T-1.8.

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Details of Assessment
Term and Year 4, 2021 Time allowed 7 Weeks
Assessment No 1 Assessment Weighting 100%
Assessment Type Individual Assessment: Workplace Scenario
Due Date Week 7 Room Zoom
Details of Subject
Qualification BSB60420 Advanced Diploma of Leadership and Management
Subject Name Leadership
Details of Unit(s) of competency
Unit Code (s) and
BSBLDR602 Provide leadership across the organisation
Names
Details of Student
Student Name
College Student ID

Student Declaration: I declare that the work submitted is my

own and has not been copied or plagiarised from any person Student’s
or source. I acknowledge that I understand the requirements Signature: ____________________
to complete the assessment tasks. I am also aware of my
right to appeal. The feedback session schedule and Date: _____/_____/_________
reassessment procedure were explained to me.

Details of Assessor
Assessor’s Name SHIBLEE AHMED

Assessment Outcome
Assessment
Competent Not Yet Competent Marks / 100
Result
Feedback to Student
Progressive feedback to students, identifying gaps in competency and comments on positive
improvements:

Assessor Declaration: I declare that I have conducted

a fair, valid, reliable and flexible assessment with this
student. Assessor’s
Signature: ___________________
Student attended the feedback session.
Student did not attend the feedback session. Date: _____/_____/________

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Purpose of the Assessment

The purpose of this assessment is to assess the student in the following Competent Not Yet
learning outcomes: (C) Competent
(NYC)
1.1 Confirm objectives, values and standards according to organisation’s
strategic direction
1.2 Establish links between organisational objectives, values and standards
and the responsibilities of relevant groups and individuals
1.3 Confirm that media and language used for communicating organisational
mission and goals meets the needs of individuals and group
1.4 State expectations of internal groups and individual
1.5 Investigate incidents and communicate results to relevant groups and
individuals according to organisational policies and procedures
2.1 Make decisions according to organisational policies and procedures and
work task timeframes
2.2 Facilitate improvements to organisational and workplace policies and
procedures
2.3 Facilitate integration of global environment and new technology into work
activities
2.4 Represent organisation in the media and community
3.1 Assign accountabilities and responsibilities to teams according to
competencies and operational plans
3.2 Resource teams to allow them to achieve their objectives
3.3 Create and maintain a positive work environment
3.4 Encourage teams and individuals to develop innovative approaches to work
tasks
4.1 Model ethical conduct in own work and encourage others to adopt business
ethics
4.2 Adapt interpersonal and leadership styles to meet circumstances and
situations
4.3 Set and aim to achieve personal objectives and work program outcomes
4.4 Engage in professional development activities and industry and
professional networks and groups
Assessment/evidence gathering conditions
Each assessment component is recorded as either Competent (C) or Not Yet Competent (NYC). A student
can only achieve competence when all assessment components listed under “Purpose of the assessment”
section are recorded as competent. Your trainer will give you feedback after the completion of each
assessment. A student who is assessed as NYC (Not Yet Competent) is eligible for re-assessment.
Resources required for this Assessment
 Computer with relevant software applications and access to internet
 Weekly eLearning notes relevant to the tasks/questions
Instructions for Students
Please read the following instructions carefully
 This assessment has to be completed In class At home
 The assessment is to be completed according to the instructions given by your assessor.
 Feedback on each task will be provided to enable you to determine how your work could be improved.
You will be provided with feedback on your work within two weeks of the assessment due date. All other
feedback will be provided by the end of the term.
 Should you not answer the questions correctly, you will be given feedback on the results and your gaps
in knowledge. You will be given another opportunity to demonstrate your knowledge and skills to be
deemed competent for this unit of competency.
 If you are not sure about any aspects of this assessment, please ask for clarification from assessor.
 Please refer to the College re-assessment for more information (Student Handbook).

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TABLE OF CONTENTS

CONTENT PAGES

TASK 1. Presentation on objectives, values, standards and responsibilities

TASK 2. State clear expectations of internal groups and individuals

TASK 3. Communicating expectations

TASK 4. Investigate incidents promptly and communicate results

TASK 5. Outline the legislation, regulations, standards, relevant codes

TASK 6. Build trust, confidence and respect of diverse groups and individuals

TASK 7. Outline consultation methods

TASK 8. Embrace, resource and effectively implement improvements to organisation

TASK 9. Understanding risks in technology implementation & risk management plan

TASK 10. Ensure actions convey flexibility and adaptability using leadership styles

TASK 11. Provide job and role delegation to ensure appropriate decision making

TASK 12. Use Training Needs Analysis to clarify accountabilities and responsibilities

TASK 13. Empower teams and individuals through effective delegation and support

TASK 14. Set work program outcomes through Professional Development Plan

TASK 15. Use PITCH to communicate appropriate interpersonal and leadership styles

TASK 16. Use presentation to ensure that the organisation is represented positively in

the media and community and use leadership style to model and encourage ethical

conduct in all areas of work

APPENDIX 1 (Links to templates and external resources)

APPENDIX 2 (Task 1 Presentation Slides)

APPENDIX 3 (Task 16 Presentation Slides)

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The learner is required to update and adjust the page numbers and topics based on the amount of their content
and the responses made to each task.

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GENERAL INSTRUCTIONS
There are several scenarios and 16 TASKS in this assessment. The assessment consists on multiple
scenarios that are based on workplace situations. You will have to respond to all the tasks by
demonstrating your skills and knowledge and within the assessment guidelines and requirements. In
some tasks there are templates, forms and tables, which you will have to complete in order to ensure
you demonstrate the skills and knowledge to perform the tasks of the particular leadership role.

Additional instructions as follows:

 TASK 1 requires an electronic presentation and slides as evidence. Further details mentioned
within the task. (10 marks)
 TASK 2, TASK 3, TASK 4, TASK 5, TASK 6, TASK 7, TASK 8, TASK 9, TASK 10, and TASK
11 has equal marks. (Each carries 4 marks. Total 40 marks)
 TASK 12, TASK 13, TASK 14 and TASK 15 requires a role-play session where all the four
tasks are to combine within the role-play. Your co-learner can be your partner for the role-play
session. You must also submit role-play scripts for all four sessions as evidence. (Each
carries 10 marks. Total 40 marks)
 TASK 16 requires an electronic presentation and slides as evidence. Further details
mentioned within the task. (10 marks)

ORGANISATIONAL CONTEXT AND BACKGROUND INFORMATION

You have been the senior manager of a large local government organisation (City Council) for a
couple of years and have established good relationships and communications with internal and
external stakeholders. The organisation is positively represented in the media and the community,
and is a trusted company with a good reputation. Very recently you have hired Jane, as your
assistant manager to help assist you with the leadership role that you have. Part of the plan for hiring
Jane is also to develop more leaders within your department so that you can concentrate on more
strategic matters of the department. The organisation has some strategic vision and values that
employees have to align with and embrace. The following is the vision and values of the organisation.

Organisational Vision
Our vision statement helps us strive together towards a goal that we all share, whilst inviting us to
consider who we can be as an organisation. We already know that we are a great organisation and
we are well on our way to becoming an even better and more efficient organisation. Our vision for the
future is to reach the “top 5 council organisations in Sydney that collaborate and innovates”.

Organisational Values
 We care about our customers and community
 We act with Integrity
 We work as one team

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 We are committed to safety for everyone

 We continuously improve with new innovations

Our Values reflect who we are as individuals and as an organisation. They serve as a compass for
our actions and are the guiding principles with which we carry out our duties. At Council, we are
committed to recruiting new employees who live, breathe and embody our Values.

TASK 1: Prepare a presentation for inducting new employees (who are from diverse background) to
the organisation. Your presentation should be brief and should not exceed more than 10 slides. The
presentation must state:
 Vision, objectives and values of the organisation
 How the employees should assist in reaching those organisational goals
 What you expect from all new employees
 What they are entitled to do and what they should not do (based on your workplace culture)
 How you will help them and assist them as a leader

Submit the presentation slides and attach them as APPENDIX 2.

Scenario 1
Jane is newly employed as an Assistant Manager who has to manage an existing services team at a
large local government department. Being new to the organisation, Jane must become familiar with
the expectations of her new employer and with the key objectives of her team as a priority.

Jane has inherited a team that was dissatisfied with the previous Assistant Manager, who was
described as a controlling person who withheld information from the team and took credit for their
ideas. As a result many team members feel disillusioned and the team is consistently
underperforming (it is not meeting operational objectives).

Jane’s new team is diverse. Team members’ cultural backgrounds, age, education and skills levels
vary widely. Jane needs to develop strategies to build the team’s commitment to their set objectives
so the team can start to succeed and grow.

On Jane’s first day, one team member tells Jane there is an unresolved incident that she needs to
deal with. A customer slipped and fell when paying a bill in the reception area and as this is part of

Jane’s team, she now needs to deal with the incident. The incident occurred two weeks ago when the
team was in transition between leaders and follow-up has not occurred.

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Jane reviews the WHS policies and procedures, and finds that the organisation doesn’t have a
comprehensive procedure for investigating and reporting incidents in its administration areas. There is
a template for recording the incident’s basic details and an incident register that is kept in the human
resources unit. The health and safety representative for Jane’s area is on long-service leave. The
WHS policy merely states:

Incidents are defined as any event that causes injury, potential injury or may be classified as a ‘near
miss’. All incidents shall be recorded in the incident register, which must be readily accessible.

TASK 2: Suggest a communication strategy for Jane to review the organisation’s objectives with her
team.

COMMUNICATIONS STRATEGY

On this kind of situation, Jane should facilitate a meeting with her employees, with the main goal to
resolve the situation that they are facing right now. In the meeting, Jane should gather any information
that she needs to be aware of before resolving the situation, such as similar incidents that have
happened in the past, and how the team reacted and solved the problem. From then on, Jane needs
to analyse if the past records are satisfying enough, both for the company and the victim of the
incident. If the records are satisfying, Jane could try using the same approach to resolve the situation,
and if not, Jane could ask her team for feedbacks and inputs. After the situation has been resolved,
Jane should credit her team, might be as simple as a thank you, or a small treat for the team. By
doing so, Jane could make a great first impression for the team by showing that she appreciates the
work done by her team, and could raise the team’s morale and performance.

TASK 3: Jane needs to prepare an electronic presentation to her new team to communicate
expectations in a way that builds commitment. Provide an outline of the points Jane should include in
her presentation.
 Summary of current situation – Jane needs to address the current situation, and highlight any
discomfort that she and the team are currently facing.
 Current Standard Operational Procedure (SOP) – Before making any changes or propose any
revision to the team, Jane should first learn how the team is currently working, and what can
be done to improve the outcome.
 Propose Improvements – Jane should show her capability as a team leader by analysing the
current situation, and propose any improvements that are deemed necessary to improve the
quality of work in the team.
 Open forum – Jane should show that she is cooperative and appreciates input from her team,
and an open forum is a good way to show it. Jane also could receive good inputs from the
team on how to improve the current situation.

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 Conclusion – Jane should conclude the meeting with stating the outcome that has been
reached and agreed with the team.
TASK 4: Jane is to develop an incident investigation and reporting procedure that incorporates the
assessment and treatment of risks to injury in the workplace. What should she include?
 Definition of accident – Jane should define what is considered as an accident as not to raise
confusion or indecision in the future.
 Standard Operation Procedure on incident investigation – Jane should introduce a new /
improvised SOP on how to handle an incident, including incident reporting, immediate
medical action on the victim, and reporting to authorities on fatal injuries.
 Investigation and corrective action – Further investigation should be conducted if deemed
necessary, and a corrective action should be a way to follow up the investigation held.
 Root cause analysis – After the investigation, a root cause analysis should be conducted to
prevent future accidents.
 Accident record keeping – Jane should implement a record of past incidents as a guideline on
how to provide solutions for upcoming potential incidents.

TASK 5: Outline the legislation, regulations, standards, codes or bylaws that Jane needs to abide by
in resolving all incidents or workplace related issues such as employment laws, employment
standards, employee performance, work safety, diversity & discrimination, information privacy, and
environmental regulations. Explain and guide her why she needs to clearly understand them for her
leadership role.
LIST OF LEGISLATION, REGULATIONS, CODES AND STANDARDS

 Fair Work Ombudsman Act – 2019

 WHS (Work Health and Safety) Act – 2011
 Equality Act – 2010
 Information Privacy Act – 2014
GUIDANCE TO JANE:

Jane should refer to legislation, regulations, codes and standards to protect both of her and her
team’s safety in workplace.
 The Fair Work Ombudsman Act protect her & her team in minimum pay rate, age, flexible
working arrangement, hours of work, breaks, etc.
 The WHS Act gives her & her team guidance on how to proceed their work safely and to
prevent any potential incident that can happen in the workplace.
 The Equality Act includes provisions that ban age discrimination against adults in the
provision of services and public functions.
 The Privacy Act should guide Jane on how to handle personal sensitive information.

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Scenario 2
Jane has been working in her new job as a team leader in a local government department for two
months. She is working towards building a positive team environment and culture but there is still a
long way to go. Jane strives to be a positive influence and role model by sharing information, helping
and assisting team members, supporting team members with resources and information and also
encouraging discussion and team work. Jane has been informed by senior management that the long-
awaited and much-dreaded computer system upgrade is to be implemented in her department in the
next three months. This is because the organisation wants to update with new technologies.

She is asked to provide feedback and decide which of the two proposed systems will suit her
department’s activities better: option one is the PRO356 and option two is the LXS841 system. As
well, Jane needs to develop a risk management plan for senior management covering the introduction
of the new system for her department. Jane is concerned about how her team will respond to the IT
changes. Jane has turned to you as her mentor for support. Read the questions below and provide
some strategies for Jane that address the needs outlined in each question.

TASK 6: List and explain any four actions that Jane can take to ensure she has the trust and
confidence of the team.
 Commitment – Jane should be committed on helping her team develop, not only be a better
employee, but also to become a better person as well.
 Problem solving – Jane is the leader of the team, thus her team should feel that Jane is
reliable. Being a problem solver show that Jane is a reliable leader, and any team member
should be able to consult to her on any problems that they are facing.
 Fair treatment – Jane should treat all members of her team fairly and equally. This gives a
sense of security between her team, and none of her team members should be favoured
more than any other team member.
 Appreciation – Jane should appreciate any work done or any improvement done by her team.
By appreciating her team members, Jane can help the team to raise morale and in the future,
make the team better in any aspect.

TASK 7: Outline any four methods Jane could use to effectively include and consult with her team
about the proposed changes.
 Weekly meeting
 Suggestion channel
 One on one session with her team members
 Chat

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TASK 8: List three resources/considerations Jane will need to take into account to ensure the new
computer system can be implemented successfully.
 Training – Jane needs to make sure her team understands the system and in order to
facilitate the transition period well, her team needs to be trained properly on the matter.
 Mentoring system – Jane needs to monitor and mentor her team during the new computer
system implementation period, as to help her team adapt and to list any obstacles can be
found and how to fix it properly.
 Expert support – Jane should have someone expert to consult in case her team is having any
difficulty on operating the new computer system, in this case being IT lead / IT team.

TASK 9: Identify the potential risks and risk management strategy for Jane in her implementation of
the new system.
POSSIBLE RISKS RISK MANAGEMENT STRATEGY

Lack of adaptation Weekly meeting and consultation to help team

member adapt better

Bad feedback regarding new system from team Jane should communicate team member’s

member concern to the department responsible

Data loss Jane should make a backup database before

switching to the new system

Complaints from team members Jane should accept the inputs and try to cater

team member’s concerns

Delay in working schedule due to new system Training sessions conducted by expert

department

Morale decline Team members’ morale could be affected due to

lack of the adaptation, Jane should be able to

cater to it by doing one on one sessions with

team members

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TASK 10: What leadership style/s (Autocratic, democratic, Situation or transformational) should Jane
demonstrate to effectively promote the change? Explain your reasoning based on the situation.

In this situation, the most suitable approach in my opinion is democratic. Keeping in mind that Jane’s
predecessor was an authoritarian who is not willing to collaborate with the team members, Jane
should use that weakness and turn it to strength. A democratic leader involve other team members in
decision making, and taking into account all possible resources needed to reach a goal that has been
set together. With democratic approach, Jane will be a good leader for their team, and the team will
have a new confidence going forward with Jane as their leader.

Scenario 3

Jane has now worked in the local government department as a team leader for six months. Her team
is beginning to work more effectively together. Jane’s objective is to continue to develop her team
members so they feel empowered and encouraged to suggest new and innovative ways of working.

A key strategy to further develop the team is through increasing team members’ responsibilities. This
will provide training and development opportunities for the team. Jane needs to consider how to
delegate so she can assign new tasks to team members. She identifies three team members who
have expressed an interest in taking on more responsibilities. Jane begins to delegate tasks to these
three team members.

Gill is the currently the team’s administrative assistant and is interested in managing the budgets. She
is also keen to undertake further studies in managing finances. Dephti is interested in marketing and
wants to become involved in the marketing strategy. Mai currently does data entry but is more
interested in customer service and sales.

Read the questions below and provide some strategies for Jane that address the needs outlined in
each question.

TASK 11: Outline the steps in delegation that Jane should follow.
 Task filtering – Determine which tasks can be delegated safely without potential major risks
 Appoint person in charge for every task that will be available
 Handover process – Train each PIC on how to do the task
 Monitoring and mentoring
 Evaluation

Note: For TASKS 12 and 13 you will need to put yourself into the role of Jane instead of being
her manager.
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TASK 12: Jane needs to conduct a training needs analysis for the team members to ensure they can
take on increased responsibilities and new tasks, as well as develop a training plan to address gaps.
As a leader you participate and provide support to Jane so that she can conduct a training needs
analysis and develop recommendations to address gaps for Gill, based on the following template. To

complete this template use one of your co-workers to act this role-play as Gill while you play the role
of Jane. This is the first section of the role-play. Attach a script after the template.

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TRAINING NEEDS ANALYSIS (TNA) TEMPLATE

EMPLOYEE NAME: POSITION
TNA DONE BY:

Training/skills
development
required?
Y N
<insert major <insert <insert how <insert <insert who is
tasks of training this will be when> going to
position> needs, if achieved> deliver the
any> eg on the job, training>
external
training
New Creativity, On the job In 2 weeks Manager
initiative business
development development
Budget Finance On the job In a week Finance team
management management
Creative Creativity, External In a week Outsourcing
marketing digital ads training
Customer
service

Jane : Hi Gil. How are you doing today?

Gil : Hi, I’m fine! Thanks.
Jane : It has come to my attention that you are currently interested in doing budget management for
our team, is it correct?
Gil : Yes, I’m interested.
Jane : Alright, I will delegate tasks regarding budget management to you. Are you familiar with it or
do you need any training?
Gil : I’m quite familiar with it, and I think I can learn while on the job.
Jane : Alright, we will start the handover process in a week’s time, and if you do have any concern,
please let me know. Thanks
Gil : Okay Jane, thank you so much for the opportunity!
Jane : My pleasure.

What do we want to achieve in the period ahead?

A synchronized team who can be flexible to do any kind of work delegated to us.
Where do you/we see your career progressing in the next two years?
I see myself as a team leader, probably higher up in the management hierarchy.
How are we going to make this happen?
Hard work, new initiatives that can benefit the company, great management of the team
What will you need from the company to help you to reach your career goals?
Training, mentoring, and equal opportunity for everyone to reach their potential.

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TASK 13: Outline how Jane can support her team to complete their delegated tasks. To complete this
task use one of your co-workers to act this role-play as Gill while you be the manager Jane. This is
the second section of the role-play. Attach the role-play script inside the textbox below.

 Give an overview of the task, the context of the task, and the level of urgency of the task
 Give a tutorial on how to do the task, and how to troubleshoot if any problem prevails
 Listen to the concern of team members, and give encouragement

Jane : Hi Gil, today we’re going to learn on your new task, which is budget management.
Gil : Hi Jane, sure let’s start!
Jane : Okay, your task is to manage our quarterly budget management, which will be used to facilitate
all of our teams’ needs during the quarter. The deadline will be the 2nd before the quarter closes, so
pay attention to the deadline.
Gil : Sure, and can you show me how to do it?
Jane : What you will need to do is list all the needs that we have for the quarter, make adjustments
which are deemed necessary, and put it into our database. Then, you will need to go to finance
department to get the approval.
Gil : Sure, but what if our needs are larger than what we are allowed?
Jane : You can make a priority scale based on the urgency of the needs.
Gil : Thanks Jane!
Jane : My pleasure. Is there any concern from you?
Gil : I will need to learn it while I’m on the job, but I’m sure I can do well.
Jane : I think so too. Best of luck, Gil.

Scenario 4
Jane has been a team leader in a local government department for 12 months now. Her key
achievements during that time have included changing the culture of her team to one that takes pride
in achievement, implementing the new computer system and facilitating positive work relationships.
Jane reflects on the skills she still needs to develop and identifies the following list:
 Increase knowledge of leadership strategies
 Increase knowledge of industry best practice
 Represent the organisation at industry seminars and conferences
 Develop more business networks
 Improve negotiation skills
 Increase knowledge of IT communication systems such as video conferencing

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 Improve skills in conducting performance reviews

Read the questions that follow and provide some strategies for Jane that address the needs outlined
in each question.

TASK 14: Consider three professional development opportunities for Jane in the next 12 months.
Prepare a learning and development plan based on the following template for Jane to improve her
knowledge and skills. To complete this task use one of your co-workers to act this role-play as Jane
while you be the manager. This is the third section of the role-play. Attach a script after the template.

Individual Professional Development Plan

Staff Name

TIMEFRAME Personal goals: (Optional) Professional goals:

(e.g. May be planning retirement, may
be wanting to develop new skills,
change careers, major changes to
personal life etc)
Next 12  Become a better leader for the
months team
 Lead the team to become one
of the best performing
departments in the company
 Increase skills in morale
building of the team
(e.g. Positional goals, gaining further
qualifications, Memberships of Boards,
Professional Associations etc)
 Get a promotion
 Develop more business
connections
 Gain further qualification on
leadership

Planned Activities for reaching Planned Activities for reaching

personal goals professional goals

Next 12  Attend leadership courses  Exceed every KPI

months  Monthly KPI & performance
review with the team
 Learn the team better, and
find out what can motivate
the team to do better work.
 Opening a LinkedIn account
to extend connections
 Attend leadership course, and
always be open to learning

Coordinator Signature MGMT

Employee Signature JANE

Date: 21/8/2022

Manager : Hi Jane, we are here today to prepare a learning & development plan for you in the next 12

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months. Your performance in the past 12 months have been taken into account, and the management
have a few goals that we think will be achievable for you.

Jane : Sure, let’s start.

Manager : We will start with your personal goals. After some assessments, we think that you can be a
better leader for your team, although currently we think you are already doing a great job. We also
think that you can lead your team to be one of the best performing teams in the company. We think
that the best way of achieving that is by raising morale in your team, and we think you can increase
your skill in that area.

Jane : Those are fair assessments, thank you. Do you have any suggestions on how to achieve it?

Manager : First, you can start attending leadership courses. To lead the team to be one of the best, I
think that you will need to do a monthly KPI & performance review for the team to see which areas
can your team improve in, and to raise morale, you can try to learn your team better and find out what
motivates them to do better jobs.

Jane : Thanks for the input!

Manager : We also would like to discuss your professional goals. Our suggestions are getting you
promoted, extend your business connections, and gain further qualification on your leadership. How
does this sound to you?

Jane : Sounds good to me. Any suggestions on how can we achieve it?

Manager : To get a promotion, you would need to exceed KPIs that you are given. On the business
connection, I think one of the best ways to do it is by opening a LinkedIn account where you can
connect with new colleagues. To gain qualifications on leadership, I suggest you to attend leadership
courses and always keep your eyes open to any learning opportunity.

Jane : Those are great ideas, I will surely try to do my best.

Manager : My pleasure, Have a good day!

Jane : You too.

TASK 15: Develop a three minute PITCH to encourage and explain Jane the benefits of participating
regularly in business networks. To complete this task use one of your co-workers to act this role-play
as Jane while you be the manager. This is the fourth and last section of the role-play.

PITCH

Hi Jane, I have noticed in the past 12 months that you have been an amazing contributor to our
company, and your development has also been superb. In my opinion, you are now one of the best
team leaders in our company. There is something special about the way you communicate to your

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team, and I am amazed by it. You are also well liked by your team, something that is not very easy to
do when you are a leader.

In order to further your development, I would like you to learn a few more things in the upcoming
months. Being a manager is not always about ranks, promotion, increase in your pay. It is about how
you manage your relationship with people, how you treat people. The tricky part of it is of course how
you manage relationships. When you are building a relationship, you do it for the long term goal. It is
important for you, as a manager, to have strong relationship and wide connections in the business.

Building connections and networking is not about what you can take from them, but also what you can
give to your connections, as well as what you can learn from them. I do think that expanding your
connections will make you a better manager, and can help you develop better as a manager, as a
person, and as a leader. It can also help you see a different perspective on how you’re leading your
team and many other aspects.

I will gladly recommend you to participate in business networking events, think about it and please do
not hesitate to consult me if you have any concerns or any doubts about business networking. I think
this is a great opportunity for you.

Scenario 5
Statement of business ethics
The purpose of this Statement of Business Ethics is to raise private sector awareness of public sector
values. It is critical that Council and its private sector contractors, suppliers, consultants, tenderers or
business partners have mutual expectations of the relationship. This Statement defines the principles
of conduct that are expected of both parties in order to ensure the integrity and professionalism of
both organisations is enhanced and is a statement of Council's values and systems of accountability.

The Council is committed to ethical business practices based on public duty principles. Council's
business principles are as follows:
 All procurement is conducted on the basis of value for money
 All business relationships with external parties will be transparent
 Procurement and appointment decisions will be based on merit and will be impartial and will
not take extraneous issues into account
 Council procurement decision making processes will be open (where practicable) and
accountable.

Value for money means an estimate of the worth or desirability of the goods or services offered. This
can include such factors as initial cost, whole of life cost, quality, the extent to which the goods or
services meet the specified requirements and also social and environmental responsibilities.
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Transparency means visible and verifiable confirmation of the integrity of the purchasing process and
compliance with relevant legislation and adopted Council procedures. Impartiality means the
purchasing process must be undertaken in a fair, objective, consistent and businesslike manner,
leading to improved performance and cost effective methods of doing business for Council. It does
not mean pleasing everyone. We strive to be impartial by ensuring that our processes are
appropriate.

TASK 16: Prepare a meeting presentation that you plan to deliver to your department (that includes
Jane, other team leaders and other team members) in regards to business ethics and employee
ethical conduct. Your presentation slides must not exceed more than 10 slides and must cover the
following topics:
 What is business ethics?
 State your own personal beliefs to your staff members.
 Why our organisation needs to be ethical?
 What do you expect from the council staff members?
 What are the expectations of contractors and other business partners?
 Develop and mention your rules and policies to Incentives, gifts, benefits, hospitality, meals,
travel & accommodation.
 Explain your staff members what conflict of interest is and how they are supposed to avoid
such situations.

Submit the presentation slides and attach them as APPENDIX 3.

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MARKING RUBRIC FOR ALL TASKS (for trainer use only)

The assessor needs to use judgment in providing marks for the tasks based on learner performance.
TASK NO. MARK ALLOCATED MARK RECEIVED
TASK 1 10
TASK 2 4
TASK 3 4
TASK 4 4
TASK 5 4
TASK 6 4
TASK 7 4
TASK 8 4
TASK 9 4
TASK 10 4
TASK 11 4
TASK 12 10
TASK 13 10
TASK 14 10
TASK 15 10
TASK 16 10
TOTAL 100

ROLE-PLAY ASSESSING RUBRIC (for trainer use only)

The Trainer is to assess the learner’s performance in TASK 12, TASK 13, TASK 14 and TASK15
using the role-play Checklist provided below.

DID THE CANDIDATE C NYC

Identify some areas of training & development for the staff member?  

Discuss the TNA (Training Needs Analysis) questions with the staff  
member?

Outline on ideas to the staff member for supporting a team to complete  

their delegated tasks?

Identify and explain three professional development opportunities for the  

staff member in the next 12 months?

Prepare a learning and development plan for the staff member while  
discussing?

Deliver a three minute PITCH to encourage and explain the staff member  
on the benefits of participating regularly in business networks?

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PRESENTATION 1 – TASK 1 – ASSESSING RUBRIC (for trainer use only)

The Trainer is to assess the learner’s performance in TASK 1 using the assessing rubric provided
below.

DID THE CANDIDATE C NYC

State the Vision, objectives and values of the organisation?  

Clearly explain how the employees should assist in reaching those  

organisational goals?

State what he/she expects from all new employees?  

What they are entitled to do and what they should not do (based on your  
workplace culture)?

Explain the new staff members on how he/she will help them and assist  
them as a leader?

PRESENTATION 2 – TASK 16 – ASSESSING RUBRIC (for trainer use only)

The Trainer is to assess the learner’s performance in TASK 16 using the assessing rubric provided
below.

DID THE CANDIDATE C NYC

Explained what is business ethics to the audience?  

State his/her own personal beliefs to your staff members?  

Illustrate why the organisation needs to be ethical?  

Explain what he/she expects from the council staff members?  

Explain what he/she expects from contractors and other business  

partners?
Develop and mention the house rules and policies to Incentives, gifts,  
benefits, hospitality, meals, travel & accommodation?
Explain the staff members what conflict of interest is and how they  
supposed to avoid?

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APPENDIX 1

Links to further resources, theory, guides and templates

1. Develop a good presentation - https://business.tutsplus.com/tutorials/creative-presentation-

ideas--cms-27281
2. Pith and Presentation templates - https://slidebean.com/presentation-templates/
3. Institute of Business Ethics (Resources on Business Ethics) -
http://www.ibe.org.uk/resources-and-codes-of-ethics/52/52
4. Further links to business ethics - http://www.ethicssage.com/ethics-resources.html
5. How To Delegate The Right Tasks To The Right People -
https://www.briantracy.com/blog/leadership-success/how-to-delegate-the-right-tasks-to-the-
right-people-effective-management-skills-for-leadership-success/
6. How to delegate (with pictures) - http://www.wikihow.com/Delegate
7. Forbes (How to Delegate More Effectively in Your Business) -
https://www.forbes.com/sites/martinzwilling/2013/10/02/how-to-delegate-more-effectively-in-
your-business/#7870fcd469bc
8. Training Needs Analysis (TNA) Guide -
http://www.skillnets.ie/sites/skillnets.ie/files/imce/u7/tna_guide_2013.pdf
9. Risk Matrix - http://www.jakeman.com.au/media/whats-right-with-risk-matrices
10. How to conduct risk analysis and use the Risk Assessment Matrix -
http://www.brighthubpm.com/risk-management/88566-tool-for-assessing-project-risk/
11. Australian Leadership Foundation (LEADERSHIP TOOLS) -
http://leadership.org.au/resources/leadership-models-tools/
12. Leadership styles: Understanding and using the right one -
https://www.informa.com.au/insight/leadership-styles-understanding-and-using-the-right-one-
for-your-situation/
13. 5 Ways top project managers allocate their resources - hhttps://blog.resourceguruapp.com/5-
ways-top-project-managers-allocate-their-resources/
14. FAIRWORK Ombudsman (Consultation and cooperation in the workplace, Best Practice
Guide) - https://www.fairwork.gov.au/how-we-will-help/templates-and-guides/best-practice-
guides/consultation-and-cooperation-in-the-workplace

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APPENDIX 2

Attach TASK 1 slides here.

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APPENDIX 3

Attach TASK 16 slides here.

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