Elements and Performance Criteria

The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.
Strategic change needs refers to:
actions arising from strategic planning activities to bring about major change in the organisation (they may relate to people, processes, technology or structure)
External environment may refer to factors that are:
consumer driven
ecological
economic
ethical
legal
political
social
technological
Major operational change requirements means:
changes which need to be made to the organisation to maintain or improve performance and/or competitive position
Relevant managers refers to:
managers who:
are affected by the change
are participating in the change project
hold a leadership position in the organisation
Risk analysis means:
determination of the likelihood of a negative event preventing the organisation meeting its objectives and the likely consequences of such an event on organisational performance
Barriers to change may include:
challenges to group norms/established roles
existing organisational culture
existing reward systems
fear of loss of status, security, power, friends
interdepartmental rivalry/conflict
lack of involvement in the change
low morale
vested interests
Mitigation strategies means:
strategies put in place or action taken to reduce or eliminate risk identified
Change management project plan includes:
budget
methodology for change program
objectives/outcomes
timetable
Approvals refers to:
formal approval from the manager/s who have responsibility for the area/s of the organisation affected by the change project
Resources may include:
contractors
employees/managers
external/internal consultants
financial/budget approval
hardware/software
physical assets
Interventions and activities may include:
action research
career planning
inter-group team building
job redesign
sensitivity training
succession planning
surveys (with feedback)
team building
termination or redeployment
training
transition analysis

The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.
Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the following is essential:
documentation of a change process that details the rationale for the change and its objectives; the process of implementing the change and a critical evaluation of how the change process was managed
techniques for responding to resistance to change
knowledge of change management process/cycle.
Context of and specific resources for assessment
Assessment must ensure:
access to appropriate documentation and resources normally used in the workplace.
Method of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
analysis of responses to case studies and scenarios
assessment of written reports on change management
direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
observation of demonstrated techniques in responding to resistance to change
review of change management project plan and communication/education plans
review of documentation outlining consultation with relevant groups and individuals for input to the change process
oral or written questioning to assess knowledge of organisational behaviour.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.