Determine the evidence requirements
Scene 1: Ruby sits at her desk in OLS
Firstly, Ruby gets a copy of the competency standards for the unit she is assessing. She carefully reviews the elements of competency and the performance criteria, and looks through the evidence guide that’s contained within the unit information.
Noticing that some of the competencies require the candidate to demonstrate knowledge of policies, procedures and legislation relating to certain areas of health industry work, Ruby realises that she’ll need to be a little creative in the way she develops her evidence plan.
For example; how can her candidates demonstrate “knowledge of the ramifications of breaches of confidentiality, policies and legislation” as specified in the Evidence Guide?
Scene 2: Ruby makes a decision
Ruby has decided that the best way to assess this particular area of competency would be via two methods, firstly:
- formal questioning for each candidate as to where the relevant policies, procedures and legislation are located, and general knowledge relating to the content of these policies, procedures and legislation.
and secondly:
- a role-play scenario where the candidate is required to demonstrate how he/she would handle a situation where a breach of policy has occurred.
Scene 3: Ruby goes to Ruth Barnes’ Health Campus and talks to Carol Pallie.
Having developed an evidence plan for all the performance criteria in the unit, and reviewing the Evidence Guide and other information within the Training Package, Ruby meets with Carol Pallie from The Ruth Barnes’ Health Campus to discuss the plan.
Carol agrees with Ruby’s methodologies and is confident that the evidence gathered will be valid, sufficient, current and authentic. She particularly likes the way that candidates are able to utilise their own workplace and resources as part of the assessment.
Scene 4: Ruby and Carol continue talking.
Ruby points out to Carol that the assessment process is likely to take around an hour per candidate. She also raises her concern that, because the assessment is taking place in the workplace, it may cause interruptions or inconvenience to other employees.
Carol and Ruby discuss this issue, and Carol agrees to support Ruby by making sure all employees are aware of the day and time that each assessment is due to take place, and by setting the assessments up in advance so that everyone has plenty of notice. Of course, the candidate has the right to negotiate if your suggested time does not suit.
Scene 5: Ruby writes notes for her evidence plan.
HLTHIR1A/01Work ethically
1.1 Relevant organisational procedures, policies, and awards, standards and legislation are located and read and uncertainties are clarified with appropriate personnel
1.2 Any breach or non-adherence to standard procedures is referred to appropriate personnel
1.3 Confidentiality of any client or patient matter is maintained in accordance with organisational policy and procedure
1.4 Work practices show respect for rights and responsibilities of others
1.5 All work undertaken reflects current working knowledge and understanding of employee and employer rights and responsibilities
Here you can see some of Ruby’s notes for her evidence plan.
1.1& 1.2
Ruby has elected to combine these two criterion for the assessment, as they are quite similar in their requirements. For these two performance criteria, the candidate will be required to:
- Show the assessor where the relevant policies, procedures, awards, standards and legislation are located in the workplace.
- Explain the purpose of each one of the above, and its relevance to the candidate’s daily duties.
- Respond to specific questions relating to each policy, procedure, award, standard and area of legislation (questions to be developed in consultation with Carol Pallie).
- Provide the assessor with an example of how the candidate has applied at least one area of a policy, procedure, award, standard or area of legislation to deal with a workplace issue.
- Describe the process he/she would take if further information were required in relation to the policy, procedure, award, standard or area of legislation; in particular, internal processes and personnel within Ruth Barnes’ Health Campus.
- Demonstrate how he/she would respond to a workplace issue scenario, using the relevant policy, procedure, award, standard/s and legislation. Scenario/s to be developed in consultation with Carol Pallie.
1.3
For this performance criterion, the candidate will be required to demonstrate to the assessor:
- The location of relevant policy and procedure documentation relating to the confidentiality of any client or patient matter.
- His/her understanding of “client or patient matter” by providing examples of items or issues that would fall into this category.
- Examples of confidential client or patient matter and how he/she has handled it (eg; storing in locked filing cabinet).
- His/her knowledge of the Freedom of Information Act and how it pertains to client and patient confidentiality.
In addition, the candidate will be required to respond to a scenario in which he/she is asked for some confidential information, and apply Ruth Barnes’ policy and procedure to deal with this request. Scenario to be developed in consultation with Carol Pallie.
1.4
Ruby feels that this criterion can best be assessed through testimonials from the candidate’s immediate supervisor. She is going to speak with Carol Pallie about the possibility of accessing performance appraisals for each candidate, as she knows that this is one area that is directly addressed each time an appraisal is conducted.
In addition to that methodology, Ruby is also going to prepare a scenario where the candidate is presented with a range of workplace issues that directly affect and/or involve his/her colleagues. Through direct questioning, Ruby will be able to ascertain whether the candidate’s responses demonstrate a respect for the rights and responsibilities of others.
In addition to the formal assessment questions and tasks that Ruby is going to conduct for each candidate, she is also going to arrange to spend time in the workplace so that she can observe the candidates interacting with patients, clients and each other.
This integrated assessment strategy will be a more holistic approach to gathering direct evidence against the competencies. It will help Ruby determine each candidate’s skills and knowledge as per the requirements of these competency standards.
Scene 6: Ruby meets with Carol Pallie again
Ruby is satisfied that her plan will result in the gathering of quality evidence. She has reviewed it to check that it is valid, sufficient, current and authentic.
Finally, she meets again with Carol Pallie at Ruth Barnes’ Health Campus – to check that Carol is happy with the proposed evidence plan and assessment methodologies.
Carol is very pleased with Ruby’s strategies, and together they work on developing the scenarios and questions that Ruby will use during the assessments. They also make arrangements to review the whole process after Ruby has conducted five out of the total twelve assessments to be done.