BSBADM506 Manage Business Document Design and Development Assessment 2022

Module 2
Term and Year: Term 3 2019
Qualification : BSB50215 Diploma of Business
Unit Code: BSBADM506
Unit Title: Manage Business Document Design and Development
Assessment :
Task 1 Scenario/ case
Task 2 Scenario/ case and presentation
Student Name:
Student ID No:
Assessor’s Name: Mr Michal Tomcik/ Mr Andrey Loburets
Student Declaration: I declare that this work has been completed by me honestly and with integrity. I understand that the Elite
Education Vocation Institute’s Student Assessment, Reassessment and Repeating Units of Competency Guidelines apply to these
assessment tasks.
Student Name:
Student Signature: Date:
Assessment submission (new) requirements
Please save this file as PDF format (include your name to the filename) before uploading onto Moodle.
Assessment deadlines penalty
It is expected that unless a simple extension, special consideration or disability services adjustment has been granted, candidates
will submit all assessments for a unit of study on the specified due date. If the assessment is completed or submitted within the
period of extension, no academic penalty will be applied to that piece of assessment.
If an extension is either not sought, not granted or is granted but work is submitted after the extended due date, the late submission
of assessment will result in a late penalty fee. For further information, please refer to the Assessment Policy.
Assessment/evidence gathering conditions
Each assessment component is recorded as either Satisfactory (S) or Not Yet Satisfactory (NYS). A student can only achieve
competence when all assessment components listed under procedures and specifications of the assessment section are
Satisfactory. Your trainer will give you feedback after the completion of each assessment. A student who is assessed as NYS is
eligible for re-assessment. Should the student fail to submit the assessment, a result outcome of Did Not Submit (DNS) will be
recorded.
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Principles of Assessment
Based on Clauses 1.8 – 1.12 from the Australian Standards Quality Assurance’s (ASQA) Standards for Registered Training
Organizations (RTO) 2015, the learner would be assessed based on the following principles:
Fairness - (1) the individual learner’s needs are considered in the assessment process, (2) where appropriate, reasonable
adjustments are applied by the RTO to take into account the individual leaner’s needs and, (3) the RTO informs the
leaner about the assessment process, and provides the learner with the opportunity to challenge the result of the
assessment and be reassessed if necessary.
Flexibility – assessment is flexible to the individual learner by; (1) reflecting the learner’s needs, (2) assessing competencies held
by the learner no matter how or where they have been acquired and, (3) the unit of competency and associated
assessment requirements, and the individual.
Validity – (1) requires that assessment against the unit/s of competency and the associated assessment requirements covers the
broad range of skills and knowledge, (2) assessment of knowledge and skills is integrated with their practical
application, (3) assessment to be based on evidence that demonstrates that a leaner could demonstrate these skills
and knowledge in other similar situations and, (4) judgement of competence is based on evidence of learner
performance that is aligned to the unit/s of competency and associated assessment requirements.
Reliability – evidence presented for assessment is consistently interpreted and assessment results are comparable irrespective of
the assessor conducting the assessment
Rules of Evidence
Validity – the assessor is assured that the learner has the skills, knowledge and attributes, as described in the module of unit of
competency and associated assessment requirements.
Sufficiency – the assessor is assured that the quality, quantity and relevance of the assessment evidence enables a judgement to
be made of a learner’s competency.
Authenticity – the assessor is assured that the evidence presented for assessment is the learner’s own work. This would mean that
any form of plagiarism or copying of other’s work may not be permitted and would be deemed strictly as a ‘Not Yet
Competent’ grading.
Currency – the assessor is assured that the assessment evidence demonstrates current competency. This requires the
assessment evidence to be from the present or the very recent past.
Resources required for this Assessment
 All documents must be created using Microsoft Office suites i.e., MS Word, Excel, PowerPoint
 Upon completion, ensure that you have completed your coversheet details, i.e. your name, student ID and signature. If these
details are not present, the assessment would need to be resubmitted again.
 The document is then required to be converted to PDF and uploaded to the student learning management system for
assessment.
 Refer the notes on eLearning to answer the tasks or any additional material will be provided by Trainer.
Instructions for Students
Please read the following instructions carefully
 This assessment is to be completed according to the instructions given by your assessor.
 Students are allowed to take this assessment home.
 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 2 weeks of the assessment due date.
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 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 aspect of this assessment, please ask for clarification from your assessor.
 Please refer to the College re-assessment and re-enrolment policy for more information.
Procedures and Specifications of the Assessment
Task 1
You must demonstrate the ability to identify organisational requirements and establish standards for producing documents.
For this task you are required to review the scenario provided below, and develop standards and guidelines for producing
documents. You will also be required to apply the standards you develop to an existing document.
You ae provided with a text file (see appendix 1), ‘MACVILLE Disciplinary Dismissal Policy’, for use in Step 3 of this procedure.
1. Review the scenario provided above.
2. Develop a one-page style guide outlining the standards for designing policy and procedure documents. The style guide
should:
a. ensure format of documents is appropriate to purpose and intended audience for document
b. displays information in a way that enhances readability
c. outline how documents should be named and stored
d. address:
i. font
ii. spacing
iii. bullet and numbering standards
iv. headings
v. margins.
3. Use the text file ‘MACVILLE Disciplinary Dismissal Policy’ and format it in MS Word according to the style guide you have
established. Submit the reformatted policy as an example to illustrate your style guide.
Task 2
1. Review the scenario provided in Appendix 1 of this Assessment Task.
2. Review the policy and procedure documents provided in Appendix 2 of this assessment task.
3. Identify three forms required by the organisation.
4. Create templates for each of the forms. You must:
 Use appropriate software to create the template.
 Incorporate a range of formulas, functions and macros where appropriate.
 Provide explanatory notes for each of the templates, detailing how information is to be managed or input and
how the form is to be stored or submitted when completed. Explanatory notes should also indicate any
sections of the form that should be checked prior to use (e.g. check that department list reflects current
organisational structure). Include reference to the use of at least one macro.
 Adhere to the MacVille guidelines for electronic documents and data entry in Appendix 3
 Ensure the templates are appropriately named and stored.
5. Submit the templates electronically (in a template format and printed out).
6. Have someone complete the forms (following your explanatory notes), and provide written feedback on the usability of
each form. Provide users with enough information such as incident details, etc to be able to complete forms. To allow
you to monitor the effectiveness of the templates you have designed, leave users free to make errors in using the
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template, especially if the templates or explanatory notes are unclear or deficient.
7. Provide a written reflection on monitoring the use of templates, evaluation of effectiveness of templates and continuous
improvement that:
 Evaluates the quality of documents produced by users against MacVille guidelines.
 Describes the use (or misuse) of standard templates and macros by users.
 Describes possible amendments you could make to each form, in response to feedback provided and to
ensure better quality outcomes for MacVille documentation. Review scenario and justify your possible
amendments by referring to organisational plans and future requirements for the HR department with respect
to output, document quality, budgetary constraints, etc.
Your assessor will be looking for:
 A sample (blank) form submitted, with a completed copy, feedback statement and amendments statement, submitted in
paper copy for each of the three forms developed.
 An accompanying electronic form saved and submitted in a standard template format, for each of the three forms
developed.
 A secondary worksheet in the template for each form, including clear instruction for:
o how to provide information for the document
o how and where to save the completed e-form
o how and where to submit the completed printed form
o particular sections of the form that should be checked prior to use.
Candidates must demonstrate the ability to present and clearly communicate instructions about use and completion of document
templates.
You are required to conduct a training session for the class, demonstrating the instructions for using and completing one of the
templates you have designed.
1. Conduct training session in class, demonstrating how to use and complete your template. The training should not take
more than 10 minutes.
2. A participant should be selected to complete the template as per the demonstrated instructions.
3. Selected participant to provide verbal feedback on use of template.
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Case study
The Human Resource department of MacVille is responsible for the management of personnel. Two key functions of the
department are induction of new staff, and ongoing communication with existing staff, regarding company policies,
procedures and expectations.
Currently, the department manages a small number of policy documents which are periodically created as required.
They are often poorly formatted. The HR department has a shared network drive for storage of documents, however
files are often not named so that they will be easily retrievable in the future.
As MacVille grows, so will the level of documentation required, so it is important that a system be implemented to
streamline this process. As a new member of the team, you have been asked by the HR manager to devise and
develop a replacement system to ensure that policy and procedure documents are created according to standard
guidelines.
MacVille Disciplinary / Dismissal Policy
Part 1
1. An employee’s contract of employment may be terminated by either the employer or the employee giving the notice required by
the applicable Award or the Industrial Relations Act 1990.
2. Where the prescribed notice is not given, the employee shall be paid wages in lieu of notice, or the employer may withhold wages
due to the employee, as the case may be, equivalent to the notice not given or received.
Part 2
1. Notwithstanding Part 1 above, where any employee is guilty of misconduct, the contract of employment may be terminated
instantaneously. In such cases there is no requirement for the giving of notice nor payment in lieu of notice.
2. Where it is alleged that an employee is guilty of misconduct, the employee shall be provided with details of the allegation/s and be
given a reasonable opportunity to respond to allegations prior to a decision being made to either terminate the employment or to
issue a written warning.
Part 3
1. Where it is alleged that an employee’s capacity or performance is unsatisfactory, then the following procedure should be followed.
The existence of this procedure shall not prevent an employee being dismissed in accordance with Part 2 above.
2. The initial discussion and direction will be provided on an informal basis by the Business manager or other authorised person.
The employee shall be advised that such discussion forms part of the process arising out of Clause 3.1.
3. If the problem/s persist the Business manager or other authorised person will discuss with employee:
i. the matter/s of concern;
ii. actions necessary to resolve the concerns; and
iii. a timetable for improvement to be evidenced.
Input including explanations will be sought from the employee.
4. As a result of this discussion the Business manager or other authorised person will notify the employee in writing regarding those
matters in question discussed per Clause 3.5 above.
The notice will detail:
the matter/s of concern;
actions necessary to resolve the concerns;
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a timetable for improvement to be evidenced.
5. This notice will be signed and confirmed by the employee to record the discussion in (3) above. If there is a disagreement as to
the content of the notice the employee shall have the opportunity for their view to be placed on the record.
6. Appropriate monitoring and counselling shall then be provided to the employee by the Business manager or other authorised
person.
7. Where the problem/s are not rectified through the use of the above process, the employee’s contract of employment may be
terminated.
Part 4
1. At any meeting or discussion forming part of the process in Part 2 or 3, the employee may be accompanied by a Union
representative or other person of the employee’s choosing.
Part 5
1. On request a dismissed employee will be provided with a written statement of reasons for dismissal.
Task 1
1. A one-page style guide addressing the requirements outlined in the procedure and should include the following:
 Audience and purpose – who is it for and how is this information relevant to them?
 Accessibility - how can this document be made available to the targeted audience and would there be any
provisions for individuals with disability to obtain this information?
 Plain English – how the provided text is written; plain language, active voice, simple sentences, clearly and
concisely, avoiding jargon, abbreviations acronyms or specific terminology and how it promotes key
objectives/ messages.
 Conventions – detailing what are; abbreviations and contractions, acronyms, apostrophes, brackets, capital
letters
 Fonts – type of fonts and size used in all office documents
 Headings – should it be bold, underline or in a font size bigger?
 Bullet points – how is this being used?
 Spacing – how many lines between paragraphs needed?
 Writing checklist – do the words flow easily, is the structure clear and allows readers to find things easily?
Has the document been proofread for spelling and grammar? Has the document content been approved? Is
copyright clearance required? If so, has it been obtained?
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MacVille Style Guide
Audience and
purpose
Accessibility
Plain English
Conventions
Fonts
Headings
Bullet points
Spacing
Writing checklist
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2. Use the text file ‘MACVILLE Disciplinary Dismissal Policy’ and format it in MS Word according to the style guide
you have established. Submit the reformatted policy as an example to illustrate your style guide.
MacVille Disciplinary / Dismissal Policy
Overview of the Scenario
Macvile is a growing company which has been utilizing the instant policy and procedure formats for the
management and execution of the functions of the employees. The Human Resource Department of
Macville creates the policy documents on a periodic basis as and when required and due to the instant
framing up of the forms and documents, the quality and the accuracy of the documents are not up to the
mark. The future of Macville requires some specific and accurate documentation formats and processes
which would help in presenting the policies and the information in the most effective and productive
manner. The key functions of the HR department have been to provide induction to the new staff, along
with the ongoing communication with the existing staff, regarding company policies, procedures and
expectations.
Format of Design Policy
The format of the policy should include specific four headings as this would help the readers in
segregating the information and the understanding of the policy would also be achieved. The four
headings would include the purpose, scope, policy and responsibility. These specifications would add on
to the readability and understanding of the policy to the members of the company and thus, the
effectiveness and the applicability of the policies would be achieved.
Purpose
The purpose of the policy would be stated here, and the intention that it carries would help in providing
the significance of the policy. The aim of the policy would provide the members an understanding to the
need of the policy.
Scope
The scope would help in providing the future status of the policy and the benefits and the results that
would be gained through the particular policy in future would be stated. The scope of the policy is a vital
inclusion as this would help the readers in understanding the growth in future and thus a motivational
effect would be experienced.
Policy
This would include the actual policy and the specifications to the policy would be provided in this area.
The readability criteria would be enhanced through this area.
Responsibility
The responsibility that the members or he employees carry towards the policy would be stated here and
the responsibility that the policy carries towards its members would also be stated. This would be the
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