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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. Facilitate team planning
   • Individual and team purpose, roles and responsibilities are clarified, agreed upon and defined in accordance with organisational goals and objectives
   • Assignment instructions are identified and clearly communicated to team members in accordance with legislative and organisational requirements
   • Open communication within the team is encouraged and facilitated to ensure full understanding and accurate exchange of information
   • Team effort is rewarded and support provided to develop mutual concern and camaraderie and to maximise benefit from team diversity
2. Monitor team performance
   • Duties, rosters and responsibilities are assessed against and matched to team capabilities and is in accordance with assignment instructions, legislative and organisational requirements
   • Performance of the team and individual members is systematically monitored against defined measurable performance criteria to ensure the satisfactory completion of assignment instructions
   • Adequate consideration is given to contingencies when allocating specific rosters duties and responsibilities to team members
   • Performance expectations are assessed objectively against assignment and client expectations, team and individual capabilities
   • Performance expectations are communicated clearly to individual team members and the team as a whole
   • Industrial relations requirements are considered and adhered to in maintaining the team and addressing team and individual concerns
3. Develop team performance
   • Effective working relationships are established and maintained through the provision of appropriate support, communication and feedback
   • Constructive feedback on quality of performance is regularly provided to team members for integration into work practices
   • Positive action to address deficiencies or areas for improvement in team performance is taken and handled sensitively
   • Team is supported and encouraged to achieve its goals and changing priorities through active reflection and participation in team activities and communication processes
   • Team concerns are acknowledged and addressed as required and wherever possible discussed and resolved within the team
   • In the event of non-resolution, team concerns are constructively presented to and discussed with appropriate personnel in a timely and objective manner using established dispute resolution procedures

Required Skills

Not applicable

Evidence Required

The Evidence Guide identifies the requirements to be demonstrated to confirm competence for this unit Assessment must confirm sufficient ability to use appropriate skills and knowledge to lead small teams Assessment of performance should be over a period of time covering all categories within the Range of Variables statements that are applicable in the learning environment

What critical aspects are required for evidence of competency

Clearly define and communicate roles and responsibilities assignment instructions and organisational goals and objectives to individual and team members

Select and allocate duties and responsibilities appropriate to individual knowledge skill aptitude and assignment requirements

Communicate performance expectations for a range of tasks and duties within the team and provide constructive feedback

Assess and monitor team and individual performance against set measurable criteria and create opportunities to maintain or improve individual andor team performance

Communicate effectively on a onetoone and group basis with colleagues clients and supervisors and develop trust and confidence in workplace relationships

Acknowledge individual or team concerns and facilitate discussion and resolution within the group

What specific knowledge is needed to achieve the performance criteria

Knowledge and understanding are essential to apply this standard in the workplace to transfer the skills to other contexts and to deal with unplanned events The knowledge requirements for this competency standard are listed below

organisational policies procedures goals objectives and direction

individual and team roles responsibilities and accountability

relevant legislation and regulations including OHS

organisational performance standards criteria and assessment techniques

teamwork principles and strategies and relationshipbuilding techniques

organisational procedures and guidelines appropriate to own role responsibility and delegation

reporting procedures and documentation requirements and processes

rights and responsibilities of employers and employees

site layout and access points

types of security systems and respective activation and deactivation processes

technology applications and how it can be used to assist in the scheduling of tasks

What specific skills are needed to achieve the performance criteria

To achieve the performance criteria some specific skills are required These include the ability to

communicate interact and provide constructive feedback to individual and team members

use coaching and mentoring skills to provide support and build effective workplace relationships

apply effective interpersonal techniques including active listening

apply conflict resolution and negotiation techniques

provide effective informal performance counselling

acknowledge and resolve individual or team problems

prioritise work tasks to meet designated schedules

accurately maintain records and documentation

What resources may be required for assessment

Access to a suitable venue and equipment

Access to plain English version of relevant statutes and procedures

Assignment instructions work plans and schedules policy documents and duty statements

Assessment instruments including personal planner and assessment record book

Access to a registered provider of assessment services

What is required to achieve consistency of performance

For valid and reliable assessment of this unit the competency should be demonstrated over a period of time and observed by the assessor The competency is to be demonstrated in a range of situations which may include involvement in related activities normally experienced in the workplace

Evidence of underpinning knowledge understanding of processes and principles can be gained through thorough questioning and by observation of previous work

Assessment against this unit may involve the following

Continuous assessment in a setting that simulates the conditions of performance described in the elements performance criteria and range of variables statement that make up the unit

Continuous assessment in the workplace taking into account the range of variables affecting performance

Selfassessment on the same terms as those described above

Simulated assessment or critical incident assessment provided that the critical incident involves assessment against performance criteria and an evaluation of underpinning knowledge and skill required to achieve the required performance outcomes

Key competency levels

There are a number of processes that are learnt throughout work and life which are required in all jobs They are fundamental processes and generally transferable to other work functions Some of these are covered by the key competencies although others may be added

Information below highlights how these processes are applied in this competency standard

perform the process

perform and administer the process

perform administer and design the process

How can communication of ideas and information be applied

Individual or team concerns may be addressed and resolved through facilitated discussion within the group

How can information be collected analysed and organised

Roles responsibilities and organisational goals and objectives may be defined and clearly communicated to individual and team members

How are activities planned and organised

Individual and team performance may be systematically monitored and feedback regularly provided or sequenced as required

How can team work be applied

Open communication and constructive feedback may be used to encourage and support individual and team members to improve their performance and meet designated tasks within timeframes

How can the use of mathematical ideas and techniques be applied

Mathematical techniques may be used to prioritise work tasks and schedule rosters

How can problem solving skills be applied

Established dispute resolution procedures may be used to sensitively resolve individual or team problems

How can the use of technology be applied

Technology may be used to communicate record and manage information

The Evidence Guide identifies the requirements to be demonstrated to confirm competence for this unit Assessment must confirm sufficient ability to use appropriate skills and knowledge to lead small teams Assessment of performance should be over a period of time covering all categories within the Range of Variables statements that are applicable in the learning environment

What critical aspects are required for evidence of competency

Clearly define and communicate roles and responsibilities assignment instructions and organisational goals and objectives to individual and team members

Select and allocate duties and responsibilities appropriate to individual knowledge skill aptitude and assignment requirements

Communicate performance expectations for a range of tasks and duties within the team and provide constructive feedback

Assess and monitor team and individual performance against set measurable criteria and create opportunities to maintain or improve individual andor team performance

Communicate effectively on a onetoone and group basis with colleagues clients and supervisors and develop trust and confidence in workplace relationships

Acknowledge individual or team concerns and facilitate discussion and resolution within the group

What specific knowledge is needed to achieve the performance criteria

Knowledge and understanding are essential to apply this standard in the workplace to transfer the skills to other contexts and to deal with unplanned events The knowledge requirements for this competency standard are listed below

organisational policies procedures goals objectives and direction

individual and team roles responsibilities and accountability

relevant legislation and regulations including OHS

organisational performance standards criteria and assessment techniques

teamwork principles and strategies and relationshipbuilding techniques

organisational procedures and guidelines appropriate to own role responsibility and delegation

reporting procedures and documentation requirements and processes

rights and responsibilities of employers and employees

site layout and access points

types of security systems and respective activation and deactivation processes

technology applications and how it can be used to assist in the scheduling of tasks

What specific skills are needed to achieve the performance criteria

To achieve the performance criteria some specific skills are required These include the ability to

communicate interact and provide constructive feedback to individual and team members

use coaching and mentoring skills to provide support and build effective workplace relationships

apply effective interpersonal techniques including active listening

apply conflict resolution and negotiation techniques

provide effective informal performance counselling

acknowledge and resolve individual or team problems

prioritise work tasks to meet designated schedules

accurately maintain records and documentation

What resources may be required for assessment

Access to a suitable venue and equipment

Access to plain English version of relevant statutes and procedures

Assignment instructions work plans and schedules policy documents and duty statements

Assessment instruments including personal planner and assessment record book

Access to a registered provider of assessment services

What is required to achieve consistency of performance

For valid and reliable assessment of this unit the competency should be demonstrated over a period of time and observed by the assessor The competency is to be demonstrated in a range of situations which may include involvement in related activities normally experienced in the workplace

Evidence of underpinning knowledge understanding of processes and principles can be gained through thorough questioning and by observation of previous work

Assessment against this unit may involve the following

Continuous assessment in a setting that simulates the conditions of performance described in the elements performance criteria and range of variables statement that make up the unit

Continuous assessment in the workplace taking into account the range of variables affecting performance

Selfassessment on the same terms as those described above

Simulated assessment or critical incident assessment provided that the critical incident involves assessment against performance criteria and an evaluation of underpinning knowledge and skill required to achieve the required performance outcomes

Key competency levels

There are a number of processes that are learnt throughout work and life which are required in all jobs They are fundamental processes and generally transferable to other work functions Some of these are covered by the key competencies although others may be added

Information below highlights how these processes are applied in this competency standard

perform the process

perform and administer the process

perform administer and design the process

How can communication of ideas and information be applied

Individual or team concerns may be addressed and resolved through facilitated discussion within the group

How can information be collected analysed and organised

Roles responsibilities and organisational goals and objectives may be defined and clearly communicated to individual and team members

How are activities planned and organised

Individual and team performance may be systematically monitored and feedback regularly provided or sequenced as required

How can team work be applied

Open communication and constructive feedback may be used to encourage and support individual and team members to improve their performance and meet designated tasks within timeframes

How can the use of mathematical ideas and techniques be applied

Mathematical techniques may be used to prioritise work tasks and schedule rosters

How can problem solving skills be applied

Established dispute resolution procedures may be used to sensitively resolve individual or team problems

How can the use of technology be applied

Technology may be used to communicate record and manage information

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Range Statement

The Range of Variables provides information about the context in which the unit of competency is carried out. It allows for different work practices and work and knowledge requirements as well as for differences between organisations and workplaces. The following variables may be present for this particular unit:

Organisational goals and objectives may include:

reporting deadlines

budgetary targets

team participation

team and individual learning goals.

Assignment instructions may include:

client brief

instructions from the supervisor

roster/shift details

reporting procedures and documentation requirements

resource and equipment requirements

schedules

work tasks and procedures

personal protective equipment requirements.

Applicable legislation, codes and national standards:

Must relate to:

relevant Commonwealth/State/Territory legislation which affect organisational operation:

Occupational Health and Safety

environmental issues

equal employment opportunity

industrial relations

anti-discrimination and diversity

licensing requirements

Australian Standards, quality assurance and certification requirements.

May relate to:

relevant industry Codes of Practice

award and enterprise agreements

trade practices.

Organisational requirements may relate to:

legal and organisational policy and procedures including personnel practices and guidelines

organisational goals, objectives, plans, systems and processes

legislation relevant to the operation, incident and/or response

employer and employee rights and responsibilities

business and performance plans

policies and procedures relating to own role, responsibility and delegation

quality and continuous improvement processes and standards

client service standards

defined resource parameters

Occupational Health and Safety policies, procedures and programs

emergency and evacuation procedures

duty of care, code of conduct, code of ethics

access and equity policy, principles and practice

records and information systems and processes

communication channels and reporting procedures.

Communication techniques may include:

two-way interaction

constructive feedback

active listening to clarify and confirm understanding

active silence

non-verbal positive actions

reflection and summarising

use of positive, confident and co-operative language

control of tone of voice and body language

culturally aware/sensitive use of language and concepts

demonstrating flexibility and willingness to negotiate.

Contingencies may involve:

preferences

impending leave

domestic considerations

team dynamics and combinations

individual strengths and weaknesses.

Constructive feedback may include:

formal/informal performance appraisals

comments from supervisors, colleagues or clients

personal, reflective behaviour strategies

workplace assessment.

The Range of Variables provides information about the context in which the unit of competency is carried out. It allows for different work practices and work and knowledge requirements as well as for differences between organisations and workplaces. The following variables may be present for this particular unit:

Organisational goals and objectives may include:

reporting deadlines

budgetary targets

team participation

team and individual learning goals.

Assignment instructions may include:

client brief

instructions from the supervisor

roster/shift details

reporting procedures and documentation requirements

resource and equipment requirements

schedules

work tasks and procedures

personal protective equipment requirements.

Applicable legislation, codes and national standards:

Must relate to:

relevant Commonwealth/State/Territory legislation which affect organisational operation:

Occupational Health and Safety

environmental issues

equal employment opportunity

industrial relations

anti-discrimination and diversity

licensing requirements

Australian Standards, quality assurance and certification requirements.

May relate to:

relevant industry Codes of Practice

award and enterprise agreements

trade practices.

Organisational requirements may relate to:

legal and organisational policy and procedures including personnel practices and guidelines

organisational goals, objectives, plans, systems and processes

legislation relevant to the operation, incident and/or response

employer and employee rights and responsibilities

business and performance plans

policies and procedures relating to own role, responsibility and delegation

quality and continuous improvement processes and standards

client service standards

defined resource parameters

Occupational Health and Safety policies, procedures and programs

emergency and evacuation procedures

duty of care, code of conduct, code of ethics

access and equity policy, principles and practice

records and information systems and processes

communication channels and reporting procedures.

Communication techniques may include:

two-way interaction

constructive feedback

active listening to clarify and confirm understanding

active silence

non-verbal positive actions

reflection and summarising

use of positive, confident and co-operative language

control of tone of voice and body language

culturally aware/sensitive use of language and concepts

demonstrating flexibility and willingness to negotiate.

Contingencies may involve:

preferences

impending leave

domestic considerations

team dynamics and combinations

individual strengths and weaknesses.

Constructive feedback may include:

formal/informal performance appraisals

comments from supervisors, colleagues or clients

personal, reflective behaviour strategies

workplace assessment.

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