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Elements and Performance Criteria

1. Identify the support requirements for Indigenous employees
   • Determine the scope and boundaries of the supervisory role in line with organisation policies, procedures and objectives in the employment and supervision of Indigenous employees
   • Identify the strengths and support requirements of Indigenous employees
   • Establish realistic expectations and conditions with stakeholders through negotiation
   • Discuss the benefits of mentoring with stakeholders and establish agreement on relationships and conditions
   • Identify and explore cultural factors, obligations and potential conflict using appropriate networks to effectively support and lead work group
   • Apply a framework for performance expectations consistent with the organisation’s objectives, values and practices
2. Facilitate support for Indigenous employees
   • Use a range of strategies to support, report on and promote the development of Indigenous team members in the work role and environment
   • Develop work practices that acknowledge diversity and encourage team members to develop empathy, respect, and collaboration
   • Provide encouragement and advice to support decision making which is consistent with personal and workplace goals and career development
   • Use appropriate networks to provide assistance to team members
   • Provide information, guidance and constructive feedback incorporating reflective practice to enhance engagement in the workplace
   • Address cultural differences, and personal and workplace barriers consistent with maintaining positive support and relationships
3. Monitor individual and team performance and relationships
   • Provide planning guidance and support in a form and style to suit team member and workplace requirements
   • Provide regular and consistent feedback on progress towards achieving agreed expectations and personal and workplace goals
   • Recognise and negotiate changes in behaviour, expectations and outcomes with appropriate stakeholders
   • Recognise potential and experienced tension and conflict and seek advice and support to provide resolutions
   • Consult with team, other supervisors, mentors, and management to ensure corporate, workplace, team and individual goals are achieved
4. Provide advice on the effectiveness of support strategies for Indigenous team members
   • Identify and analyse the benefits of culturally effective leadership in relation to work practices, objectives and workplace outcomes
   • Identify and recommend strategies to achieve individual and organisational objectives
   • Identify and report on the benefits and barriers in policies and practices for supporting Indigenous employees and make recommendations for improving individual and organisational outcomes

Performance Evidence

Evidence is required to be collected that demonstrates a candidate’s competency in this unit. Evidence must be relevant to the roles within this sector’s work operations and satisfy all of the requirements of the performance criteria of this unit and include evidence that the candidate:

locates and applies relevant legislation, documentation, policies and procedures

demonstrates completion of providing leadership in the supervision of indigenous employees that safely, effectively and efficiently meets all of the required outcomes on more than one (1) occasion including:

preparing personal development plans in partnership with Indigenous team members that reflect both individual and organisational goals and performance outcomes

monitoring and reviewing the performance and development of Indigenous team members through performance feedback and addressing barriers to progress

identifying and responding to cultural needs, obligations, identity and values

addressing potential and experienced conflict in the workplace

identifying community networks, and liaise with relevant workplace networks to provide support and resources for Indigenous team members

reporting and recommending on effective support and outcomes for Indigenous team members

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Knowledge Evidence

The candidate must demonstrate knowledge of providing leadership in the supervision of Indigenous employees through:

relevant organisation’s policies and procedures relevant to supervising Indigenous employees

knowledge of historic and contemporary local Indigenous issues

knowledge of the cultural climate and politics of individuals and teams

knowledge of the concepts of cultural identity

knowledge of the impact of colonization

knowledge of cultural values

key stakeholders and agents in the organisation, the community and Indigenous networks

language in cross-cultural communication

issues of power and influence in cultural differences

customs, language and environment of the dominant and traditional cultures

conditions and requirements of employment contracts and agreements

mentoring methods and strategies

acceptable behavior in supervision including ethical practices, code of conduct, boundaries and confidentiality

strategies and options for skills, learning support and career development

team relationships and dynamics

work health and safety issues related to supervision

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