Unit of competency details

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TP Version 

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3

PSP12V1

Unit descriptor edited.

2

PSP04V4.2

Layout adjusted. No changes to content.

1

PSP04V4.1

Primary release.

Elements are the essential outcomes of the unit of competency.

Together, performance criteria specify the requirements for competent performance. Text in bold italics  is explained in the Range Statement following.

ELEMENT 

PERFORMANCE CRITERIA 

1 . Identify the purpose of the evaluation 

1.1 The purpose, scope  and terms of reference of the evaluation are confirmed with key stakeholders  and approvals are gained in accordance with organisational requirement.

1.2 The range of documentary evidence, individuals and organisations who can provide specialist input are identified and commitment is gained for their contribution to the evaluation.

1.3 Information critical to the evaluation is determined to inform the selection of the evaluation methodology and tools.

1.4 Ownership of the evaluation data/outcomes and right of access to the reported results are determined in accordance with organisational policy and procedures.

2 . Identify evaluation methodology and tools 

2.1 Criteria  for the evaluation and the audience for evaluation results are identified and communicated to stakeholders.

2.2 Evaluation methods  are selected from a range of alternatives to suit the scope, purpose and outcome requirements of the evaluation.

2.3 Measuring tools  and media  are selected/developed to ensure valid and reliable evaluation results.

2.4 An evaluation strategy is formulated in consultation with key stakeholders to ensure acceptance and commitment.

2.5 Resource needs are determined in accordance with budgetary constraints and obtained in accordance with organisational policy and procedures.

2.6 Evaluation infrastructure  is established in accordance with evaluation requirements and resource constraints.

3 . Implement evaluation 

3.1 Implementation tasks are defined and clarified with stakeholders in accordance with the evaluation methodology.

3.2 Evaluation strategy is implemented and data collected, collated and recorded against evaluation criteria in accordance with planned methodology.

3.3 Expectations are managed and barriers to the evaluation are identified and addressed or referred in accordance with organisational policy and procedures.

3.4 Progress of the evaluation is monitored and changes are negotiated as needed to timeframes, methodology or tools in accordance with organisational policy and procedures.

3.5 Data is analysed/referred for specialist analysis, and results are compared with evaluation criteria.

3.6 Preliminary results are presented  for stakeholder feedback in accordance with organisational policy and procedures.

3.7 The evaluation is conducted in accordance with legislative and organisational requirements .

4 . Report outcomes 

4.1 An evaluation report is prepared that compares outcomes to the evaluation criteria established at the outset, and provides supporting evidence in accordance with legislative and organisational requirements.

4.2 Recommendations for action  are made in accordance with the terms of reference and supported by the evaluation outcomes.

4.3 Unbiased and objective evaluation outcomes are reported in a form and language to suit the intended audience of the report.

This section describes the essential skills and knowledge and their level, required for this unit.

Skill requirements 

Look for evidence that confirms skills in:

• implementing planning, research and analysis
• using negotiation and problem solving
• undertaking project management
• applying statistical analysis of evaluation data
• using a range of communication styles to communicate with different audiences and purposes
• responding to diversity, including gender and disability
• explaining complex and formal documents such as legislation and codes of conduct and applying them to work practices
• developing objectives and evaluation criteria
• accessing legislation and codes of conduct electronically or in hard copy

Knowledge requirements 

Look for evidence that confirms knowledge and understanding of:

• evaluation principles - time, cost, quality, quantity, efficiency
• qualitative and quantitative evaluation methodologies and data analysis
• reporting requirements of a range of audiences
• legislation, policy and procedures relating to the conduct of evaluations in the public sector
• public sector values and codes of conduct
• equal employment opportunity, equity and diversity principles

The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package.

Units to be assessed together 

• Pre-requisite units that must  be achieved prior  to this unit:Nil
• Co-requisite units that must  be assessed with  this unit:Nil
• Co-assessed units that may  be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:

• PSPETHC501B Promote the values and ethos of public service
• PSPFIN501A Apply public sector financial policies and processes
• PSPGOV502B Develop client services
• PSPGOV503B Coordinate resource allocation and usage
• PSPGOV504B Undertake research and analysis
• PSPGOV505A Promote diversity
• PSPGOV507A Undertake negotiations
• PSPGOV508A Manage conflict
• PSPGOV511A Provide leadership
• PSPGOV512A Use complex workplace communication strategies
• PSPLEGN501B Promote compliance with legislation in the public sector
• PSPPM502B Manage complex projects
• PSPPOL501A Develop organisation policy
• PSPPROC504A Finalise contracts

Overview of evidence requirements 

In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:

• the knowledge requirements of this unit
• the skill requirements of this unit
• application of Employability Skills as they relate to this unit
• conduct of a range of (3 or more) evaluations in different contexts

Resources required to carry out assessment 

These resources include:

• legislation, policies, procedures and protocols
• access to an evaluation target
• case studies and workplace scenarios

Where and how to assess evidence 

Valid assessment of this unit requires:

• a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when conducting evaluations, including coping with difficulties, irregularities and breakdowns in routine
• conduct of a range of (3 or more) evaluations in different contexts

Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:

• people with disabilities
• people from culturally and linguistically diverse backgrounds
• Aboriginal and Torres Strait Islander people
• women
• young people
• older people
• people in rural and remote locations.

Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:

• case studies
• portfolios
• projects
• questioning
• scenarios
• authenticated evidence from the workplace and/or training courses

For consistency of assessment 

Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments

The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics  in the Performance Criteria is explained here.

Purpose  of evaluation may include:

• measuring merit/quality
• measuring worth or value for a particular purpose
• measuring results, outputs or outcomes
• decision making
• unintentional negatives

Scope  may include evaluation of:

• planning
• delivery
• results
• needs
• objectives
• design
• processes
• inputs
• outputs
• outcomes
• impact

Stakeholders  may include:

• all those individuals and groups both inside and outside the organisation that have some direct interest in the organisation's behaviour, actions, products and services such as:

• the owner/organisation that commissioned the evaluation
• those subject to the evaluation process
• research staff who conduct evaluation
• contractors/consultants contracted to conduct evaluation
• employees at all levels of the organisation
• community
• clients
• other public sector organisations
• private sector
• non-government organisations
• union and association representatives
• boards of management
• government
• Ministers

Criteria  for evaluation may include:

• whether objectives have been met
• standards against which to compare quality
• baseline studies for comparison
• performance measures
• key success areas
• key performance indicators
• results/outputs/outcomes
• value for money
• public interest

Evaluation methods  may be:

• qualitative
• quantitative
• anonymous

Measuring tools  may include:

• surveys
• interviews
• questionnaires
• focus groups
• semi-structured interview techniques
• document analysis
• process analysis
• observation
• tests

Media  for measuring tools may include:

• paper-based
• Internet-based
• email
• electronic
• face-to-face
• telephone.

Evaluation infrastructure  may include:

• steering committee
• manager
• internal/external research staff
• internal/external administrative staff
• office
• telephone
• technology
• email
• web site
• equipment
• consumables
• resources including budget
• internal/external specialist or technical support
• contractors
• consultants

Presentation of information  may include:

• interim reports
• progress reports
• draft reports
• executive summaries
• to meetings, groups, seminars
• Internet or email

Legislative and organisational requirements  may include:

• Commonwealth and State/Territory legislation including equal employment opportunity and anti-discrimination law, for example:

• Commonwealth Racial Discrimination Act
• Commonwealth Human Rights and Equal Opportunity Act
• Commonwealth Sex Discrimination Act
• Commonwealth Disability Discrimination Act.

• national and international codes of practice and standards
• the organisation's policies and practices
• government policy
• codes of conduct
• confidentiality
• privacy
• ethical practices and procedures
• intellectual property
• copyright

Recommendations for action  may include:

• new goals
• improvement strategies
• changes to services, products
• governance strategies
• change management strategies
• termination
• replacement