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

BSBFLM305B Mapping and Delivery Guide
Support operational plan

Version 1.0
Issue Date: March 2024


Qualification -
Unit of Competency BSBFLM305B - Support operational plan
Description This unit specifies the outcomes required to provide support for operational practices and procedures within the organisation's productivity and profitability plans. This includes contributing to the operational plan, assisting in recruiting employees and acquiring resources, and monitoring and adjusting operational performance. This unit replaces BSBFLM305A Support operational plan. Frontline managers are actively engaged in planning activities to achieve the measurable, stated objectives of the team and the organisation. This key role is carried out to provide safe, efficient and effective products and services to customer satisfaction within the organisation's productivity and profitability plans. At this level, work will normally be carried out within known routines, methods and procedures, and may also involve a number of complex or non-routine activities that require some discretion and judgement. This unit is related to BSBFLM405B Implement operational plan. Consider co-assessment with BSBFLM303B Contribute to effective workplace relationships, BSBFLM306B Provide workplace information and resourcing plans, BSBFLM312A Contribute to team effectiveness, BSBCMN311A Maintain workplace safety and BSBFLM309B Support continuous improvement systems and processes. This unit specifies the outcomes required to provide support for operational practices and procedures within the organisation's productivity and profitability plans. This includes contributing to the operational plan, assisting in recruiting employees and acquiring resources, and monitoring and adjusting operational performance. This unit replaces BSBFLM305A Support operational plan. Frontline managers are actively engaged in planning activities to achieve the measurable, stated objectives of the team and the organisation. This key role is carried out to provide safe, efficient and effective products and services to customer satisfaction within the organisation's productivity and profitability plans. At this level, work will normally be carried out within known routines, methods and procedures, and may also involve a number of complex or non-routine activities that require some discretion and judgement. This unit is related to BSBFLM405B Implement operational plan. Consider co-assessment with BSBFLM303B Contribute to effective workplace relationships, BSBFLM306B Provide workplace information and resourcing plans, BSBFLM312A Contribute to team effectiveness, BSBCMN311A Maintain workplace safety and BSBFLM309B Support continuous improvement systems and processes.
Employability Skills Not applicable.
Learning Outcomes and Application Not applicable.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.
Prerequisites/co-requisites Not applicable.
Competency Field
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: Contribute to implementation of operational plan
  • Details of resource requirements are collected, recorded and reported to relevant personnel
  • Support of operational plan contributes to the achievement of the organisation's performance and business plan
  • Key performance indicators are identified and used to measure own and work team's performance
  • Contingency planning is undertaken as required
  • The development and presentation of proposals for resource requirements is supported as required
       
Element: Assist in recruiting employees and acquiring resources
  • Assistance with employee recruitment and/or induction within the organisation's policies and practices is provided as required
  • Physical resources and services are acquired according to the organisation's policies, practices and procedures and in consultation with relevant personnel
       
Element: Support operations
  • Performance systems and processes are identified and used to assess progress in achieving team plans and targets
  • Short-term budgets, targets and performance results are identified and compared to actual productivity and performance
  • Unsatisfactory performance is identified and reported to relevant personnel, to enable action to be taken to rectify the situation
  • Coaching is provided to support individuals and teams to use resources effectively, economically and safely
  • Consultation processes for the development and/or variation of the operational plan are supported as required
  • Recommendations for variation to operational plans are presented to relevant personnel
  • Systems, procedures and records associated with performance are followed in accordance with the organisation's requirements
       


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 to inform and support appropriate assessment of this unit. It contains an overview of the assessment requirements followed by identification of specific aspects of evidence that will need to be addressed in determining competence. The Evidence Guide is an integral part of the unit and should be read and interpreted in conjunction with the other components of competency. Assessment must reflect the endorsed Assessment Guidelines of the parent Training Package.

Overview of Assessment Requirements

A person who demonstrates competence in this standard must be able to provide evidence that they are able to support an operational plan. This will include monitoring and adjusting operational performance, producing short-term plans for the department or section, planning and acquiring resources and providing reports on performance as required.

Specific Evidence Requirements

Required knowledge and understanding include:

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

general understanding of the principles and techniques of:

- short-term operational scheduling

- physical resources and services acquisition procedures and/or systems

- budget and performance figures interpretation

- performance monitoring within defined job role

- performance reporting

- problem identification and resolution

- alternative approaches to improving resource usage and eliminating resource inefficiencies and waste within defined job role

- support for individuals and teams who have difficulty in performing to the required standard

Required skills and attributes include:

ability to relate to people from a range of social, cultural and ethnic backgrounds and physical and mental abilities

functional literacy skills to access and use workplace information

skills to:

- maintain a safe workplace and environment

- access and use feedback to improve operational performance

- prepare recommendations to improve operations

- access and use established systems and processes

coaching and mentoring skills to provide support to colleagues

Key competencies or generic skills relevant to this unit

The seven key competencies represent generic skills considered essential for effective work participation. Innovation skills represent a further area of generic competence. The bracketed numbering indicates the performance level required in this unit:

Level (1) represents the competence to undertake tasks effectively

Level (2) represents the competence to manage tasks

Level (3) represents the competence to use concepts for evaluating and reshaping tasks. The bulleted points provide examples of how the key competencies can be applied for this unit.

Communicating ideas and information (2)

sharing information with members of the work team about implementing and monitoring the operational plan

Collecting, analysing and organising information (2)

acquiring information for monitoring and reporting purposes

Planning and organising activities (2)

assisting in planning resource acquisition and usage including human resources, risk management and contingency planning

Working in a team (2)

achieving planning outcomes, especially in regard to team effectiveness

Using mathematical ideas and techniques (1)

carrying out calculations associated with resource usage analysing and monitoring budget and financial plans

Solving problems (2)

monitoring and implementing risk management procedures and contingency plans addressing unsatisfactory performance in all areas of the operation

Using technology (1)

assisting in the management of information to achieve planned outcomes

Innovation skills (2)

creating innovative methods to achieve planned outcomes

Products that could be used as evidence include:

documentation produced while working with the operational plan, such as:

- suggestions for variations to the operational plan

- rosters and staff allocation

- short-term resource acquisition planning

- actions taken to address day-to-day resource shortfalls

- monitoring of financial plans and budgets

- contingency planning

- risk management plans

- learning and development plans for team members

- materials developed for coaching

- induction programs conducted

- actions taken to acknowledge poor, unsafe or excellent performance

- actions taken to address issues and problems within work team

- suggestions and input into management decisions related to the operational plan

- records of people management lessons learned

Processes that could be used as evidence include:

how resource allocation has been managed

how work was allocated within the work team and the rationale used for such allocations

how financial plans and budgets were formulated at operational level

how the operational plan was managed

how team members were guided and supported in performing their role including induction process for new team members

how individual learning and development pathways were developed

how performance management system was implemented within work team

how problems and issues within the work team were addressed

how input and advice was provided to management in relation to human resource management of the work team

how own people management processes were reviewed and evaluated, and improvements identified, reported and acted upon

Resource implications for assessment include:

access by the learner and trainer to appropriate documentation and resources normally used in the workplace

Validity and sufficiency of evidence requires:

that this unit can be assessed in the workplace or in a closely simulated work environment

that where assessment is part of a learning experience, evidence will need to be collected over a period of time, involving both formative and summative assessment

that examples of actions taken by the candidate to support the operational plan are provided

Integrated competency assessment means:

that this unit should be assessed with other frontline management units taken as part of this qualification as applicable to the candidate's leadership role in a work team, and as part of an integrated assessment activity

The Evidence Guide provides advice to inform and support appropriate assessment of this unit. It contains an overview of the assessment requirements followed by identification of specific aspects of evidence that will need to be addressed in determining competence. The Evidence Guide is an integral part of the unit and should be read and interpreted in conjunction with the other components of competency. Assessment must reflect the endorsed Assessment Guidelines of the parent Training Package.

Overview of Assessment Requirements

A person who demonstrates competence in this standard must be able to provide evidence that they are able to support an operational plan. This will include monitoring and adjusting operational performance, producing short-term plans for the department or section, planning and acquiring resources and providing reports on performance as required.

Specific Evidence Requirements

Required knowledge and understanding include:

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

general understanding of the principles and techniques of:

- short-term operational scheduling

- physical resources and services acquisition procedures and/or systems

- budget and performance figures interpretation

- performance monitoring within defined job role

- performance reporting

- problem identification and resolution

- alternative approaches to improving resource usage and eliminating resource inefficiencies and waste within defined job role

- support for individuals and teams who have difficulty in performing to the required standard

Required skills and attributes include:

ability to relate to people from a range of social, cultural and ethnic backgrounds and physical and mental abilities

functional literacy skills to access and use workplace information

skills to:

- maintain a safe workplace and environment

- access and use feedback to improve operational performance

- prepare recommendations to improve operations

- access and use established systems and processes

coaching and mentoring skills to provide support to colleagues

Key competencies or generic skills relevant to this unit

The seven key competencies represent generic skills considered essential for effective work participation. Innovation skills represent a further area of generic competence. The bracketed numbering indicates the performance level required in this unit:

Level (1) represents the competence to undertake tasks effectively

Level (2) represents the competence to manage tasks

Level (3) represents the competence to use concepts for evaluating and reshaping tasks. The bulleted points provide examples of how the key competencies can be applied for this unit.

Communicating ideas and information (2)

sharing information with members of the work team about implementing and monitoring the operational plan

Collecting, analysing and organising information (2)

acquiring information for monitoring and reporting purposes

Planning and organising activities (2)

assisting in planning resource acquisition and usage including human resources, risk management and contingency planning

Working in a team (2)

achieving planning outcomes, especially in regard to team effectiveness

Using mathematical ideas and techniques (1)

carrying out calculations associated with resource usage analysing and monitoring budget and financial plans

Solving problems (2)

monitoring and implementing risk management procedures and contingency plans addressing unsatisfactory performance in all areas of the operation

Using technology (1)

assisting in the management of information to achieve planned outcomes

Innovation skills (2)

creating innovative methods to achieve planned outcomes

Products that could be used as evidence include:

documentation produced while working with the operational plan, such as:

- suggestions for variations to the operational plan

- rosters and staff allocation

- short-term resource acquisition planning

- actions taken to address day-to-day resource shortfalls

- monitoring of financial plans and budgets

- contingency planning

- risk management plans

- learning and development plans for team members

- materials developed for coaching

- induction programs conducted

- actions taken to acknowledge poor, unsafe or excellent performance

- actions taken to address issues and problems within work team

- suggestions and input into management decisions related to the operational plan

- records of people management lessons learned

Processes that could be used as evidence include:

how resource allocation has been managed

how work was allocated within the work team and the rationale used for such allocations

how financial plans and budgets were formulated at operational level

how the operational plan was managed

how team members were guided and supported in performing their role including induction process for new team members

how individual learning and development pathways were developed

how performance management system was implemented within work team

how problems and issues within the work team were addressed

how input and advice was provided to management in relation to human resource management of the work team

how own people management processes were reviewed and evaluated, and improvements identified, reported and acted upon

Resource implications for assessment include:

access by the learner and trainer to appropriate documentation and resources normally used in the workplace

Validity and sufficiency of evidence requires:

that this unit can be assessed in the workplace or in a closely simulated work environment

that where assessment is part of a learning experience, evidence will need to be collected over a period of time, involving both formative and summative assessment

that examples of actions taken by the candidate to support the operational plan are provided

Integrated competency assessment means:

that this unit should be assessed with other frontline management units taken as part of this qualification as applicable to the candidate's leadership role in a work team, and as part of an integrated assessment activity


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.

Not applicable.

The Range Statement adds definition to the unit by elaborating critical or significant aspects of the performance requirements of the unit. The Range Statement establishes the range of indicative meanings or applications of these requirements in different operating contexts and conditions. The specific aspects which require elaboration are identified by the use of italics in the Performance Criteria.

Legislation, codes and national standards relevant to the workplace 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 (OHS) and environmental issues, equal opportunity, industrial relations and anti-discrimination

relevant industry codes of practice

OHS considerations may include:

provision of information about OHS legislative requirements, guidelines and the organisation's OHS policies, procedures and programs

consideration of OHS requirements in the planning process

inclusion of OHS key performance indicators (KPIs)

participation in the regular update of OHS systems and procedures

dissemination of organisation's procedures for dealing with hazardous events

Resource requirements may include:

supply of resources

stock requirements and requisitions

purchasing or ordering of goods

Relevant personnel may include:

managers

supervisors

other employees

colleagues and specialist resource managers

OHS committees and other people with specialist responsibilities

unions/employee groups

Operational plan may include:

tactical plans developed by the department or section to detail product and service performance

organisational plans

Key performance indicators may refer to:

measures for monitoring or evaluating the efficiency or effectiveness of a system, and which may be used to demonstrate accountability and identify areas for improvements

Contingency planning may refer to:

rental, hire purchase or alternative means of procurement of required materials, equipment and stock

contracting out or outsourcing human resource and other functions or tasks

restructuring of organisation to reduce labour costs

strategies for reducing costs, wastage, stock or consumables

diversification of outcomes

recycling and re-use

finding cheaper or lower quality raw materials and consumables

seeking further funding

increasing sales or production

risk identification, assessment and management processes

succession planning

The organisation's policies and practices may include:

those organisational guidelines which govern and prescribe operational functions, such as the acquisition and management of human and physical resources

Standard Operating Procedures

undocumented practices in line with organisational operations

organisational culture

Performance systems and processes may be:

formal or informal processes within the organisation, such as:

- Key Performance Indicators (KPIs)

- specified work outcomes

- individual and team work plans

- feedback arrangements

informal systems used in the place of existing organisation-wide systems

Consultation processes may refer to:

meetings, interviews, brainstorming sessions, email/intranet communications, newsletters or other processes and devices which ensure that all employees have the opportunity to contribute to team and individual operational plans

mechanisms used to provide feedback to the work team in relation to outcomes of consultation

Systems, procedures and records may include:

individual and team performance plans

organisational policies and procedures relative to performance

databases and other recording mechanisms

The Range Statement adds definition to the unit by elaborating critical or significant aspects of the performance requirements of the unit. The Range Statement establishes the range of indicative meanings or applications of these requirements in different operating contexts and conditions. The specific aspects which require elaboration are identified by the use of italics in the Performance Criteria.

Legislation, codes and national standards relevant to the workplace 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 (OHS) and environmental issues, equal opportunity, industrial relations and anti-discrimination

relevant industry codes of practice

OHS considerations may include:

provision of information about OHS legislative requirements, guidelines and the organisation's OHS policies, procedures and programs

consideration of OHS requirements in the planning process

inclusion of OHS key performance indicators (KPIs)

participation in the regular update of OHS systems and procedures

dissemination of organisation's procedures for dealing with hazardous events

Resource requirements may include:

supply of resources

stock requirements and requisitions

purchasing or ordering of goods

Relevant personnel may include:

managers

supervisors

other employees

colleagues and specialist resource managers

OHS committees and other people with specialist responsibilities

unions/employee groups

Operational plan may include:

tactical plans developed by the department or section to detail product and service performance

organisational plans

Key performance indicators may refer to:

measures for monitoring or evaluating the efficiency or effectiveness of a system, and which may be used to demonstrate accountability and identify areas for improvements

Contingency planning may refer to:

rental, hire purchase or alternative means of procurement of required materials, equipment and stock

contracting out or outsourcing human resource and other functions or tasks

restructuring of organisation to reduce labour costs

strategies for reducing costs, wastage, stock or consumables

diversification of outcomes

recycling and re-use

finding cheaper or lower quality raw materials and consumables

seeking further funding

increasing sales or production

risk identification, assessment and management processes

succession planning

The organisation's policies and practices may include:

those organisational guidelines which govern and prescribe operational functions, such as the acquisition and management of human and physical resources

Standard Operating Procedures

undocumented practices in line with organisational operations

organisational culture

Performance systems and processes may be:

formal or informal processes within the organisation, such as:

- Key Performance Indicators (KPIs)

- specified work outcomes

- individual and team work plans

- feedback arrangements

informal systems used in the place of existing organisation-wide systems

Consultation processes may refer to:

meetings, interviews, brainstorming sessions, email/intranet communications, newsletters or other processes and devices which ensure that all employees have the opportunity to contribute to team and individual operational plans

mechanisms used to provide feedback to the work team in relation to outcomes of consultation

Systems, procedures and records may include:

individual and team performance plans

organisational policies and procedures relative to performance

databases and other recording mechanisms

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
Details of resource requirements are collected, recorded and reported to relevant personnel 
Support of operational plan contributes to the achievement of the organisation's performance and business plan 
Key performance indicators are identified and used to measure own and work team's performance 
Contingency planning is undertaken as required 
The development and presentation of proposals for resource requirements is supported as required 
Assistance with employee recruitment and/or induction within the organisation's policies and practices is provided as required 
Physical resources and services are acquired according to the organisation's policies, practices and procedures and in consultation with relevant personnel 
Performance systems and processes are identified and used to assess progress in achieving team plans and targets 
Short-term budgets, targets and performance results are identified and compared to actual productivity and performance 
Unsatisfactory performance is identified and reported to relevant personnel, to enable action to be taken to rectify the situation 
Coaching is provided to support individuals and teams to use resources effectively, economically and safely 
Consultation processes for the development and/or variation of the operational plan are supported as required 
Recommendations for variation to operational plans are presented to relevant personnel 
Systems, procedures and records associated with performance are followed in accordance with the organisation's requirements 

Forms

Assessment Cover Sheet

BSBFLM305B - Support operational plan
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

BSBFLM305B - Support operational plan

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: