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Elements and Performance Criteria

1. Maintain current knowledge of relevant legislation and common law
   • Sources of information are identified and accessed.
   • Internal council networks are maintained to ensure appropriate internal personnel are advised of changes to employment legislation.
2. Interpret legislation and advise on appropriate action
   • Implications to council of legislation are correctly interpreted.
   • Discussions are held with relevant managers and employees to ensure understanding of legislation.
   • Agreement is reached within the council to ensure consistency in interpretation and application of legislation.
   • Legal opinion is sought for clarification, where necessary.
3. Monitor council systems to ensure compliance
   • Actions based on procedures are examined to ensure compliance.
   • Required changes to procedures are identified.
   • Relevant people and departments are consulted about required changes.
   • Appropriate training is undertaken.

Required Skills

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

Required Skills

research interpreting legislation preparing reports filing and managing information effective conduct of meetings interviewing and questioning assessing options identifying changes and their causes

Required Knowledge

acts federal and state industrial relations antidiscrimination welfare OHS workers compensation and rehabilitation public safety common law of employment principles recordhandling procedures

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Evidence Required

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	Risk management principles are included in all human resources policies and procedures Extensive range of sources of information is accessed Legislation is appropriately interpreted and disseminated Relevant training is provided Procedures are monitored and amended as necessary
Context of assessment	On the job or in a simulated work environment
Relationship to other unitsprerequisite or corequisite units	Prerequisite units nil Corequisite units nil
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 andor oral questioning to assess knowledge and understanding completion of workplace documentation thirdparty reports from experienced practitioners completion of selfpaced learning materials including personal reflection and feedback from trainer coach or supervisor
Evidence required for demonstration of consistent performance	Evidence will need to be gathered over time across a range of variables
Resource implications	Access to a workplace or case study that provides the following resources copies of relevant legislation council policies and procedures specifically including industrial relations legislation state and federal OHS legislation workers rehabilitation and compensation legislation equal employment opportunity legislation state and federal and local government acts personnel records and computer systems a real or simulated consultation process

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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 in the Performance Criteria is detailed below.
Legislation may include:	federal and state legislation local government by-laws and awards acts: workers compensation and common law of employment principles enterprise agreements. federal and state industrial relations local government anti-discrimination welfare occupational health and safety (OHS)
Sources of information may include:	professional human resources associations local government associations conferences and seminars newsletters consultants.
Internal council networks may include:	senior management line management and team leaders written and verbal communication networks human resources strategic plan council corporate plan.
Risk management may include:	cost/benefits of actions before decisions are made methods of minimising negative effects of decisions developing standard procedures to minimise risk promoting and encouraging diversity in the workplace competition policy insurance.
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