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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. Receive and provide administrative information
   • Provide administrative information on employment matters in line with delegated authority and expertise, or provide referral.
   • Update human resource policies and procedures as required and provide in response to requests.
   • Develop and/or provide forms as required and give assistance to ensure complete information is included.
   • Process claims and applications.
   • Maintain records relating to human resource activities.
2. Process workforce data
   • Enter, extract and manipulate workforce data.
   • Conduct quality assurance reviews of data provided for input, and the forms used to collect the data.
   • Report problems with data capture and quality.
   • Prepare and check reports and correct errors to ensure results and forecasts are valid and reliable.
   • Present data in a manner suited to the needs of the user and the audience for the presentation.
3. Process entry and exit information
   • Advertise positions and process applications.
   • Maintain records of the recruitment and selection process.
   • Notify successful and nonsuccessful applicants and process required paperwork for the successful applicant.
   • Check entitlements for staff leaving the organisation and process final documentation.
   • Review and report on entry and exit processes for continuous improvement.
4. Receive and provide administrative information
   • Provide administrative information on employment matters in line with delegated authority and expertise, or provide referral.
   • Update human resource policies and procedures as required and provide in response to requests.
   • Develop and/or provide forms as required and give assistance to ensure complete information is included.
   • Process claims and applications.
   • Maintain records relating to human resource activities.
5. Process workforce data
   • Enter, extract and manipulate workforce data.
   • Conduct quality assurance reviews of data provided for input, and the forms used to collect the data.
   • Report problems with data capture and quality.
   • Prepare and check reports and correct errors to ensure results and forecasts are valid and reliable.
   • Present data in a manner suited to the needs of the user and the audience for the presentation.
6. Process entry and exit information
   • Advertise positions and process applications.
   • Maintain records of the recruitment and selection process.
   • Notify successful and nonsuccessful applicants and process required paperwork for the successful applicant.
   • Check entitlements for staff leaving the organisation and process final documentation.
   • Review and report on entry and exit processes for continuous improvement.

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.

finding and matching human resource information to the needs of those requesting it

explaining ideas to different audiences

interpreting and explaining formal documents and assisting others to apply them in the workplace

using technology for presentation of information

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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.

the range of human resource policies and practices that apply in the organisation

regulations and protocols governing human resource forms, documents and records

employment arrangements in the organisation related to human resource administration

human resource practices

public sector standards, in particular those related to human resources

jurisdictional legislation applying to human resources

public sector legislation, including work health and safety and environmental and sustainability practice requirements, in the context of administering human resource processes

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