|
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, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included. |
Legislative and procedural requirements may relate to: | applicable commonwealth, state and territory legislation which affects investigative work such as: insurance contracts act workplace safety environmental issues equal employment opportunity industrial relations anti-discrimination and diversity Australian standards and quality assurance authority to conduct investigation award and enterprise agreements evidence collection freedom of information licensing arrangements and certification requirements privacy requirements relevant industry codes of practice restrictions in the use of recording devices surveillance and listening devices. |
Assignment instructionsmay relate to: | assignment objectives and timeframes back-up support client identification and information details communication equipment and procedures instructions from client, supervisor or colleagues legislative requirements relating to work tasks Occupational Health and Safety (OHS) including use of personal protective equipment preferred investigative methods resource and equipment needs site layout including access points use of force use of workplace documentation verbal and non-verbal reporting work schedules including budget work tasks and procedures. |
Personal limitationsmay relate to: | being unsure of best method to complete task compliance with OHS requirements current competence level difficulties in meeting timelines inability to fulfil own role and responsibilities licensing requirements technical expertise understanding of assignment instructions understanding of legal requirements. |
Relevant persons may include: | clients colleagues legal representatives police specialist investigators supervisor workplace trainer or mentor. |
Work performance and conduct may relate to: | code of conduct and ethics professionalism use of initiative to improve own performance use of initiative to update knowledge-base and information related to work tasks and security issues use of interpersonal skills and communication skills which show respect for individual cultural and social differences and the principles of access and equity. |
Investigative tasks may relate to: | conducting interviews and taking statements evaluating evidence and information gathering factual information mobile and static monitoring of persons or property surveillance by foot or vehicle use of information gathering equipment use of specialist surveillance equipment. |
Factorsmay include: | budget constraints competing work demands environmental factors (time, weather) lack of back-up support limits defined through common law, contract law or statutes which apply to the nature of the work being performed limits described in job specifications, policies and procedures non-availability of resources or materials own competency level technology or equipment faults unforeseen incidents unforeseen incidents workplace hazards, risks or controls. |
Feedbackmay be sought from: | comments from supervisor, colleagues, trainer or clients formal or informal performance appraisals personal reflection workplace assessment. |
Competency standards and other relevant benchmarksmay relate to: | client standards codes industry codes of conduct and ethics licensing requirements occupational or functional roles other relevant industry, cross-industry and enterprise units of competency professional accreditation and re-accreditation requirements professional bodies' competencies and codes of practice or ethics quality assurance standards for investigative work regulations statutory and legislative requirements in terms of qualification levels and investigation practices units of competency relevant to investigations work. |
Opportunities for professional developmentmay include: | career planning or development internal or external training provision participating in formal or informal learning programs performance appraisals personal study quality assurance assessments and recommendations Recognition of Prior Learning assessment work experience or exchange opportunities workplace coaching, mentoring or supervision workplace skills assessment. |
Professional networksmay relate to: | government agencies industry peak bodies national and international professional or occupational associations project specific and ad hoc consultative or reference groups regional associations relevant committees and reference groups specific interest or support groups suppliers tertiary and vocational education providers work team. |