Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners

BSBATSIM514A Mapping and Delivery Guide
Recruit and induct staff

Version 1.0
Issue Date: April 2024


Qualification -
Unit of Competency BSBATSIM514A - Recruit and induct staff
Description This unit describes the performance outcomes, skills and knowledge required to recruit and induct new staff and provide ongoing supervision, assessment and support of existing staff, including voluntary staff.Some aspects of governance activities may be subject to legislation, rules, regulations and codes of practice relevant to different job roles and jurisdictions.
Employability Skills This unit contains employability skills.
Learning Outcomes and Application This unit applies to individuals who contribute their skills and knowledge to monitoring and guiding the activities of organisations that are involved in the recruitment and induction of voluntary or paid staff where a manager does not exist.This function may be undertaken by the board when a manager does not exist. Generally, the manager or chief executive officer is responsible for recruiting and supervising junior staff.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.
Prerequisites/co-requisites
Competency Field Regulation, licensing and risk - ATSI governance
Development and validation strategy and guide for assessors and learners Student Learning Resources Handouts
Activities 		Slides
PPT 		Assessment 1 Assessment 2 Assessment 3 Assessment 4
Elements of Competency Performance Criteria              
Element: Plan ongoing staffing requirements
  • Review staffing requirements on a regular basis
  • Initiate knowledge and skill audits to decide on positions required
  • Update recruitment policy and procedures regularly
  • Include additional staffing requirements in the business plan
  • Allocate budget and resources
       
Element: Ensure staff members are recruited in line with policy and procedures
  • Establish a recruitment committee
  • Review, endorse and document a duty statement for the position
  • Inform others of job vacancies
  • Follow the organisation's selection procedures
  • Notify candidates of results and provide feedback on their applications
       
Element: Induct new staff
  • Develop a formal contract for new employees
  • Outline the code of conduct and how it applies
  • Implement induction processes
       
Element: Ensure staff have access to training and development support
  • Assess and record staff development and training needs
  • Identify sources of funding for staff development
  • Ensure required staff training is provided
  • Encourage membership of relevant professional bodies
  • Promote the benefits to other employers of employing local Aboriginal and Torres Strait Islander employees
       
Element: Monitor and assess staff performance regularly
  • Review duty statements at regular intervals
  • Receive and review reports on staff performance
  • Follow policy and procedures to identify the most appropriate person to provide effective feedback to staff on performance
  • Provide feedback to staff according to policy and procedures
       
Element: Oversee staff departures
  • Ensure all contractual obligations and requirements are completed prior to staff departures
  • Adhere to appropriate policies and procedures regarding departures
       


Evidence Required

List the assessment methods to be used and the context and resources required for assessment. Copy and paste the relevant sections from the evidence guide below and then re-write these in plain English.

The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.

Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the ability to:

select and induct staff according to organisational policies and procedures

monitor staff performance and provide feedback according to policies and procedures

identify appropriate professional development activities for staff

ensure policies and procedures relating to staff departures are followed.

Context of and specific resources for assessment

Assessment must ensure:

participation on an actual or simulated board

access to examples of relevant policies and procedures

access to examples of relevant documents

knowledge and performance are assessed over time to confirm consistency in performance.

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:

observation of performance on a board or simulated board

direct questioning combined with reflection of practical board performance by the candidate

analysis of responses to case studies and scenarios

demonstration of techniques

observation of presentations and group discussions

oral or written questioning to assess knowledge

observation of performance in role plays

analysis of feedback from other board members, staff, community or other stakeholders regarding performance.

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:

BSBATSIM506C Develop employment policies.

Submission Requirements

List each assessment task's title, type (eg project, observation/demonstration, essay, assignment, checklist) and due date here

Assessment task 1: [title]      Due date:

(add new lines for each of the assessment tasks)

Assessment Tasks

Copy and paste from the following data to produce each assessment task. Write these in plain English and spell out how, when and where the task is to be carried out, under what conditions, and what resources are needed. Include guidelines about how well the candidate has to perform a task for it to be judged satisfactory.

Required skills

communication, teamwork and negotiation skills to work cooperatively with other board members, management and staff of the organisation, members, community and key stakeholders

culturally appropriate communication skills to relate to people from diverse backgrounds and with diverse abilities

evaluation and decision-making skills to monitor and review information presented to the board and enact decisions

mentoring skills to support and develop new staff

problem-solving skills to identify and manage real and perceived conflict of interest between parties

oral and written communication skills to document duty statements and induct staff

Required knowledge

concept of community control of organisations and how it may impact on staff recruitment and induction processes

cultural context in which Aboriginal and Torres Strait Islander boards operate, including their role in upholding traditional and cultural values, and how that might impact on recruitment and induction processes

equity and diversity principles in relation to staffing

geographic, social, economic and political contexts in which particular organisations operate and how these may impact on recruitment and induction processes

organisationalpolicies, procedures and codes of conduct in relation to staff recruitment and induction, including recruitment and induction procedures

provisions of federal, state or territory legislation and funding body requirements that may impact on recruitment and induction processes

relevant protocols and cultural responsibilities that impact on recruitment and induction processes

training options suitable to staff and board members

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.

Staffing requirements may relate to:

paid staff:

full-time

part-time

casual

contract

voluntary staff.

Recruitment policy and procedures may refer to:

employment of local community members, family and kin

recruitment and selection processes

volunteer register.

Recruitment committee may include:

board members

community members

Elders

independent advisers

senior staff

traditional owners.

Job vacancies may be advertised through:

Aboriginal and Torres Strait Islander news outlets

direct invitation

local, state or territory, and national newspapers

local notices

online

word of mouth.

Results may be advised to candidates:

in writing

in person

by telephone.

Contracts may include:

award-based contracts

verbal or written agreements

workplace agreements.

Induction processes may include:

community profile

job description

organisational structure

meeting staff/team

on-the-job training

policies and procedures

roles and responsibilities

tour of the organisation.

Development and training may include:

accredited and non-accredited training

career planning

cross-cultural training

mentoring.

Staff departures may refer to:

dismissal

redeployment

resignation

retirement

retrenchment.

Copy and paste from the following performance criteria to create an observation checklist for each task. When you have finished writing your assessment tool every one of these must have been addressed, preferably several times in a variety of contexts. To ensure this occurs download the assessment matrix for the unit; enter each assessment task as a column header and place check marks against each performance criteria that task addresses.

Observation Checklist

Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice Yes No Comments/feedback
Review staffing requirements on a regular basis 
Initiate knowledge and skill audits to decide on positions required 
Update recruitment policy and procedures regularly 
Include additional staffing requirements in the business plan 
Allocate budget and resources 
Establish a recruitment committee 
Review, endorse and document a duty statement for the position 
Inform others of job vacancies 
Follow the organisation's selection procedures 
Notify candidates of results and provide feedback on their applications 
Develop a formal contract for new employees 
Outline the code of conduct and how it applies 
Implement induction processes 
Assess and record staff development and training needs 
Identify sources of funding for staff development 
Ensure required staff training is provided 
Encourage membership of relevant professional bodies 
Promote the benefits to other employers of employing local Aboriginal and Torres Strait Islander employees 
Review duty statements at regular intervals 
Receive and review reports on staff performance 
Follow policy and procedures to identify the most appropriate person to provide effective feedback to staff on performance 
Provide feedback to staff according to policy and procedures 
Ensure all contractual obligations and requirements are completed prior to staff departures 
Adhere to appropriate policies and procedures regarding departures 

Forms

Assessment Cover Sheet

BSBATSIM514A - Recruit and induct staff
Assessment task 1: [title]

Student name:

Student ID:

I declare that the assessment tasks submitted for this unit are my own work.

Student signature:

Result: Competent Not yet competent

Feedback to student

 

 

 

 

 

 

 

 

Assessor name:

Signature:

Date:

Assessment Record Sheet

BSBATSIM514A - Recruit and induct staff

Student name:

Student ID:

Assessment task 1: [title] Result: Competent Not yet competent

(add lines for each task)

Feedback to student:

 

 

 

 

 

 

 

 

Overall assessment result: Competent Not yet competent

Assessor name:

Signature:

Date:

Student signature:

Date: