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Follow the links below to find material targeted to the unit's elements, performance criteria, required skills and knowledge

Elements and Performance Criteria

  1. Prepare for bargaining
  2. Oversee and develop workplace organisation
  3. Undertake negotiations and take action
  4. Reach and evaluate outcomes

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

examples of agreements and a range of supporting documents generated prior to lodgement

documented analysis of a bargaining process with descriptions and critique of bargaining strategies employed

knowledge of relevant industry and workforce

Context of and specific resources for assessment

Assessment must ensure

access to workplace and union documents

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

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

observation of demonstrated techniques in negotiation

observation of presentations

oral or written questioning to assess knowledge of industrial laws and processes

review of documentation about training and development needs

review of bargaining strategy and negotiating tactics

evaluation of agreement documentation

review of plan established to implement the agreement

Guidance information for assessment

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

other workplace relations units

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.

Workplace structures may include:

delegates and activists

membership numbers and union workplace density

union workplace committees or structures

workplace organising committees

Training and development needs may include:

formal training in bargaining and other skills

information and awareness raising for all members and workers

one-to-one development in campaign skills

workplace meetings to discuss issues

Methods to identify issues may include:

one-to-one contact with members and workers

surveys

workplace meetings to discuss issues

Consultative and communication processes may include:

email, newsletters, union memos

one-to-one contact by delegates and activists

phone trees

regular workplace meetings

workplace organising committee meetings

Possible employer strategies may include:

benevolence

contracting out

creating a climate of fear and hostility

creating an in-house union

non union agreements

terminating agreements

Action may include:

petitions

protected industrial action including strikes, bans, limitations

resolutions

using the media or other bodies or groups to exert pressure or seek influence

workplace meetings

Negotiating techniques may include:

changing of position

gathering information

preparing a compromise

referring back

spiralling

taking action

using third parties

Endorsement process may include:

ballot processes

workplace meetings of members