This unit applies to those whose job role includes managing staff and applies to both operational and strategic managers in agriculture, horticulture and land management.

ELEMENT

PERFORMANCE CRITERIA

1. Prepare task descriptions and person specifications

1.1. Tasks are identified and described along with the range of conditions under which performance may need to occur.

1.2. Most appropriate employment arrangements are determined based on employer and employee needs, and responsibilities and rights.

1.3. Person specifications are prepared with due regard to legislation, codes and national standards.

2. Manage workforce performance

2.1. Induction programs are designed for each employee consistent with legislative requirements and enterprise guidelines.

2.2. Terms of engagement for consultants and contractors are clarified and established.

2.3. Induction programs are conducted for new appointees and appropriate records established.

2.4. Strategies for communicating with workers are designed and implemented.

2.5. Performance management strategies are designed and implemented.

2.6. Processes for the termination of non-performing staff are identified and followed as necessary.

3. Support workforce training programs

3.1. Strategies to identify skill and knowledge gaps are designed and implemented with workers, and strategies to address these gaps are implemented.

3.2. On-the-job training is provided to optimise worker performance and to ensure safety and fairness in the workplace.

3.3. Off-the-job training requirements are identified and training is sourced and supported as appropriate.

4. Manage administrative support

4.1. Processes and procedures for the administration of staff records are implemented.

4.2. Administrative procedures and processes to meet legislated requirements are implemented.

4.3. Industrial relations are established and monitored; awards adhered to, enterprise agreements and/or contracts of employment negotiated, and disputes and conflicts resolved.

5. Implement OHS priorities and procedures

5.1. Safety policies are developed and communicated within the enterprise.

5.2. Safe work practices are identified/ designed for all aspects of the operation of the enterprise.

5.3. Safe work practices are communicated and enforced among all members of the workforce.

5.4. All members of staff are involved in hazard identification and risk assessment for OHS.

5.5. New staff are inducted into the workplace OHS system.

Required skills

apply enterprise policies and procedures for staff management

prepare task descriptions and person specifications

arrange employment of workforce members

performance manage staff

administer staff records

manage industrial relations

implement OHS priorities and procedures

review labour productivity

use literacy skills to fulfil job roles as required by the organisation. The level of skill may range from reading and understanding documentation to completion of written reports

use oral communication skills/language competence to fulfil the job role as specified by the organisation including questioning, active listening, asking for clarification, negotiating solutions and responding to a range of views

use numeracy skills to estimate, calculate and record complex workplace measures

use interpersonal skills to work with others and relate to people from a range of cultural, social and religious backgrounds and with a range of physical and mental abilities.

Required knowledge

task descriptions and person specifications

equal opportunity and equal employment opportunity legislation

OHS legislation

relevant industrial awards

performance management approaches

personnel management strategies

employee induction programs

contracts of employment

unfair dismissal legislation

job specifications

interviewing procedures.

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

Competence in managing staff requires evidence that staff have been successfully managed within an enterprise according to the criteria outlined in this standard. The evidence required to demonstrate competency in this unit must be relevant to workplace operations and satisfy holistically all of the requirements of the performance criteria and required skills and knowledge and include achievement of the following:

prepare task descriptions and person specifications

arrange employment of workforce members

implement OHS priorities and procedures

review labour productivity.

Context of and specific resources for assessment

Competency requires the application of work practices under work conditions. Selection and use of resources for some worksites may differ due to the regional or enterprise circumstances.

The range statement relates to the unit of competency as a whole.

Managing staff may include:

all legal requirements for managing staff in the workplace including award and enterprise agreements and relevant industrial instruments

relevant legislation from all levels of government that affects business operation, especially in regard to OHS and environmental issues

equal opportunity

industrial relations

anti-discrimination

relevant industry codes of practice.

Unit sector

Business

This unit contains employability skills.