Assessor Resource

CPPDSM4072A
Provide leadership in the property industry

Assessment tool

Version 1.0
Issue Date: March 2024


This unit of competency supports the work of those involved in leadership roles within the property industry.

This unit of competency specifies the outcomes required to provide effective leadership in the property industry. It requires the ability to model high standards of performance and behaviour, and positively influence individuals and work teams. It requires knowledge of applicable financial, legal and procedural requirements relevant to the property industry.

The unit may form part of the licensing requirements for persons working in the property industry, including in the real estate, business broking, stock and station agency and property operations and development sectors, in those States and Territories where these are regulated activities.

You may want to include more information here about the target group and the purpose of the assessments (eg formative, summative, recognition)

Prerequisites

Nil


Employability Skills

The required outcomes described in this unit of competency contain applicable facets of employability skills. The Employability Skills Summary of the qualification in which this unit of competency is packaged, will assist in identifying employability skills requirements.




Evidence Required

List the assessment methods to be used and the context and resources required for assessment. Copy and paste the relevant sections from the evidence guide below and then re-write these in plain English.

The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, the range statement and the Assessment Guidelines for this Training Package.

Overview of assessment

This unit of competency could be assessed through practical demonstration of providing effective leadership in the property industry. Targeted written (including alternative formats where necessary) or verbal questioning to assess the candidate's underpinning knowledge would provide additional supporting evidence of competence. The demonstration and questioning would include collecting evidence of the candidate's knowledge and application of ethical standards and relevant federal, and state or territory legislation and regulations. This assessment may be carried out in a simulated or workplace environment.

Critical aspects for assessment and evidence required to demonstrate competency in this unit

A person who demonstrates competency in this unit must be able to provide evidence of:

knowing and accurately interpreting and complying with relevant legislative, financial and procedural requirements and prescribed codes of conduct, and checking own understanding and application with relevant people

demonstrating high standards of work practices and ethics in providing property services, including accurate determination and clarification of expectations of owner corporations; acting in principal's best interests; adequate disclosure of relevant information, including management fees; declaration of beneficial interests; ethical representation of organisation and clients; fair and honest provision of property services; identification and disclosure of conflicts of interest; maintenance of confidentiality; non-discriminatory practices; over-servicing; and fixed charges rather than fee for service

using constructive feedback and industry competency standards and benchmarks to identify and implement opportunities for developing and maintaining own professional development

using effective communication techniques to introduce and monitor change, while providing support to, and maintaining relationships with, clients and colleagues throughout the change process.

Context of and specific resources for assessment

Resource implications for assessment include:

access to suitable simulated or real opportunities and resources to demonstrate competence

assessment instruments that may include personal planner and assessment record book

access to a registered provider of assessment services.

Where applicable, physical resources should include equipment modified for people with disabilities.

Access must be provided to appropriate learning and/or assessment support when required.

Assessment processes and techniques must be culturally appropriate, and appropriate to the language and literacy capacity of the candidate and the work being performed.

Validity and sufficiency of evidence require that:

competency will need to be demonstrated over a period of time reflecting the scope of the role and the practical requirements of the workplace

where the assessment is part of a structured learning experience the evidence collected must relate to a number of performances assessed at different points in time and separated by further learning and practice with a decision of competence only taken at the point when the assessor has complete confidence in the person's competence

all assessment that is part of a structured learning experience must include a combination of direct, indirect and supplementary evidence

where assessment is for the purpose of recognition (RCC/RPL), the evidence provided will need to be current and show that it represents competency demonstrated over a period of time

assessment can be through simulated project-based activity and must include evidence relating to each of the elements in this unit.

In all cases where practical assessment is used it will be combined with targeted questioning to assess the underpinning knowledge. Questioning will be undertaken in such a manner as is appropriate to the language and literacy levels of the candidate and any cultural issues that may affect responses to the questions, and will reflect the requirements of the competency and the work being performed.


Submission Requirements

List each assessment task's title, type (eg project, observation/demonstration, essay, assingnment, checklist) and due date here

Assessment task 1: [title]      Due date:

(add new lines for each of the assessment tasks)


Assessment Tasks

Copy and paste from the following data to produce each assessment task. Write these in plain English and spell out how, when and where the task is to be carried out, under what conditions, and what resources are needed. Include guidelines about how well the candidate has to perform a task for it to be judged satisfactory.

This section describes the essential skills and knowledge and their level, required for this unit.

Required skills:

coaching and mentoring skills to be a positive influence on others and provide support to colleagues

communication skills to consult effectively with clients and colleagues

computing skills to access the internet and web pages, prepare and complete online forms, lodge electronic documents and search online databases

interpersonal skills to relate to people from a range of social, cultural and ethnic backgrounds and varying physical and mental abilities and to respect individual differences

literacy skills to interpret and apply legislative, financial and procedural requirements and to access and understand a variety of information

organisational skills to introduce and monitor change, plan and maintain own professional development, and plan and meet work priorities

reflection skills to differentiate between professional and personal values

self-evaluation skills to review and assess own work practices systematically in order to identify ways to improve performance or understanding.

Required knowledge and understanding:

characteristics of a positive role model

common effects of change in the workplace

industrial and organisational context of change

limitations of work role, responsibility and professional abilities

mechanisms to obtain and analyse feedback

methods to identify and prioritise personal learning needs

OHS issues and requirements

organisational and professional procedures, ethical practices and business standards, including:

acting in principal's best interests

adequate disclosure of relevant information, including management fees

declaration of beneficial interests

ethical representation of organisation and clients

fair and honest provision of property services

identification and disclosure of conflicts of interest

maintenance of confidentiality

non-discriminatory practices

principles and techniques associated with:

establishing effective consultative processes

establishing key performance indicators

influencing others

leading people

making decisions

preparing performance plans

relevant federal and state or territory legislation and local government regulations related to:

anti-discrimination

consumer protection

environmental issues

equal employment opportunity (EEO)

financial probity

franchise and business structures

industrial relations

OHS

property sales, leasing and management.

The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording in the performance criteria is detailed below. Add any essential operating conditions that may be present with training and assessment depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts.

Property services may relate to:

business broking

buyer advocacy or agent

facilities management for a range of property types

marketing, sale and leasing a range of property types

on-site residential property management

property management for a range of property types

residential, commercial and industrial property and facilities

rural agency practice

strata and community title management

urban agency practice.

Organisational requirements may be outlined and reflected in:

access and equity principles and practice guidelines

agency policies and guidelines

business and performance plans

complaint and dispute resolution procedures

ethical standards and codes of practice, such as:

acting in principal's best interests

clear communication of services offered and fee for services

clear negotiation of fees

declaration of beneficial interest

misrepresentation

over-servicing

fixed charges rather than fee for service

goals, objectives, plans, systems and processes

legal policies and guidelines

mission statements and strategic plans

OHS policies, procedures and programs

policies and procedures in relation to client service

quality and continuous improvement processes and standards

quality assurance and procedure manuals

sales, marketing and leasing management procedure manuals.

Legislative, financial and procedural requirements may be outlined and reflected in:

Australian Securities and Investments Commission, Australian Competition and Consumer Commission, Foreign Investment Review Board requirements

Australian standards

federal and state taxation requirements

consumer protection laws and guidelines

court and tribunal precedents

environmental and zoning laws affecting access security, access and property use

freedom of information

home building requirements

licensing requirements

privacy and confidentiality requirements and laws applying to owners, contractors and tenants

public health

quality assurance and certification requirements

relevant common law

relevant federal, and state or territory legislation and regulations affecting organisational operation, including:

anti-discrimination and diversity

environmental issues

equal employment opportunity (EEO)

industrial relations

OHS

relevant industry codes of practice covering the market sector and industry, financial transactions, taxation, environment, construction, land use, native title, zoning, utilities use (water, gas and electricity), and contract or common law

relevant local government policies and regulations

strata, community and company titles

tenancy agreements

trade practices laws and guidelines.

Clients may include:

agents or third parties for purchasers and vendors

in-house staff and office contractors

other agency staff

owner corporations and community title groups

potential vendors

prospective and existing landlords

prospective and existing tenants

prospective purchasers

purchasers

vendors.

Specific needs may relate to:

beliefs and values

conventions of gender and sexuality

cultural stereotypes

dress

food and diet

religious and spiritual observances

social conventions

traditional practices and observations

verbal and non-verbal language.

Relevant people may include:

agents

clients

legal representatives

members of industry associations

property owners

supervisors and colleagues

tenants.

Codes of ethics and practice may relate to:

accurate determination and clarification of expectations of owner corporations

acting in principal's best interests

clear communication of services offered and fee for services

clear negotiation of fees

declaration of beneficial interest

declaration of conflict of interest

disclosure of relevant information, including management fees

fair and honest provision of property services

individual behaviour

maintaining confidentiality

misrepresentation

non-discriminatory practices

over-servicing, fixed charges rather than fee for service

representation of organisation and clients

use of organisational property.

Information may relate to:

agency records

asset registers

client and colleague surveys

financial and budgetary procedures, policies and guidelines

historical data

insurances

operating environment of organisation, including financial markets, competitors, core business activities, functions and stakeholders

organisational procedures, policies and guidelines

property management reports

reports and relevant documentation

taxation records.

Specialist advice may be sought from:

architects

bankers and financiers

government officials

investment consultants

members of industry associations

planners

real estate agents

solicitors

supervisors and colleagues

technical experts

valuers.

Change may relate to:

change in work location

implementation of new work practices and services

introduction of new technology

job role changes

new client base

organisational restructures

staffing changes

work priorities.

Business equipment and technology may include:

computers

data storage devices

email

facsimile machines

internet, extranet and intranet

photocopiers

printers

scanners

software applications, such as databases and word applications.

Mentoring and coaching may relate to:

fair and ethical practices

non-discriminatory processes and activities

presenting and promoting a positive image of the collective group

problem solving

providing encouragement

providing feedback to team members and colleagues

respecting the contribution of all participants and giving credit for achievements.

Professional development strategies may include:

coaching, mentoring and supervision

formal and informal learning programs

identifying and establishing new career paths

involvement in community and industry activities

updating and maintaining knowledge base on current issues for work and professional practice

use of existing strengths to focus future career development

work rotation to facilitate changing work priorities.

Feedback may include:

formal and informal discussions, reviews and evaluations with:

existing and previous clients

peers, colleagues and managers

information provided by others involved in a professional capacity, both internal and external to the organisation.

Competency standards and other relevant benchmarks may relate to:

other benchmarks such as:

industry code of conduct and code of ethics

statutory and legislative requirements in terms of working in the property industry

personal and technical knowledge, skills and attitudinal aspects (competencies) required to undertake the day-to-day tasks and duties of the work function effectively and efficiently, specifically:

competency standards for the property industry

other relevant industry, cross-industry and enterprise competency standards.

Professional networks may include:

advisory committees

committees

government agencies

internal and external customers

lobby groups

local inter-agency groups

other organisations

professional and occupational associations

project-specific ad hoc consultative and reference groups

specific interest or support groups

suppliers

work teams.

Copy and paste from the following performance criteria to create an observation checklist for each task. When you have finished writing your assessment tool every one of these must have been addressed, preferably several times in a variety of contexts. To ensure this occurs download the assessment matrix for the unit; enter each assessment task as a column header and place check marks against each performance criteria that task addresses.

Observation Checklist

Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice Yes No Comments/feedback
Own work practices model high standards of performance and ethics in providing property services according to organisational, legislative, financial and procedural requirements. 
Property services and work practices are planned and implemented according to client and organisational values and requirements. 
Work practices reflect an understanding of and respect for individual differences, and are adapted as appropriate to meet specific needs of relevant people. 
Individual and team efforts and contributions are encouraged, valued and rewarded according to organisational requirements. 
Breaches of organisational codes of ethics and practices are recognised and reported according to organisational and industry standards and procedures. 
Financial, legislative and procedural requirements relevant to property services are identified and accessed according to organisational requirements. 
Key financial, legislative and procedural principles relating to organisational values and requirements are identified and interpreted. 
Information relevant to property services is identified and assessed according to organisational requirements. 
Own interpretation and application of financial, legislative and procedural requirements are confirmed with relevant people to ensure consistency. 
Situations requiring specialist advice are identified and assistance is sought as required according to organisational procedures. 
Opinions and suggestions on improving work practices are encouraged to facilitate participation in change processes. 
Goals and objectives of change are communicated clearly and promptly to individuals and teams. 
Business equipment and technology are used to manage and provide access to information on progress towards objectives of change. 
Mentoring and coaching are provided to support individuals and groups through introduction of change. 
Decisions to overcome problems in implementation of change are made in consultation with relevant people. 
Effective relations and communications are maintained with clients and colleagues during process of change. 
Own professional development is maintained in consultation with relevant people according to organisational requirements. 
Feedback from clients and colleagues is used to determine professional competency and quality of performance, and to identify key areas for improvement in providing property services. 
Personal knowledge and skills in providing property services are assessed against competency standards and other relevant benchmarks to determine professional development needs and priorities. 
Strategies to maintain currency of professional competency in providing effective property services are identified, planned and implemented. 
Professional networks are participated in to identify and build relationships with relevant individuals and organisations in the property industry to obtain and maintain personal knowledge. 

Forms

Assessment Cover Sheet

CPPDSM4072A - Provide leadership in the property industry
Assessment task 1: [title]

Student name:

Student ID:

I declare that the assessment tasks submitted for this unit are my own work.

Student signature:

Result: Competent Not yet competent

Feedback to student

 

 

 

 

 

 

 

 

Assessor name:

Signature:

Date:


Assessment Record Sheet

CPPDSM4072A - Provide leadership in the property industry

Student name:

Student ID:

Assessment task 1: [title] Result: Competent Not yet competent

(add lines for each task)

Feedback to student:

 

 

 

 

 

 

 

 

Overall assessment result: Competent Not yet competent

Assessor name:

Signature:

Date:

Student signature:

Date: