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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 commitment to objectives and required standards
   • Discuss and clarify the organisation’s vision, strategic objectives and required standards of performance with others in accordance with the needs, communication and learning styles of workgroup members.
   • Establish the purpose, objectives, roles and responsibilities in the workgroup.
   • Model commitment to objectives and standards to provide leadership and develop workgroup commitment.
   • Model and promote equal employment opportunity, workplace health and safety, diversity management and participative work practices within the workgroup.
2. Contribute to the development of a cooperative, high performance workgroup
   • Encourage, acknowledge and consider work contributions or suggestions.
   • Support workgroup members to use, share and develop their skills according to work requirements.
   • Facilitate work allocation within the group on the basis of current skills and development needs.
   • Consult with workgroup members in the implementation of new work practices.
   • Resolve conflict and other issues which affect performance within the workgroup wherever possible, or refer.
3. Give and receive feedback on performance
   • Seek feedback from others outside the workgroup on personal and workgroup performance, and give open and constructive responses to feedback.
   • Gather and provide regular constructive feedback on all aspects of work performance from and to the workgroup.
   • Assess and address performance and recognise and/or reward notable performance.
   • Address under performance of self and others.
   • Use feedback to continuously improve performance and outcomes.
4. Support and participate in development activities
   • Develop, agree upon and implement an action plan to meet individual and group learning and development needs.
   • Support individuals to identify their specific learning and/or development needs.
   • Encourage and support workgroup members to take advantage of development opportunities in accordance with their needs.
   • Access learning and development opportunities to continuously improve own leadership skills and other identified development needs.
   • Provide on-the-job learning opportunities in accordance with individual needs and to the required standard.
   • Encourage and support workgroup members in applying new skills and knowledge in the workplace.
5. Provide leadership, direction and guidance in the workgroup
   • Use participative decision making in developing, implementing and reviewing the work of the group and the distribution of responsibilities, where appropriate.
   • Give opportunities and encouragement to workgroup members to develop new and innovative work practices and strategies.
   • Provide workgroup members with the support, leadership, advice and policy direction necessary to perform work.
   • Allocate tasks in accordance with the competencies of workgroup members, and delegate autonomy and authority as appropriate.
   • Vary leadership and guidance strategies to meet changing priorities and situations, and take into account the differing needs and skills of individuals and the requirements of the tasks and workplace.
6. Facilitate commitment to objectives and required standards
   • Discuss and clarify the organisation’s vision, strategic objectives and required standards of performance with others in accordance with the needs, communication and learning styles of workgroup members.
   • Establish the purpose, objectives, roles and responsibilities in the workgroup.
   • Model commitment to objectives and standards to provide leadership and develop workgroup commitment.
   • Model and promote equal employment opportunity, workplace health and safety, diversity management and participative work practices within the workgroup.
7. Contribute to the development of a cooperative, high performance workgroup
   • Encourage, acknowledge and consider work contributions or suggestions.
   • Support workgroup members to use, share and develop their skills according to work requirements.
   • Facilitate work allocation within the group on the basis of current skills and development needs.
   • Consult with workgroup members in the implementation of new work practices.
   • Resolve conflict and other issues which affect performance within the workgroup wherever possible, or refer.
8. Give and receive feedback on performance
   • Seek feedback from others outside the workgroup on personal and workgroup performance, and give open and constructive responses to feedback.
   • Gather and provide regular constructive feedback on all aspects of work performance from and to the workgroup.
   • Assess and address performance and recognise and/or reward notable performance.
   • Address under performance of self and others.
   • Use feedback to continuously improve performance and outcomes.
9. Support and participate in development activities
   • Develop, agree upon and implement an action plan to meet individual and group learning and development needs.
   • Support individuals to identify their specific learning and/or development needs.
   • Encourage and support workgroup members to take advantage of development opportunities in accordance with their needs.
   • Access learning and development opportunities to continuously improve own leadership skills and other identified development needs.
   • Provide on-the-job learning opportunities in accordance with individual needs and to the required standard.
   • Encourage and support workgroup members in applying new skills and knowledge in the workplace.
10. Provide leadership, direction and guidance in the workgroup
    • Use participative decision making in developing, implementing and reviewing the work of the group and the distribution of responsibilities, where appropriate.
    • Give opportunities and encouragement to workgroup members to develop new and innovative work practices and strategies.
    • Provide workgroup members with the support, leadership, advice and policy direction necessary to perform work.
    • Allocate tasks in accordance with the competencies of workgroup members, and delegate autonomy and authority as appropriate.
    • Vary leadership and guidance strategies to meet changing priorities and situations, and take into account the differing needs and skills of individuals and the requirements of the tasks and workplace.

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, policies, procedures and guidelines

undertaking problem solving in a team environment

using transparent decision making

communicating with a diverse workplace including listening, facilitating, negotiating, mentoring

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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.

public sector legislation including WHS and environment, regulations, policies, procedures and guidelines relating to the public sector

principles of effective team operation

principles of facilitation and empowerment

group processes

group dynamics

range of leadership styles and the application of these to suit different groups and tasks

learning and development in the workplace

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