Assessor Resource

LGAGOVA611B
Implement disciplinary and termination procedures

Assessment tool

Version 1.0
Issue Date: March 2024


This unit supports the attainment of skills and knowledge required for competent workplace performance in councils of all sizes. Knowledge of the legislation and regulations within which councils must operate is essential. The unique nature of councils, as a tier of government directed by elected members and reflecting the needs of local communities, must be appropriately reflected.

This unit covers implementing and maintaining council policy and procedures for disciplinary, counselling and termination aspects of an employment contract. It is appropriate for senior staff, managers and human resources personnel directly responsible for implementing the disciplinary and termination procedures of the organisation.

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

Prerequisites

Not applicable.


Employability Skills

This unit contains employability skills.




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.

Overview of assessment requirements

A person who demonstrates competency in this unit will be able to perform the outcomes described in the Elements to the required performance level detailed in the Performance Criteria. The knowledge and skill requirements described in the Range Statement must also be demonstrated. For example, knowledge of the legislative framework and safe work practices that underpin the performance of the unit are also required to be demonstrated.

Critical aspects of evidence to be considered

The demonstrated ability to:

establish clear and transparent policies and procedures for disciplinary action and termination

manage disciplinary and termination procedures according to council policy and procedures and legislative requirements

evaluate policies and procedures and use the evaluation as input to performance improvement processes throughout the organisation

use counselling strategies appropriate to diversity of workforce.

Context of assessment

Competency is demonstrated by performance of all stated criteria, with particular attention to the critical aspects and the knowledge and skills elaborated in the Evidence Guide, and within the scope of the Range Statement.

Assessment must take account of the endorsed Assessment Guidelines in the Local Government Training Package.

Assessment of performance requirements in this unit should be undertaken in an actual workplace or simulated environment.

Assessment should reinforce the integration of the key competencies for the particular AQF level. Refer to the key competency levels at the end of this unit.

Relationship to other units(prerequisite or co-requisite units)

To enable holistic assessment this unit may be assessed with other units that form part of the job role.

Method of assessment

The following assessment methods are suggested:

observation of the learner performing a range of workplace tasks over sufficient time to demonstrate handling of a range of contingencies

written and/or oral questioning to assess knowledge and understanding

completion of workplace documentation

third-party reports from experienced practitioners

completion of self-paced learning materials including personal reflection and feedback from trainer, coach or supervisor.

Evidence required for demonstration of consistent performance

Evidence should be collected over a set period of time that is sufficient to include dealings with an appropriate range and variety of situations.

Resource implications

The learner and trainer should have access to appropriate documentation and resources normally used in the workplace.


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

Required Skills

consultation practices in accordance with confidentiality procedures

application of human resources strategic plan

report writing

performance management

interviewing skills

counselling

evaluating

negotiation skills to negotiate terms and conditions of separation or termination

communication and advocacy skills to advocate the council position in unfair dismissals

performance measurement techniques

Required Knowledge

relevant industrial agreements, awards and legislation

council policies and procedures for discipline and termination

equal employment opportunity legislation

counselling strategies

conflict resolution strategies

employee relations issues

employment contracts

organisational policies for work performance standards and misconduct

dispute and grievance procedures

concepts of dismissal, suspension and voluntary termination

contemporary industrial relations issues

human resources policies and practices

personnel records systems

information processing techniques

information management systems

performance 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.

Research may include:

database search

library search

use of consultants and specialists

visits to best practice organisations

Policies and procedures may include:

human resources manual

employee bulletin

human resources web site

human resources Intranet

internal copy of forms

Interventions may include:

giving praise

recognising good performance

coaching

counselling

disciplining

Relevant parties may include:

individual employees

supervisors

managers

council-elected representatives

unions

employee representatives

government departments and their representatives

legal agents

Counselling may include:

informal

formal

internal

external

multilingual

Counselling outcomes may include:

targeted training program

referral to employee assistance schemes

warning

demotion

transfer to same grade position

dismissal

Disciplinary procedures may include:

within council

prescribed by external parties

industrial or other agreements

Dismissal means:

termination of employee by employer for misconduct or incapacity to perform job

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
Research is undertaken to determine legal requirements and best practice in disciplinary and termination systems. 
Consultation is undertaken with stakeholders to determine the effectiveness of current policies and procedures. 
Policies and procedures are developed and introduced in accordance with council policies and legal requirements. 
Procedures are fair and equitable. 
Training in new policies and procedures of managers, team leaders and staff is undertaken. 
Feedback is sought to identify problems, and improvements in procedures are introduced. 
Interventions are undertaken in accordance with council policies and legislative requirements. 
Relevant parties are interviewed and information is corroborated. 
Requests for intervention are considered and responded to in a fair and equitable manner and in accordance with council procedures. 
Employees are advised of expected standards of performance and options are provided for achieving the required performance. 
Follow up is undertaken to ensure intervention achieves the required performance. 
Employees performing below standard are counselled and disciplined in accordance with council and legal requirements. 
Counselling is managed by a council officer with the requisite skills for the situation or employee is referred as appropriate. 
Employee is counselled promptly and confidentiality principles are adhered to. 
Counselling strategies are appropriate to the needs of the council and individual. 
A record of counselling outcomes and required action is produced promptly. 
Referrals are made to appropriate support professionals and agencies where necessary to aid employee performance and wellbeing. 
Disciplinary interviews are conducted in an appropriate and constructive manner and in accordance with disciplinary procedures. 
The interests of council and individual are protected within required and agreed procedures. 
Details of decisions and disciplinary actions taken are fully documented to protect council interests. 
All other relevant parties are involved and/or advised promptly of actions taken. 
Follow up actions are planned and implemented to ensure a resolution to the situation is found. 
Employees failing to respond to disciplinary actions are terminated in accordance with council policies and legal requirements. 
Communication systems are established that provide all necessary information about separation or termination procedures. 
Dismissals for incapacity to perform or misconduct are carried out in accordance with council policies and legal requirements. 
Terminating employees are invited to participate in exit interviews and feedback is used to improve council processes. 
Termination procedures are regularly reviewed and evaluated and improvements are introduced to council policies and procedures. 
Research is undertaken to determine legal requirements and best practice in disciplinary and termination systems. 
Consultation is undertaken with stakeholders to determine the effectiveness of current policies and procedures. 
Policies and procedures are developed and introduced in accordance with council policies and legal requirements. 
Procedures are fair and equitable. 
Training in new policies and procedures of managers, team leaders and staff is undertaken. 
Feedback is sought to identify problems, and improvements in procedures are introduced. 
Interventions are undertaken in accordance with council policies and legislative requirements. 
Relevant parties are interviewed and information is corroborated. 
Requests for intervention are considered and responded to in a fair and equitable manner and in accordance with council procedures. 
Employees are advised of expected standards of performance and options are provided for achieving the required performance. 
Follow up is undertaken to ensure intervention achieves the required performance. 
Employees performing below standard are counselled and disciplined in accordance with council and legal requirements. 
Counselling is managed by a council officer with the requisite skills for the situation or employee is referred as appropriate. 
Employee is counselled promptly and confidentiality principles are adhered to. 
Counselling strategies are appropriate to the needs of the council and individual. 
A record of counselling outcomes and required action is produced promptly. 
Referrals are made to appropriate support professionals and agencies where necessary to aid employee performance and wellbeing. 
Disciplinary interviews are conducted in an appropriate and constructive manner and in accordance with disciplinary procedures. 
The interests of council and individual are protected within required and agreed procedures. 
Details of decisions and disciplinary actions taken are fully documented to protect council interests. 
All other relevant parties are involved and/or advised promptly of actions taken. 
Follow up actions are planned and implemented to ensure a resolution to the situation is found. 
Employees failing to respond to disciplinary actions are terminated in accordance with council policies and legal requirements. 
Communication systems are established that provide all necessary information about separation or termination procedures. 
Dismissals for incapacity to perform or misconduct are carried out in accordance with council policies and legal requirements. 
Terminating employees are invited to participate in exit interviews and feedback is used to improve council processes. 
Termination procedures are regularly reviewed and evaluated and improvements are introduced to council policies and procedures. 

Forms

Assessment Cover Sheet

LGAGOVA611B - Implement disciplinary and termination procedures
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

LGAGOVA611B - Implement disciplinary and termination procedures

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: