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Elements and Performance Criteria

  1. Plan and prepare for briefing or debriefing.
  2. Conduct briefing or debriefing.
  3. Conclude briefing or debriefing.

Required Skills

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

Required skills

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

Required knowledge

applicable legislative and other legal provisions

briefing and debriefing techniques

documentation reporting and reviewing and debriefing processes

observation and monitoring techniques

principles of ASNZS Risk management and related guidelines

principles of effective communication including interpersonal techniques

problemsolving methods and techniques

reporting documentation requirements and processes

teamwork principles and strategies

time management principles

training methods and strategies

types of potential security risks

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

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

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.

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

environmental issues

equal employment opportunity

industrial relations

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

incident background

incident response

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

problem based.

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.

Relevantpersonsmay include:

human resource personnel

industry and government agencies

security personnel

steering committees


training personnel.

Interpersonal techniques may involve:

active listening

being non-judgemental

being respectful and non-discriminatory

constructive feedback

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

maintaining professionalism

providing sufficient time for questions and responses

reflection and summarising

two-way interaction

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

workplace assessment.

Subsequent actionmay include:

changes to work schedules

disciplinary action

recommendation of professional development activities

reporting to other organisations or authorised personnel

review of organisational policies

review of procedures.