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Elements and Performance Criteria

  1. Communicate work requirements and expectations
  2. Provide a learning environment for new recruits
  3. Provide regular and timely feedback on performance

Required Skills

Required skills

Ability to

apply appropriate communication skills to facilitate resolution of issues and manage conflict to resolve disagreements or disputes

apply interpersonal skills including appropriate questioning listening and feedback techniques

maintain currency of knowledge and techniques through informal learning regular professional development or personal research

ensure that appropriate behaviour or procedures are consistently observed by all personnel in the work area

ensure that new recruits have adequate opportunities to learn apply and practice new skills and knowledge

ensure that relevant and appropriate information is available to new recruits in the work area to describe behaviour and performance expectations This includes information on policies and procedures corporate values and production targets or work outcomes required of the work role

establish effective relationships with new recruits in the work area

foster effective teamwork by recognising and utilising the strengths of individuals

identify and apply relevant Occupational Health and Safety OHampS regulatory and workplace requirements

identify legal requirements and responsibilities of self and the company in managing new recruits

identify and conform with enterprise and employee obligations under industrial arrangements and training agreements relating to the provision of workplace training

investigate causes of poor or unacceptable work performance in consultation with new recruits

model behaviour consistent with company policies and procedures

monitor individual performance identify performance gaps and develop strategies in consultation with human resources personnel

monitor progress towards achieving agreed conduct andor performance improvements

plan and undertake structured feedback or appraisal of new recruits

provide regular feedback to new recruits to foster confidence and appropriate workplace behaviours

take action to improve own work practice as a result of selfevaluation feedback from others or changed work practices regulations or technology

Required knowledge

Knowledge of

workplace feedback and performance management systems and responsibilities in the workplace including personal level of authority for performance counselling and disciplinary procedures

Equal Employment Opportunities EEO legislation

conflict management techniques

workplace policies and procedures

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

The meat industry has specific and clear requirements for evidence A minimum of three forms of evidence is required to demonstrate competency in the meat industry This is specifically designed to provide evidence that covers the demonstration in the workplace of all aspects of competency over time

These requirements are in addition to the requirements for valid current authentic and sufficient evidence

Three forms of evidence means three different kinds of evidence not three pieces of the same kind In practice it will mean that most of the unit is covered twice This increases the legitimacy of the evidence

All assessment must be conducted against Australian meat industry standards and regulations

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

Competency must be demonstrated over time and under typical operating and production conditions for the enterprise

Context of and specific resources for assessment

Assessment must occur in the workplace under normal enterprise or production conditions

Method of assessment

Recommended forms of assessment are

assignment

debrief

quiz of underpinning knowledge

simulation

workplace project

workplace referee report of performance over time

Assessment practices should take into account any relevant language or cultural issues related to Aboriginality or Torres Strait Islander gender or language backgrounds other than English Language and literacy demands of the assessment task should not be higher than those of the work role

Guidance information for assessment

A current list of resources for this unit of competency is available from MINTRAC wwwmintraccomau or telephone


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.

Communication may include:

interpretation and sensitive handling of non-verbal and visual clues and cues

non-verbal communication, including the use of signs, signals, symbols and pictures

speaking clearly and directly; listening and understanding

reading and interpreting workplace-related documentation

writing to audience needs

sharing information

use of negotiation and persuasion skills, and being appropriately assertive.

showing empathy.

Diversity of individuals may include:

ability

age

ethnicity, culture

gender

language group

social and economic background.

Resources may include:

equipment (e.g. maintenance, purchase, type, quantity and function)

finance (e.g. capital and cash flow)

ingredients and materials (e.g. supply, quantity, storage and rotation)

personnel (e.g. staffing levels, shifts and allocation to work areas)

specialist advice (e.g. industry associations, media organisations and marketing agencies).

Structured feedback may include:

performance appraisal

structured interviews.

Conflict management may include:

referral to more senior management and/or relevant industrial parties where conflicts are unable to be resolved.

OH&S requirements may include:

enterprise OH&S policies, procedures and programs

OH&S legal requirements

Personal Protective equipment (PPE) which may include:

coats and aprons

ear plugs or muffs

eye and facial protection

head-wear

lifting assistance

mesh aprons

protective boot covers

protective hand and arm covering

protective head and hair covering

uniforms

waterproof clothing

work, safety or waterproof footwear

requirements set out in standards and codes of practice.

Regulatory requirements may include:

animal welfare

environmental and waste management

equal opportunity, anti-discrimination and sexual harassment

hygiene and sanitation requirements

industrial awards and agreements

OH&S

relevant regulations and Australian Standards.

Workplace requirements will include:

enterprise-specific requirements

OH&S requirements

Quality Assurance (QA) requirements

Standard Operating Procedures (SOPs)

the ability to perform the task to production requirements

work instructions.

Industrial arrangements may include:

consultative processes

industrial agreements, awards, training agreements

pay scales and entitlements, qualifications, classification.

Training agreements and contracts may include:

cadetships

internships

traineeships and apprenticeships

training arrangements included in industrial agreements.

Strategies to address performance gap may include:

a clear statement of the problem, an explanation of why it is a problem, and the action or change required to address the problem and any follow up action required

a formal interview to counsel a new recruit on poor performance.