Qualifications Pathways Program 2017 luster 1 RPL Evidence ...... · called Resume Restaurant click on this link to view on iLearn. Cluster 1 Evidence Guide – BSB40515 Certificate

Cluster 1 Evidence Guide – BSB40515 Certificate IV in Business Administration Version 1.0 – February 2017

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Qualifications Pathways Program 2017

Cluster 1 RPL Evidence Guide

Certificate IV in Business Administration

BSB40515

Units:

BSBWOR404 Develop Work Priorities

BSBWHS401 Implement and Monitor WHS Policies, Procedures and Programs to meet Legislative Requirements


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Modification History

Version Date Who Modification Details

1.0 February 2017 TQEC, QPP First Version

Symbols used in the Evidence Guide:

Contacts for the Qualifications Pathways Program

Disability Services Training, Workforce Capability, Human Resources and Ethical Standards Department of Communities, Child Safety and Disability Services General Enquiries [email protected] Ph. 3239 0386 RTO - TAFE Queensland East Coast (TQEC) Assessor: Marie Morgan Ph: 4120 6447 Evidence Submission [email protected] It is important that you use this email address when submitting evidence. It has been set up to give you an automatic reply to let you know that your email and the attachments have been received. If you do not receive this confirmation of arrival email – then your email and its attachments have not been received. Contact your assessor if there is a problem.

Activity to complete

Tips to assist you to complete activity

Attachments of workplace evidence to be included when responding to the questions

mailto:[email protected]



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Contents

Section A: Overview of Cluster 1 .............................................................................................. 4

Section B: Personal Documents BSBWOR404 .......................................................................... 5

Section C: Reflective Questions BSBWOR404 Develop Work Priorities ................................ 10

Section D: Third Party Report (Workplace Observation) ....................................................... 14

Section E: Reflective Questions BSBWHS401 Implement and Monitor WHS Policies,

Procedures and Programs to Meet Legislative Requirements .............................................. 16

Section F: Third Party Report (Workplace Observation) ........................................................ 23

Section G: Assessment Submission Cluster 1 ......................................................................... 25


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Section A: Overview of Cluster 1

The units in this Cluster focus on the knowledge and skills you require to:

Demonstrate your ability to manage on-going professional development which will be

increasingly challenged as workplaces, organisations, and society become more complex.

Demonstrate your capacity to reflect and build on your knowledge and strengths which will

be critical.

Operate using relevant supervisory support arrangements within an ethical code of

practice.

Details about the Units in Cluster 1:

BSBWOR404 – Develop Work Priorities

This unit describes the skills and knowledge required to monitor and obtain feedback on your own

work performance and access learning opportunities for professional development.

This unit applies to individuals who are required to design their own work schedules and work plans

and to establish priorities for their work. They will typically hold some responsibilities for the work

of others and have some autonomy in relation to their own role.

BSBWHS401 – Implement and Monitor WHS Policies, Procedures and Programs to Meet

Legislative Requirements

This unit describes the skills and knowledge required to implement and monitor an organisation’s

work health and safety (WHS) policies, procedures and programs in the relevant work area in order

to meet legislative requirements.

It is acknowledged that WHS in the Queensland Public Service is the responsibility of a separate

department, however, for the purposes of this unit it is required that you demonstrate your

knowledge of the policies and processes to which you are expected to contribute. You will have a

broad knowledge of WHS policies and contribute well developed skills in creating solutions to

unpredictable problems through analysis and evaluation of information from a variety of sources.

You will provide supervision and guidance to others and have limited responsibility for the output

of others.


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Section B: Personal Documents BSBWOR404

5 Key Workplace Supporting Documents are required for BSBWOR404 – Manage personal work priorities and professional development.

Professional Development Activities

Due to the constantly changing work environment, we are frequently challenged to develop new skills,

knowledge and approaches in order to perform well in our roles and to contribute to the delivery of

services to the people we support.

Professional development encompasses all types of learning opportunities including accredited

training, formal coursework, conferences and online courses.

Submit evidence of your ongoing consistent professional development by using iLearn to produce a Learning Transcript if you have not already done

so.

You can also submit copies of evidence of other professional development activities you have

completed.

A user guide on how to print your learning transcript is available on the QPP Yammer Network

Résumé Your résumé is a marketing tool to promote yourself as the right person for the job. It is a summary of who you are and what you have achieved. It contains the information you need to give to potential employers so that they will consider you for a position. Your résumé is not your life story but a summary of key information about you and should be updated whenever you start or finish a course or job, or learn a new skill.

Submit a copy of your current résumé.

For assistance in creating or updating your résumé there is an online course available on iLearn called Resume Restaurant click on this link to view on iLearn.

https://dccsds.cls.janisoncloud.com/mylearning/catalogue/index?menu=Home#/list?page=1&pageSize=10&tab=null&search=resume


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LinkedIn

LinkedIn is a business focused site launched in 2003 to connect professionals to networks. The basic

functionality of LinkedIn allows users to create profiles and make "connections" to each other in an

online social network which may represent real-world professional relationships. Users can invite

anyone (whether a site user or not) to become a connection.

This list of connections can then be used in a number of ways:

Users can find jobs, people and business opportunities recommended by someone in one's

contact network.

Employers can list jobs and search for potential candidates.

Users can post their own photos and view photos of others to aid in identification.

Users can save (i.e. bookmark) jobs for which they would like to apply.

Users can "like" and "congratulate" each other's updates and new employments.

Users can see who has visited their profile page.

Create a LinkedIn profile and complete the section below:

Summary – adding a summary is a quick and easy way to highlight your experience and

interests.

Experience – list your current and any previous positions.

Education – list any formal qualifications in this section.

Make a minimum of 2 connections (can be colleagues within the department or outside).

Submit a copy of your profile. (A guide will be available on the QPP Yammer Network).

There are also a number of other headings you may wish to complete but are not required for

your RPL evidence. A link to a video available on YouTube can be found in the QPP Yammer

Network.

Achievement and Capability Plan (ACP)

An Achievement and Capability Plan (ACP) is an active record which assists you to keep a track of your

progress in meeting the service delivery expectations of your role as well as allowing you to map out

your professional development goals in consultation with your line manager. You complete your ACP

through a discussion or a series of discussions with your line manager. This discussion should be an

open, fluid process where both parties provide and receive feedback. The outcomes of your

discussions are recorded in your ACP.

Provide a copy of your current or most recent Achievement and Capability Plan that has been completed by both your line manager and yourself.

If you are unable to access your ACP email:

QPP Support team at [email protected] for assistance.

mailto:QPP%20Support%20team%20at%[email protected]


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Feedback

The premise of feedback is simple. People provide you with information about the result of a process

or activity you have undertaken and this then gives you the chance to review that information and

possibly modify how you carry out the same or similar process or activity in the future to support

better performance.

Provide a sample of feedback from your line manager e.g. of your notes or emails relating to Individual Time, meeting minutes, notes where you have sought and responded to feedback

a. Use the Feedback from a Colleague Checklist on the next page to seek

feedback from someone in your workplace.

b. Complete the reflective question on your completed feedback from a colleague

checklist. (you will find this question at the end of the Checklist itself)

c. Review the feedback you received from your colleague and reflect on an area you feel you

can develop and improve. What skills do you need to develop and how can you go about

developing them?


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Feedback from a Colleague Checklist

Use this checklist to seek feedback on your performance from someone in your workplace. This checklist is based on the unit: BSBWOR404 Develop Work Priorities Scan in the completed checklist and submit it with your other evidence.

Name of person providing feedback: Signature: ………………………………………… Date: ………..….. Name of person receiving feedback: Signature: ……………………………………..… Date: ………..…... My colleague: St

ron

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e

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gree

Listens actively and asks insightful questions

Knows when to refer to other people and resources when unclear on tasks

Uses effective time management and is able to set and achieve priorities

Has the ability to prioritise and facilitate competing demands to achieve organisational goals

Actively works with others and contributes to the team

Maintains a professional approach when dealing with others

Is a positive role model in the work place

Reflects organisational values and beliefs

Is open to receive feedback from colleagues

Provides objective feedback in a constructive way

Has clear communication skills

Understands the culture of the workplace

Ensures privacy and confidentiality is maintained

Demonstrates, understands and implements legislation practices and procedures relevant to their role.

Other comments:


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Reflective Question on Feedback: From the information given by your colleagues, are there any particular areas where you think you can improve your performance as a member of your team? Note if you feel that you need to undertake relevant professional development activities, and how you will organise this.


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Section C: Reflective Questions BSBWOR404 Develop Work Priorities

For this section please submit a word document that responds to each of the questions about your

work practices.

Please also attach any documents you refer to in your written evidence and the question

number to which it refers.


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1 Referring to your team’s plan (this plan may be a separate document, or part of the overall

procedures which your team follows), comment on the following:

What was the main purpose of the work team plan?

How did you communicate the plan to the work team?

How did you take into account what needed to be achieved, the resources required?

Who did you need to work with to achieve the plan? It is not necessary to write four separate answers – you can, if you prefer, incorporate your responses to the four questions above into one paragraph. Essentially you are letting me know what your team is all about; what do you do; how is the work for your team divided up amongst you; who decides what gets done now – and the priorities.

2 Please respond to the following:

Outline the key tasks and responsibilities for which you are personally accountable that

align with the work team plan

How do you determine your personal responsibilities and priorities of tasks to ensure

organisational or enterprise requirements are met?

In your response to this question, which is a follow on from Question 1, highlight the activities

that you undertake that ensure that your team achieves its objectives – be they daily, weekly,

fortnightly or monthly.

3 What factors can impact on the achievement of your team’s objectives/tasks contained

within your team plan?

What contingency plans have you put in place to address major obstacles or risks so

that tasks are able to be completed on time?

There are often occasions when there are hold-ups in getting work done that are unexpected. Have you discussed the possibility of such hold-ups with your team and devised a plan should they occur?


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4 Explain how you use technology and planning tools to assist in the monitoring, scheduling

and completing tasks efficiently

Include a list of all of the technology that you use in your role – equipment such as computers, faxes, telephone, etc. as well as software such as databases, spreadsheets, emails, calendars, etc. and add a few words on the tasks for which you use the listed items.

5 What other strategies do you personally use to work more effectively and maximise time

management?

Note the things that you do to make sure that you don’t waste time – for instance, you may keep a ‘to-do’ list or you may have developed a checklist or a spreadsheet that you use to keep track of what has been done and what still needs to be done.

6 Discuss how you self-assess and review your own performance

This could be a formal process which you discuss with your Team Leader or Supervisor during your Individual Time (IT); it could be an informal conversation with a colleague about a particular job and how it went and what could be done to make it more effective; it may simply be some personal time when you think about how well a job – or the week – has gone and whether there is anything you could do differently to improve your performance.

7 Identify at least three ways that you use to seek feedback on your work performance and

how you respond to any feedback given.

One of these will be a regular meeting with your Team Leader or Supervisor (IT); for other occasions, think about team meetings where you may talk about an activity that has been undertaken, or which you will undertake shortly (maybe a job you have to do next week) and note any points that may be made by colleagues to help you to get the job done well.


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8 There are nearly always occasions when things go wrong and jobs don’t get done on time.

Outline an example of when this happened to you and note the following:

How did you advise the people affected that there was a delay?

How did they respond?

Would you change the way you handled this situation?

What changes in procedures or processes would you recommend as a result of this

situation?

This question is about dealing with difficult situations. Whenever you have to tell someone that there is a delay in something being produced there is always the possibility that they are going to be annoyed. Has this happened to you? If not, what would you do if it did occur?

9 What formal training and development activities have you participated in during the last 12

– 18 months?

You can refer to your ACP or iLearn if the PD was listed there, or simply list any special training that you have done recently. It could be annual updates of, say, code of conduct training, or WHS training that you do online.

10 What is your organisation’s procedure for storing and maintaining employee professional

development activities?

Do you maintain (or does your department maintain) a personal profile for you? Do you maintain your own profile? Do you store your results electronically, in hard copy format, or both?


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Section D: Third Party Report (Workplace Observation)


Cluster 1 BSB40515 Certificate IV in Business Administration

Student Name: Student TAFE ID:

Current Role: Service Centre:

Declaration of employment within the Department of Communities, Child Safety and Disability Services.

This is to certify that_____________________________________

has been employed in the position of ____________________ for a period of ___________ years.

Please verify the tasks that the staff member regularly completes in their role. * If you are unable to verify, e.g. : you have only worked with the staff member for a short time, please complete what you can and refer the person to their previous line manager to complete Does the staff member:

Verified

Please Tick

Unable to

Verify

Please Tick

Plan and complete his or her own work schedule incorporating the following:

Prepare workgroup plans which reflect consideration of resources, client needs

and workgroup targets

Consider work objectives when determining own personal schedule and

responsibilities

Identify what could affect achievement of work objectives and establish

contingencies in work plans

Use technology to monitor and manage completion and scheduling of tasks

Monitor his or her own work performance by:

Identifying and analysing personal performance through self-assessment and

feedback from others on the achievement of work objectives

Seeking and using feedback on performance from clients and

Routinely identifying and reporting on variations in the quality of service and

performance in accordance with organisational requirements


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Co-ordinate professional development:

Including determining their own development needs and priorities

Consult with colleagues about sources of improvement and access them

Use feedback to improve competence within available opportunities.

Keep records relating to their achievement as their organisation requires

Third Party Report (Workplace Observation) – to be completed by current or recent Line Manager

Name: Signature:

Position:

Centre or Department: Date:


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Section E: Reflective Questions BSBWHS401 Implement and Monitor WHS Policies, Procedures and Programs to Meet Legislative Requirements

Department of Communities, Child Safety and Disability Services is committed to promoting Workplace

Health and Safety within the organisation. The Work Health and Safety Policy and Procedures exist to

ensure that the obligations under the Work Health and Safety Act 2011 are met in the Department. The

Department will take all practicable precautions to protect the health and safety of its clients and

employees while undertaking their roles.

Employees must recognise their responsibilities under the Act and co-operate in maintaining the highest

possible health and safety standards through all activities. They are also required to take reasonable care

to ensure the health and safety of any other person.

Identifying Work Health and Safety issues means noticing and reporting things in the workplace that may

be unsafe or may lead to injury or harm. It is the responsibility of everyone in the workplace to be aware

of safety issues and put in place appropriate measures to remedy the situation, and/or report them as

soon as possible.

When you are responding to the questions below, think about the Department’s activities to ensure a

safe working environment for its entire staff.

For this section please submit a word document that responds to each of the below

questions about your work practices. Please also attach any documents you refer

to in your written evidence and the question number to which it refers

BSBWHS401 Implement and monitor WHS policies, procedures and programs to

meet legislative requirements

1 How does your Department ensure that all staff/team members understand WHS

legislation and Codes of Practice? Give three examples.

Consider here how you are informed about WHS processes, policies, procedures and any changes to them. How do you actually get the information? Where is it located? How do you know when there have been updates or changes to the procedures?


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2 How does your team make sure that WHS policies and procedures are being followed?

Think here about when WHS issues are discussed in your team? Does this item appear on your team meeting agendas? Is it a standing item?

3 How do you identify hazards in your work area?

In some departments there are Hazard Logs that must be completed if you identify a hazard. If this is the case in your team, what happens after you have entered the hazard into the log? Where does the information go? If you don’t have a hazards log, what do you do? Who do you advise?

4 If you identify a hazard, whether or not you enter the information in a hazard log, what do

you do besides reporting it?

Consider looking after the safety and well-being of your colleagues here. How do you let people around you know that you have identified a potential hazard?

5 How does your department make sure that everyone in your team has some input into

WHS issues?

Some departments have SWIM officers who look after the administrative side of WHS issues. If this is the case with your work unit, how do they intereact with your team? Is there any occasion when someone from say the WHS unit in your Department meets with your team, either individually, or as part of a larger group to discuss WHS issues – such as updates, new equipment, new proceures?


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6 If WHS is discussed at your team meetings, what happens to the result of the discussion

after the meeting? If you or your team want to raise WHS issues, how do is it done?

Consider ways in which items in your meeting minutes are followed through.

7 What kinds of issues are raised by your team? How do you make sure that any concerns

are followed through?

8 What WHS training occurs for your team?

Consider formal training sessions; informal training sessions (perhaps at team meetings provided by someone from the WHS section or your Supervisor), general team meeeting discussions.

9 If you or your team identifies a need for specific WHS training – maybe first aid or CPR –

how do you go about arranging it? What about the cost of the training?

The training budget may be administered by your Manager or Team Leader, depending on the setup for your department. Look at the procedures manual for your department and find out how you would find out whether specialist training would be considered and the cost met by your department?


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10 Earlier, we discussed hazards in your workplace – what kind of risks are there for people

working in your team?

Depending on your team there may be hardly any, or a number, of potential risks for people in your team. What are they? Don’t forget that mental health issues are often a hidden risk in many workplaces, particularly where you are dealing with members of the public.

11 What action is taken by you or your team to address issues such as bullying?

Is there a specific policy? Does this get discussed at team meetings? What do you do if you are the subject of bullying – or if you are aware that a colleague is a victim of such a practice?

12 How do you deal with stress? In today’s workplace where there is often the need to “do

more with less”, stress is often a by-product. What are the signs that someone in your

workplace is stressed? What can you do if you note that a team member seems to be

under more stress that usual?

Consider what avenues are available to you in your workplace to deal with issues that you may not wish to discuss with colleagues or with your supervisor. What confidential measures are there available to you?


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13 All information about hazards, risks and incidents are required to be recorded in most

workplaces. What happens to the information that is collected? Investigate, if you don’t

already know, how this information is used to identify trends in the types of

incidents/accidents that occur in your workplace. How is this collected information used

to better the WHS processes in your department?

You may get this information from colleagues, from a discussion at your team meeting, from your SWIM adviser – ask them what they do with the information – who do they send it to and what do they do with it? Why do they need it? This unit is all about you having KNOWLEDGE of the processes involved with WHS.

14 On the following pages there is some information about the Hierarchy of Risk Controls

which sets out what is the preferred course of action to be taken when a hazard or risk is

identified. Using this information, discuss a hazard that has been observed in your

workplace and apply the hierarchy of risk control to it – which specific action was taken as

soon as the hazard was identified and what was the follow up action? There is also a link

to a fact sheet that you may find useful.

If you do not have a specific issue to discuss use one of the following potential hazards and comment on it:

A loose carpet tile where one corner is slightly raised causing a tripping hazard

A light switch or power socket that “buzzes” or “sparks” when you turn it on or plug

something in to it

A leak (from somewhere) that is causing a constant pool of water across a walkway

How would you apply the hierarchy of risk controls in one of these situations?


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Useful Resources

Use the Managing risk to health fact sheet which can be accessed by using the link below which includes

the Hierarchy of Controls to respond to the earlier question.

Links: http://www.safeworkaustralia.gov.au/sites/SWA/about/Publications/Documents/721/Managing-

risks-to-health-fact-sheet.pdf

Hierarchy of Risk Controls

Eliminate the hazardous item or activity. If it isn’t reasonably practical to eliminate, control the risk to

the lowest level possible using the options below. Select the highest possible control and/or use a

combination of controls to reduce the risk.

Substitute the hazard by replacing the activity, material, substance or equipment with a less hazardous

one e.g.: using plastic instead of glass, a diluted instead of full strength chemical.

Redesign equipment, work processes or work environment to reduce the risk of harm e.g.: putting in

exhaust fans or lifting equipment will mean people are less likely to be affected by fumes or back strain;

change daily routines so staff members have breaks from repetitive activities to do other activities.

Isolate the hazard by separating the hazard from personal risk e.g.: closing off access to a hazardous area;

erecting a fence around a pool.

Administration measures by establishing and documenting procedures and programs to reduce the risk of

harm such as safe handling of chemicals and manual handling training.

Personal Protective Equipment (PPE) is the least effective way to deal with hazards. Use appropriately

designed and properly fitted equipment such as gloves, ear muffs, hats and sunscreen.

Risk Management

Examining all tasks in the workplace to identify relevant risks and then determine their significance is

called a risk assessment. In this process:

Work tasks are analysed

The risk of injury is estimated

Actions are taken to reduce or eliminate these risks (risk control).

Hierarchy of Risk Controls

The following points should be considered when selecting control measures:

Adequately control exposure to the risk;

Not create another hazard;

Allow staff to do their work without undue discomfort or distress.

http://www.safeworkaustralia.gov.au/sites/SWA/about/Publications/Documents/721/Managing-risks-to-health-fact-sheet.pdf

http://www.safeworkaustralia.gov.au/sites/SWA/about/Publications/Documents/721/Managing-risks-to-health-fact-sheet.pdf


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(Information taken from Working Safely V2.2 – Residential Care Officer Induction Learning resource)


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Section F: Third Party Report (Workplace Observation)

BSBWHS401 Implement and Monitor WHS Policies, Procedures and Programs to meet Legislative Requirements

Student Name: Student TAFE ID:

Current Role: Service Centre:

Declaration of employment within the Department of Communities, Child Safety and Disability Services.

This is to certify that ________________________has been employed in the position

of________________________ for a period of ___________ years.

It is acknowledged that in many Public Service Departments the role of WHS is undertaken by a specialist department. However, staff, particularly in a supervisory role must be aware of the department’s policies and procedures regarding WHS. Please verify that the staff member is regularly involved with aspects of WHS as shown below.

* If you are unable to verify, e.g. : you have only worked with the staff member for a short time, please complete what you can and refer the person to their previous line manager to complete

Verified Please Tick

Unable to Verify Please Tick

Please verify the tasks that the staff member regularly completes in their role. Is the staff member aware of the Department’s policies regarding WHS as listed below:

Providing information to the workgroup, including:

Clearly and accurately explaining WHS related information, including

legislation, standards and codes of practice

Providing information on organisation policies and procedures

Explaining roles and responsibilities of WHS representatives

Providing clear and easily understood information on hazards, risk

controls and outcomes of risk assessments.

Implement and monitor participation arrangements for managing WHS:

Communicating with the team about the consultative methods for

managing health and safety

Using consultation to manage work hazards

Promptly dealing with issues to meet legislative and procedural

requirements

Promptly recording and communicating outcomes of consultation.

(Continued on the next page …)


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Implement and monitor organisational procedure for providing WHS training by:

Identifying training needs and making arrangements for training in

consultation with relevant others.

Providing coaching; learning; and mentoring to facilitate attainment of

team members’ WHS training needs

Reporting to management the cost for providing training to be included in

financial and management plans.

Implement hazard identification, risk assessment and risk control procedures,

including:

Ensuring hazards are identified, reported on, and eliminated (if possible)

according to organisation procedures and the hierarchy of risk control.

Actioning hazard reports

Implementing control measures, using the hierarchy of risk control,

workplace and legal requirements

Identifying and addressing and/or reporting deficiencies in risk controls

according to organisation procedure

Monitoring reports on inadequacies and where appropriate ensuring

prompt organisational response.

Implement and monitor organisational procedures for maintaining WHS records,

including:

Completing and maintaining WHS records of incidents according to legal,

policy and procedure.

Using aggregate information and data from records to identify hazards

and monitor risk controls.

Third Party Report (Workplace Observation) – to be completed by current or recent Line Manager

Name: Signature:

Position:

Centre or Department: Date:


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Section G: Assessment Submission Cluster 1

BSB40515 Certificate IV in Business Administration

Print, sign and scan this form and include it when you email your assessment work to [email protected]

If you are submitting a number of documents it is important that you include them in a ZIPPED folder otherwise the size of the attachment will be more than can be accommodated by Outlook. There are instructions on zipping folders at the end of this Evidence Guide.

Student Name:

Student TAFE ID:

Date Submitted by email to:

[email protected]

Assessment Tasks included: Personal documents

Reflective Questions BSBWOR404

Reflective Questions BSBWHS401

Workplace documents

Third Party Reports (Workplace Observations)

Please indicate First Submission

Resubmit (Additional evidence)

Statement of Authenticity:

The work contained in this evidence submission has been

produced by me. Where workplace examples have been

used, I have described accurately the work that I

contributed.

Signed:

Date:




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Submitting Multiple Documents as a Compressed (Zipped) Folder

Ensure each document is clearly labelled, for example

BSBWOR404 Section C Reflective Questions Marie Morgan [Add your name here]

Working in Windows Explorer, select all documents to be compressed (that is,

ensure all documents are highlighted)

Right click and select “Send to” and then “Compressed (zipped) folder”

Name the compressed folder:

o BSB40515 Cluster 1 Marie Morgan [Put your name here] Once you have a zipped folder, you can attach it to an email and send it to.

[email protected]

It is important that you use this email address for submitting evidence for your RPL application. It has been set up to return an automatic return email that lets you know that your work has been successfully received. If you don’t receive this automatic reply – your work has not been received. If this happens: Check the size of your folder – you may need to split it up into two or more separate zipped folders and send each one with a separate email. If you do this, make sure that in the covering email you add a note that it is: Evidence submission 1 of 3 Evidence submission 2 of 3 Evidence submission 3 of 3. Etc. If you are still having problems, please contact your teacher.
