Application
This unit describes the skills and knowledge required to supervise staff who perform agreed duties at an alternative site (usually home) during some or all of the scheduled work hours. Off-site work is a flexible employment option that meets all legal and regulatory employment requirements.
It applies to individuals who may be supervisors or team leaders and have responsibility for overseeing the work of off-site staff.
Increasingly, managers and staff are at different locations and the opportunities for face to face communication are reduced. In these cases, individuals must develop different techniques and approaches to ensure quality standards and work outcomes are met.
No licensing, legislative or certification requirements apply to this unit at the time of publication.
Elements and Performance Criteria
ELEMENT | PERFORMANCE CRITERIA |
Elements describe the essential outcomes. | Performance criteria describe the performance needed to demonstrate achievement of the element. |
1. Facilitate off-site work outcomes | 1.1 Clarify roles and responsibilities of off-site work supervisors with management and off-site staff 1.2 Provide leadership and direction to off-site staff to foster independent self managed work practices that address agreed outcomes in terms of quality and milestones 1.3 Ensure that work objectives for off-site staff are linked to measurable targets and include agreed timeframes 1.4 Use participative, transparent decision making to review work allocation responsibilities of off-site staff and related on-site staff |
2. Support off-site staff | 2.1 Provide guidance to off-site staff to establish and maintain a supportive working environment in accordance with legal and organisational requirements 2.2 Assign key personnel/mentors to support off-site staff and to provide a link between off 2.3 Establish and maintain effective working relations between on-site staff and off-site staff through regular meetings and other occasions used to build organisational culture and values |
3. Manage off-site staff performance | 3.1 Plan and conduct regular meetings to determine individual progress, identify needs, clarify and solve issues, and provide networking opportunities 3.2 Evaluate performance against agreed goals and targets and address in accordance with organisational policy and practice 3.3 Address problems in work performance through constructive solutions identified with off 3.4 Ensure evidence relating to performance is valid, documented and evaluated to identify learning and development requirements |
Foundation Skills
This section describes language, literacy, numeracy and employment skills incorporated in the performance criteria that are required for competent performance.
Skill | Performance Criteria | Description |
Reading | 1.3, 2.1, 3.2, 3.4 | Uses various strategies to identify and interpret relevant information within job specifications and processes |
Writing | 1.1, 1.2, 1.3, 3.2, 3.4 | Researches, plans and prepares documentation related to performance management outcomes using grammatical structures and conventions appropriate to the task |
Oral Communication | 1.1, 1.2, 1.4, 2.1, 2.3, 3.1, 3.3 | Uses listening and questioning skills to discuss and seek opinion about roles and responsibilities Presents information to a range of audiences using structure and language to suit audience |
Numeracy | 1.2, 1.3 | Selects and interprets mathematical information that is partly embedded in a range tasks to determine timelines and milestones |
Navigate the world of work | 2.1 | Adheres to organisational policies, procedures and legislative requirements |
Interact with others | 1.1, 1.2, 2.1, 2.3, 3.3 | Establishes and uses appropriate communication conventions and protocols to facilitate effective communication between staff Collaborates with others to achieve joint outcomes, playing an active role in facilitating effective group communication, influencing direction and taking a leadership role on occasion Recognises the importance of building rapport to establish effective working relationships Recognises the importance of taking audience, purpose and contextual factors into account when deciding what to communicate, with whom, and how |
Get the work done | 1.1, 1.3, 1.4, 2.2, 3.1, 3.2, 3.3, 3.4 | Takes responsibility for planning and organising own workload and work tasks of others Uses systematic, analytical processes to evaluate performance or solve problems Uses a range of digitally based technology and applications to access and filter data, extract, organise, integrate and share relevant information Recognises the potential of new approaches to enhance work practices and outcomes |
Sectors
Management and Leadership – Management