- CPPSEC4005A - Facilitate workplace briefing and debriefing processes
Facilitate workplace briefing and debriefing processes
Issue Date: September 2018
This unit of competency has application in those work roles involving the conduct of briefing and debriefing processes in internal or external workplace environments. Competency requires legal and operational knowledge applicable to relevant sectors of the security industry. The knowledge and skills described in this unit are to be applied within relevant legislative and organisational guidelines.
This unit of competency specifies the outcomes required to lead and manage a briefing or debriefing. It requires the ability to source and integrate information into a suitable format, use effective interpersonal skills to encourage positive contributions, follow up and action findings and prepare documentation.
This unit may form part of the licensing requirements for persons responsible for implementing briefing and debriefing processes in anticipation of and response to security risk incidents 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)
This unit contains employability skills.
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, range statement and the Assessment Guidelines for the Training Package.
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:
evaluating and reflecting upon the effectiveness of the briefing and debriefing sessions and completing appropriate reports and documentation
providing a safe environment to conduct the briefing and debriefing, and responding promptly to any identified risk or threat to personal safety of self and others
selecting and using suitable interpersonal methods and strategies to facilitate effective discussion, and eliciting and encouraging team and individual contributions in a constructive and positive way
structuring workplace briefing and debriefing sessions to incorporate suitable content and format to meet identified personnel and stress management requirements.
Context of and specific resources for assessment
Context of assessment includes:
a setting in the workplace or environment that simulates the conditions of performance described in the elements, performance criteria and range statement.
Resource implications for assessment include:
access to plain English version of relevant statutes and procedures
access to a registered provider of assessment services
access to a suitable venue and equipment
assessment instruments including personal planner and assessment record book
work schedules, organisational policies and duty statements.
Reasonable adjustments must be made to assessment processes where required for people with disabilities. This could include access to modified equipment and other physical resources, and the provision of appropriate assessment support.
Method of assessment
This unit of competency could be assessed using the following methods of assessment:
observation of processes and procedures
questioning of underpinning knowledge and skills.
Guidance information for assessment
Assessment processes and techniques must be culturally appropriate and suitable to the language, literacy and numeracy capacity of the candidate and the competency being assessed. In all cases where practical assessment is used, it should be combined with targeted questioning to assess the underpinning knowledge.
Oral questioning or written assessment may be used to assess underpinning knowledge. In assessment situations where the candidate is offered a choice between oral questioning and written assessment, questions are to be identical.
Supplementary evidence may be obtained from relevant authenticated correspondence from existing supervisors, team leaders or specialist training staff.
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)
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 skills and knowledge and their level required for this unit.
accurately document briefing and debriefing outcomes and maintain records
calculate and estimate support requirements
coaching and mentoring to provide support to colleagues
communicate clearly in a group setting
demonstrate ethical and professional behaviour
evaluate and review briefings and debriefings
facilitate group discussions and apply effective questioning techniques
identify and comply with applicable legal and procedural requirements
interpret and follow instructions and procedures
manage group processes and monitor group dynamics
observe and accurately record and report information
operate business equipment and technology
participate in review and debrief procedures
plan own work priorities
prepare a briefing and debriefing plan
provide feedback and encourage contributions from group members
record, report and process information
relate to people from a range of social, cultural and ethnic backgrounds and of varying physical and mental abilities
use active listening.
applicable legislative and other legal provisions
briefing and debriefing techniques
documentation, reporting and reviewing and debriefing processes
observation and monitoring techniques
principles of AS/NZS 4360: 2004 Risk management and related guidelines
principles of effective communication including interpersonal techniques
problem-solving methods and techniques
reporting, documentation requirements and processes
teamwork principles and strategies
time management principles
training methods and strategies
types of potential security risks.
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, if used in the performance criteria, is detailed below. 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) may also be included.
Legislative requirements may relate to:
apprehension and powers of arrest
Australian standards and quality assurance requirements
crowd control and control of persons under the influence of intoxicating substances
force continuum, use of force guidelines
general 'duty of care' responsibilities
inspection of people and property, and search and seizure of goods
licensing or certification requirements
privacy and confidentiality
relevant commonwealth, state and territory legislation, codes and national standards for:
cultural and ethnic diversity
equal employment opportunity
Occupational Health and Safety (OHS)
relevant industry codes of practice
trespass and the removal of persons.
Organisational requirements may relate to:
access and equity policies, principles and practices
business and performance plans
client service standards
code of conduct, code of ethics
communication and reporting procedures
complaint and dispute resolution procedures
emergency and evacuation procedures
employer and employee rights and responsibilities
OHS policies, procedures and programs
own role, responsibility and authority
personal and professional development
privacy and confidentiality of information
quality assurance and continuous improvement processes and standards
resource parameters and procedures
roles, functions and responsibilities of security personnel
storage and disposal of information.
Briefingsmay be planned:
at regular intervals
prior to implementation of changes within the organisation or operational activities
prior to undertaking operational activities
prior to undertaking training
prior to undertaking workplace projects and other work-related activities
when significant changes are anticipated at an incident.
Debriefingsmay be planned:
after a meeting or event
after changes to the organisation or operational activities
at a convenient time after the incident
at regular intervals
at shift change-overs
immediately after an incident
when incident personnel have been relieved
when personnel return to their home base.
Planning and preparationmay relate to:
adequacy of initial briefing
analysis of performance against aims and objectives
analysis of planning
analysis of reports and other documentation
assessment of response strategies
brief and debrief checklist
control and command
fatalities, injuries, loss, damage
location and timing
notification of participating personnel
purpose and subject matter
resources committed to the incident
strategies to improve response.
Content and formatmay be:
descriptive or illustrative
level of language used
Locationmay be determined:
according to the timing of the brief and debrief which may be before, during or following an activity under non-operational or operational conditions
encourages comfort, confidentiality and confidence
must be accessible, non-threatening.
human resource personnel
industry and government agencies
Interpersonal techniques may involve:
being respectful and non-discriminatory
control of tone of voice and body language
culturally aware and sensitive use of language and concepts
demonstrating flexibility and willingness to negotiate
effective verbal and non-verbal communication
providing sufficient time for questions and responses
reflection and summarising
use of plain English
use of positive, confident and cooperative language.
Feedback techniquesmay include:
comments from supervisors, personnel or clients
formal and informal performance appraisals
personal, reflective behaviour strategies
Subsequent actionmay include:
changes to work schedules
recommendation of professional development activities
reporting to other organisations or authorised personnel
review of organisational policies
review of procedures.
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.
|Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice||Yes||No||Comments/feedback|
|Applicable provisions of legislative and organisational requirements relevant to briefing and debriefing procedures and processes are identified and complied with.|
|Briefing or debriefing is planned and prepared in accordance with organisational procedures.|
|Content and format is determined appropriate to the briefing or debriefing.|
|Location of briefing or debriefing is determined and confirmed in accordance with organisational procedures.|
|Relevant persons are notified of briefing or debriefing in accordance with organisational procedures.|
|Purpose and structure of the briefing or debriefing is outlined and discussed.|
|Effective interpersonal techniques are used to elicit and encourage contribution and discussion.|
|Briefings or debriefings are conducted in a systematic manner.|
|Briefings or debriefings are revised and modified as required to meet individual requirements.|
|Feedback techniques are used to ensure the needs of relevant persons are identified.|
|Limitations in conducting briefings or debriefings are identified and assistance is sought as required in accordance with organisational procedures.|
|Briefing or debriefing findings are summarised and presented to relevant persons for review and subsequent action in accordance with organisational procedures.|
|Presented information uses clear and concise language and meets organisational standards of style, format and accuracy.|
|Areas of concern related to the well-being of relevant persons are identified and appropriate action implemented in accordance with organisational procedures.|
|Follow up meetings with relevant persons are scheduled as required to review findings from briefing or debriefing.|
|Review of briefing or debriefing processes identifies areas for improvement and recommendations for future practice.|
|Documentation is completed and securely maintained with due regard to confidentiality requirements in accordance with organisational procedures.|
Assessment Cover Sheet
CPPSEC4005A - Facilitate workplace briefing and debriefing processes
Assessment task 1: [title]
I declare that the assessment tasks submitted for this unit are my own work.
Result: Competent Not yet competent
Feedback to student
Assessment Record Sheet
CPPSEC4005A - Facilitate workplace briefing and debriefing processes
Assessment task 1: [title] Result: Competent Not yet competent
(add lines for each task)
Feedback to student:
Overall assessment result: Competent Not yet competent