Unit non-completion by an individual

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Unit non-completion by an individual by Mind Map: Unit non-completion by an individual

1. Stakeholders

1.1. Learner

1.1.1. Assessment outcome

1.1.2. Information about gaps in performance

1.1.3. Training plan to address gaps

1.1.4. Assessment plan that details arrangements to undertake assessment following gap training

1.2. Trainer

1.2.1. Assessment outcome

1.2.2. Available time/resources for revised training and assessment plan

1.2.3. Feedback from assessor to establish causality for performance gaps

1.3. Assessor

1.3.1. New assessment scheduled

1.4. Unit coordinator/course administrator

1.4.1. Assessment outcome

1.4.2. Revised training and assessment plan

1.4.3. Reflection from trainer and assessor why the learner did not achieve first time

1.5. Scheduling personnel/resource management

1.5.1. Enrolment changes and estimate on time impacts

1.5.2. Estimated resource demand/requirements for the gap training and reassessment

1.6. Workplace supervisor

1.6.1. Assessment outcome (if relevant to job role and workplace activity)

1.6.2. Revised training and assessment plan for NYC Unit

1.6.3. Estimate time impacts on productivity

1.7. Employer

1.7.1. Assessment outcome

1.7.2. Revised training and assessment plan for the NYC unit

1.7.3. Estimated costs (if impacted)

1.7.4. Consideration of role or duty (and possibly supervision) or allocation of tasks

1.8. Client (if not the learner)

1.8.1. Costs (time, money, resource, productivity) and other operational impacts

1.8.2. Work role impact estimation, until learner is deemed competent (might be implications for insurance, remuneration etc)

2. Privacy and other legislation

2.1. Non-performance must be handled sensitively - results not exposed to those who dont need to know or arent entitled to know

2.2. Organisational policy and procedure in the RTO or for the client, where there is under-performance or NYC findings (no surprises)

2.3. Ensure that HR is aware of the outcome and the implications on WHS, OHS and any other legislative impacts, where a role or duty (or promotion) might require a competency outcome

2.4. Role certification - ensure that no duties are performed by a person who is not deemed competent to do so - workplace risk and hazard identification, and role description/duties. Impacts on supervision and task allocation until deemed competent.

3. Workplace policies and procedures

3.1. OH&S/WHS implications of performance of duties for NYC findings

3.2. Managing learning outcomes policy - supporting learners. Workplaces will have policies on managing personnel who are not yet competent

3.3. For roles requiring certification - change of duties, supervision requirements or task allocation requirements

3.4. Remuneration impacts for personnel in roles with NYC findings

3.5. Cost recuperation (or otherwise, funding for additional training) policies