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Elements and Performance Criteria

1. Identifyand interpret industrial agreements and awards
   • Industry awards and workplace agreements are interpreted and applied
2. Organisational policies that relate to industrial relations are communicated to all personnel, in accordance with organisational procedures and employee consultative processes
3. Unions are consulted, in accordance with organisational procedures
4. Settleemployee grievances and complaints
   • Grievances and complaints are received, recorded and treated confidentially, in accordance with organisational procedures
5. Investigation of grievances and complaints is undertaken, in accordance with organisational procedures
6. Findings of the investigation are concluded and appropriate action is taken
7. Settlement of grievances and complaints is undertaken, in accordance with organisational policies, procedures and legislation
8. Applying human resource legislation
   • Human resource legislation requirements are identified and implemented within the organisation
9. Organisational policies and procedures are implemented to ensure the working environment is equitable, safe and conforms to legislation, government policy
10. Management is advised of unsafe or discriminatory situations within the organisation that requires intervention
11. Administer disciplinary procedures
    • Disciplinary matters are investigated to examine possible actions and designated personnel are sent a comprehensive briefing
12. Disciplinary matters are dealt with, in accordance with organisational procedures
13. Appraise personnel and coordinate progressionactivities
    • Personnel are informed of progression and promotional opportunities
14. Activities related to providing promotional opportunities are coordinated, in accordance with organisational procedures
15. Confidentiality of performance appraisal is maintained, in accordance with organisational procedures
16. Evaluate and utilise expertise of personnel
    • Specific strengths and weaknesses of personnel are identified and utilised for the attainment of work group outcomes and job satisfaction
17. Individual and work group development is supported by facilitation of team building activities
18. Produce succession plans
    • Succession plans are produced and implemented to assist with the smooth transition of personnel from one job to another
19. Information on competencies and other organisational requirements for each job role is communicated to all personnel
20. Establish performance indicators
    • Organisational performance indicators are established
21. Individuals and work groups in the organisation are informed of performance standards and indicators
22. Performance indicators are reviewed with individuals and work groups to ensure they match organisational requirements
23. Identify development needs of personnel
    • Human resource planning advice is sought from appropriate sources, if required, when scoping personnel development needs
24. Training and development needs of personnel are identified
25. Plans for personnel development are implemented, in accordance with organisational procedures and practices
26. Personnel are encouraged to acquire new skills and to develop existing knowledge and skills

Range Statement

Range is restricted to essential operating conditions and any other variables essential to the work environment. Non-essential conditions may be found in the Companion Volume Implementation Guide.

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