It is the approach to find mutually shared income. It
resolves disagreement between two parties in an organization.

• Explain how you would gain approval from the relevant people.
 The negotiation approval can be gained through the presentation of the idea or a
proposal and requesting them with written request which may be formal or
informal. There should be following of proper rules, regulations and policies laid
down by the organization as well as for gaining approval there should be
explanation of variation and potential benefits regarding negotiation.

Activity 3F
Estimated 15 Minutes
Time
Objective To provide you with an opportunity to develop and implement systems to
ensure that procedures and records associated with documenting performance
are managed in accordance with organisational requirements
• Describe the need of documentation system may be use in your business.

• What are the legislative requirement needs to follow to prepare operational

plan?

1. Legislative requirement for better workplace relation, employee’s

dismissal.
2. Legislative requirement for safe working environment where there no
sexual harassment and social discrimination related to caste, and also
discrimination between high class and low caste.
3. Legislative requirement regarding fair wage rates.
Activity 3 checklist – for assessor
This should be used by the trainer/assessor to document the learner’s skills, knowledge and performance
as relevant to the unit activity. Indicate in the table below if the learner is deemed satisfactory (S) or not
satisfactory (NS) for the activity or if reassessment is required.

Learner’s name
Assessor’s name
Unit of Competence
BSBMGT517 - Manage operational plan
(Code and Title)
Date(s) of assessment
Has the activity been answered and performed fully, as required to assess the Yes No
competency of the learner?
(Please circle)
 Has sufficient evidence and information been provided by the learner for the Yes No
activity?
(Please circle)

Comments

Provide your comments here:

The learner’s
Not yet satisfactory Satisfactory
performance was:

If not yet satisfactory, date for reassessment:

Feedback to learner:

Learner’s signature

Assessor’s signature

Summative Assessments

The summative assessments are the major activities designed to assess your skills, knowledge and
performance, as required to show competency in this unit. These activities should be completed after
finishing the Learner Guide. You should complete these as stated below and as instructed by your
trainer/assessor.

Skills, knowledge and performance may be termed as:

• Skills – skill requirements, required skills, essential skills, foundation skills

• Performance – evidence requirements, critical aspects of assessment, performance evidence.

• Section B: Skill activity

The skills activity is designed to be a series of demonstrative tasks that should be assessed by observation
(by the assessor or third party, depending on the circumstances).
It will demonstrate all of the skills required for this unit of competency – your assessor will provide
further instructions to you, if necessary.

• Section C: Performance activity

The performance activity is designed to be a practical activity performed either in the workplace or a
simulated environment. You should demonstrate the required practical tasks for the unit of competency
and be observed by the assessor and/or third party, as applicable to the situation. If the third party is
required to observe you, you will need to make the required arrangements with them.

If necessary for the activities, you should attached completed written answers, portfolios or any evidence
of competency to this workbook.

Section B: Presentation
Objective: To provide you with an opportunity to show you have the required skills for this unit.

This activity will enable you to demonstrate the following skills:

• Reading
• Writing
• Oral Communications
• Numeracy
• Navigate the world of work
• Interact with others
• Get the work done

Read the scenario and draft a visual operation plan and present it to the audience in your class.

A fruit juice processing company based in Victoria uses caustic soda to clean all its extraction equipment.
Workers make the caustic soda themselves in an open tank by adding caustic soda granules to cold water
and heating it up. As a result of a WHS investigation and consideration of the costs, the manager, Doug,
has decided to outsource production of the caustic soda and has included this as part of the operational
plan. The decision means that procedures will change and certain equipment, such as the open vat for
making caustic soda and the personal protective equipment used, will also change. Doug consults with
specialists to investigate supply options for the caustic soda. He also consults with all the staff in the
processing and extraction area because this change will affect the procedures they currently use and will
require their cooperation during the changeover.

In your Presentation you will cover following points

• Identify the type of information required to determine the effectiveness of this strategy

• Assess the profitability and productivity outcomes of each strategy

• Identify improvements that are appropriate to ensure the viability of the operational plan
 • Comments on the effectiveness of the implementation of the plan

• Staff and stakeholders who will either have to deliver on the plan or will be affected by the plan if
it is implemented.

• Measures staff performance using appropriate KPI

• Contingency options and strategies for their implementation

• Strategies for reducing costs, wastage, stock or consumables

• Strategies for contracting out/outsourcing

Section C: Project
Objective: To provide you with an opportunity to demonstrate the required performance elements
for this unit.

Context Consider the brief scenario, then complete a report addressing the following
questions listed.
Range and The resulting report document must not be less than 1500 words and must address
conditions all the questions provided.
Materials and Access to:
resources · A computer
required · A printer,
· The Internet, for research.
Decision You will be assessed on your ability to:
making rules • Demonstrate an understanding of the development of an operational plan
• Develop goals and key performance indicators
• Outline a contingency plan
• Demonstrate an understanding of the resource acquisition processes and
procedures
• Demonstrate knowledge of the development of proposals and the gaining
of agreement from relevant stakeholders
• Review financial indicators of performance
• Identify training, coaching and mentoring requirements
• Outline appropriate processes for reviewing an operational plan
• Explain and review performance systems.
Scenario Anthill Pty Ltd is a medium-sized company that both imports and manufactures
small souvenirs for the tourism market. The company has recently signed an
agreement with a new overseas supplier, with the view to bringing two new
products to the market. The success of the agreement is based on Anthill reaching
 quarterly sales of $350 000 with the new products; otherwise the overseas
manufacturer will seek other distributors. The owners of Anthill are also looking
to grow the revenue of the company by around 25 per cent with these new
products, and are investing accordingly. It is important that Anthill’s competitors
don’t find out about the new agreement or the targets before sales begin, or they
will approach the overseas manufacturer directly.
You have been appointed Sales and Marketing Manager for the new products and
your first task is to develop a 12-month operational plan to ensure success of the
new agreement. You report to the Sales and marketing Director, who in turn reports
to the CEO. Other directors in the company are in the areas of human resources,
finance, information technology, manufacturing and logistics. There is another
Sales and Marketing Manager with responsibility for the existing products the
company sells. An organisational plan has tentatively estimated that you will need
to recruit one Marketing Coordinator and three Sales Representatives to promote
and sell the new products.
Project Using the scenario provided, explain how you would address the following in an
operational plan:
1. Appropriate goals within the 12-month period
2. Resources that may be required to meet these goals
3. Relevant personnel that you should consult with in regards to the
operational goals and why these people are relevant
4. Communication methods you recommend
5. Feedback processes you would recommend be put in place.
6. KPIs you would recommend to measure organisational performance.
7. Two contingency plans for if performance does not meet the KPIs.
8. Relevant people from whom you could obtain approval for your planning.
9. Documentation that would support your presentation of the operational plan to
the senior management team.
10. Considerations for the recruitment and induction of new employees.
11. How you would address intellectual property requirements.
12. Additional resources (other than people) that you may require to enact the
operational plan.
13. Mechanisms for how you will measure performance

14. How you will monitor financial information.

15. Timing for reviews of the operational plan and a process for how you will seek
to vary the plan
16. What training you believe employees may require to ensure success of the plan.
17. What records you will maintain

Summative assessments : checklist

This should be used by the trainer/assessor to document the learner’s skills, knowledge and performance
as relevant to the summative assessment. Indicate in the table below if the learner is deemed satisfactory
(S) or not satisfactory (NS) for the activity or if reassessment is required.
Learner’s name
Assessor’s name
Unit of Competence
BSBMGT517 - Manage operational plan
(Code and Title)
Date(s) of assessment
Has the activity been answered and performed fully, as required to assess the Yes No
competency of the learner?
(Please
circle)

Has sufficient evidence and information been provided by the learner for the Yes No
activity?
(Please
circle)

Comments

Provide your comments here:

The learner’s
Not yet satisfactory Satisfactory
performance was:

If not yet satisfactory, date for reassessment:

Feedback to learner:

Learner’s signature

Assessor’s signature
Workplace Documentation – for learner

Workplace documents checklist

To demonstrate and support workplace knowledge, workplace documents can be submitted to the assessor
or third party. Indicate in the table below the documents that have been provided. Please refer to your
trainer/assessor if clarification is required or if you have any further questions on what you are able to
provide or use.

Document name/description Document attached

Yes No (Please
circle)

Yes No (Please
circle)

Yes No (Please
circle)

Yes No (Please
circle)

Yes No (Please
circle)

Yes No (Please
circle)

Yes No (Please
circle)

Yes No (Please
circle)

Yes No (Please
circle)

Yes No (Please
circle)

Yes No (Please
circle)

Yes No (Please
circle)

Yes No (Please
circle)

Yes No (Please
circle)
 For RTO use only

Have originals or digital copies been supplied for the workplace Yes No (Please
documents? circle)

If not originals, have the originals been validated or checked? Yes No (Please
circle)

Learner’s signature

Assessor’s signature

Supplementary Oral Questions (optional) – for assessor

The below table is for you to document any supplementary verbal questions you have asked the learner to
determine their competency. For example, if you are unsure of their answer to a question in the Learner
Workbook, you may choose to ask them a supplementary question to clarify their understanding of the
relevant criteria.

Learner’s name

Assessor’s name

Unit of Competence BSBMGT517 - Manage operational plan

(Code and Title)

Date of assessment

Question:

Learner answer:

Assessor judgement: Satisfactory Not Satisfactory

Question:
Learner answer:

Assessor judgement: Satisfactory Not Satisfactory

Question:

Learner answer:

Assessor judgement: Satisfactory Not Satisfactory

Question:

Learner answer:

Assessor judgement: Satisfactory Not Satisfactory

Question:
Learner answer:

Assessor judgement: Satisfactory Not Satisfactory

Feedback for the learner

 I have read, understood, and am satisfied with the feedback provided by the assessor.

Learner’s name

Learner’s signature

Assessor’s name

Assessor’s signature

Competency record to be completed by assessor

This should be used by the trainer/assessor to document the learner’s skills, knowledge and performance
as relevant to the overall unit. Indicate in the table below if the learner is deemed competent or not yet
competent for the unit or if reassessment is required.

Learner’s name

Assessor’s name

Unit of Competence
(Code and Title)

Date(s) of assessment

Has the learner completed all required assessments to a satisfactory standard? Yes No
(Please circle)

Has sufficient evidence and information been provided by the learner to prove Yes No
their competency across the entire unit?
(Please circle)

The learner has been assessed as competent in the elements and performance criteria and the evidence
has been presented as:

Authentic Yes No
(Please circle)

Valid Yes No
(Please circle)
Reliable Yes No
(Please circle)

Current Yes No
(Please circle)

Sufficient Yes No
(Please circle)

Learner is deemed: Not yet competent Competent

If not yet competent, date for re-assessment:

Comments from trainer/assessor:

Learner’s signature

Assessor’s signature