Delivery Cluster - Project Cascade Peak Performance Training Institute

Running Head: DELIVERY CLUSTER
DELIVERY CLUSTER

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Table of Contents
Project 1...........................................................................................................................................3
Project 2.........................................................................................................................................16
Project 3.........................................................................................................................................28
Project 4.........................................................................................................................................39
Reference list.................................................................................................................................49

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Project 1
Detailed session plan
The session plan for the project would be held with 8 trainees within Cascade Peak Performance
Training Institute (CPPTI). CPPTI would contact a training session plan by offering vocational
training needs and learning programs for the unit. Manager of Adventure Events Marketing
(AEM) would take the training of 8 learners. The first session would be conducted to access the
learning program for assessment purpose. Learning documentation would be used to fit the
assessment strategy and implementation with learner group. The delivery requirements would be
used to deliver the training needs for better development in the marketing unit. In order to
complete the training session, learning program documentation and programming would be
helpful for assessing the purposes. Before conducting the session, it is important to brief the
volunteers regarding the training and the roles provided for the learner groups.
Learning program documentation
Competency mapping:
Unit Code
Element /
Performance
Criteria
Session 1
Session 2
Session 3
Session 4
Session 5
Session 6
Session 7
Session 8
Session 9
Session 10
Session 11
BSBWOR
203
PC 1.1 Identify
own
responsibilities
and duties in
relation to
workgroup
members and
undertake
activities in a
manner that
promotes

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cooperation and
good relationships
PC 1.2 Take time
and resource
constraints into
account in
fulfilling work
requirements of
self and others
PC 1.3
Encourage,
acknowledge and
act on
constructive
feedback
provided by
others in the
workgroup
PC 2.1 Provide
support to team
members to
ensure workgroup
goals are met
PC 2.2 Contribute
constructively to
workgroup goals
and tasks
according to
organisational
requirements
PC 2.3 Share

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information
relevant to work
with workgroup
to ensure
designated goals
ae met
PC 2.4 Identify
and plan
strategies/opportu
nities for
improvement of
workgroup in
liaison with
workgroup
PC 3.1 Respect
differences in
personal values
and beliefs and
their importance
in the
development of
relationships
PC 3.2 Identify
and linguistic and
cultural
differences in
communication
styles and
respond
appropriately
PC 3.3 Identify

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issues, problems
and conflict
encountered In
the workplace
PC 3.4 Seek
assistance from
workgroup
members when
issues, problems
and conflict arise
and suggest
possible ways of
dealing with them
as appropriate or
refer them to the
appropriate
person
Session Plan No.1
Program Name Simulated training
session for 8 learners
Session Type
Knowledge
Skills
Session title Simulated session Session length 8 hours
Trainer Date 7/2/20
WHS Risks Workplace hazards can be identified when the training plan
would be continued. Electric wires can be risks for the trainees.
Workplace hazards could be avoided while assessing the training
place and trainee’s safety.

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Another WHS risk is to identify the employee’s health due to
slip in the floor. The floors should be clean and clear so that the
learners would have less likelihood of risks.
Constraints to delivery
Staffing constraints can be used to offer supervising training by
reconfiguring the staffs. Controlling the staffs can be considered
as constraints that are needed to be delivered.
Time of the training would be effectively established so that
rescheduling cannot be conducted. The session plan would be
delivered to consider the present of individual.
Learning materials
Learning materials can be considered as training manual,
computer with internet sources, files containing all study
materials and others.
Learner characteristics Learners are fit and healthy. Health issue, learning preferences,
availability for training would be listed.
Learner needs They need employee profile.
Reason for learning They need to be more efficient and advanced in marketing
domain.
Learning objectives
To gain better understanding for working and getting promotions
in the workplace
Activities Time
INTRODUCTION
Grab Attention In this phase, the trainer would try to grab the 10-10.15

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attention of the trainees by introducing the topic.
Learning Outcomes
The learners should be able to open and change
the learning materials while the trainings session
would be continued.
10.15-
10.30
Check Prior Knowledge Questioning regarding the topic may be
significant.
10.30-
10.40
Assessment Details Informing the learners can be demonstrated to
determine the face to face conversation.
10.40-
11.00
BODY
Explain
Using the system, demonstration of the training
and needs of marketing can be defined in that
period.
11-12
Apply Practicing the activity can be applied to evaluate
the workplace setting and facilitation. 12-1.45
Assessment Practical assessments are done in this section. 1.45-3.30
CONCLUSION
Summarise After discussing all points, it is important to
summarise the main points and learning aspects. 3.30-4.30
Feedback Learners would complete the form and would
submit to the trainers.
4.30-5.30
Future
The trainer would evaluate future expectations
and evaluation of session plan. It would help
them in next session.
5.30-6

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The learning principle and theories are used to deliver the effective idea in the session. Personal
involvement is used as learning principle. Behaviourist learning theory is used to report and
measure the training session (Labrecque & Smith, 2017).
The resources can be assessed during session. It is important that LLN is required to develop the
learning materials. The learning materials can be organised to identify the training session. The
trainer has used the existing learning materials for developing the group. It is ensured to identify
the learning approach and needs before delivery. Roles and responsibilities can be defined to
plan, deliver and train the learners (Merlin & Brendel, 2017).
To: Respected supervisor
From: Trainer
Date: 15/2/20
It is hereby notifying that learning resources will be needed to conduct the training session. It is
requesting to supervise and train the candidates. The listed resources and learning materials will
be required.
Thank you and regards.
After delivering the training, an observation form would help to complete the session plan. The
observation form is below:
Project 1 Delivery Session: Observation Form
Candidate’s
Name:
Session Title: Simulated session
Legend:
For each statement select,
S – Satisfactory, if the candidate has satisfactorily met the assessment criteria below
NYS – Not yet satisfactory, if the candidate has not yet satisfactorily met the assessment criteria

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below
Once completed, sign and date the Declaration section at the end of the form.
Assessment Criteria S NYS
1. There were eight (8) learners present during the session.  ☐
2. Did the candidate conduct the session according to the session
plan, modifying it where appropriate to meet the learner’s
needs?
 ☐
3. Did the candidate successfully identify and respond to the needs
of learners during the session?  ☐
4. Did the candidate use the diversity of the learner group as
another resource to support their learning?  ☐
5. Did the candidate apply the appropriate learning support and
instructional strategy in delivering the training, to support the
LLN requirements of the learner group?
 ☐
6. Did the candidate demonstrate effective facilitation skills to
ensure effective participation?  ☐
7. Did the candidate demonstrate the use of effective facilitation
skills to ensure effective group management?  ☐
8. Did the candidate make adjustments to the delivery sessions to
address specific needs of their learners or circumstances that
came up during training?
 ☐
9. Did the candidate adequately manage inappropriate behaviour
and potential for conflicts during the session to ensure that
learning can take place?
☐ 
10. Did the candidate implement strategies that allowed them to
maintain an appropriate learning environment during the
session?
☐ 
11. Did the candidate demonstrate the use of appropriate
communication skills to build rapport with the candidates?
This includes the use of appropriate vocabulary, tone and pace
 ☐

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when communicating with their learners and other relevant
personnel.
12. Did the candidate facilitate the training in a style appropriate for
each individual in the learner group?  ☐
13. Did the candidate use language that demonstrates cultural
sensitivity? ☐ 
14. Did the candidate use language that helped them build
understanding and rapport with the learners? ☐ 
Comments
The trainees are attentive and some improvements are needed with facilitation technique.
Declaration
By affixing my signature below, I am declaring that this document is a true and accurate record
of the candidate’s performance. By signing this document, I am also allowing [RTO Name]to
verify my qualification.
Assessor/Observer’s Name: Assessor/Observer’s Signature:
Date:
Observer’s Work Role: Observer’s Contact Details:
Observer’s Qualifications:
Learner progress report

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Name Notes
Matilda Jeffries He needs profession and practise to improve the job quality
Norman Howard He has experience working but needs improvements and
coordination skills.
Yon Leong He has extensive experience to read and attend another training
session.
Robert Bentley He has been unemployed so he needs professionalism to continue in
hospitality sector.
Eri Touma Eri can understand better English on the comparison with otters. He
needs to be more focused and determined in career aspect.
Shintaro Touma He has sufficient reading skills in English. He needs to improve his
writing skills in English.
Thomas Fjelbonde His skills are sufficient that it is enrolled to connect with hospitality
degree.
Sherry Santos She is not determined as she has retail business in home. She needs
to focus on interpreting the hospitality sector.
Facilitating and reviewing the session
Facilitation and review of the session will be focused to intend the feedback form of individual.
Participant feedback form will be helpful to review the session plan for 8 trainees.
Participant Feedback Form – Group delivery
Facilitator
Name:
Session title:
Session date:
Note: the learner should not provide their name or details as this form is intended to be
anonymous and used to assist the trainer improve their training plan and individual

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facilitation technique.
Rating
Strongly
Agree
Agree
Disagree
Strongly
Disagree
Comments
The facilitator
maintained a safe
and comfortable
environment.

The learning
outcomes were
clearly defined
and explained.

The learning
outcomes were
addressed.

The materials
used were
appropriate for
the training.

The facilitator
was well prepared
for the session.

The facilitator
used a variety of
training methods.

The facilitator
was respectful of
your individual


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needs.
The training was
not too technical
or difficult.

The facilitator
encouraged active
participation.

The facilitator
used appropriate
verbal and non-
verbal
communication
techniques.

The facilitator
provided adequate
learning support.

The assessments
given to me were
fair and easy to
understand.

What did you find
to be the most
useful aspect of
your training
experience?
Training experience is useful and it would be determinant fir future training
experience.
What did you
least like about
this session?
Trainee’s conversation as they were not connective and helpful.

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Do you have any
other comments
or feedback?
N/A

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Project 2
Session plan
The session plan for Man Power Training Services (MPTS) would be hold by offering to the
selected 8 candidates. As being trainer for MPTS, it is the role to train those with different
training needs for Best Jobs Incorporated (BJI). Learning session will be helpful to conduct the
session in the consequence of the topic in session 4 and 5. Preparing the sessions would be
helpful for relevant learning program documentation such as learning program, program
schedule and competency mapping.
Program documentation
Unit Code Element /
Performance Criteria
Session 1
Session 2
Session 3
Session 4
Session 5
Session 6
Session 7
Session 8
Session 9
Session 10
Session 11
BSBWOR2
03
PC 1.1 Identify own responsibilities and
duties in relation to workgroup members and
undertake activities in a manner that
promotes cooperation and good relationships
PC 1.2 Take time and resource constraints
into account in fulfilling work requirements
of self and others
PC 1.3 Encourage, acknowledge and act on
constructive feedback provided by others in
the workgroup
PC 2.1 Provide support to team members to
ensure workgroup goals are met
PC 2.2 Contribute constructively to
workgroup goals and tasks according to
organisational requirements
PC 2.3 Share information relevant to work
with workgroup to ensure designated goals

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ae met
PC 2.4 Identify and plan
strategies/opportunities for improvement of
workgroup in liaison with workgroup
PC 3.1 Respect differences in personal
values and beliefs and their importance in the
development of relationships
PC 3.2 Identify and linguistic and cultural
differences in communication styles and
respond appropriately
PC 3.3 Identify issues, problems and conflict
encountered In the workplace
PC 3.4 Seek assistance from workgroup
members when issues, problems and conflict
arise and suggest possible ways of dealing
with them as appropriate or refer them to the
appropriate person
Session plan template
Session Plan No.2
Program Name BJI training Session Type
Knowledge
Skills
Session title Simulated training
session
Session length 6 hours
Trainer Date 10/2/20
WHS Risks
WHS risk can be identified as slip. Slip can be included as WHS
risks while training period would be processed. It can be avoided
by monitoring the floor mopping in hourly basis.

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Another WHS risk can be identified as sudden accident
occurring in the workplace. Fall of some heavy materials can be
identified as WHS risks while training session would be
processed.
Constraints to delivery
BJI staffing can be included to check the requests and
rescheduling when it is necessary to be involved while it is
important for checking the ability of the competency.
Another constraint is resource that is demonstrated to handle the
cash and electronic transactions. Resources are necessary when
it requires update of the knowledge and skills.
Learning materials
The learners can use the terminal and transfer of cash while
training would be specific. Training machines and knowledge
are required for the trainees.
Learner characteristics Individual characteristics of the learners are fit and fine. They all
are physically fit and healthy.
Learner needs They belong to BJI company. They would be trained regarding
required kno3woledge and skills of individual.
Reason for learning They lack in their skills qualifying various hospitality setting.
Learning objectives To perform better in catering assistants
Activities Time
INTRODUCTION
Grab Attention This phase is significant while participating in
the session for improving hospitality
10-10.15

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consequences.
Learning Outcomes
The learners have the role to focus on learning
outcomes while interpreting the session relating
to catering industry. The training session would
be specific for interpreting various aspects of
individual.
10.15-
10.30
Check Prior Knowledge
Checking prior knowledge is significant for
documenting the learning program for the
trainees.
10.30-
10.45
Assessment Details
The trainer would give details regarding program
documentation and assessments. It is significant
that assessment regarding training for hospitality
sector would be discussed for clearing all
questions and doubts.
10.45-
11.00
BODY
Explain
Explaining the session plan is important as BJI is
not for profit organisation. This training session
would be helpful regarding enhancing
employment quality for the staffs.
11-11.45
Apply
Applying the theory is significant while learning
program can affect the trainees regarding gaining
own understanding and knowledge regarding
catering and hospitality courtesy.
11.45-
12.45
Assessment
The assessment is included to influence the
learning approach while it is assessed and
provided with training assessment.
12.45-2
CONCLUSION

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Summarise
Summarising the entire topic is important when it
needs a specific establishment for assessment
purpose and learning opportunities.
2-2.30
Feedback
The trainer would seek feedbacks from each
trainee. It would help the catering assistance in
near future.
2.30-3.30
Future
After concluding the topic, it is important to
focus on evaluating the trainings session so that
the candidates can focus on learning programs in
future.
3.30-4
The learning principles and theories are generated to deliver the theories and identifications. It is
important to signify the learning effectiveness. Relevancy is taken as learning principle and
cognitive learning theory has been for the training session.
The resources are required such as technology support, facility support and others. The
supervision is important to contextualise the learner groups.
To: Respected supervision
From: Trainer
Date: 10/2/20
It is to inform that supporting learning materials can be needed to ensure the training session. It
is needed to be supervised by establishing the resource documentation as possible. The learning
resources would be required after first session period.
Thanks and regards
After sending the mail, it is important to focus on training evaluation and roles and
responsibilities. The roles and responsibilities would be better by focusing on basic coordination
and responsibilities (Harvey et al. 2020). Delivering the training is significant while assessing

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the modification and responsibilities for the workplaces. The observation form is documented to
assess the training design and documentation.
PROJECT 2 DELIVERY SESSION: OBSERVATION FORM
Candidate’s
Name:
Session Title: Simulated training session
Legend:
For each statement select,
S – Satisfactory, if the candidate has satisfactorily met the assessment criteria below
NYS – Not yet satisfactory, if the candidate has not yet satisfactorily met the assessment
criteria below
Once completed, sign and date the Declaration section at the end of the form.
ASSESSMENT CRITERIA
S NYS
Did the candidate…
1. ensure that eight (8) learners present during the session, and that
this Observation Form was completed for one of two (2)
consecutive training sessions.
 ☐
2. conduct the session according to the session plan, modifying it
where appropriate to meet the learner’s needs. ☐ 
3. adapt the session to meet risks to delivery that were present
during the session?  ☐
4. did the candidate successfully identify and respond to the needs
of learners during the session?  ☐
5. did the candidate use the diversity of the learner group as another ☐ ☐

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resource to support their learning?
6. demonstrate effective facilitation skills to ensure effective
participation? ☐ 
7. demonstrate the use of effective facilitation skills to ensure
effective group management?  ☐
8. use at least two (2) different delivery methods for this session?
Note: that the two (2) delivery methods used during this session
must differ from the delivery methods used in the next or
previous session.
 ☐
9. make adjustments to the delivery sessions to address specific
needs of their learners or circumstances that came up during
training?
 ☐
10. adequately manage inappropriate behaviour and potential for
conflicts during the session to ensure that learning can take
place?
 ☐
11. implement strategies that allowed them to maintain an
appropriate learning environment during the session? ☐ 
12. demonstrate the use of appropriate communication skills and
language to understand and build rapport with their candidates?
This includes the use of appropriate vocabulary, tone and pace
when communicating with their learners and other relevant
personnel.
 ☐
13. facilitate the training in a style appropriate for each individual in
the learner group? ☐ 
14. brief the learners and/or other personnel about their roles and
responsibilities for the presentation?  ☐

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15. explain and discuss the content of the presentation to their
learners? ☐ 
16. use presentation aids and materials during the presentation?  ☐
17. monitor their learners’ verbal and non-verbal communication,
and adjust their presentation/delivery style accordingly?  ☐
18. use persuasive communication techniques, such as:
- focusing on the learner’ needs
- using persuasive words or phrases
- eliminating barriers to communication
- developing a plan for your learner that outlines the content
of the presentation and how it benefits them
to maintain their audience’s interest?
 ☐
19. give their learners the opportunity to ask questions and clarify
ideas presented to them? ☐ 
20. adjust the presentation to meet their learners needs? 
21. summarise key concepts and ideas to ensure that their learners’
understanding?  ☐
22. discuss reactions to their presentation with their learners?  ☐
23. demonstrate the use of effective presentation strategies, these can
include, but are not limited to:
- case studies
- demonstrations
- discussions
- questioning
- simulations and role-play
☐ 

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COMMENTS
In the observation form, it is clear that individual can be effective for implementing the
presentation for ensuring the opportunity and facility within the training session. The trainings
session is represented to strategise the learner’s reactions and presentation strategies in
simulation.
DECLARATION
By affixing my signature below, I am declaring that this document is a true and accurate record
of the candidate’s performance. By signing this document, I am also allowing [RTO Name] to
verify my qualification.
Assessor/Observer’s Name: Assessor/Observer’s Signature:
Date:
Observer’s Work Role: Observer’s Contact Details:
Observer’s Qualifications:

25DELIVERY CLUSTER
The delivery session is reflected to specify the circumstances while explaining the issues during
the sessions (Merlin & Brendel, 2017). It is addressed by specifying the document learning
process and progress to complete the session and feedback session.
Participant feedback form
Participant Feedback Form – Group delivery
Facilitator Name:
Session title:
Simulated training session
Session date: 10/2/20
Note: the learner should not provide their name or details as this form is intended to be
anonymous and used to assist the trainer improve their training plan and individual
facilitation technique.
Rating
Strongly
Agree
Agree
Disagree
Strongly
Disagree
Comments
The facilitator maintained a
safe and comfortable
environment.

The learning outcomes were
clearly defined and explained.

The learning outcomes were
addressed.

The materials used were
appropriate for the training.


26DELIVERY CLUSTER
The facilitator was well
prepared for the session.

The facilitator used a variety of
training methods.

The facilitator was respectful of
your individual needs.

The training was not too
technical or difficult.

The facilitator encouraged
active participation.

The facilitator used appropriate
verbal and non-verbal
communication techniques.

The facilitator provided
adequate learning support.

The assessments given to me
were fair and easy to
understand.

What did you find to be the
most useful aspect of your
training experience?
In order to conduct the session, it is important to find the training
experience with 8 trainees by giving them feedbacks. Training
and development are important to focus on evaluating the
experience.
What did you least like about
this session?
It is found that the trainees were not cooperating all the time.
They were inattentive sometimes.
Do you have any other It is significant that individual can gain better understanding

27DELIVERY CLUSTER
comments or feedback? regarding hospitality sector.
All learning materials are used to deliver the specific training reflection and description while
addressing the session. Specific learners’ requirements can be evaluated to address the
recommendations and presentations while conducting the trainings session.
Review the session plan
The instructional strategy is used in addressing the LLN needs while it is needed to explain the
training sessions. In the hospitality sector, it is required to evaluate the LLN needs and effective
materials.
It can be assessed to address the learning evaluation when the learners can receive the
determined changes while presenting the ideas. Considering the central ides, it is important to
establish the ideas and determination (Shea, Goldberg & Weatherston, 2016).
Accessing organisation’s policies and procedures are required to maintain the documentation by
involving supervisor’s declaration form. It can be accessed regarding documentation and review
of learning needs and training requirements.

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Project 3
In recent times, training has become an integral part of a company. The members need to be
strategized for the better execution of the survives. In the concerned project, work-based training
is taken into consideration. It has been identified that the members of the team need to be trained
for the better execution of their services. The trouble that the team is currently facing is with the
receiving and sending emails. The team is using G mail for sending mail. The use of efficient
training session is considered to be beneficial for the execution of the service by the team
members in a systematic manner. The members need to corporate with each other and thus
ensure that they are able to serve the organization in an effective manner. The use of the correct
strategies for the execution of the training session is considered to be effective for the
incorporation of the strategies in an organized manner.
Observation form
Project 3Consultation Session: Observation Form
Candidate’s
Name:
Session Title:
Legend:
For each statement select,
S – Satisfactory, if the candidate has satisfactorily met the assessment criteria below
NYS – Not yet satisfactory, if the candidate has not yet satisfactorily met the assessment criteria
below
Once completed, sign and date the Declaration section at the end of the form.
Assessment Criteria S NYS
1. Did the candidate and learner agree on the objectives and scope of
the work-based learning? 

29DELIVERY CLUSTER
2. Did the candidate explain the basis of the learning facilitation
techniques or practices to the learner?  ☐
3. Did the candidate appropriate communication techniques to agree
on learning plans with the candidate? ☐ 
4. Did the candidate use the appropriate language, tone and pace
during their conversation to maintain the learner’s attention?  ☐
Comments
By evaluating the learning plan, it can be commented that communication techniques and
assessments can be evaluated as per training is taken into considerations. The consultation
session is successful as the employees have been improved after the session.
Declaration
By affixing my signature below, I am declaring that this document is a true and accurate record
of the candidate’s performance. By signing this document, I am also allowing [RTO Name] to
verify my qualification.
Assessor/Observer’s Name: Assessor/Observer’s Signature:
Date:
Observer’s Role: Observer’s Contact Details:
Observer’s Qualifications:

30DELIVERY CLUSTER
Work-Based Learning Plan
General Information
General Information
Learner
Trainer
Date
Workplace Office
Reason for learning
Objectives To improve work based learning of the employees
Learning goals Improvement in service efficiency
Learner Information
Date of pre-program consultation 5th June 2020
Job title Trainer
Key duties To provide work based learning to the employee
Learner
characteristics
General
LLN
Health issues Depression

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Learning
preferences
Availability for
training Work based learning
Support needs Employee corporation
Contractual
arrangements and
responsibilities
The trainer needs to train the employee about the receive and
delivery of the mails on time for the enhancement of their service
efficiently.

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Logistics
Monitoring progress
and assessing
achievement of
learning goals
The increase in the efficiency of the employees will be
monitors with their response to the mail services.
Use of workplace
routines to promote
learning
The use of an on-job training session will be effective in the
execution of the training session.
Resources computers, speakers, projectors
WHS risks and
responsibilities of
personnel involved
Person involvement is effective in enchasing the level of
biasness among the employees.
Personnel to support
the plan
The trainer will train the employee personally for a successful
result.
Personnel to be
informed Katerina
Administrative
requirements NA
Review processes The management team will review the entire process, and then
the training will be conducted.

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Workplace Learning Pathway
Internal
Learning
Summary &
Duration
Guidance: Outline
the details of the
training you will
conduct.
Dates/
Times 5th June 2020
Outcomes Increase in employee performance
Location Company premises
Activities The first day will be a brief interaction. The next
seven days will be utilized for training the staff.
Assessment The monitoring of the employees will be done to
check that they are able to serve the customers properly.
Personnel The management team and the company staffs
External
LearningSummar
y & Duration
Guidance: Outline
the details of the
external learning
you arranged.
Dates/
Times 13th July 2020
Outcomes To increase employee confident in handling mails
Location office
Activities The employees will be given a task to serve the
customers
Assessment
The employees will be monitored on the
confidences by which they are serving the customers and
responding to their mails.
Personnel Mangers
WHS risk
The risk that is effective the employees of the company take to them for working hours. As the
employees are enhanced with work for a long duration of time; thus, it is affecting their health

34DELIVERY CLUSTER
adversely. It has been evaluated that the people working for a long time are unable to concentrate
on their personal life (Sendawula et al., 2018)). The employees are found to be depressed with
their long hours at the workplace. Thus it can be stated that the incorporation of an effective
training session is considered to be beneficial for the execution of the services by the members of
the company efficiently.
Address to risk
The risk needs the effective training of the employees. The employees will be trained to take
their work seriously and use a systematic approach to execute their work on time (Nethmini &
Ismail,2019). The introduction of a time management plan will be incorporated within the study
so that the employees are able to serve the organization and maintain their work life.
Requirements
 The employee needs to train for the execution of their responsibility in serving the
company
 The staff needs to train to become organized.
Responsibilities
 To handle the entire situation calmly
 To motivate the employees to serve the business efficiently
Address to the requirements
The trainer needs to plan the entire training session. It has been identified that the members of
the team are disorganized. Thus, it is essential that the team is thought of as a discipline. The
members need to execute their work within a fixed interval of time.
To: Katarina’s supervisor and Sheila Larsson
From:
Date: 8/2/20

35DELIVERY CLUSTER
It is hereby notifying that training would be held to fulfil the session objectives and specific
activities by conducting the detailed session. In the consultation form, it will be included to
provide the training course of MS Excel training.
Thanks and regards
Company Man Power Training Services
Duration 2 weeks
Date 7/2/20
Course price $1500
Project 3Delivery Session: Observation Form
Candidate’s
Name:
Session Title: Learning plan
Legend:
For each statement select,
S – Satisfactory, if the candidate has satisfactorily met the assessment criteria below
NYS – Not yet satisfactory, if the candidate has not yet satisfactorily met the assessment criteria
below
Once completed, sign and date the Declaration section at the end of the form.
Assessment Criteria S NYS
5. Did the candidate explain the objectives of the work-based
learning and the processes involved with the learner?  ☐
6. Did the candidate arrange the introduction of the tasks, activities
and processes in a way that reflects the work based learning
program?
☐ 

36DELIVERY CLUSTER
7. Did the candidate encourage the learner to reflect on and take
responsibility for their own learning?  ☐
8. During the session did the candidate utilise techniques that helped
the learner absorb the skills and knowledge covered by the
session?
 ☐
9. Did the candidate structure the training in a way that reinforces the
candidate’s learning?  ☐
10. Did the candidate structure the training in a way that builds on the
strengths and helps identify the areas for further improvement of
the learner?
 ☐
11. Did the candidate observe the learner’s cue and adapt their
approach to the training when necessary? ☐ 
12. Did the candidate demonstrate ethical behaviour during the
duration of session?  ☐
13. Did the candidate use learning and assessment materials that
support the LLN requirements of the learners?  ☐
14. Did the candidate apply learning support strategies that are
appropriate to the LLN requirements of the learners? ☐ ☐
15. Did the candidate use appropriate vocabulary, tone and pace when
speaking to the learners or other relevant personnel? ☐ 
16. Did the candidate use language that demonstrates cultural
sensitivity?  ☐
17. Did the candidate demonstrate the following:
 active listening
 adequate comprehension
 appropriate use of grammar, vocabulary, and
pronunciation
during the session to keep the learner engaged during the session?
 ☐
18. Did the candidate ask questions to clarify the learner’s
understanding or to seek further information?  ☐
Comments

37DELIVERY CLUSTER
The learning plan is significant while attempting the delivery session for the trainees. LLN
requirements can be helpful to evaluate the understanding of the session with the trainees.
Declaration
By affixing my signature below, I am declaring that this document is a true and accurate record
of the candidate’s performance. By signing this document, I am also allowing [RTO Name] to
verify my qualification.
Assessor/Observer’s Name: Assessor/Observer’s Signature:
Date:
Observer’s Role: Observer’s Contact Details:
Observer’s Qualifications:
Participant Feedback Form – Workplace Training
Facilitator Name:
Session date:
Note: the learner should not provide their name or details as this form is intended to be
anonymous and used to assist the trainer improve their training plan and individual
facilitation technique.

38DELIVERY CLUSTER
Rating
Strongly
Agree
Agree
Disagree
Strongly
Disagree
Comments
The facilitator maintained a
safe and comfortable
environment.

The learning outcomes were
clearly defined and explained.

The learning outcomes were
addressed.

The materials used were
appropriate for the training.

The facilitator was well
prepared for the session.

The facilitator used a variety of
training methods.

The facilitator was respectful of
your individual needs.

The training was not too
technical or difficult.

The facilitator encouraged
active participation.

The facilitator used appropriate
verbal and non-verbal
communication techniques.


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The facilitator provided
adequate learning support.

The assessments given to me
were fair and easy to
understand.

What did you find to be the
most useful aspect of your
training experience?
It is useful as training experience can be effective to experience
the learning support.
What did you least like about
this session? The consultation time
Do you have any other
comments or feedback? N/A
Evaluation
It is important to focus on evaluating the facilitation and techniques that is effective for involving
the session period for the trainees. Facilitation process is successful and effective. Learning
support and techniques are evaluated to affect the entire practice.
Project 4
Work-Based Learning Plan
General Information
Learner Milla Alderman
Trainer
Date 14.02.2020

40DELIVERY CLUSTER
Workplace MPTS
Reason for learning Milla is a new member of the training team who does not know
how to operate the office scanner.
Objectives To develop and implement the Work-Based Learning
plan for Milla
Learning goals To Teach Milla to use office scanner effectively
Learner Information
Date of pre-program consultation 13/02/2020
Job title TAE Trainer
Key duties Training, sending off hand-signed documents
Learner
characteristics
General
LLN It is stated in LLN that it is an average employee.
Health issues No
Learning
preferences
She is effective to adopt the latest technologies
quickly
Availability for
training
Milla had used similar technologies earlier; however,
she is facing issues to operate the office scanner to do
her daily office chores.
Support needs The support, which will be needed to train Milla is the manual of office
scanner
Contractual
arrangements and
responsibilities
The contract will focus on providing effective training of office scanner
to Milla.
It is required for the trainer to effectively understand the issues Milla is
facing while operating the office Scanner.

41DELIVERY CLUSTER
Project 4Consultation Session: Observation Form
Candidate’s Name: Milla Alderman
Session Title: Consultation with Milla
Legend:
For each statement select,
S – Satisfactory, if the candidate has satisfactorily met the assessment criteria below
NYS – Not yet satisfactory, if the candidate has not yet satisfactorily met the assessment criteria below
Once completed, sign and date the Declaration section at the end of the form.
Assessment Criteria S NYS
19. Did the candidate and learner agree on the objectives and scope of
work-based learning? ☑ ☐
20. Did the candidate explain the basis of the learning facilitation
techniques or practices to the learner? ☑ ☐
21. Did the candidate appropriate communication techniques to agree on
learning plans with the candidate? ☑ ☐
22. Did the candidate use the appropriate language, tone, and pace during
their conversation to maintain the learner's attention? ☑ ☐
Comments
Milla is a great learner, which was always focused on learning activities. She easily grabs the
procedures and processes to handle technologies. She is also effective in effectively
communicating and interacting with others.
Declaration
By affixing my signature below, I am declaring that this document is a true and accurate record of the
candidate’s performance. By signing this document, I am also allowing [RTO Name] to verify my
qualifications.
Assessor/Observer’s Name: Assessor/Observer’s Signature:
Date:

42DELIVERY CLUSTER
Observer’s Role: Observer’s Contact Details:
Observer’s Qualifications:
Project 4Delivery Session: Observation Form
Candidate’s Name: Milla Alderman
Session Title: Training of operating office scanner
Legend:
For each statement select,
S – Satisfactory, if the candidate has satisfactorily met the assessment criteria below
NYS – Not yet satisfactory, if the candidate has not yet satisfactorily met the assessment criteria below
Once completed, sign and date the Declaration section at the end of the form.
Assessment Criteria S NYS
23. Did the candidate explain the objectives of the work-based learning
and the processes involved with the learner? ☑ ☐
24. Did the candidate arrange the introduction of the tasks, activities, and
processes in a way that reflects the work-based learning program? ☐ ☑
25. Did the candidate encourage the learner to reflect on and take
responsibility for their own learning? ☑ ☐
26. During the session, did the candidate utilize techniques that helped the
learner absorb the skills and knowledge covered by the session? ☑ ☐
27. Did the candidate structure the training in a way that reinforces the
candidate’s learning? ☑ ☐
28. Did the candidate structure the training in a way that builds on the
strengths and helps identify the areas for further improvement of the
learner?
☑ ☐
29. Did the candidate observe the learner’s cue and adapt their approach to
the training when necessary?
☑ ☐
30. Did the candidate demonstrate ethical behavior during the duration of
the session?
☑ ☐
31. Did the candidate use learning and assessment materials that support ☑ ☐

43DELIVERY CLUSTER
the LLN requirements of the learners?
32. Did the candidate apply learning support strategies that are appropriate
to the LLN requirements of the learners?
☑ ☐
33. Did the candidate use appropriate vocabulary, tone, and pace when
speaking to the learners or other relevant personnel?
☑ ☐
34. Did the candidate use language that demonstrates cultural sensitivity? ☑ ☐
35. Did the candidate demonstrate the following:
 active listening
 adequate comprehension
 appropriate use of grammar, vocabulary, and
pronunciation
during the session to keep the learner engaged during the session?
☑
☐
36. Did the candidate ask questions to clarify the learner’s understanding
or to seek further information?
☑ ☐
Comments
The candidate was effective enough to teach the basic things to operate the scanner initially.
Sand then, the advanced part was taught to the learner. Moreover, Milla is a good learner who
effectively concentrated on the training, which makes the candidate easier to teach Milla.
However, the candidate faced some difficulty while organizing the task as per the planned
objectives.
Declaration
By affixing my signature below, I am declaring that this document is a true and accurate record of the
candidate’s performance. By signing this document, I am also allowing [RTO Name] to verify my
qualifications.
Assessor/Observer’s Name: Assessor/Observer’s Signature:
Date:
Observer’s Role: Observer’s Contact Details:
Observer’s Qualifications:

44DELIVERY CLUSTER
The risk associated with learning in the workplace is the transmission of diseases, work-related
stress, and technological failure and disruption (Sujan, Pozzi & Valbonesi, 2017).
The risks can be effectively addressed by taking proper care. It is necessary to check the health
of both the trainer and learner so that diseases are not transmitted. Proper pre-training
consultation helps the employees to reduce their work stress and effectively concentrate on the
training. Moreover, to mitigate the risks related to technologies, it is necessary for the trainer to
check the technology effectively before using it in training sessions.
The contractual requirements in training are stated below:
1. Creation of effective research to efficiently provide training to the employees.
2. Encouraging the employees to develop them to make the training sessions more effective
The contractual responsibilities in training are stated below:
1. It is necessary to seek the appropriate supervisor to complete and formulate the learning and
teaching tools effectively.
2. Submission of required documents and forms until the deadline
The contractual requirements were effectively considered within the study by effectively
researching the learning capabilities of Milla. It helped in knowing about the strength and
weaknesses of Milla. Milla was encouraged within the training so that she effectively inculcates
the learning associated with the operating of office scanner.
Oliver Ritchard was an effective supervisor, which helped in effectively formulating and
completing the teaching tools. Submission of the required documents was provided within the
time to the supervisor.
Email to Oliver Ritchard
To: Oliver Ritchard
From: Candidate
Date: 12.02.02020

45DELIVERY CLUSTER
Respected sir,
Training is one of the most effective methods, which helps the employees to inculcate skills
effectively. The main objective of the training to Milla is to make her learn to use the office
scanner. It will facilitate her to do her daily office chores. The consultation session will be held
on 13/02/2020, and the training will take place on 14/02/2020. Kindly provide me the resources
such as a table, chair, and office scanner along with its manual, projector and a room for training.
Thank you
Candidate
Advanced MS Excel course
Company/ website [e-mail]
Duration Six month
Date 1/03/2020
Course price $500
Email to Ruth Snyder
To: Ruth Snyder
From: Candidate
Dear sir,
I had recently approved the course fees from Sheela Larson. Katarina will soon join the
progressive training group. Moreover, it is much necessary for the trainers to ensure health and
safety workplace training as per the WHS policy. The policy of WHS looks forward to provide
safety welfare to all the workers and ensure that learning activities are done in a safe manner
(Potter et al., 2017). After the training of Katarina is completed, please provide me her
completion certificate.
Thanks and regards,

46DELIVERY CLUSTER
Candidate
Email to Jemma Gafton
To: Jemma Gafton
From: Candidate
The training of Katarina will be held on 15/03/2020. Kindly provide me the resources such as a
table, chair, computer equipment or laptop, projector and a room for training.
Thanks and regards,
Candidate
Participant Feedback Form – Workplace Training
Facilitator Name:
Session date: 15/03/2020
Note: the learner should not provide their name or details as this form is intended to be anonymous and used to assist the
trainer to improve their training plan and individual facilitation technique.
Rating
Strongly
Agree
Agree
Disagree
Strongly
Disagree
Comments
The facilitator maintained a safe
and comfortable environment. ☑
The learning outcomes were clearly
defined and explained. ☑
The learning outcomes were
addressed. ☑
The materials used were
appropriate for the training.
☑

47DELIVERY CLUSTER
The facilitator was well prepared
for the session.
☑
The facilitator used a variety of
training methods.
☑
The facilitator was respectful of
your individual needs.
☑
The training was not too technical
or difficult.
☑
The facilitator encouraged active
participation.
☑
The facilitator used appropriate
verbal and non-verbal
communication techniques.
☑
The facilitator provided adequate
learning support.
☑
The assessments given to me were
fair and easy to understand.
☑
What did you find to be the most
useful aspect of your training
experience?
The safe and healthy working environment made the training sessions
much effective.
What did you least like about this
session? The complexities of learning support were much lengthy.
Do you have any other comments
or feedback? No.
1. Yes, Katarina was an effective learner. She was much cooperative and concentrated on all the
activities.

48DELIVERY CLUSTER
2. The learning support was an effective strategy, which made the learning good (Zuo et al.,
2018). Moreover, the practical training on computers helped Katarina to learn Ms Excel in
training effectively.
3. The MS Excel learning support was used for training. Yes, they were much effective. It
helped the learner to gain effective knowledge about VLOOKUP and HLOOKUP.
The improvement process in work base learning can be implemented by adding the
communication training into it. It will help the learner to gain personal and professional
development opportunities.

49DELIVERY CLUSTER
Reference list
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foundational education/training program preparing nurses, midwives and other helping
professionals as supervisors of clinical supervision using the Role Development
Model. Nurse Education in Practice, 42, 102671. Retrieved on 7 February 2020, from
https://eprints.lancs.ac.uk/id/eprint/78744/1/HW_Supervision_final_.pdf
Labrecque, R. M., & Smith, P. (2017). Does training and coaching matter? An 18-month
evaluation of a community supervision model. Victims & Offenders, 12(2), 233-252.
Retrieved on 7 February 2020, from
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Merlin, C., & Brendel, J. M. (2017). A supervision training program for school counseling site
supervisors. The Clinical Supervisor, 36(2), 304-323. Retrieved on 7 February 2020,
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Nethmini, L. D. P., & Ismail, M. B. M. (2019). Correlation Between Employee Training
Programmes On Employee Performance With Special Reference To Brandix
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accountid=30552
Potter, R. E., Dollard, M. F., Owen, M. S., O'Keeffe, V., Bailey, T., & Leka, S. (2017).
Assessing a national work health and safety policy intervention using the psychosocial
safety climate framework. Safety science, 100, 91-102.
Sendawula, K., Saadat, N. K., Bananuka, J., & Muganga, G. N. (2018). Training, employee
engagement and employee performance: Evidence from Uganda’s health sector. Cogent
Business & Management, 5(1), 21-98 Retrieved from
doi:http://dx.doi.org/10.1080/23311975.2018.1470891
Shea, S. E., Goldberg, S., & Weatherston, D. J. (2016). A community mental health professional
development model for the expansion of reflective practice and supervision: Evaluation
of a pilot training series for infant mental health professionals. Infant Mental Health

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Journal, 37(6), 653-669. Retrieved on 7 February 2020, from
https://library.laredo.edu/eds/detail?db=a9h&an=119355536&isbn=01639641
Sujan, M. A., Pozzi, S., & Valbonesi, C. (2017). Reporting and learning: from extraordinary to
ordinary. In Resilient Health Care (Vol. 103, No. 110, pp. 103-110). ROUTLEDGE in
association with GSE Research.
Zuo, W., Wu, X., Lin, L., Zhang, L., & Yang, M. H. (2018). Learning support correlation filters
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