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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. Plan for negotiation
   • Clarify the purpose of the negotiation and the issue/s under consideration with affected personnel and through analysis of all related information.
   • Identify primary needs and desired outcomes of all parties.
   • Determine the organisation's position in consultation with senior personnel, and devise a negotiation approach based on an analysis of the strengths and weaknesses of the position.
   • Collect, analyse and organise information relating to the negotiation, including any precedents.
   • Agree upon timeframe and logistics, develop a negotiation plan and communicate to other staff, if any, involved in the negotiation team.
2. Conduct negotiation
   • Agree upon the issue/s under consideration and the negotiation process to be used with all parties and document.
   • Use negotiation techniques to persuade the other party of the strength of the argument in favour of the organisation's position.
   • Modify the negotiation plan if necessary to respond to contingencies.
   • Select and use techniques for dealing with conflict or deadlocks in accordance with the negotiation plan and the progress of the negotiation.
   • Discuss options for resolving the issue and determine the acceptability of these to the parties.
3. Finalise negotiation outcomes
   • Reach an agreed conclusion, document and obtain sign-off by the parties.
   • Report negotiation outcomes and debrief stakeholders if required.
   • Determine any further action required as a result of agreement and action.
   • Review the negotiation process and outcomes, and document lessons learnt for future use.
4. Plan for negotiation
   • Clarify the purpose of the negotiation and the issue/s under consideration with affected personnel and through analysis of all related information.
   • Identify primary needs and desired outcomes of all parties.
   • Determine the organisation's position in consultation with senior personnel, and devise a negotiation approach based on an analysis of the strengths and weaknesses of the position.
   • Collect, analyse and organise information relating to the negotiation, including any precedents.
   • Agree upon timeframe and logistics, develop a negotiation plan and communicate to other staff, if any, involved in the negotiation team.
5. Conduct negotiation
   • Agree upon the issue/s under consideration and the negotiation process to be used with all parties and document.
   • Use negotiation techniques to persuade the other party of the strength of the argument in favour of the organisation's position.
   • Modify the negotiation plan if necessary to respond to contingencies.
   • Select and use techniques for dealing with conflict or deadlocks in accordance with the negotiation plan and the progress of the negotiation.
   • Discuss options for resolving the issue and determine the acceptability of these to the parties.
6. Finalise negotiation outcomes
   • Reach an agreed conclusion, document and obtain sign-off by the parties.
   • Report negotiation outcomes and debrief stakeholders if required.
   • Determine any further action required as a result of agreement and action.
   • Review the negotiation process and outcomes, and document lessons learnt for future use.

Performance Evidence

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the candidate must demonstrate evidence of performance of the following on at least one occasion.

applying legislation, regulations and policies relating to negotiating in the public sector

communicating with diverse stakeholders including the other party, team members and senior management

communicating by listening, questioning, establishing rapport and responding

applying decision making and problem-solving

adjusting quickly to new information or unexpected questions and attitudes

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Knowledge Evidence

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the depth of knowledge demonstrated must be appropriate to the job context of the candidate.

legislation, regulations, policies, procedures and guidelines relating to negotiations in the public sector

sources of organisational information

delegations and lines of authority

decision making

negotiation techniques

conflict resolution

recordkeeping requirements for negotiations

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