TRAINING PACKAGE DEVELOPMENT HANDBOOK
TRAINING PACKAGEDEVELOPMENT HANDBOOKGUIDELINESUnits of CompetencyVERSION 3.0Note: Training Package policy is located in the Online Training Package DevelopmentHandbook www.tpdh.deewr.gov.auWhere this guidance material appears inconsistent with the policy, the Online TrainingPackage Development Handbook policy prevails.
GUIDELINES: UNITS OF COMPETENCYCONTENTSGUIDELINES: UNITS OF COMPETENCY . 4Introduction . 41.Access and equity issues in developing units of competency. 41.1Strategies for ensuring units meet the needs of diverse learners. 41.2Considering issues in developing the range statement . 51.3Considering issues within the evidence guide . 62.Australian Qualification Framework (AQF) alignment. 63.Coding and titling of units of competency. 73.1ISC Upgrade . 73.2NQC Endorsement Required. 84.Components of an endorsed unit of competency. 84.1Unit title. 84.2Unit descriptor. 84.3Employability Skills . 94.4Pre‐requisite units . 94.5Application of the unit . 94.6Competency field (optional) . 104.7Unit sector (optional). 104.8Elements of competency . 104.9Performance criteria. 104.10Required skills and knowledge . 104.11Range statement. 114.12Evidence guide. 115.Contextualisation of units of competency. 115.1Contextualising imported units of competency. 115.2Contextualisation advice for RTOs. 115.3Specific client groups . 125.4Completing the contextualisation box in the CAT template. 125.5Contextualisation case study: the Meat Industry . 156.Elements of competency. 186.1Avoid task lists . 196.2Develop a coherent element structure. 196.3Consider the structure of elements across units of competency . 217.Employability Skills. 217.1Background to Employability Skills . 217.2Employability skills framework . 227.3Employability Skills Summary . 237.4Explicitly embedding facets into units of competency . 237.5Analysing job requirements. 257.6Developing units that explicitly embed Employability Skills. 257.7Analysing and mapping units against the Employability Skills Framework . 258.Evidence guide. 268.1Context of assessment. 26GuidelinesUOC Version3Page 2 of 49
8.28.39.Critical aspects for assessment and evidence. 27Methods of assessment. 28Good practice considerations . 309.1Environmental considerations . 309.2Interrelationships between units. 309.3Meeting current and future industry skills needs. 319.4Pre‐requisites. 319.5Realistic work practices . 329.6Relationships with other units. 329.7Size of units. 329.8Transferability of skills . 349.9Values and attitudes . 3510.Imported units of competency. 3511.Language, literacy and numeracy (LLN) . 3711.1Analysing language, literacy and numeracy skills . 3711.2Options for LLN in units of competency . 3812.Mandatory text. 3913.Mapping of units of competency . 3914.Occupational Health and Safety. 4114.1Strategies for including OHS . 4214.2Incorporating industry‐specific OHS competencies. 4214.3Further information . 4215.Performance criteria. 4315.1Ensuring precise expression. 4315.2Avoiding unnecessary repetition . 4315.3Capturing the evaluative aspect of performance criteria. 4315.4Avoiding detailed prescriptions . 4315.5Avoiding product specifications. 4516.Range statement. 4616.1Defining boundaries. 4616.2Linking to knowledge and enterprise requirements. 4616.3Providing a focus for assessment . 4816.4Assisting with review of units of competency . 4816.5Capturing Language, Literacy and Numeracy . 4917Regulatory requirements . 49GuidelinesUOC Version3Page 3 of 49
Guidelines: Units of CompetencyIntroductionThe Australian VET sector is based on the concept of industry relevant competency—the broadconcept of competency concerns the ability to perform particular tasks and duties to the standard ofperformance expected in the workplace.Competency requires the application of specified skills, knowledge and attitudes relevant toeffective participation in an industry, industry sector or enterprise. It covers all aspects of workplaceperformance and involves performing individual tasks; managing a range of different tasks;responding to contingencies or breakdowns; and, dealing with the responsibilities of the workplace,including working with others. Competency requires the ability to apply relevant skills, knowledgeand attitudes consistently over time, and in the required workplace situations and environments.In line with this definition of competency, Training Packages focus on what is expected of acompetent individual in the workplace as an outcome of learning, rather than focussing on thelearning process itself.Units of competency are the nationally agreed statements of the skills and knowledge required foreffective performance in a particular job or job function—they describe work outcomes as agreed byindustry. As such, they do not describe the procedures necessary to perform a particular role, butrather, identify the skills and knowledge, as outcomes, that contribute to the whole job function.Each unit of competency describes a specific work activity, conditions under which the activity isconducted, and the evidence that needs to be gathered to determine whether the activity is beingcompetently performed. In developing the unit of competency, developers need to clearlyunderstand the: work activity and what it involves particular skills (and level of skills) that are needed to perform the work activity conditions under which the work activity may be conducted evidence that needed to demonstrate that a person is competent in the work activity knowledge and skills required to perform the work activity generic work skills (or employability skills) required evidence that should be considered in assessing competency resources that may be needed to gather the evidence.1.Access and equity issues in developing units of competency1.1Strategies for ensuring units meet the needs of diverse learnersUnits of competency are required to meet the needs of the diversity of potential learners andworkplaces; using the following approaches will assist this. Use an holistic approach: Encompass roles and functions as well as specific tasks. For example,skills that enable the learner to achieve Employability Skills should be embedded into the unitsof competency and explicit where appropriate, not ‘tacked on’; and performance criteria shoulddemand demonstration of those competencies at the level determined.GuidelinesUOC Version3Page 4 of 49
Use plain English: Do not use jargon; unclear language and terminology beyond workplacerequirements may disadvantage learners.Include the full workplace diversity in the range statement: Include all potential contexts in whichall learners may be training or employed, for example, where and how adjustments can be madefor people with disability.Provide for flexibility in the evidence guide: Allow learners to demonstrate competency in arange of ways where this meets the needs of groups and does not compromise attainment ofthe competencies. An example might be allowing a person with print disability to be assessed inan oral, rather than written mode.Develop culturally specific competencies: Some Training Packages will be enhanced by thedevelopment of specialist competencies, for example, the BSB07 Business Services TrainingPackage has Community Governance qualifications which include units of competency based onand incorporating Indigenous ways of working and Indigenous governance styles.Recognise diversity: Some communities and industries require their employees to havecompetencies which recognise and address the diversity and special needs of those they workwith, such as competencies in working with diverse communities.Build in reasonable adjustments: Reasonable adjustments for people with disability must beconsidered in units, and information added wherever relevant and practicable. An example isthat instruction and communication could be in alternative forms, such as Auslan (AustralianSign Language for deaf and hearing‐impaired people). Consultation with people with disabilitiesor their representative peak bodies will help unit developers provide effective and meaningfulinformation. Units that provide clear advice on any adjustments that can be made (withoutcompromising the integrity of unit or qualification outcomes) will assist providers whenassessing whether an adjustment is reasonable.Use inclusive language: Ensure language is inclusive of the full diversity of all learners, and that itallows for reasonable adjustment to be made in delivery and assessment. Be careful thelanguage does not suggest capacities beyond the essential requirements for workplacecompetency. For example in a unit requiring the movement of objects (and where a range oflifting methods can be used), it could be better to use the word ‘raise’ (to focus on the requiredoutcome) instead of ‘lift’ (which appears to focus on the person’s capacity to physically lift anobject). Then, to ensure the possible adjustment is clear, add the use of appropriate liftingdevices into the range statement.Include flexible assessment options: For example, assessment under simulated workplaceconditions may provide equitable access to learners in rural and remote communities withlimited workplace options, and will also suit learners who are not yet employed. Assessmentthrough verbal questioning may provide equitable access to learners with physical disability,cognitive disability or dyslexia.Include industry identified generic skills: This ensures development and application of the rangeof Employability Skills.Various strategies can also be used to ensure the units of competency do not disadvantage peoplewith a disability, and can provide users with guidance and examples of what might be reasonableadjustments for particular units of competency, for example within the range statement andevidence guide.1.2Considering issues in developing the range statementDisabilities are diverse, and people with disability will in all likelihood be employed in mostindustries, sometimes with adjustment to those workplaces. For this reason, and to ensure there areno unnecessary and unlawful barriers to training and assessment, developers should consider thecontexts in which people with a disability might be employed, and suggest possible adjustments inGuidelinesUOC Version3Page 5 of 49
the range statement. The suggestions will assist the trainer or assessor to determine the reasonableadjustments they could make, while maintaining the essential competency requirements.Examples of references to adjustments that could be included in range statements are: recommending assistive devices or structural modifications for people with mobility or physicaldisability ‐ for example where the assessment can involve using ramps, elevators, liftingequipment or other devices adjustments to technology for people with hearing disability such as a telephone typewriter(TTY), email, SMS, captioning or audio loops alternative formats for documents and materials for people who are blind or are vision‐impaired, such as enlarged computer screens, magnifier technology, audio alternative format,assistive technology, adaptive software, or Braille documents adjusted assessments, for example where assessment can be provided in oral form, alternativeforms of assessment, where a scribe can be used, or where additional time or time‐out restperiods can be allowed adjustments involving assistance with specified tasks, such as promotion and implementation ofplain English text and pictorial guidance in course materials to assist people with acquired braininjury, intellectual disability, dyslexia and learning disability.1.3Considering issues within the evidence guideEvidence guides must be sufficiently flexible to ensure they do not discriminate against people withdisability by limiting their ability to validly demonstrate competency. People with disabilities mayneed to demonstrate their competence in a slightly different way; they need to demonstrate theycan meet the essential
TRAINING PACKAGE DEVELOPMENT HANDBOOK GUIDELINES Units of Competency VERSION 3.0 Note: Training Package policy is located in the Online Training Package Development Handbook www.tpdh.deewr.gov.au Where this guidance material appears inconsistent with the policy, the Online Training Packa
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DEVELOPMENT HANDBOOK GUIDELINES Training Packages VERSION 2 Note: Training Package policy is located in the . The following guideline advice is provided to Training Package developers to ensure Training Packages are inclusive of, and able to be acces
strength training sessions of the week. Each Blitz Package session is a maximum of 20 minutes. Blitz Package work can be done 5 days per week, preferably 3 hours after your main training session. Blitz Package training sessions are developed based on the principles of High Intensity Training or H.I.T. Those who chose to implement Blitz Package training into their weekly training cycle will .
3. DEVELOPMENT OF THE TRAINING PACKAGE 9 3.1. Training package aims 9 3.2. Suggested target audience 10 4. STRUCTURE OF THE TRAINING PACKAGE 13 4.1. Course contents 14 4.2. Case studies 19 5. HOW TO USE THE TRAINING PACKAGE 23 5.1. Training tools 23 5.2. Suggested course schedules 24 5.3. Self-taught 27 PowerPoint presentation: Introduction and .
226 ABS - CBN News TFC Package 227 BRO TFC Package 228 MYX TFC Package 229 Cinema One Global TFC Package 230 DZMM Teleradyo TFC Package . 231 DWRR Radio TFC Package 233 Kapatid TV5 Y Y 235 Net-25 Y Y Y 261 NHK World Premium Y Y 275 SBTN SBTN 300 700 HBO HBO Package .
C h a p t e r 1 Salesforce Managed Package This chapter includes the following topics: Salesforce Managed Package Overview, 5 Salesforce Managed Package URLs, 5 Installing the Managed Package, 6 Uninstalling and Deleting the Managed Package, 9 More Information, 10 Salesforce Managed Package Overview You need the Informatica Cloud Real Time for Salesforce package (the .
The Astro TV subscribed television had 48 channels consisting of Citta package, Arena package, Cinema package, and dynasty package. The Citta package was a subscribed basic package which consisted of children channel, science, news, entertainment, music, film and terrestrial TV. There were 5 Astro TV production channels in that package:
Black Holes and the expansion of the Universe (covered in Physics 162) are two subjects that rest completely on Einstein’s General Relativity. We will not be able to cover GR in depth, but we will understand the essential concepts at a level even most PhD physicists do not. And we will do actual calculations of what happens around and even inside black holes. Most physicists don’t study GR .
