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

LGAGOVA503A Mapping and Delivery Guide
Implement recruitment systems

Version 1.0
Issue Date: April 2024


Qualification -
Unit of Competency LGAGOVA503A - Implement recruitment systems
Description This unit covers the development of a recruitment, selection and induction strategy.
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: Assist in developing recruitment strategy
  • Job and person specifications are reviewed on a regular basis as set by council policy.
  • Processes and procedures are developed that ensure council and legislative regulations and human resource good practice are met.
  • Methods of recruiting are identified.
  • Selection process is determined to comply with legal requirements and to select the most meritorious applicant according to selection criteria and equal employment opportunity legislation.
  • Various selection techniques are incorporated into the selection process as appropriate to the position.
  • Specification of time frames is included in the strategy.
       
Element: Implement recruitment strategy
  • Selection process is in line with predetermined methodology and criteria are established on a merit basis.
  • All applicants are assessed against the same selection criteria.
  • Principles of confidentiality are maintained throughout the process.
  • Legal and award requirements, including equal employment opportunity legislation, are met by the selection process.
  • Selection process is fair, equitable and justifiable from the evidence gained and process used.
  • Applicants are informed promptly and accurately of the selection process and its outcomes.
  • Unsuccessful applicants are provided with feedback in line with council policy and procedures.
  • Recruitment and selection process is clearly documented.
       
Element: Establish selection panel
  • Selection panel is composed of members with the required attributes and selection techniques training.
  • Location and format of interviews are planned to ensure an efficient, effective and fair process.
  • Selection brief is supplied to ensure compliance with merit principles and selection criteria.
       
Element: Participate in appeal process when required
  • Detailed, accurate response is prepared on request from legislative authority or in accordance with council grievance procedures.
  • Council is represented in any negotiation and/or conciliation processes.
  • Council recruitment and selection procedures are evaluated in terms of appeal outcome and necessary modifications are implemented.
       
Element: Induct successful applicant
  • Confirmation of applicant is sought and an entry on duty is arranged.
  • Appropriate administrative action is monitored to assist line managers in ensuring a smooth entry on duty.
  • Induction program is organised for successful applicant.
       


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

Legal requirements are met.

Induction program is organised.

Induction plan is developed.

Information package for each position is provided.

Review of job and person specifications is conducted.

Recruitment documentation checklist is completed.

Selection techniques training is delivered.

Adoption of merit principles is monitored.

Context of assessment

On the job or in a simulated work environment.

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 will need to be gathered over time across a range of variables.

Resource implications

Access to a workplace or simulated case study that incorporates a range of recruitment scenarios covering:

employment requirements

selection processes

appeal processes

induction

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

advertising design and placement

assessment of competence

interviewing techniques

report writing

record keeping

Required Knowledge

human resources strategic plan

principles and practices of:

equal employment opportunity legislation

affirmative action

merit principles

corporate plan and organisational structure and culture

recruitment policies and procedures

selection tools and techniques

awards and salary structures

job descriptions

freedom of information

competency standards

council code of conduct and confidentiality procedures

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.

Methods of recruiting may include:

open market

in-house

expression of interest

secondment

Selection techniques may include:

workplace assessment

qualifications

weighting of criteria

licensing requirements

tests

demonstration

case study

Positions may include:

internal

external

permanent

temporary

casual

part time

job sharing

contract

Fair and equitable process may include:

bias and discrimination is avoided as set out in anti-discrimination legislation and merit principles

Recruitment and selection process may include:

job and person specifications

method of recruitment

selection panels

selection tools to be used

time frames for the recruitment and selection

location and format of interview

Implement recruitment strategy may include:

human resources officer

manager or team leader

external contractor or consultant

Induction program may be on or off the job and include:

employment responsibilities

performance management

organisational structure

policies regarding occupational health and safety, equal employment opportunity and harassment

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
Job and person specifications are reviewed on a regular basis as set by council policy. 
Processes and procedures are developed that ensure council and legislative regulations and human resource good practice are met. 
Methods of recruiting are identified. 
Selection process is determined to comply with legal requirements and to select the most meritorious applicant according to selection criteria and equal employment opportunity legislation. 
Various selection techniques are incorporated into the selection process as appropriate to the position. 
Specification of time frames is included in the strategy. 
Selection process is in line with predetermined methodology and criteria are established on a merit basis. 
All applicants are assessed against the same selection criteria. 
Principles of confidentiality are maintained throughout the process. 
Legal and award requirements, including equal employment opportunity legislation, are met by the selection process. 
Selection process is fair, equitable and justifiable from the evidence gained and process used. 
Applicants are informed promptly and accurately of the selection process and its outcomes. 
Unsuccessful applicants are provided with feedback in line with council policy and procedures. 
Recruitment and selection process is clearly documented. 
Selection panel is composed of members with the required attributes and selection techniques training. 
Location and format of interviews are planned to ensure an efficient, effective and fair process. 
Selection brief is supplied to ensure compliance with merit principles and selection criteria. 
Detailed, accurate response is prepared on request from legislative authority or in accordance with council grievance procedures. 
Council is represented in any negotiation and/or conciliation processes. 
Council recruitment and selection procedures are evaluated in terms of appeal outcome and necessary modifications are implemented. 
Confirmation of applicant is sought and an entry on duty is arranged. 
Appropriate administrative action is monitored to assist line managers in ensuring a smooth entry on duty. 
Induction program is organised for successful applicant. 

Forms

Assessment Cover Sheet

LGAGOVA503A - Implement recruitment systems
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

LGAGOVA503A - Implement recruitment systems

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: