Support Practices of Human Resources Management (tu1557)

Support Practices of Human Resources Management (tu1557)

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Contribution Exchange

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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, learning, management, resource, support, training, unit, work-based
This Training Unit develops human resource management practice by focusing on workforce needs, staffing and recruitment planning, performance management, incentive and compensation considerations, HR compliance awareness, and labour-management cooperation. Participants demonstrate the ability to use role, workforce, performance, policy, and stakeholder information to identify HR needs, support staffing or performance-related action, recognize human rights, diversity, equity, health and safety, or labour relations implications, and coordinate responsible follow-up within appropriate management boundaries.

Criteria

Contribution recognized

Support workforce planning, staffing, performance management, HR compliance awareness, and labour-management cooperation.

Training Unit structure

This Training Unit aggregates exactly three child Training Items:

  1. ti6093 — Identify workforce, staffing, and HR compliance needs (73.3.CA6532/ti6093D)
  2. ti1404 — Support performance, development, and HRM review practices (73.3.CA6532/ti1404D)
  3. ti3594 — Coordinate HRM action, cooperation, and dispute-resolution pathways (73.3.CA6532/ti3594D)

Completion requires two naturally occurring Artifact Elements that together provide substantial evidence across the three child Training Items.

Aggregated Learning Goals

  • LG025 — Learners will develop their ability to identify workforce, staffing, and HR compliance needs to support responsible management action.
  • LG026 — Learners will develop their ability to support performance, development, and HRM review practices through responsible people management.
  • LG027 — Learners will develop their ability to coordinate HRM action, cooperation, and dispute-resolution pathways to support responsible management follow-up.

Aggregated Learning Outcomes

  1. LO073 — Upon completion, the learner will be able to identify workforce needs, staffing requirements, HR responsibilities, role expectations, or people management issues in a contribution context.
  2. LO074 — Upon completion, the learner will be able to classify an HRM issue according to workforce, staffing, performance, cooperation, compliance, labour relations, or escalation considerations.
  3. LO075 — Upon completion, the learner will be able to summarize responsible action, documentation, referral, or escalation needs related to an HRM issue.
  4. LO076 — Upon completion, the learner will be able to identify role expectations, performance information, development needs, cooperation needs, or feedback requirements.
  5. 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.
  6. LO078 — Upon completion, the learner will be able to summarize an action pathway that supports performance, development, role clarity, cooperation, recognition, or shared responsibility.
  7. LO079 — Upon completion, the learner will be able to identify interests, constraints, confidentiality needs, compliance considerations, labour-management considerations, or dispute-resolution needs in an HRM action context.
  8. LO080 — Upon completion, the learner will be able to prepare clear and respectful communication about an HRM, people management, compliance, cooperation, or dispute-resolution concern.
  9. LO081 — Upon completion, the learner will be able to summarize an appropriate next step, escalation path, referral, stakeholder alignment action, or dispute-resolution pathway.

Aggregated Knowledge, Skills, and Behaviours

  • K001 — Knowledge: Understands organizational structures and management functions in order to contribute to coordinated activity.
  • K006 — Knowledge: Understands legal, regulatory, and compliance principles in order to contribute to responsible management practice.
  • K009 — Knowledge: Understands human resource management and labour relations concepts in order to contribute to people management and workplace cooperation.
  • S001 — Skill: Identifies, classifies, and summarizes management issues, structures, processes, and desired outcomes using available organizational information to support decisions.
  • S008 — Skill: Identifies legal, compliance, risk, or governance implications using relevant rules, obligations, and context to support responsible management action.
  • B001 — Behaviour: Demonstrates professional judgment and accountability by acting ethically, responsibly, and transparently in management contribution contexts.
  • B005 — Behaviour: Demonstrates responsiveness to wider implications by considering legal, social, economic, financial, human, and operational consequences.
  • K008 — Knowledge: Understands organizational behaviour and team dynamics in order to contribute to effective people, culture, and performance practices.
  • 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.
  • S002 — Skill: Prepares management communications using audience, purpose, structure, and tone to support understanding, coordination, and action.
  • S004 — Skill: Negotiates strategically using interests, options, constraints, trade-offs, and agreed next steps to support stakeholder alignment.

Indicative Content

ti6093 — Identify workforce, staffing, and HR compliance needs

  • LO073 — HRM Purpose and Management Role: Human resource management responsibilities, HR support boundaries, supervisory contribution, role clarity, delegation, documentation, escalation, and responsible management action.
  • LO074 — Workforce Needs and Supply: Workforce planning, current and future staffing needs, labour supply, capacity requirements, workforce gaps, succession considerations, volunteer or staff availability, and organizational continuity.
  • LO075 — Staffing, Recruitment, and Selection: Staffing analysis, role requirements, recruitment planning, selection criteria, orientation, onboarding plans, probationary support, training needs, and early contribution support.
  • LO075 — Conflict, Conduct, and Escalation: People-related issues, conflict, conduct concerns, role disputes, communication breakdowns, documentation, responsible escalation, and referral to HR, governance, or labour relations authority.

ti1404 — Support performance, development, and HRM review practices

  • LO076 — Role Expectations and Performance: Job duties, role profiles, work expectations, volunteer expectations, performance indicators, feedback, review cycles, performance concerns, development planning, recognition, and improvement planning.
  • LO077 — Incentives and Compensation Awareness: Compensation structures, incentive systems, recognition practices, reward considerations, fairness, internal equity, affordability, role authority, and escalation boundaries.
  • LO078 — Contextual Application: Workplace or civic/community settings where managers, coordinators, supervisors, committee leads, volunteer leads, or team leads support workforce planning, staffing, performance, compliance, cooperation, communication, or escalation.

ti3594 — Coordinate HRM action, cooperation, and dispute-resolution pathways

  • LO079 — Employment, Labour, and Compliance Awareness: Employment standards, workplace policies, human rights, diversity, equity, accessibility, accommodation, privacy, health and safety, labour relations, volunteer obligations, and escalation boundaries.
  • LO080 — Labour-Management Cooperation: Union-management relationships, consultation, cooperation, workplace representation, dispute-resolution pathways, grievance awareness, role boundaries, and shared responsibility.
  • LO081 — Equity, Inclusion, and Respectful Practice: Fairness, accessibility, inclusion, respectful communication, bias awareness, confidentiality, psychological safety, dignity, and culturally responsive people management contexts.

Artifact Element 1

AE010 — Performance Appraisals & HR Reviews

Evidentiary purpose: Captures an HR review-related artifact showing how the participant used role expectations, workforce or staffing information, performance evidence, cooperation needs, policy considerations, and responsible judgment to support human resource management practice. The artifact may address workforce need, staffing or recruitment support, performance management, development support, incentive or compensation considerations, employment-related compliance awareness, or labour-management cooperation within the participant’s role. This Artifact Element record is designed to evidence HRM understanding, workforce and staffing awareness, performance management support, professional accountability, respectful communication, and responsiveness to human and organizational implications.

Minimum characteristics: - Identifies the workplace or civic/community setting, HR issue, workforce need, staffing need, performance review, role review, compensation/incentive consideration, cooperation issue, labour-management matter, or HRM review purpose. - Identifies role expectations, workforce requirements, staffing needs, recruitment criteria, performance expectations, contribution expectations, development expectations, cooperation requirements, or review criteria. - Identifies workforce information, staffing data, role information, performance information, feedback, policy information, legislative considerations, participation records, stakeholder input, cooperation information, labour-management information, or other source information used. - Identifies the workforce gap, staffing issue, recruitment need, performance support need, development need, compensation/incentive consideration, compliance concern, cooperation issue, labour-management concern, or dispute-resolution need. - Provides a clear, respectful, and bounded summary of the review point, HRM need, staffing implication, performance observation, support requirement, recognition consideration, or cooperation concern. - Identifies relevant human rights, diversity, equity, accessibility, privacy, health and safety, employment/labour, union-management, policy, confidentiality, fairness, role authority, or escalation considerations. - States the support action, staffing step, recruitment step, development action, performance support, recognition step, escalation, referral, monitoring need, review point, or next step. - Explains implications for cooperation, fairness, morale, safety, trust, legal/compliance awareness, labour-management relations, operational continuity, financial implications, or organizational/community outcomes. - Describes the participant’s role in preparing, supporting, documenting, communicating, reviewing, coordinating, or following up on the artifact.

Workplace example

A workplace workforce need summary, staffing review note, role clarity review, recruitment support review, performance review summary, feedback record, coaching support note, development support note, recognition note, compensation or incentive consideration note, cooperation review, labour-management cooperation note, or HR review-adjacent record prepared or materially supported within the participant’s role. The artifact must identify the HR review context, role/workforce/staffing/performance expectations, information considered, HRM issue or support need, compliance or people-related considerations, and responsible support or next steps.

Civic/community example

A civic/community volunteer capacity review, staffing or role review note, recruitment support review, volunteer review summary, contribution feedback record, committee participation review, event team feedback record, volunteer development note, recognition note, incentive consideration note, cooperation review, governance people-review record, or HR review-adjacent record prepared or materially supported within the participant’s role. The artifact must identify the HR review context, role/workforce/staffing/performance expectations, information considered, HRM issue or support need, compliance or people-related considerations, and responsible support or next steps.

Experience Context

  • Autonomy: Apply — Frames and develops the artifact independently within agreed authority, seeking direction for material exceptions.
  • Complexity: Apply — Integrates ambiguous or competing information, constraints, and implications to produce a defensible output.
  • Contribution scope: Assist — Produces a usable output that supports another person’s planning, coordination, decision, or action.

Insufficient evidence conditions

  • required characteristics absent
  • role cannot be attributed
  • no credible situated use
  • required validation missing

Assessment Components

LMO CONFIRM — Canonical Assessment Component selection required

Redo (R): Canonical Assessment Component selection is missing when required or does not credibly validate this Artifact Element against its reposited requirements; the Artifact Element therefore does not yet provide sufficient, attributable evidence of the reposited purpose.

Pass (P): Canonical Assessment Component selection is present when required, attributable to an eligible validator, and credibly validates this Artifact Element against its reposited requirements. Together with the Artifact Element, it supports the reposited purpose by capturing an HR review-related artifact showing how the participant used role expectations, workforce or staffing information, performance evidence, cooperation needs, policy considerations, and responsible judgment to support human resource management practice. The artifact may address workforce need, staffing or recruitment support, performance management, development support, incentive or compensation considerations, employment-related compliance awareness, or labour-management cooperation within the participant’s role. This Artifact Element record is designed to evidence HRM understanding, workforce and staffing awareness, performance management support, professional accountability, respectful communication, and responsiveness to human and organizational implications.

Distinction (D): Not reposited — optional LMO decision. Distinction is unavailable for this component unless the LMO authors and approves a D criterion.

Artifact Element 2

AE003 — Project Documentation

Evidentiary purpose: Captures structured HRM action-pathway documentation showing how workforce, staffing, recruitment, performance, compliance, health and safety, equity, labour-management, cooperation, or dispute-resolution matters are coordinated through stakeholders, tasks, communication, timing, escalation, and follow-up. This Artifact Element record is designed to evidence HR issue classification, compliance and risk recognition, stakeholder alignment, labour-management cooperation, action coordination, and constructive collaboration.

Minimum characteristics: - Identifies the workforce, staffing, recruitment, onboarding, performance, development, compliance, health and safety, equity, cooperation, labour-management, dispute-resolution, escalation, or stakeholder alignment issue being addressed. - States the intended outcome, such as workforce capacity, staffing support, recruitment progress, role clarity, performance support, cooperation, participation, compliance alignment, health and safety follow-up, equity/accessibility support, development support, labour-management cooperation, issue resolution, or responsible escalation. - Identifies relevant people, role holders, contributors, supervisors, HR/governance contacts, labour-management representatives, teams, committees, volunteers, stakeholder groups, or responsible parties. - Identifies stakeholder interests, role constraints, confidentiality needs, human rights considerations, diversity/equity considerations, accessibility needs, health and safety considerations, employment or labour considerations, policy requirements, privacy issues, legal/risk implications, role authority, or escalation boundaries. - Provides a structured sequence of actions, options, communication steps, staffing steps, recruitment steps, development steps, performance support steps, compliance steps, health and safety steps, dispute-resolution steps, escalation points, approvals, referrals, or coordination actions. - Describes how communication, tone, confidentiality, respectful engagement, consultation, stakeholder alignment, shared responsibility, cooperation, or labour-management communication will be supported. - Identifies sequence, timing, priority, status, milestone, dependency, follow-up point, completion indicator, unresolved item, or escalation stage. - Identifies how progress, compliance, cooperation, role clarity, staffing action, recruitment progress, performance support, issue resolution, dispute resolution, or unresolved concerns will be monitored, documented, followed up, or escalated. - Describes the participant’s role in preparing, coordinating, communicating, documenting, monitoring, escalating, supporting, referring, or using the action pathway documentation.

Workplace example

A workplace workforce action plan, staffing tracker, recruitment coordination plan, onboarding support tracker, performance support plan, compliance action log, health and safety follow-up tracker, equity or accessibility coordination plan, cooperation improvement plan, labour-management action register, dispute-resolution pathway, escalation tracker, training follow-up tracker, or stakeholder alignment plan. The artifact must show the HRM action need, desired outcome, stakeholders, compliance or boundary considerations, action pathway, communication needs, timing, monitoring, and follow-up logic.

Civic/community example

A civic/community volunteer capacity plan, staffing tracker, recruitment coordination plan, onboarding support tracker, volunteer support plan, compliance action log, safety follow-up tracker, equity or accessibility coordination plan, cooperation improvement plan, governance action register, dispute-resolution pathway, escalation tracker, training follow-up tracker, or stakeholder alignment plan. The artifact must show the HRM action need, desired outcome, stakeholders, compliance or boundary considerations, action pathway, communication needs, timing, monitoring, and follow-up logic.

Experience Context

  • Autonomy: Apply — Frames and develops the artifact independently within agreed authority, seeking direction for material exceptions.
  • Complexity: Apply — Integrates ambiguous or competing information, constraints, and implications to produce a defensible output.
  • Contribution scope: Assist — Produces a usable output that supports another person’s planning, coordination, decision, or action.

Insufficient evidence conditions

  • required characteristics absent
  • role cannot be attributed
  • no credible situated use
  • required validation missing

Assessment Components

LMO CONFIRM — Canonical Assessment Component selection required

Redo (R): Canonical Assessment Component selection is missing when required or does not credibly validate this Artifact Element against its reposited requirements; the Artifact Element therefore does not yet provide sufficient, attributable evidence of the reposited purpose.

Pass (P): Canonical Assessment Component selection is present when required, attributable to an eligible validator, and credibly validates this Artifact Element against its reposited requirements. Together with the Artifact Element, it supports the reposited purpose by capturing structured HRM action-pathway documentation showing how workforce, staffing, recruitment, performance, compliance, health and safety, equity, labour-management cooperation, or dispute-resolution matters are coordinated through stakeholders, tasks, communication, timing, escalation, and follow-up. This Artifact Element record is designed to evidence HR issue classification, compliance and risk recognition, stakeholder alignment, labour-management cooperation, action coordination, and constructive collaboration.

Distinction (D): Not reposited — optional LMO decision. Distinction is unavailable for this component unless the LMO authors and approves a D criterion.

Completion and result

  • Each Artifact Element is assessed through its own reposited Assessment Components.
  • Each required Assessment Component must achieve at least Pass (P) for its Artifact Element.
  • Both Artifact Elements must achieve Pass (P) or Distinction (D) to complete the Training Unit.
  • Any Redo (R) returns the Training Unit for revision.
  • Distinction is available only when the LMO reposits D criteria, and both Artifact Elements achieve D. D is not assumed or inferred.
  • Formal Assessment Methods are not used at TI or TU level; they are reserved for EPA/EA.

Your submission must include

  1. Artifact Element 1 — the artifact file and a short explanation of its context, your role, and how it was used.
  2. Artifact Element 2 — the artifact file and a short explanation of its context, your role, and how it was used.
  3. Contribution context — select pre-service or in-practice.
  4. Organization evaluator details — required for an in-practice submission.
  5. Artifact Authenticity Declaration (AC005) — required.

Both artifacts must arise naturally from workplace or civic/community contribution. Each artifact is assessed directly against its own Redo (R), Pass (P), and optional Distinction (D) criteria. Both must achieve P or D. If either receives R, the application is returned for revision and resubmission.

This TU application does not require a STARR Reflection or Contribution Witness Statement as separately graded Assessment Components.

Please use the format: X0X 0X0 (ANA NAN)
### Artifact Element 1 — AE010 — Performance Appraisals & HR Reviews #### Evidentiary purpose Captures an HR review-related artifact showing how the participant used role expectations, workforce or staffing information, performance evidence, cooperation needs, policy considerations, and responsible judgment to support human resource management practice. The artifact may address workforce need, staffing or recruitment support, performance management, development support, incentive or compensation considerations, employment-related compliance awareness, or labour-management cooperation within the participant’s role. this Artifact Element record is designed to evidence HRM understanding, workforce and staffing awareness, performance management support, professional accountability, respectful communication, and responsiveness to human and organizational implications. #### Minimum characteristics - Identifies the workplace or civic/community setting, HR issue, workforce need, staffing need, performance review, role review, compensation/incentive consideration, cooperation issue, labour-management matter, or HRM review purpose. - Identifies role expectations, workforce requirements, staffing needs, recruitment criteria, performance expectations, contribution expectations, development expectations, cooperation requirements, or review criteria. - Identifies workforce information, staffing data, role information, performance information, feedback, policy information, legislative considerations, participation records, stakeholder input, cooperation information, labour-management information, or other source information used. - Identifies the workforce gap, staffing issue, recruitment need, performance support need, development need, compensation/incentive consideration, compliance concern, cooperation issue, labour-management concern, or dispute-resolution need. - Provides a clear, respectful, and bounded summary of the review point, HRM need, staffing implication, performance observation, support requirement, recognition consideration, or cooperation concern. - Identifies relevant human rights, diversity, equity, accessibility, privacy, health and safety, employment/labour, union-management, policy, confidentiality, fairness, role authority, or escalation considerations. - States the support action, staffing step, recruitment step, development action, performance support, recognition step, escalation, referral, monitoring need, review point, or next step. - Explains implications for cooperation, fairness, morale, safety, trust, legal/compliance awareness, labour-management relations, operational continuity, financial implications, or organizational/community outcomes. - Describes the participant’s role in preparing, supporting, documenting, communicating, reviewing, coordinating, or following up on the artifact. #### Acceptable examples - **Workplace:** A workplace workforce need summary, staffing review note, role clarity review, recruitment support review, performance review summary, feedback record, coaching support note, development support note, recognition note, compensation or incentive consideration note, cooperation review, labour-management cooperation note, or HR review-adjacent record prepared or materially supported within the participant’s role. The artifact must identify the HR review context, role/workforce/staffing/performance expectations, information considered, HRM issue or support need, compliance or people-related considerations, and responsible support or next steps. - **Civic/community:** A civic/community volunteer capacity review, staffing or role review note, recruitment support review, volunteer review summary, contribution feedback record, committee participation review, event team feedback record, volunteer development note, recognition note, incentive consideration note, cooperation review, governance people-review record, or HR review-adjacent record prepared or materially supported within the participant’s role. The artifact must identify the HR review context, role/workforce/staffing/performance expectations, information considered, HRM issue or support need, compliance or people-related considerations, and responsible support or next steps. #### Required Experience Context - **Autonomy 3 — Apply:** Frames and develops the artifact independently within agreed authority, seeking direction for material exceptions. - **Complexity 3 — Apply:** Integrates ambiguous or competing information, constraints, and implications to produce a defensible output. - **Contribution scope 2 — Assist:** Produces a usable output that supports another person’s planning, coordination, decision, or action.
### Artifact Element 1 — AE010 — Performance Appraisals & HR Reviews — Assessment #### Assessment criteria - **Redo (R):** R — The Artifact Element is incomplete, cannot be reliably attributed to the contributor, lacks credible situated use, omits one or more minimum characteristics, falls below a required Experience Context condition, or does not provide substantial evidence of its reposited purpose: Captures an HR review-related artifact showing how the participant used role expectations, workforce or staffing information, performance evidence, cooperation needs, policy considerations, and responsible judgment to support human resource management practice. The artifact may address workforce need, staffing or recruitment support, performance management, development support, incentive or compensation considerations, employment-related compliance awareness, or labour-management cooperation within the participant’s role. this Artifact Element record is designed to evidence HRM understanding, workforce and staffing awareness, performance management support, professional accountability, respectful communication, and responsiveness to human and organizational implications. - **Pass (P):** P — The Artifact Element is attributable to the contributor, arose through a credible workplace or civic/community contribution, meets all minimum characteristics and required Experience Context conditions, and provides substantial evidence of its reposited purpose: Captures an HR review-related artifact showing how the participant used role expectations, workforce or staffing information, performance evidence, cooperation needs, policy considerations, and responsible judgment to support human resource management practice. The artifact may address workforce need, staffing or recruitment support, performance management, development support, incentive or compensation considerations, employment-related compliance awareness, or labour-management cooperation within the participant’s role. this Artifact Element record is designed to evidence HRM understanding, workforce and staffing awareness, performance management support, professional accountability, respectful communication, and responsiveness to human and organizational implications. - **Distinction (D, optional):** Not reposited. Distinction is unavailable for this Artifact Element. #### Attestations - **AC005 — Artifact Authenticity Declaration** — Required #### Insufficient evidence includes - required characteristics absent - role cannot be attributed - no credible situated use - required validation missing
Upload Artifact Element 1 — AE010 — Performance Appraisals & HR Reviews
Describe the setting, your role, the purpose of the artifact, how it was used, and the people or decision it supported.
### Artifact Element 2 — AE003 — Project Documentation #### Evidentiary purpose Captures structured HRM action-pathway documentation showing how workforce, staffing, recruitment, performance, compliance, health and safety, equity, labour-management, cooperation, or dispute-resolution matters are coordinated through stakeholders, tasks, communication, timing, escalation, and follow-up. this Artifact Element record is designed to evidence HR issue classification, compliance and risk recognition, stakeholder alignment, labour-management cooperation, action coordination, and constructive collaboration. #### Minimum characteristics - Identifies the workforce, staffing, recruitment, onboarding, performance, development, compliance, health and safety, equity, cooperation, labour-management, dispute-resolution, escalation, or stakeholder alignment issue being addressed. - States the intended outcome, such as workforce capacity, staffing support, recruitment progress, role clarity, performance support, cooperation, participation, compliance alignment, health and safety follow-up, equity/accessibility support, development support, labour-management cooperation, issue resolution, or responsible escalation. - Identifies relevant people, role holders, contributors, supervisors, HR/governance contacts, labour-management representatives, teams, committees, volunteers, stakeholder groups, or responsible parties. - Identifies stakeholder interests, role constraints, confidentiality needs, human rights considerations, diversity/equity considerations, accessibility needs, health and safety considerations, employment or labour considerations, policy requirements, privacy issues, legal/risk implications, role authority, or escalation boundaries. - Provides a structured sequence of actions, options, communication steps, staffing steps, recruitment steps, development steps, performance support steps, compliance steps, health and safety steps, dispute-resolution steps, escalation points, approvals, referrals, or coordination actions. - Describes how communication, tone, confidentiality, respectful engagement, consultation, stakeholder alignment, shared responsibility, cooperation, or labour-management communication will be supported. - Identifies sequence, timing, priority, status, milestone, dependency, follow-up point, completion indicator, unresolved item, or escalation stage. - Identifies how progress, compliance, cooperation, role clarity, staffing action, recruitment progress, performance support, issue resolution, dispute-resolution, or unresolved concerns will be monitored, documented, followed up, or escalated. - Describes the participant’s role in preparing, coordinating, communicating, documenting, monitoring, escalating, supporting, referring, or using the action pathway documentation. #### Acceptable examples - **Workplace:** A workplace workforce action plan, staffing tracker, recruitment coordination plan, onboarding support tracker, performance support plan, compliance action log, health and safety follow-up tracker, equity or accessibility coordination plan, cooperation improvement plan, labour-management action register, dispute-resolution pathway, escalation tracker, training follow-up tracker, or stakeholder alignment plan. The artifact must show the HRM action need, desired outcome, stakeholders, compliance or boundary considerations, action pathway, communication needs, timing, monitoring, and follow-up logic. - **Civic/community:** A civic/community volunteer capacity plan, staffing tracker, recruitment coordination plan, onboarding support tracker, volunteer support plan, compliance action log, safety follow-up tracker, equity or accessibility coordination plan, cooperation improvement plan, governance action register, dispute-resolution pathway, escalation tracker, training follow-up tracker, or stakeholder alignment plan. The artifact must show the HRM action need, desired outcome, stakeholders, compliance or boundary considerations, action pathway, communication needs, timing, monitoring, and follow-up logic. #### Required Experience Context - **Autonomy 3 — Apply:** Frames and develops the artifact independently within agreed authority, seeking direction for material exceptions. - **Complexity 3 — Apply:** Integrates ambiguous or competing information, constraints, and implications to produce a defensible output. - **Contribution scope 2 — Assist:** Produces a usable output that supports another person’s planning, coordination, decision, or action.
### Artifact Element 2 — AE003 — Project Documentation — Assessment #### Assessment criteria - **Redo (R):** R — The Artifact Element is incomplete, cannot be reliably attributed to the contributor, lacks credible situated use, omits one or more minimum characteristics, falls below a required Experience Context condition, or does not provide substantial evidence of its reposited purpose: Captures structured HRM action-pathway documentation showing how workforce, staffing, recruitment, performance, compliance, health and safety, equity, labour-management, cooperation, or dispute-resolution matters are coordinated through stakeholders, tasks, communication, timing, escalation, and follow-up. this Artifact Element record is designed to evidence HR issue classification, compliance and risk recognition, stakeholder alignment, labour-management cooperation, action coordination, and constructive collaboration. - **Pass (P):** P — The Artifact Element is attributable to the contributor, arose through a credible workplace or civic/community contribution, meets all minimum characteristics and required Experience Context conditions, and provides substantial evidence of its reposited purpose: Captures structured HRM action-pathway documentation showing how workforce, staffing, recruitment, performance, compliance, health and safety, equity, labour-management, cooperation, or dispute-resolution matters are coordinated through stakeholders, tasks, communication, timing, escalation, and follow-up. this Artifact Element record is designed to evidence HR issue classification, compliance and risk recognition, stakeholder alignment, labour-management cooperation, action coordination, and constructive collaboration. - **Distinction (D, optional):** Not reposited. Distinction is unavailable for this Artifact Element. #### Attestations - **AC005 — Artifact Authenticity Declaration** — Required #### Insufficient evidence includes - required characteristics absent - role cannot be attributed - no credible situated use - required validation missing
Upload Artifact Element 2 — AE003 — Project Documentation
Describe the setting, your role, the purpose of the artifact, how it was used, and the people or decision it supported.
Full name of the authorized organization evaluator
Work email address of the authorized organization evaluator
Role, organization, and relationship to the contributor
### Completion decision - **Redo (R):** Any R on either Artifact Element returns the Training Unit for redo. - **Pass (P):** Both Artifact Elements achieve P or D and all required attestations are complete. - **Distinction (D):** Both Artifact Elements achieve D against approved LMO-reposited D criteria. AC003–AC007 are attestations. They confirm authenticity, context, domain, source, or use as applicable; they are not graded and do not own R, P, or D criteria. No formal Assessment Method is attached at TI or TU level.
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