|
The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording in the performance criteria is detailed below. The range statement provides details of how this competency can be used in racing industry workplaces to complete workplace induction. Workplaces include administration buildings, kennels, stables, training and racetracks. It is necessary for this unit to be completed on-the-job, during work experience or as a work-based project. |
Location of emergency exits and application of evacuation procedures may cover: | administration buildingsracecourses and training tracksrace club premisesstables and kennels. |
Personal responsibilities, rights and roles may include: | adhering to Australian and local rules of racingadhering to regulations and legislation related to:animal welfareanti-discrimination and harassmentemploymentequal employment opportunityOHSsuperannuation awardstaxation lawunion coverage and workplace agreementsworkers' compensationknowledge of support services, including independent bodies such as anti-discrimination authoritiesmaintaining confidentiality related to:individual racehorses or greyhoundssecurity arrangements at place of worktimely completion of work activitiesunderstanding benefits of team workunderstanding job tasksunderstanding personal ethical standards and basic integritywork ethic required to work in the industry. |
Conditions of employment will include: | Acts and regulations covering employment, including:Workers' CompensationIndustrial Relationsagreed salary and provisions for payment, deductions and increasesallowancescode of conductenterprise or workplace agreements or industrial awards covering employmenthealth and fitness requirements, including vaccinationshours of work, including flexible, core and overtimeleave entitlementsmeal breaksshift worksuperannuation entitlementsstandards for personal behaviour, dress and grooming. |
Dress and behaviour standards may include: | attire that suits the work activityavoidance of drug and alcohol usagecomplying with the rules of racingcontrolling tone of voice and body languagedemonstrating flexibility and willingness to work with othersusing language and concepts appropriate to cultural differencesusing personal protective equipment. |
Following workplace protocols will include: | compliance with relevant regulations and legislation, including occupational health and safety of self, other workers and animals, and anti-discriminationcompliance with workplace operational rules and codes of conductknowledge of access and equity principles and practicesknowledge of and compliance with relevant rules of racingunderstanding of acceptable workplace behaviour. |
Communication channel collection or dissemination protocols may include: | face to facegroup interactionlistening and understandingoral reportingparticipating in work meetingsquestioning to obtain informationreading independentlyspeaking clearly and directlyvisual or writtenwriting to audience needs. |
Reporting and documentation processes may include: | organisation structure for locating, recording and reporting informationroutine oral reporting requirements and processesroutine workplace meetingswritten documentation requirements, including:personnel informationreportsrostering availabilitytimesheetsworkplace checklists and logs. |
Legislation or by-laws that affect conduct of business and job responsibilities may include: | approved codes of practice and standardscouncil regulations regarding housing, exercise and welfare of animalsenvironmental standards and regulationsnational and state codes of practice, and state, territory and federal legislation and local government regulations covering animal welfarestate-specific and federal legislation, including Occupational Health and Safety Acts and regulations, and relevant state or territory authorities for example, WorkCover and WorkSafe. |
Areas relevant to personal role in the maintenance of a safe workplace, free from discrimination or harassment may include: | compliance with the organisation's anti-harassment policycounselling servicesdefamationlodging a complaint, internal and external to the organisationmaintaining complete confidentialitynot engaging in any act of victimisationoffering support to anyone who is being harassed and advising them where to seek helptraining for offendersvicarious liability. |
OHS guidelines may include: | controlling and minimising riskscorrect manual handling, including:carryingliftingshiftingeliminating hazardous substances and materialsfamiliarity with industry-applicable safe operating proceduresidentifying and reporting hazardsknowledge of accident and injury procedures and reporting requirementssafe use and operation of equipment, including:fire safety equipmentfirst aid equipmentpersonal protective clothing and equipmentsafety equipmentsafety procedures for the protection of others. |
Workplace environmental processes may include: | prevention and minimisation of wasterecyclingresource and energy efficiencywaste disposal procedures. |
Potential hazards in the workplace may include: | biologicalchemicals and hazardous substancesgreyhounds or horsesmachinery and equipmentother people, including:contractorsemployeesvisitorsphysical environmentunsafe work practices. |