Purpose of Assessment

The purpose of this assessment is to evaluate students for the performance outcomes, skills and knowledge required to develop and conducted in a safe environment from CASE STUDY.

Description of Assessment

Assessment must be conducted in a safe environment where evidence gathered demonstrates consistent performance of typical activities experienced in the workforce development - human resource development field of work and include access to:

- organisational strategic and operational plans
- workplace policies and procedures
- legislation, regulations, codes of practice and industrial awards relevant to the business
- business technology
- interaction with others.

CASE STUDY

The Better Life Foundation is a not for profit organisation founded in 1982 by Michael Davis in the memory of his son Daniel. The foundation's major purpose is to help individuals and families understand and deal with young people afflicted with a variety of problems.

It provides a national, coordinated focus on youth mental health and related drug and alcohol problems in Australia and aims to improve access for young people aged 12-25 years to appropriate services and ensure better coordination between services.

The Better Life Foundation was established to promote and facilitate improvements in mental health, social well-being and economic participation of young people aged 12-25 years old.

The Better Life Credo

The Better Life Foundation is a groundbreaking charity dedicated to making a positive and lasting change to the lives of disaffected and vulnerable young people.

Lacking self-esteem, aspiration and motivation they see their futures as pre-destined to be ones of hopelessness, unemployment and even crime.

They need and deserve transformational services that enable them to form a different view of themselves and the communities in which they live, realise that they have potential, take control of their lives and responsibility for the choices they make.

Burn out and stress

One of the issues with charity work is dealing with the stress that arises from the often, confronting work that is required. Workers across the sector report two main risk factors - stress related to the threat of/actual occupational violence and abuse and stress resulting from bullying/harassment experienced within the workplace.

Benchmarking best practice processes for dealing with these issues - including training - and providing sufficient funding to roll out recommendations would remedy the current major ‘burn out' factors.

Ongoing challenges for managers

One of the issues with charity work is dealing with the stress that arises from the often, confronting work that is required. Workers across the sector report two main risk factors - stress related to the threat of/actual occupational violence and abuse and stress resulting from bullying/harassment experienced within the workplace.

Benchmarking best practice processes for dealing with these issues - including training - and providing sufficient funding to roll out recommendations would remedy the current major ‘burn out' factors.

Lately there has been a spate of complaints and issues within the organisation resulting from grievances between employees. In 2010, in one centre alone, there were five instances of complaints made involving work related concerns. This alarming trend highlighted the fact that managers did not have the skills or capabilities to handle and resolve grievances, therefore, a Fairness and Equity Policy and a Grievance Resolution procedure (and GR advisory service) were put into place.

Better Life Foundation fairness and equity policy

‘We are committed to a fair and open workplace'

As a Better Life Foundation employee, contractor or consultant any information or advice you give, or any decisions you make, should be dealt with consistently, promptly and fairly. This involves dealing with matters in accordance with Better Life Foundation procedures, in a non-discriminatory manner, and in conformity with procedural fairness.

You may be asked why you have chosen a particular course of action and to demonstrate that a decision you have made is reasonable in the circumstances, and is fair and equitable. When making a decision, you should ensure that you:

- Take all relevant facts into consideration.
- Assess the particular merits of each case, and not take irrelevant matters or circumstances into consideration.

Better Life Foundation has resources to help you make sure your decisions are fair and equitable. These include approved supplier/contractor lists and recruitment procedures. You must refer to and use such information where relevant.

In your dealings with others you must:

- behave ethically and courteously and treat the public, customers and co-workers with respect.
- Show professionalism.
- Not allow considerations that are irrelevant to the workplace to affect your judgement or affect how you treat others.
- Not start rumours or participate in the spreading of rumours or accusations.
- Not repeat official confidential information about others (particularly their personal circumstances), unless doing so is necessary to fulfil your duties as a Better Life Foundation employee, contractor or consultant.

Procedural fairness must be applied at Better Life Foundation

This requires that people who are significantly affected by a decision have the right to put forward their case. Further, the subsequent decision must be made in a fair and impartial manner. You also have the right to be represented by your union or another chosen representative.

All complaints must receive fair and equitable treatment and be managed in a timely, unbiased, sensitive and confidential manner.

Better Life Foundation Grievance Resolution procedure

Steps in the procedure:

Step 1: Speak to the person involved
If you can, discuss your concerns with the person involved. You don't have to speak to the other person if you think this will not help.

Step 2: Get advice
You can talk to your supervisor/manager, Human Resources Unit, or the Grievance Advisory Service. They will usually respond within one working day.

Step 3: The grievance
To get the grievance sorted out, talk to: your supervisor; the one-up line manager; another senior manager; your Human Resources Unit; or the Grievance Advisory Service. They will speak to you as soon as possible, usually within two working days. They will determine the best person to handle the grievance.

Step 4: Review (if needed)
If you are unhappy about the process or the outcome, you can ask your General Manager (or their delegate) or HR Unit to review the matter. They will review the matter as quickly as reasonably possible.

Ronald & MARRY
Ronald is the Centre Manager of Better Life Foundation services situated in the major town of a regional hub on the south coast of New South Wales. For some time now he has been aware of a negative situation that exists between two staff workers, Mary and Frank at the ‘drop in' centre.

Frank has told Ronald that he has tried on a number of occasions to resolve the situation utilising the Grievance Resolution procedure (Step 1: Speak to the person involved.) This did not help. Frank is now at his wits end, and finds it hard to go to work. He's not sure what he's done or why Mary is so angry and dismissive of him. After all, they have worked together successfully for a number of years without any problems. Ronald values both workers.

More to the story

A key member of Ronald's team believes that there is more to the story. She has known Mary for over 15 years and thinks that she is grappling with some personal problems but Mary hasn't taken her into her confidence.

As centre manager, you have decided to ask the regional manager of Better Life Foundation services on the south coast of New South Wales to intervene as you believe you have gone as far as you can to resolve the issue.

Task 1 - Part 1 EAP Research and short report

Your task is to conduct internet research on EAP and answer the following questions via a one (1) page report:

What is EAP?

What kinds of organisations offer EAP?

What are the possible areas covered by EAP

Why is EAP offered?

Task 1 - Part 2 Design an EAP fact sheet for A Better Life Foundation

NOTES: The contents look and style of the EAP Fact Sheet is up to the individual student.

The EAP Fact Sheet will be an essential tool for Assessment Task 2.

Task 1 - Part 3 Questionary

1. Briefly describe an employee relations strategy.

2. What is the concept of work\family in the development of HR strategies and policies?

3. What is Fair Work and what does it provide?

4. Name two (2) methods of employee retention.

5. What methods would organisations use to provide opportunities for employees to understand their roles and how they contribute to achieving organizational objectives?

6. What form would an individual development plan take, and what might its contents include?

7. Give three (3) examples of possible employee grievances?

8. What kind of early interventions might apply to managing grievances?

9. What problem solving steps might HR develop in managing grievances?

10. Why might external mediation be appropriate in managing grievances?