Elements and Performance Criteria

The Range Statement provide the range of applications of this unit of competency to allow for differences within enterprises and workplaces. It provides details of practices, knowledge and requirements referred to in the elements and performance criteria. The variables chosen in training and assessment will depend on the work contexts.

The following variables may include but are not limited to

Information on team members may include:
work preferences
past jobs
interests
working styles
lifestyle preferences

External stimuli and knowledge may come from:
technical experts
other organisations
journals
the Internet
networks

Guidance may include:
coaching
mentoring
counselling
skills training
modelling

Relevant evidence may include:
feedback from team members or other staff
feedback from clients or work based managers
work related statistics and reports

Encouragement and reinforcement of team based innovation may include:
supportive communication
allowing follow through with ideas
providing enough but not too much guidance and structure
providing training and learning opportunities

People to be consulted and involved may include:
supervisors
team members
peers
clients
the learners
subject experts

Qualities of an effective team member may include:
capacity to be fair
responsible
collaborative
reflective
sympathetic
equitable
hardworking

Rewards and promotion of innovation may include:
positive feedback presentation to peers and higher management
prizes
certificates
articles in newsletters

The following components of the evidence guide relate directly to the performance criteria and the Range Statement for the competency standard and provide guidance for assessment of the unit in the workplace and/or training program.
Critical Aspects of Evidence

Competency in this unit requires evidence that the candidate:

Organises team to maximise innovation, including gathering information on team members, assigning team roles and selecting team members.
Organises work assignments within team to foster innovation.
Provides guidance and coaching to team members on innovation in the workplace.
Provides a model of innovative work practice.
Monitors the team's ongoing use of innovative work practice.

Underpinning Skills and Knowledge

Knowledge and skills are essential to apply this unit in the workplace, to transfer to other contexts and deal with unplanned events. The requirements for this unit of competency are listed below:


Knowledge of:

Innovation at work skills
Leadership principles
Techniques for evaluating team performance
An understanding of group dynamics in a team
Coaching and learning principles

Skills in:

Ability to apply innovative work skills in own work
Interpersonal skills
Communication and leadership skills
Motivational skills
Coaching skills
Counselling and consoling skills
Conflict resolution skills
Evaluation skills
Ability to give and receive feedback
Listening skills
Matching staff competence to task requirements

Assessment Process
For valid and reliable assessment of this unit, evidence should be gathered through a range of methods to indicate consistent performance.
It can be gathered from assessment of the unit of competency alone, through an integrated assessment activity or through a combination of both.
Evidence should be gathered as part of the learning process.

Integrated Competency Assessment
Evidence is most relevant when provided through an integrated activity which combines the elements of competency for each unit, or a cluster of units of competency.

The candidate will be required to:

Apply knowledge and skills which underpin the process required to demonstrate competence, including appropriate key competencies.
Integrate knowledge and skills critical to demonstrating competence in this unit.
Unit WRRO9A can be assessed with other units that make up a particular job function.

Evidence Gathering Methods

Evidence should include products, processes and procedures from the workplace context. Evidence might include:

Observation of the person in the workplace
Third party reports from a supervisor
Answers to questions about specific skills and knowledge

Resources Required
A retail work environment
Relevant documentation, such as:
store policy and procedures manuals
A range of communication equipment

There are a number of processes that are learnt throughout work and life which are required in all jobs. They are fundamental processes and generally transferable to other work functions. Some of these are covered by the key competencies, although others may be added. The questions below highlight how these processes are applied in this unit of competency. Following each question a number indicates the level to which the key competency needs to be demonstrated where 0 = not required, 1 = perform the process, 2 = perform and administer the process, and 3 = perform, administer and design the process.
Communicating ideas and information
Planning work activities and assigning tasks requires communication of ideas and information. (2)

Collecting analysing and organising information
Matching team members to work tasks requires information to be collected, analysed and organised. (2)

Planning and organising activities
Planning is central to a team leaders role both in terms of planning and organising the team's work as well as organising team activities in a way that fosters innovation. (2)

Working with others and in teams
The team leader plays a pivotal role in the team ensuring the cultivation of a team culture that encourages innovation, problem solving and team performance evaluation. (2)

Using mathematical ideas and techniques
Mathematical ideas would need to be applied in planning team activities and calculations arising in the course of day-to-day work. (2)

Solving problems
Problem solving would be applied to scheduling and assignment of the team and conflict resolution. (2)

Using technology
Technology might be used in the team's day-to-day work activities, to communicate ideas and information, as well as to access and analyse information. (2)