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

LGAGOVA413B Mapping and Delivery Guide
Promote and maintain positive employee relations

Version 1.0
Issue Date: April 2024


Qualification -
Unit of Competency LGAGOVA413B - Promote and maintain positive employee relations
Description This unit covers developing a productive work environment by promoting positive employee relations. The unit is appropriate for supervisors, team leaders and managers across all areas of the organisation.
Employability Skills This unit contains employability skills.
Learning Outcomes and Application This unit supports the attainment of skills and knowledge required for competent workplace performance in councils of all sizes. Knowledge of the legislation and regulations within which councils must operate is essential. The unique nature of councils, as a tier of government directed by elected members and reflecting the needs of local communities, must be appropriately reflected.
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: Consult with parties to facilitate positive employee relations
  • Consultation process is established and agreed upon by all parties.
  • Consultation between managers, supervisors, employees and union representatives is encouraged.
  • Information on employee relations is assessed, interpreted and provided in a format that is understandable and usable to employees.
  • All employees, including non-union employees and union representatives, are kept informed on all issues that may affect them.
  • Decision-making processes are undertaken that involve the participation of all relevant individuals and bodies.
  • Processes are implemented consistent with council policy and procedures on employee relations.
       
Element: Provide effective counselling opportunities to staff to maintain positive relations
  • Counselling is offered to support employees in relation to work difficulties, career aspirations and personal difficulties.
  • Counselling techniques and styles appropriate to the situation and a diverse workforce are identified.
  • The counselling environment is selected in accordance with staff needs.
  • Active listening techniques are applied to formulate responses to employees.
  • Referrals to appropriate support professionals and agencies are made to aid employee performance and wellbeing where necessary.
  • Confidentiality principles are strictly adhered to.
       
Element: Promote systems that address problems, grievances and disputes
  • Processes and procedures are established and documented to ensure early intervention and identify and minimise problems, grievances or disputes.
  • Processes and procedures are communicated to, and supported by, all relevant groups and individuals.
  • Processes and procedures are followed to facilitate solutions to problems, grievances or disputes in a timely manner.
  • Specialist advice is taken where appropriate and/or when formal hearings are required.
  • A solution is agreed upon that considers the needs of the organisation and the individuals.
  • All proceedings are clearly documented in accordance with legislative and council requirements.
       
Element: Consult with parties to facilitate positive employee relations
  • Consultation process is established and agreed upon by all parties.
  • Consultation between managers, supervisors, employees and union representatives is encouraged.
  • Information on employee relations is assessed, interpreted and provided in a format that is understandable and usable to employees.
  • All employees, including non-union employees and union representatives, are kept informed on all issues that may affect them.
  • Decision-making processes are undertaken that involve the participation of all relevant individuals and bodies.
  • Processes are implemented consistent with council policy and procedures on employee relations.
       
Element: Provide effective counselling opportunities to staff to maintain positive relations
  • Counselling is offered to support employees in relation to work difficulties, career aspirations and personal difficulties.
  • Counselling techniques and styles appropriate to the situation and a diverse workforce are identified.
  • The counselling environment is selected in accordance with staff needs.
  • Active listening techniques are applied to formulate responses to employees.
  • Referrals to appropriate support professionals and agencies are made to aid employee performance and wellbeing where necessary.
  • Confidentiality principles are strictly adhered to
       
Element: Promote systems that address problems, grievances and disputes
  • Processes and procedures are established and documented to ensure early intervention and identify and minimise problems, grievances or disputes.
  • Processes and procedures are communicated to, and supported by, all relevant groups and individuals.
  • Processes and procedures are followed to facilitate solutions to problems, grievances or disputes in a timely manner.
  • Specialist advice is taken where appropriate and/or when formal hearings are required.
  • A solution is agreed upon that considers the needs of the organisation and the individuals.
  • All proceedings are clearly documented in accordance with legislative and council 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.

Overview of assessment requirements

A person who demonstrates competency in this unit will be able to perform the outcomes described in the Elements to the required performance level detailed in the Performance Criteria. The knowledge and skill requirements described in the Range Statement must also be demonstrated. For example, knowledge of the legislative framework and safe work practices that underpin the performance of the unit are also required to be demonstrated.

Critical aspects of evidence to be considered

The demonstrated ability to:

consult relevant parties to promote positive employee relations

provide effective counselling opportunities to employees to maintain positive relations

develop grievance processes and procedures to resolve problems, grievances or disputes in a prompt manner that optimises the likelihood of a positive outcome

Context of assessment

Competency is demonstrated by performance of all stated criteria, with particular attention to the critical aspects and the knowledge and skills elaborated in the Evidence Guide, and within the scope of the Range Statement.

Relationship to other units(prerequisite or co-requisite units)

To enable holistic assessment this unit may be assessed with other units that form part of the job role.

Method of assessment

The following assessment methods are suggested:

observation of the learner performing a range of workplace tasks over sufficient time to demonstrate handling of a range of contingencies

written and/or oral questioning to assess knowledge and understanding

completion of workplace documentation

third-party reports from experienced practitioners

completion of self-paced learning materials including personal reflection and feedback from trainer, coach or supervisor

Evidence required for demonstration of consistent performance

Evidence should be collected over a set period of time that is sufficient to include dealings with an appropriate range and variety of situations.

Resource implications

The learner and trainer should have access to appropriate documentation and resources normally used in the workplace that should include:

records and filing system

telephone

council procedures

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.

This describes the essential skills and knowledge and their level, required for this unit

Required Skills

report writing

awards and enterprise agreement interpretation

strategic planning in relation to organisation and employee problem solving and decision making

negotiation with management, unions and employees

communication and consultation

conflict management

counselling

debating and advocacy

project management

Required Knowledge

human resource legislation

methods of consultation with unions, employees and management

counselling policy and procedures

organisational systems

industrial awards and agreements

council policy and procedures regarding performance management and assessment systems

employee training procedures

disciplinary and termination policies and procedures

organisational plans and objectives

human resource planning

all legislation relevant to the organization that impacts on people's performance

internal and external organisational support services for employees

unfair dismissal rules and due process

staff development strategies

grievance procedures

counselling techniques

conflict and grievance resolution strategies

negotiation and mediation techniques

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 in the Performance Criteria is detailed below.

Counselling may include:

recruitment

training and development

selection

termination

disciplinary

exit interviews

external counselling

career development

A diverse workforce may include any difference between individuals and groups such as:

age

gender

race

nationality

political and philosophical beliefs

specific individual or group characteristics

Specialist advice may include:

legal and employee relations experts

experts in the conduct of formal hearings in the relevant jurisdiction

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
Consultation process is established and agreed upon by all parties. 
Consultation between managers, supervisors, employees and union representatives is encouraged. 
Information on employee relations is assessed, interpreted and provided in a format that is understandable and usable to employees. 
All employees, including non-union employees and union representatives, are kept informed on all issues that may affect them. 
Decision-making processes are undertaken that involve the participation of all relevant individuals and bodies. 
Processes are implemented consistent with council policy and procedures on employee relations. 
Counselling is offered to support employees in relation to work difficulties, career aspirations and personal difficulties. 
Counselling techniques and styles appropriate to the situation and a diverse workforce are identified. 
The counselling environment is selected in accordance with staff needs. 
Active listening techniques are applied to formulate responses to employees. 
Referrals to appropriate support professionals and agencies are made to aid employee performance and wellbeing where necessary. 
Confidentiality principles are strictly adhered to. 
Processes and procedures are established and documented to ensure early intervention and identify and minimise problems, grievances or disputes. 
Processes and procedures are communicated to, and supported by, all relevant groups and individuals. 
Processes and procedures are followed to facilitate solutions to problems, grievances or disputes in a timely manner. 
Specialist advice is taken where appropriate and/or when formal hearings are required. 
A solution is agreed upon that considers the needs of the organisation and the individuals. 
All proceedings are clearly documented in accordance with legislative and council requirements. 
Consultation process is established and agreed upon by all parties. 
Consultation between managers, supervisors, employees and union representatives is encouraged. 
Information on employee relations is assessed, interpreted and provided in a format that is understandable and usable to employees. 
All employees, including non-union employees and union representatives, are kept informed on all issues that may affect them. 
Decision-making processes are undertaken that involve the participation of all relevant individuals and bodies. 
Processes are implemented consistent with council policy and procedures on employee relations. 
Counselling is offered to support employees in relation to work difficulties, career aspirations and personal difficulties. 
Counselling techniques and styles appropriate to the situation and a diverse workforce are identified. 
The counselling environment is selected in accordance with staff needs. 
Active listening techniques are applied to formulate responses to employees. 
Referrals to appropriate support professionals and agencies are made to aid employee performance and wellbeing where necessary. 
Confidentiality principles are strictly adhered to 
Processes and procedures are established and documented to ensure early intervention and identify and minimise problems, grievances or disputes. 
Processes and procedures are communicated to, and supported by, all relevant groups and individuals. 
Processes and procedures are followed to facilitate solutions to problems, grievances or disputes in a timely manner. 
Specialist advice is taken where appropriate and/or when formal hearings are required. 
A solution is agreed upon that considers the needs of the organisation and the individuals. 
All proceedings are clearly documented in accordance with legislative and council requirements 

Forms

Assessment Cover Sheet

LGAGOVA413B - Promote and maintain positive employee relations
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

LGAGOVA413B - Promote and maintain positive employee relations

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: