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Elements and Performance Criteria

1. Contribute to employment arrangements
   • Undertake ongoing liaison with industrial parties to identify employment related issues, and initiate action to respond.
   • Analyse workforce data to identify strengths, weaknesses and trends to inform negotiations on employment arrangements.
   • Provide support as required for negotiations relating to employment arrangements, and provide information on the outcomes and implications for management and staff.
2. Advise on employment matters
   • Implement employment structures and provide guidance on classification and re-classification to managers and staff.
   • Provide interpretation and ongoing advice on individuals’ terms and conditions of employment.
   • Provide guidance on remuneration arrangements to managers and staff.
   • Identify and communicate requirements of employmentrelated legislation, industrial instruments, policies and procedures to managers and staff to ensure compliance.
   • Provide advice and implement disciplinary procedures as required.
3. Coordinate grievance procedures
   • Provide information, explanation and advice to stakeholders about the organisation’s procedures for appeals, grievances and dispute resolution.
   • Support employees to use and comply with organisational dispute resolution processes.
   • Coordinate grievance procedures and pursue investigations to substantiate and act on claims.
   • Refer grievances and disputes outside limits of authority for resolution.
4. Contribute to employment arrangements
   • Undertake ongoing liaison with industrial parties to identify employment related issues, and initiate action to respond.
   • Analyse workforce data to identify strengths, weaknesses and trends to inform negotiations on employment arrangements.
   • Provide support as required for negotiations relating to employment arrangements, and provide information on the outcomes and implications for management and staff.
5. Advise on employment matters
   • Implement employment structures and provide guidance on classification and re-classification to managers and staff.
   • Provide interpretation and ongoing advice on individuals’ terms and conditions of employment.
   • Provide guidance on remuneration arrangements to managers and staff.
   • Identify and communicate requirements of employmentrelated legislation, industrial instruments, policies and procedures to managers and staff to ensure compliance.
   • Provide advice and implement disciplinary procedures as required.
6. Coordinate grievance procedures
   • Provide information, explanation and advice to stakeholders about the organisation’s procedures for appeals, grievances and dispute resolution.
   • Support employees to use and comply with organisational dispute resolution processes.
   • Coordinate grievance procedures and pursue investigations to substantiate and act on claims.
   • Refer grievances and disputes outside limits of authority for resolution.

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.

undertaking effective liaison, negotiation and consultation with stakeholders

explaining ideas to different audiences

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

preparing written advice and reports requiring reasoning and precision of expression

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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.

Australian industrial relations system, legislation and processes

unions and tribunals

industrial instruments: awards, agreements and enterprise bargaining arrangements relevant to the organisation

range of possible employee entitlements and conditions

human resource policies and practices relating to employment relations

jurisdictional legislation applying to human resources including occupational health and safety and environment

national and/or international models of good practice in employment relations

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