Manual

Certificate IIin

Retail

Learning and Assessment Material

SIRXIND001A

WORK EFFECTIVELY IN A RETAIL ENVIRONMENT Contents

3Timing of shiftsRotating shifts.3Roster pattern and length of cycle...3Standby and on-call duties4Exchange of shifts..4Communication4What is cultural awareness and why do you need it?..5How Important Is Our Culture To The Way We Live Our Lives?6Do Cultures Stay the Same Forever?.8Cultural Differences8The Way People Communicate with Each Other.9The Dangers of Stereotyping.10Key Points About Cultural Awareness and Understanding..11Anti-Discrimination11Different Types of Customers12International Customers..13Dealing with Misunderstandings13What are employer expectations and employee rights in the workplace?..15TRAINING AND ASSESSMENT ACTIVITIES AND QUESTIONS..16Assessment task..17ASSESSMENT MODE A - Oral questioning18ASSESSMENT MODE B - Skills observation checklist.19Participant survey of materials..22Suggested Answers.23

( Hinson Institute of Training

SIRXIND001A WORK EFFECTIVELY IN A RETAIL ENVIRONMENTElement of competency:

1. Act responsibly2. Act in a non-discriminatory manner3. Develop retail industry knowledge4. Maintain personal presentation

5. Follow routine instructions

Timing of shifts

For the best OHS outcomes, it is recommended that shifts do not start between midnight and 6 am. This is to ensure an opportunity for adequate night rest.

Rotating shifts

If a rotating three shift system is in operation (day, afternoon and night) the rotation should be in the order of day then afternoon then night. This is a forward rotation (as in forward on the clock face). If shift start times vary throughout a sequence of shifts, they should commence with an early start and move progressively later. Changes from a late start to an early start reduce the number of rest hours between shifts.

Roster pattern and length of cycle

Rosters should be regular and predictable, to avoid disruptions to rest and sleep periods, and for better organisation of private, family and social life.

It is generally preferable that the roster cycle be as short as possible, while remaining consistent with the recommendations above under ``length of shift''.

Roster details should be available to employees well in advance, and maximum notice should be given regarding changes in the roster.

Standby and on-call duties

Being on standby or on-call means that the employee has not entirely stopped work. Anxieties and stresses related to the job are still experienced. Such periods should be included in workload calculations.

If people on-call are called in to work, this can lead to accumulated fatigue, lack of sleep and severely disturbed sleep.

For OHS reasons, an adequate rest period should be provided after any on-call period and employees should not be rostered on-call during minimum breaks between worked shifts.

Standby and on-call periods should make allowance for any employees with special needs.

Exchange of shifts

Exchange of shifts for special reasons should be allowed, provided the change does not result in excessive daily or weekly hours for any employee. A supervisor should be responsible for monitoring the effect on individual roster patterns.

Exchange of shifts should not occur if it results in 2 or more continuous shifts being worked (i.e. no break between), or if recommended maximum hours are exceeded.

Communication

Shift workers should be kept informed about important matters concerning the workplace. Paid-time meetings should be organised during their shift. If workers are required to attend any meeting outside their shift, likely effects on sleep, etc. must be considered, and rosters should be adjusted accordingly.What is cultural awareness and why do you need it?In simple terms, cultural awareness is about realising that not all people are the same. It is about knowing that different people have different values, different behaviours, and sometimes fundamentally different approaches to life.

So why do we need to be culturally aware?

Perhaps the most important reason we all need to be culturally aware is because awareness and knowledge is a first step to understanding. Watching a game of football is much more rewarding if you know the rules of the game! A friendship where you know and understand the other person is more satisfying than a superficial first meeting with a stranger. Its the same with cultural awareness - the more we know and understand, the more we gain from our relationships with people from all cultures.

Wherever you live and work in Australia today you will be in constant contact with people from a huge range of cultural backgrounds.

This means that you will be in constant contact with people who may choose to live their lives differently from the way you do!

Here are a few suggested definitions which will start to give you a feel for what we mean by culture in this unit.

Culture could be defined as: A persons heritage and world view The customs and civilisation of a particular people or group A binding force which enables a group of people to identify themselves as us The way we do things round here The way a group of people agree to be The way we live, the way we behave, our beliefs, values and customs

In essence, culture is the way any group defines itself - this could be within your family, at work or within a whole country. The really important point to remember is that we dont all define ourselves in the same way.So what is your culture? Could you belong to more than one culture? Look at the chart, answer some of the questions it poses and have a discussion with your Trainer about the different layers of culture we all experience.

How Important Is Our Culture To The Way We Live Our Lives?

It is hard to overestimate the effect that our culture has on our everyday lives. In fact culture is an integral part of life. Our cultural values are so ingrained in us that we automatically behave in a certain way. This is part of the reason we find it difficult to understand behaviour that is not the same as ours! If you are a Muslim its hard to imagine the year without Ramadan. If you are a Christian you are unlikely to have a year without Christmas! If you are brought up in a society where it is polite to avert your eyes when talking to other people, you will probably be quite uncomfortable when people look straight at you during a conversation. Culture influences:

How you act when you meet people for the first time

Who made your breakfast?

Whether you live at home with your parents or not

Whether and how you prayed this morning - and to whom

How you ask to speak to someone on the telephone

What you think about men and women

What sort of social functions you attend

How you relate to co-workers who are younger or older than you

How you apologise

The things you feel you should apologise for

What you believe is polite behaviour

The way you express anger

What you think will happen to you when you die

Who or whether you will marry

What you chat about with people

How you greeted your partner or family members this morning

Every culture has its own ways of doing things, its own set of rules. If we are honest, most of us experience feelings of confusion, fear or even anger when we are faced with behaviour we dont understand, especially if the behaviour doesnt follow the rules of our own culture. We tend to automatically believe that our way is the right way - and this is when misunderstandings and conflicts can occur. This is especially true when someone elses behaviour offends our own values.

In reality there is no right and wrong in cross-cultural situations. Remember that what seems automatic and correct to you can be quite alien to a person from a different culture.

Take a few moments to read the following descriptions of tribal rituals. Do you know what the rituals are and which tribes they belong to? When you think you know, check answers at the end of this topic. Depending on which culture you belong to these rituals may mean nothing to you.

Ritual 1

This ritual can occur at any time of the year; there is no particular fixed date for it. It usually starts during the daytime and often extends late into the night. Participation in the ritual is not open to everyone; only some members of the tribe are permitted to take part in one of these rituals. These participants do unusual things to enhance their appearance. Some wear paint on their faces and some put an oily substance in their hair. Some participants artificially increase their height by the use of specially made devices under their feet: this is considered by most people in the tribe to look attractive. Cowskin and cloth are worn by most of the participants, although small amounts of metal can also be seen.

The key ceremony during the ritual revolves around a small group of participants who repeat sacred words assisted by a holy man. During this part of the ritual, the other participants are expected to listen quietly, but upon its completion, they are encouraged to throw a special kind of food at the small group, especially at the man and the woman who appear to be the main focus of the ritual. The significance of this food throwing has not been determined, but some researchers believe that it is connected with fertility. The remainder of the ritual, which can last for many hours, is conducted in a separate location. The main focus of this part of the ritual appears to be the drinking of fermented liquids, although a number of other activities also take place. Researchers are not in agreement as to the purpose and meaning of these activities.

Ritual 2

When we arrive, we will go around to every person in the room and shake hands with them. We will smile and say our names and then move on to the next person. When we have done the rounds, we can relax and chat with whomever we want to. After we eat (and the host will make sure this happens at the appropriate time), one or more of the guests - usually people with more senior status - will tell the host that they have to leave (generally by saying its already late). The host will urge them to stay. We will then immediately follow suit, thanking the host as we leave (who will, again, urge us all to stay).Ritual 1A Western-style wedding

Ritual 2An Indonesian dinner party

Do Cultures Stay the Same Forever?

Absolutely not! People and the worlds we live in are in a constant state of change.

Do you think your culture has always been the same as it is now? Was it the same when your parents were your age?

Think about how cultures change. You may have lived through some major changes yourself. Chat to your friends, children, parents and grandparents about if and how things may have changed. Would the way we do things today have been permissible in the past? For example, in some parts of Australian society it is now quite common for a couple to live together without being married - fifty years ago this would have been very unusual. In some workplaces in Singapore, it is now accepted practice to address the boss on a first-name basis. In bygone days traditional cultural values would have made this unthinkable. Change happens in a number of ways:

People move between different countries so cultures are sometimes intermingled. In Australia, 42% of us were born overseas or have at least one parent who was born overseas.

Technology brings cultures much closer together - advances like air travel, telephones, television and the Internet lead to greater contact and information exchange between all groups.

People within cultures push for change. For example, in western societies women have lobbied for greater equality with men for over a century.

Cultural Differences

Language Spoken

Australians speak many different languages at home.

English is not always a persons first language.

Religious and Other Beliefs Religious beliefs of co-workers and customers will vary enormously. Religious beliefs fundamentally affect how we behave, what we eat, how we dress.Attitudes to Family

Relationships between family members vary between cultures. We all have different attitudes to the young, to the old, to parents, brothers and sisters.

Attitudes to Work

The importance of work and family varies between cultures. Attitudes to The Boss change between cultures.

Roles of Individuals in Society

Different cultures have different beliefs about the roles of individuals.

Men, women, young people, old people, sick people or children are treated differently within different cultural groups.

Food

Different cultures have different food preferences.

People eat at different times and in different ways.

Some foods have special significance in certain cultures.

Holidays and Celebrations

Different cultures have different holidays.

We all celebrate major events in different ways.

The Way People Communicate with Each Other

Body language varies - amount of touching, forms of greeting, eating habits, sneezing, spitting, belching, and walking past people.

Every culture has taboo subjects.

The way we ask and answer questions will depend on our culture.

The way we begin and end conversations will depend on our culture.

The way we seek information will depend on our culture.

The Dangers of Stereotyping

Whenever we begin to discuss the differences between cultural groups, there is a danger that we start to assume that all people within a particular group are the same. We begin to generalise and fail to treat people as individuals. Can you think of a way in which people may stereotype you?

The following list of statements provides some classic examples of stereotyping:

All Australians love beaches, beer and barbecues - and they all say gday

All elderly people are conservative

All accountants are boring

All Japanese people prefer baths to showers

All Americans talk loudly

All British people drink tea

All Jewish people dont eat pork

All Aboriginal people live in the bush All of the above statements are possibly true about some of the people in each group.

In reality, it is impossible to totally avoid the habit of stereotyping. In many situations having some knowledge about the way people from particular cultures behave is very helpful. For example, if you work in a place which caters for a lot of Japanese visitors you will be able to provide better service if you know about some of their general preferences and characteristics.

The important thing to remember is that what suits some Japanese may not necessarily apply to all Japanese people, and that you still need to treat them as individuals. People of different ages, social backgrounds, economic status and so forth could all have hugely different characteristics and preferences.

And remember..Just because one person from Goingtbeerudtoya is unpleasant it doesnt mean all Goingtbeerudtoyaians are unpleasant!

Key Points About Cultural Awareness and Understanding

The information in the unit so far has helped you gain a broad understanding about different cultures and the importance of cultural awareness. At this point we suggest you have a chat with your Trainer about some of the main issues before moving on to the next topic.

Use the information below as a basis for your discussion. These are some of the key points which will help you in developing the skills to work more effectively with people from all cultures.

Be aware of the fact that many people in the world are different from you. Dont expect other people to automatically share your values.

Be aware of the fact that our own culture influences our understanding of every part of our day-to-day lives.

Respect the fact that people are different and respect their right to do things differently. Imagine your own feelings when others do not respect the values which are vital in your own life. Even if in your culture a certain mode of behaviour is frowned upon, it may be quite OK in another culture.

Accept the fact that you will never fully understand a culture which is not your own.

Dont expect cultural awareness and understanding to come easily. It is something we all have to work on all the time. Be prepared to challenge your initial reactions to people from other cultures. Be aware of the fact that your reactions are based on the rules of your own culture.

Try to avoid stereotyping and labelling people. Treat people as individuals.

Anti-DiscriminationDiscrimination means the treating of one person less favourably than another due to some personal characteristic. Under current legislation, it is illegal for any establishment to discriminate against customers or staff on the basis of sex, marital status, pregnancy, sexual preference, race and nationality and physical and mental impairment. There is anti-discrimination legislation at both State and Federal levels. All establishments should make staff aware of this legislation and what it means for day-to-day work practices.

Different Types of Customers

The one thing that every business has in common is the reason for its existence - customers! And everybody working in the business must provide the best possible service to those customers.

Think about the customers that come to your workplace:

Where do they come from? Are they from your local area or region or do they come from interstate or overseas?

Are they individuals, couples, families or groups?

Do they come by car, bus, train or by air?

Are your customers from a particular age or social group?

What are the different needs of your customers - limited time, foreign language interpretation, special individual or group facilities?

Do you have industry customers, i.e. those people that book your services such as travel agents or tour operators?

All of your customers expect you to be sensitive to and respectful of their needs. These needs could be based on:

age

family status

culture

country of origin

Type of group they are travelling with, etc.

As a person providing customer service your role is to meet the needs of the many different customers you serve

International Customers

One of the major recent changes in Australias Tourism and Hospitality Industry has been the enormous increase in international visitors. International tourism is Australias fastest growing and largest export industry. Foreign exchange earnings from tourism and hospitality rose 17% to $10.7 billion (12% of Australias total export earnings) in the year ending June 1994. In the same period, the number of international arrivals increased by 14% to an all-time high of 3.2 million (Australian Tourist Commission Annual Report, 1994, p.3).

The overall number of visitors from overseas is forecast to nearly double to 6.3 million by the year 2000 (Tourism Council of Australia, International Visitor Arrival Forecasts, December 1994). This growth is not based on the main traditional foreign markets of Japan and Europe, but on the newly emerging Asian markets of China, Korea, Indonesia, Malaysia and Thailand.

Dealing with Misunderstandings

Misunderstandings and conflict arise between customers and workers or between workers and colleagues, for many different reasons - often just because people are different. Wouldnt it be a boring world if we were all the same! This topic looks at conflicts that can arise as a result of a lack of cross-cultural understanding between people from different cultural backgrounds.

Difficulties can occur because of poor communication, a lack of patience or because people make judgements based on their own cultural values.

English translations or the use of slang and colloquialisms can be stressful to people from other cultures. So can speaking too quickly or at too low or too high a volume, not listening actively, not asking questions, using offensive body language and gestures, and/or inappropriate humour. For example:

Did you know that taco means idiot in the Japanese language?

In the Philippines it is perfectly good manners to close a conversation by saying, You go now, and that See you later can sometimes be misinterpreted literally by people from other cultures

You might serve quite a few meals to Chinese people before you realise that they thank restaurant waiters by unobtrusively tapping the table with their fingers. How easy it would be to jump to the conclusion that Chinese restaurant goers never acknowledge good service and therefore to think the Chinese are rude people

In most Asian countries it is considered polite and respectful not to look a person in the eye during conversation; such a mannerism in Australia usually implies a guilty conscience

In Eastern Europe and Middle Eastern countries, hugging and kissing on the cheeks among men is a common occurrence; this may be totally inappropriate in Australia in some cultures

You may come into contact with customers or colleagues from non-English speaking backgrounds. They may not speak English at all or not speak it very well.

In cases where language barriers exist, attempt to communicate through the use of gestures or simple words in the other persons language. Some areas to which this would apply include:

greeting and farewelling customers

giving simple directions

giving simple instructions

answering simple enquiries

preparing for service

serving customers

describing products and services

Ask your Trainer to help you identify the gestures and language skills you need to effectively assist people from non-English speaking backgrounds. Your customers and colleagues will appreciate your goodwill and assistance, and your effort to avoid misunderstandings and problems.

Gender is another issue which may affect relationships between Aboriginal people, Torres Strait Islanders and people from other cultures. Most Aboriginal people and Torres Strait Islanders still have womens business and mens business, from which the opposite sex is excluded. This is particularly relevant when discussing personal issues, such as personal presentation and hygiene.

What are employer expectations and employee rights in the workplace?

Employers and employees all have rights in the workplace. An employer can expect a fair rate of work for a fair rate of pay. These rates are worked out by Unions, and are written down in documents called Enterprise Bargaining Agreements (EBAs). The way this happens is called Workplace Bargaining, and it helps employers, employees and their representatives to get together to decide how to make their workplaces more productive, competitive and efficient so all can share the rewards.

EBAs have been made in thousands of workplaces around Australia. Work conditions cannot be changed without some sort of agreement by everybody. EBAs contain details of work conditions and benefits, such as pay and leave, that you will receive if your work is satisfactory. Employers will expect that you will try hard to do what the EBA sets out, through efficient work that will make all your customers satisfied with the standard of the service you give.

All employees should have chances to improve themselves. People everywhere are entitled to the same opportunities. There are laws which protect employees and employers from those people who do not give these equal opportunities to others. As well, all people are protected from harassment by workmates and supervisors, just as members of the public are protected from companies and their employees that do not provide satisfactory and safe services.

You will need to know whether or not you can be represented in your workplace by a union. If you can be represented, you will need to know what the possible benefits are and how you can join. Your supervisor or workmates will be able to help with this.

If you can be represented by a union, you should arrange a meeting with your union representative to discuss how the union may be able to help you in your workplace.

You should understand the conditions of service that apply to your job, so that you will get your correct benefits. You will also need to know if and when these benefits will change and by how much. For example, if there is a change to the EBA under which you are employed, you may be entitled to a pay rise.

SIRXIND001A WORK EFFECTIVELY IN A RETAIL ENVIRONMENT

TRAINING AND ASSESSMENT ACTIVITIES AND QUESTIONS

The Trainee will be required to demonstrate competence on the job, in practical demonstration; observation, question/answer and role-play situations, incorporating verbal questions and written work, including completing workplace forms, either to the RTO Trainer or Supervisor, under the guidance of the RTO Trainer.

Element of competency:

1. Act responsibly2. Act in a non-discriminatory manner3. Develop retail industry knowledge

4. Maintain personal presentation

5. Follow routine instructions1.What should the shift order be when working rotating shifts?

2.What does being on standby or on call mean?

3. What is cultural awareness?

4. What do EBAs contain?

Assessment task

You will be required to demonstrate for your workplace assessor, your ability to: Act responsibly Act in a non-discriminatory manner Develop retail industry knowledge

Maintain personal presentation

Follow routine instructionsYou may provide your assessor with letters of recommendation from your employer or customers to help you in this task. Discuss the exact requirements with your assessor.ASSESSMENT MODE A - Oral questioning

Trainee name:

Name of Workplace:

RTO Trainer name:

Unit/s of competency:SIRXIND001A

Unit Name:WORK EFFECTIVELY IN A RETAIL ENVIRONMENT

Date of training/ assessment visit:

Instructions: In addition to written answers provided above, the trainee is required to provide verbal answers to the following questions that will be asked by the RTO Trainer. Read the questions prior to the Trainers visit, and be prepared to answer them, obtaining help where necessary.

Did the trainee satisfactorily answer the following questions:YesNo

1. What should the shift order be when working rotating shifts?((

2. What does being on standby or on call mean?((

3. What is cultural awareness?((

4. What do EBAs contain?((

5. How do you know what shifts you are required to work?((

6. Where would you find information on pay rates and conditions?((

The trainees underpinning knowledge was:

Satisfactory (

Not Satisfactory (

Notes/comments:

Question 1:

Question 2:

Question 3:

Question 4:

Question 5:

Question 6:

RTO Trainer signature:

Trainee signature:

Date of assessment:

ASSESSMENT MODE B - Skills observation checklist

Trainee name:

Name of workplace:

RTO Trainer name:

Unit/s of competency:SIRXIND001A

Unit Name:WORK EFFECTIVELY IN A RETAIL ENVIRONMENT

Date of training/ assessment visit:

During the demonstration of skills, did the trainee:YesNoN/A

Provide notification of shift availability, or non-attendance for shift, according to set timeframes and according to store policy and procedures(((

Interpret staff rosters accurately(((

Recognise and describe organisational culture(((

Display non-discriminatory attitudes when interacting with customers, staff or management(((

Use non-discriminatory language(((

Identify and access sources of information on the retail industry(((

Obtain information to assist with effective work performance and career planning within the retail industry(((

Identify and interpret relevant awards and agreements(((

Identify and analyse role of employee and employer associations in industrial relations system(((

Maintain personal dress and presentation in a neat and tidy manner(((

Maintain personal hygiene according to store policy and legislation(((

Receive and act upon instructions(((

Use effective questioning to elicit information(((

Assess, comprehend and act upon store information relevant to the particular task(((

Plan and organise daily work routine within the scope of the job role(((

Prioritise and complete tasks according to required timeframes(((

The trainees performance was:Not Satisfactory(Satisfactory(

Feedback to trainee:

- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

Trainee signature:

RTO Trainer signature:

I confirm competence for this unit SIRXIND001A _________________

(Manager signature)

_________________

(Date)

Trainee Name: ____________________________________Supervisor signature: _________________________________

Company: __________________________________________________________________

Date: ______/______/200____Certificate: ( II

( III ( IV in

( Business (Office Admin/Admin)

( Civil Construction ( Extractive Industries

( Food Processing

( Hospitality

( Process Manufacturing ( Retail Operations

( TDT (Road Transport)

( TDT (Warehousing)

( Telecommunications (Call Centres)

( _________________

List below the times allocated to Off-the-Job training for: SIRXIND001A Work effectively in a retail environmentDateActivity

codeDurationDateActivity

codeDurationDateActivity

codeDurationDateActivity

codeDuration

Activity Code

1. Read self-paced guides2. Developed knowledge of use and safety requirements

3. Met with Workplace Coach4. Worked on assessment tasks

5. Discussion on phone6. Discussed assessment tasks

7. Researched store policy and procedures8. Researched legislative requirements

9. Researched workplace policies and procedures10. Researched industry codes of practice

11. Observed other staff member/s working effectively12. Performance appraisal

13. Other research14. Read relevant industry publications

15. Staff training16. Talking to the supervisor

17. Complete appropriate paperwork relevant to task 18. Other: (specify) __________________________________________

Participant survey of materials

Unit code: SIRXIND001A Unit name: Work effectively in a retail environmentDate.. Instructions:

Please complete the questionnaire by circling the one number that best describes your answer to each question. Please read each question carefully. For mailed surveys, place the completed questionnaire in the enclosed reply paid envelope and post it back within seven days

Q1.Thinking in general about the material you were given for this unit, how would you rate it overall?

Circle only one answerPoor ....1

Fair ..2

Good ...3

Very Good ..4

Excellent .....5

Dont know ........6

Q2.How strongly do you agree or disagree with the following statements about the unit material?

Circle one answer only for each statement

Strongly DisagreeDisagreeNeither Agree nor DisagreeAgreeStrongly AgreeDont know / NA

a. The layout of the reading material made it easy to use/read123456

b. The layout of the assessment material made it easy to use/read123456

c. The font size of the material was large enough123456

d. The reading material assisted me to complete the assessment123456

e. The material was easy to understand123456

f. The graphics/pictures were useful123456

g. The graphics/pictures were sufficient in number123456

h. The graphics/pictures were legible123456

i. The materials was free from typing errors123456

j. The material was relevant to my job/workplace123456

Comments: Please expand on the above points if you rated any of them less than 3

__________________________________________________________________________________________________________________________________________________________________________________________________________________________________________Suggested Answers

SIRXIND001A Work effectively in a retail environment1. What should the shift order be when working rotating shifts?

If a rotating three shift system is in operation (day, afternoon and night) the rotation should be in the order of day then afternoon then night.2. What does being on standby or on call mean?Being on standby or on-call means that the employee has not entirely stopped work.3. What is cultural awareness?In simple terms, cultural awareness is about realising that not all people are the same. It is about knowing that different people have different values, different behaviours, and sometimes fundamentally different approaches to life.4. What do EBAs contain?EBAs contain details of work conditions and benefits, such as pay and leave, that you will receive if your work is satisfactory. Employers will expect that you will try hard to do what the EBA sets out, through efficient work that will make all your customers satisfied with the standard of the service you give.Competency Record - SIRXIND001A

After assessment the assessor, the supervisor and participant should sign the competency record. If competency is not achieved at the first attempt, strategies to address the performance gaps need to be identified and a time for re-assessment organized.

Assessor Comments

_____________________________________________

_____________________________________________

_____________________________________________

_____________________________________________

_____________________________________________

_____________________________________________

ValidSufficientAuthenticCurrent

( ( ( (

The participant is competent has shown competence in all of the following elements:

Act responsibly

Act in a non-discriminatory manner

Develop retail industry knowledge

Maintain personal presentation

Follow routine instructions

___________________________________ Date_________

___________________________________ DATE_________

___________________________________ DATE_________

Date for reassessment: ___________

Assessment Strategies

Current Competencies

Oral/written questions

Activities

Workplace project

Supervisor/3rd party report

Self-Assessment

Other

The evidence supplied is:

Trainee Signature:

Supervisor Signature:

Trainer Signature

The Trainee is

NOT YET COMPETENT:

Strategies to address gaps in trainee performance:

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