The Range Statement provides advice to interpret the scope and context of this unit of competency, allowing for differences between enterprises and workplaces. It relates to the unit as a whole and facilitates holistic assessment. The following variables may be present for this particular unit:
Legislation, codes and national standards relevant to the workplace which may include: | • award and enterprise agreements and relevant industrial instruments • relevant legislation from all levels of government that affects business operation, especially in regard to Occupational Health and Safety and environmental issues, equal opportunity, industrial relations and anti-discrimination • relevant industry codes of practice |
Organisational requirements may be included in: | • quality assurance procedures manual • code of conduct/code of ethics/statement of values • performance appraisal system and personnel procedures • goals, objectives, plans, systems and processes • legal and organisational policy/guidelines and requirements • business and performance plans • access and equity principles and practice • anti-discrimination and related policy • quality and continuous improvement processes and organisational standards • Occupational Health and Safety policies, procedures and programs |
Roles and responsibilities may include: | • job description and employment arrangements • organisation’s policy relevant to work role • team structures • supervision and accountability requirements including Occupational Health and Safety • skills, training and competencies • Code of Conduct |
Interpersonal skills may include: | • using appropriate body language • summarising and paraphrasing • consultation methods, techniques and protocols • seeking feedback from group members to confirm understanding |
The organisation’s goals and objectives may be: | • stated or implied by the way the organisation conducts its business including: • organisational values and behaviours • flexibility, responsiveness • financial performance • work procedures and/or procedures manuals • people management • interpersonal communication • business planning • marketing and customer service • organisational values and behaviours • work procedures and quality assurance manuals |
Feedback on performance may include: | • formal/informal performance appraisals • obtaining comments from supervisors and colleagues • obtaining comments from clients • personal, reflective behaviour strategies • routine organisational methods for monitoring service delivery |
Initiative styles and methods may include: | • techniques for initiating action and directing decision making • strategies for presenting a confident, assured and unhesitant manner in challenging situations • strategies for not accepting unreasonable expectations • maintaining ethical practice and beliefs in the face of opposition • modelling behavioural and personal presentation standards • time management • strategies for acknowledging and respecting the attitudes and beliefs of others • techniques for promoting active and genuine participation |
Negotiation skills may include: | • assertiveness • collaboration • solution designing • confidence building • conflict reduction • stress management • empathising |
Coaching and mentoring assistance may include: | • providing feedback to another team member • fair and ethical practice • non-discriminatory processes and activities • respecting the contribution of all participants and giving credit for achievements • presenting and promoting a positive image of the collective group • problem solving • providing encouragement |
Opportunities to develop innovative work practices may include: | • obtaining feedback from supervisors and colleagues • obtaining feedback from clients • personal, reflective behaviour strategies • routine organisational methods for monitoring service delivery • networking within the organisation and the industry • job rotation/exchanges |