Support performance, development, and HRM review practices (ti1404)

Support performance, development, and HRM review practices (ti1404)

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Contribution Exchange

info@contributionexchange.org

Making contribution visible, trusted, and portable.

Contribution Exchange is an international organization headquartered in Ottawa, Canada, building shared infrastructure for recognizing learning and capability developed through contribution.

Through an international federation of National Contribution Exchanges, Contribution Exchange stewards common standards for work-based learning, professional practice, recognition, and quality assurance. Its systems help organizations structure, validate, and recognize learning developed through work, community, civic, cultural, and other purposeful contributions.

Contribution Exchange also stewards the Work-Based Learning Numbering System (WBLNS®) and PathLedger®, providing interoperable infrastructure to index learning standards, record verified contributions, and make trusted evidence of capability portable across organizations, sectors, and borders.

Tags:

CIM, contribution, human, item, learning, management, performance, resources, training, work-based
This Training Item focuses on supporting performance management, role clarity, development support, feedback, cooperation, recognition, incentive or compensation considerations, and HRM review practices in workplace or civic/community contexts.

Criteria

Contribution recognized

The contributor supports performance, development, and HRM review practices through a situated workplace or civic/community contribution that produces a usable output for another person’s planning, coordination, decision, or action.

Learning Goal

  • LG026 — Learners will develop their ability to support performance, development, and HRM review practices through responsible people management.

Learning Outcomes

  1. LO076 — Upon completion, the learner will be able to identify role expectations, performance information, development needs, cooperation needs, or feedback requirements.
  2. LO077 — Upon completion, the learner will be able to support an HRM review or people management practice using role, performance, workforce, cooperation, or contribution information.
  3. LO078 — Upon completion, the learner will be able to summarize an action pathway that supports performance, development, role clarity, cooperation, recognition, or shared responsibility.

Aligned Knowledge, Skills, and Behaviours

  • K008 — Knowledge: Understands organizational behaviour and team dynamics in order to contribute to effective people, culture, and performance practices.
  • K009 — Knowledge: Understands human resource management and labour relations concepts in order to contribute to people management and workplace cooperation.
  • S009 — Skill: Supports people management practices using role expectations, performance information, cooperation needs, and workplace or community context.
  • S014 — Skill: Coordinates stakeholders, resources, tasks, and information using action pathways to support implementation, delivery, or improvement.
  • B002 — Behaviour: Demonstrates clear and respectful communication by adapting language, tone, and message structure to stakeholders and context.
  • B006 — Behaviour: Demonstrates constructive collaboration by supporting inclusion, cooperation, and shared responsibility in group or stakeholder settings.
  • B001 — Behaviour: Demonstrates professional judgment and accountability by acting ethically, responsibly, and transparently in management contribution contexts.

Acceptable Artifact Element

AE010 — Performance Appraisals & HR Reviews

Evidentiary purpose: Makes the contributor’s situated role and use of LO076, LO077, LO078 visible through a naturally occurring performance appraisals & hr reviews.

Minimum characteristics: - A genuine workplace or civic/community context. - An attributable contributor role. - A usable output aligned to the selected Learning Outcomes. - Sufficient context for AC001 and AC002 validation.

Workplace example

A workplace performance note, feedback summary, role clarity review, development conversation summary, performance support record, coaching note, probationary support note, recognition note, compensation or incentive consideration note, or HR review-related document supporting role clarity, performance, development, or cooperation.

Civic/community example

A civic/community volunteer review note, role clarity review, contribution feedback summary, committee participation review, event team feedback record, volunteer development note, recognition note, incentive consideration note, or governance-related people review document supporting role clarity, performance, development, or cooperation.

Experience Context

  • Autonomy: Assist — Develops the artifact with defined responsibility and periodic guidance from an appropriate supervisor, sponsor, or community lead.
  • Complexity: Assist — Interprets varied information, constraints, or stakeholder considerations in a situated contribution context.
  • Contribution scope: Assist — Produces a usable output that supports another person’s planning, coordination, decision, or action.

Assessment Components

AC001 — STARR Reflection

Redo (R): The STARR Reflection is missing, is not attributable to the contributor, does not sufficiently address one or more required STARR elements, or does not establish a credible connection to LO076, LO077, LO078 and the aligned KSBs.

Pass (P): The STARR Reflection is complete, situated, and attributable. It addresses Situation: The contributor identifies a workplace or civic/community setting where role clarity, performance information, development support, feedback, cooperation, recognition, incentive consideration, participation, contribution, or shared responsibility required support.; Task: The contributor explains the role expectation, performance information need, development need, cooperation issue, feedback requirement, recognition consideration, incentive or compensation-related consideration, contribution support need, or action pathway objective.; Action: The contributor describes how they identified role expectations, performance information, development needs, cooperation needs, or feedback requirements; supported an HRM review or people management practice; and summarized an action pathway for performance, development, role clarity, cooperation, recognition, or shared responsibility.; Result: The contributor describes the role clarity, performance support, feedback improvement, development support, cooperation improvement, recognition support, participation support, shared responsibility, or contribution improvement that resulted from the contribution.; Relevance: The contributor explicitly connects the reflection to LG026, LO076–LO078, and the Training Unit-Level KSBs K008, K009, S009, S014, B002, B006, and B001. It explicitly connects the contribution to LO076, LO077, LO078 and the aligned KSBs K008, K009, S009, S014, B002, B006, B001.

AC002 — Contribution Witness Statement

Redo (R): The Contribution Witness Statement is absent, unattributable, provided by a person unable to confirm the contribution context, or does not sufficiently confirm the contributor’s role, situated contribution, relationship to LO076, LO077, LO078, and claimed KSB alignment.

Pass (P): An identifiable and contextually appropriate witness provides a credible statement that addresses Context Confirmation: The witness confirms the contributor participated in a workplace or civic/community context involving role clarity, performance information, development support, feedback, cooperation, participation, people management, recognition, or shared responsibility.; Contribution Confirmation: The witness confirms the contributor contributed to supporting, documenting, communicating, coordinating, or improving role clarity, performance, development, cooperation, feedback, recognition, or participation.; LO Confirmation: The witness confirms the contribution reasonably relates to identifying role/performance/development/cooperation information, supporting an HRM review or people management practice, and summarizing an action pathway.; KSB Confirmation: The witness confirms the contribution supports developmental alignment to K008, K009, S009, S014, B002, B006, or B001 and does not contradict the claimed alignment.; Credibility: The witness is identifiable and has sufficient relationship to the contribution context to confirm the evidence.

Completion requirement

Both AC001 and AC002 must achieve Pass (P). A Redo (R) on either component returns the Training Item for revision. Distinction is not available at Training Item level.

Your RPL Submission Must Include:

1. STARR Reflection Statement A structured, first-person account that addresses all Learning Outcomes (LIs) and related Knowledge, Skills, and Behaviours (KSBs) through a real experience.

2. Contribution Witness Statement An endorsement from someone who directly observed or received the written product. Please provide:

Full Name

Email Address

Their Role and Relationship to You (e.g., “Project Lead,” “Board Chair,” “Small Business Owner”)

3. Submission Evaluation Once your STARR reflection is sent to your contribution witness, a Contribution Exchange staff member will review the file for completion, record your evidence for PathLedger, and you will receive your badge.

Please use the format: X0X 0X0 (ANA NAN)
**STARR FORMAT** ----- Use the following STARR format and ensure your story aligns with the Learning Goal (LG), all Learning Outcomes (LIs) and addresses each of the KSBs.
Situation: What was the setting or challenge?
Task: What did you need to communicate and why?
Action: How did you plan, write, revise, and format your communication?
Result: What was the impact or outcome?
Reflection: What did you learn? How did it build your writing capability and support collaboration or leadership?
Please provide a valid email address for your witness.
Please use the format - First Name Last Name.
Example: “Project Lead,” “Board Chair,” “Small Business Owner”
- or -

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