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Elements and Performance Criteria

Required Skills

Required skills

analytical skills to

assess resourcing requirements

gather and analyse relevant workplace information and data

identify areas for WHS improvement

communication skills to

conduct effective formal and informal meetings and communicate effectively with personnel at all levels of the organisation

prepare reports for a range of target groups including health and safety committees health and safety representatives managers supervisors and persons conducting businesses or undertakings PCBUs or their officers

use language and literacy skills appropriate to the work team and the task

consultation and negotiation skills to

implement and monitor designated actions

information technology skills to use a range of software and communication media

numeracy skills to analyse workplace information and data

organisational skills to manage own tasks within a timeframe

planning skills to

apply continuous improvement

action planning processes

projectmanagement skills to achieve change in WHS matters

Required knowledge

appropriate communication networks processes and formats

commonwealth and state or territory WHS Acts regulations codes of practice standards and guidance material in general and in particular the parts relating to

duties of PCBUs or their officers workers and inspectors

consultation participation and representation

discriminatory coercive and misleading conduct

workplace entry by WHS permit holders

formal and informal communication and consultation processes and key personnel related to communication

how the characteristics and composition of the workforce impact on WHS risk and the management of WHS including

communication skills

cultural background and diversity

labour market changes

language literacy and numeracy levels of the workforce

structure and organisation of the workforce including part time casual and contract workers shift rosters and geographical location

workers with specific needs and limitations

workplace culture towards alcohol and other drug use

internal and external sources of WHS information and data and how to access them

key personnel including change agents within workplace management structure

organisational culture as it impacts on the work team

organisational WHS policies procedures processes and systems

principles of effective meetings including agendas action planning chair and secretarial duties minutes and action items

roles and responsibilities of individuals and parties under WHS legislation

training needs of health and safety committees and health and safety representatives

Evidence Required

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

Overview of assessment

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

Evidence of the following is essential

ensuring that continuous improvement is part of the ongoing review process

preparing an action plan to implement WHS participation and consultation processes

preparing positive performance indicators for evaluation

Context of and specific resources for assessment

Assessment must ensure access to

workplace documentation and personnel

reports from other parties consulted about design implementation management and review processes

relevant Acts regulations codes of practice standards and guidelines

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge The following examples are appropriate for this unit

analysis of responses to case studies and scenarios

assessment of written reports on the effectiveness of WHS participation and consultation processes

demonstration of the provision of advice and support to individuals and parties to enable their effective involvement in consultation and participation processes

direct questioning combined with review of portfolios of evidence and thirdparty reports of onthejob performance by the candidate

direct questioning combined with review of portfolios of evidence and third-party reports of onthejob performance by the candidate

observation of performance in role plays

observation of presentations

evaluation of action plans for developing consultation and participation processes

written examples of reports on assisting with the implementation of consultation and participation processes

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector workplace and job role is recommended for example

BSBWHSA Contribute to developing implementing and maintaining WHS management systems

BSBWHS506A Contribute to developing, implementing and maintaining WHS management systems

BSBWHSA Contribute to managing WHS information systems

BSBWHS507A Contribute to managing WHS information systems.

Range Statement

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.

WHS legislation may include:	WHS Acts, regulations and codes of practice
Duty holders may include:	as specified in WHS Acts: PCBUs or their officers workers other persons at a workplace
WHS consultation and participation processes may involve:	workplace policies, procedures, processes, systems, activities, actions and arrangements that support and enable effective consultation on, and participation in, WHS management
Individuals and parties may include:	persons and groups directly or indirectly involved with participation and consultation processes and their outcomes, such as: contractors and suppliers customers health and safety committees health and safety representatives managers and supervisors PCBUs or their officers unions WHS inspectors WHS regulators workers workers' compensation bodies and insurers
Factors that may impact on the design include:	cultural diversity language, literacy and numeracy levels of the workforce management approach shift work and rostering arrangements timing of information and data provision workers with specific needs workplace culture and approach to WHS by managers, supervisors, PCBUs or their officers, and workers workplace organisational structure, including size of organisation, geographic location, nature of organisational hierarchy
Existing WHS systems include:	any current policies, procedures, processes and systems to manage WHS broadly, how WHS is managed in the organisation formal or informal WHS management systems, including WHS information systems
Existing other systems include:	accounting environmental human resources information technology management quality
Evaluation protocol includes:	criteria for evaluation how the criteria will be measured what and how information will be gathered