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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, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included. |
Clients may be: | internal or externalan enterprisea department/divisionan industry sectora professional associationa community organisationa government organisation |
Client objectives and expectations may include: | focus on individual learner objectives, such as:new skillsspecific competenciestarget qualificationscareer advancementfocus on productivity improvementfocus on administrative and records management systemsfocus on satisfying legislative or government regulatory requirementsinvolve specific learning support systemsreflect individualised organisational training and skill requirementsbe affected by national and state/territory policy and funding parameters |
Organisationalrequirements may include: | quality assurance and/or procedures manualsgoals, objectives, plans, systems and processeslegal and organisational policy/guidelines and requirementsrecording and reporting proceduresbusiness and performance plansaccess and equity principles and practicesconfidentiality requirementsethical standardscollaborative/partnership arrangementsoccupational health and safety policies, procedures and programsquality and continuous improvement processes and standardsdefined resource parameters |
Communication and interpersonal skills may relate to: | verbal or non-verbal languagetwo-way interactionconstructive feedbackactive listeningquestioning to clarify and confirm understandingaccurately interpreting non-verbal and verbal messagesuse of language and concepts appropriate to cultural differencesclear and concrete presentations of optionsculturally inclusive and sensitive engagement techniques |
Existing or potential issues may include: | time to release employees from work to attend consultationsaccess to a range of employeesindividual concerns/issues/negativities that may be brought to consultation sessions |
Resources may include: | peoplefinancesbusiness/organisational needsequipmenttechnology |
Consultation plan may include: | purpose and aims of consultationselection of personnel/other relevant personsprotocol for consultations with employeesindustrial relations considerationsconfidentiality/privacy/ethical considerationsreporting arrangementsresources requiredtimeframesother organisational needs |
Relevant persons may include: | clientsemployeesgovernment agenciesorganisational managers/supervisorsorganisational training and assessment coordinatorsindustry groupsemployer/employee representativesstate/territory registering body representativesexternal consultants |
Methods for collecting information and data may include: | surveys, interviews, discussions, focus groupscritical incident techniqueobservations of personnel at work accessing relevant government legislation, policies and practicesanalysing industry and/or enterprise skills audit reportsanalysing human resource management records/performance management recordsreviewing industry publications or reportsconcept mappingjob and task analysisanalysing assessment and/or training records |
Information and data may be gathered at the following levels: | organisationalworkgroup/work unitindividual |
Data analysis methods may include: | qualitative/quantitative processesfeedback on results review of previous research peer review data sampling statistical analysis |
Advice may relate to: | short-term and/or long-term recommendationsspecified outcomes and strategiesresource requirementsprovision of training and/or assessment servicesdesign or review of training programscontextualisation of industry competency standards to meet client goalsadministrative and management systemsstatutory and mandatory requirementscompetency standards and performance assessment systemsnational standardsperformance management systemstraining and professional development principlesreporting and accountability requirements and processes |
Options may include: | developing in-house capacity to meet identified needsidentifying training and/or assessment organisations to meet needsidentifying specific units of competency, qualifications/courses to meet needsconsultancy servicestimelinesurgency |
Report may be presented using: | visual, audio-visual, graphics, multimediademonstrations/presentations written text or equivalent medium plans, diagrams, charts, posters |
Legal requirements may include: | standards for training and/or assessment organisationstate or territory registering body requirementsaward and enterprise agreements and relevant industrial arrangementsconfidentiality and privacy requirementsscope of registrationrelevant legislation from all levels of government that affects business operation, including:OHS issuesenvironmental issuesequal opportunityindustrial relations and anti-discriminationrelevant industry codes of practice |