Advanced Diploma of Correctional Management

Qualification description

This qualification has been designed to provide a package of broad and flexible competencies reflecting the workplace responsibilities of senior management and specialist practitioners.

The qualification has been designed to provide competencies that readily articulate with graduate and postgraduate university qualifications in both management and professional specialisations.

Although the competencies assume a significant component of work-based evidence, there is allowance for assessment of evidence prepared through assignments, research and external learning activities to cater for staff members who may not have ready access to the work roles necessary to generate work-based evidence at this level.


6 units of competency are required for this qualification including:

2 core units

4 elective units

Choose a minimum of 3 elective units from the list below.

Choose the remaining 1 elective unit from either the list below or from elsewhere within this Training Package, or from another endorsed Training Package, or from an Accredited Course.

All elective units selected from outside this qualification must be from an equivalent qualification level or higher.

Elective units selected must not duplicate content already covered by other units in this qualification

Core units

add topic CSCORG601A

Provide leadership in justice services

add topic CSCORG602A

Plan and implement changes in justice services

Elective units

add topic BSBMGT617A

Develop and implement a business plan

add topic CSCINT601A

Coordinate intervention strategies for offenders

add topic CSCOFM601A

Establish offender management practices

add topic CSCORG603A

Manage the delivery of a quality correctional service

add topic CSCORG604A

Establish strategic guidance for correctional services

add topic CSCORG605A

Research issues of concern in correctional services

add topic PSPGOV606A

Prepare high-level/sensitive written materials

add topic PSPHR615A

Manage human resource development strategies

add topic PSPMNGT602B

Manage resources

add topic PSPMNGT615A

Influence workforce effectiveness

add topic PSPOHS601B

Establish and maintain a workplace safety system

add topic PSPPOL501A

Develop organisation policy

add topic PSPPROC607A

Manage strategic contracts

add topic PUACOM004B

Manage organisational communication strategies


    Not applicable.

Entry Requirements

Not applicable.

Licensing Information

Not applicable.

Employability Skills

The following table contains a summary of the employability skills required by the correctional services industry for this qualification. The employability skills facets described here are broad industry requirements that may vary depending on qualification packaging options.



Aspects of the skill that employers identify as important. The nature and application of these facets will vary depending on industry and job type.


participate in high-level consultation processes with colleagues about mutual interests to promote open, frank and confidential discussion

consult with key people inside and allied to justice system with relevant, clear and accurate information

manage sensitive and confidential information, including locating, accessing and authenticating information

acquire, retain, recall and communicate information, including:

applying information and protocols

discarding redundant information and version control

dealing with ambiguity and government changes

responding to diversity, including gender and disability

apply communication approaches that cater to political sensitivities, including:

working within government processes and operational frameworks

balancing intellectual debate, ensuring arguments are backed by clear and accurate information

considering wider organisational and public sector issues

use advanced interpersonal communication skills, including:

applying legislation, regulations and policies

using language calculated to appeal emotionally to a particular audience

covering cultural, ethnic, diversity or equity considerations

selecting a communication style appropriate to the occasion/audience

interacting responsively, critically and confidently with both familiar and unfamiliar groups on specialised topics in formal and informal workplace situations

speaking with confidence and authority, and listening critically

prepare high-level written communication, including complex, confidential and sensitive materials

critically analyse information and prepare persuasive written communication, including:

reading and writing complex and sensitive workplace materials

researching other pertinent information, such as developing trends and supporting and opposing position papers

refining content, structure and sequence according to required purpose of written material

provide feedback on other people’s work in ways suited to the diverse workplace, including creating learning opportunities to improve research

document input and cross-cultural communication requirements


display advanced leadership and foster leadership in others

encourage innovative work practices and provide direction and guidance to work units

ensure that networks and work relationships are developed and maintained to provide identifiable benefits to organisation, clients and services

foster a model of innovative practice in which key people are consulted and contribute constructively to development, implementation and evaluation of services

establish, expand and use strategic networks, identifying and establishing links with key people and building strategic relationships consistent with their roles, responsibilities, skills and levels of commitment

encourage constructive contributions and open debate in a manner that promotes creative and forwardlooking progress

Problem solving

identify problems and sources of potential conflict

propose and implement solutions to resolve problems and conflict

implement change, identify obstacles to change, and use a consultative and collaborative approach to develop constructive strategies to overcome them

resolve problems encountered during implementation of change promptly and effectively, using flexible and reasonable modifications

provide adequate resources to resolve problems and conflicts that cannot be addressed routinely, in a timely manner and considering workplace diversity

ensure that constructive efforts are made to resolve problems to maintain good working relationships and a harmonious work environment

ensure that compromises made during negotiations remain consistent with purposes and objectives of change

Initiative and enterprise

use a wide range of opportunities to raise awareness and commitment to the value of justice services amongst service providers, staff and community

present contemporary issues concerning justice services to key people and communities in a confident and comprehensive way, ensuring open and informed debate and decision making

assess understanding and responses of key people and their level of commitment

present proposals for action and change in a comprehensive and timely manner

design feedback and monitoring mechanisms and systems to ensure implementation of change meets strategic objectives of the organisation

check that all benefits and disadvantages of change have been identified and key people have been advised

introduce implementation activities at a time, level and pace that can be accommodated by those involved

Planning and organising

provide leadership to the planning activities of the work unit, including:

analysing needs

planning, developing, reviewing and promoting services

formulating objectives and strategies to guide organisation’s work

research standards and benchmarks for justice and promote them using flexible consultation strategies with all key people

ensure information on service performance has been gathered from a wide range of sources and that political, legal and structural issues that have an impact on the justice system have been considered when planning for future needs and provisions

ensure people and resources involved in implementation of change have been identified and roles, responsibilities and outcomes are clearly defined

ensure changes represent organisational standards and philosophy

assess and prioritise resource implications of change options

ensure that analysis of implications is consistent with available information

ensure that identified objectives are relevant to services in justice system

provide opportunities for staff at all levels to participate creatively in development of organisational objectives and strategies

promote team commitment and ownership of organisational objectives and strategies

ensure that objectives and strategies are consistent with organisation’s culture, philosophy, purpose and vision and are attainable in realistic timeframes and resources

ensure that objectives and strategies contain sufficient detail to allow planning and development of specific programs of work and take account of constraints and contingencies


promote a positive and energetic image of justice services using a range of media and forums, including

promote compliance with legislation within the organisation, including:

modelling compliance with legislation and related guidelines, procedures and policies

encouraging, assisting and supporting others to comply

provide clear and relevant guidance on values, ethics and standards of practice and give support to promotion and maintenance of these values

foster, develop and use strong working relationships and strategic networks to:

ensure achievement of organisational goals and visions

provide professional support


provide a learning environment, including mentoring, coaching and performance review and professional development of others

exercise a proactive approach to knowledge maintenance and acquisition and personal career and skills development

ensure knowledge is up-to-date, reliable, accurate and consistent with contemporary justice theory

monitor trends in justice, the community and human service delivery to enable provision of authoritative and specialist advice within areas of responsibility

establish systems and policies to support human resource development for organisational development, change management, workforce planning and career management

determine organisational objectives and methodologies, and a framework for ensuring return on investment in line with the organisation’s strategic direction and business goals

establish and maintain strategic networks with industry, similar organisations and providers of learning and development programs

negotiate, allocate and manage resources to address the development needs of organisation in accordance with organisational priorities


incorporate efficient use of technology into work practices and consider this when managing the allocation of resources and the planning and organising of work unit objectives

select appropriate technology to achieve work objectives and departmental goals

identify equipment and technology requirements and use information technology for the generation, collection, storage and dissemination of information

use a wide range of media to gather information

Due to the high proportion of electives required by this qualification, the industry/enterprise requirements described above for each employability skill are representative of the correctional services industry in general and may not reflect specific job roles. Learning and assessment strategies for this qualification should be based on the requirements of the units of competency for this qualification.

This table is a summary of employability skills that are typical of this qualification and should not be interpreted as definitive.