This unit applies to job roles involving developing client relationships with employers and establishing superannuation systems. It does not have application to self-managed superannuation funds.

ELEMENT

PERFORMANCE CRITERIA

1. Establish relationship with current and potential employer clients

1.1. Employer contact is initiated/received and relationship established for ongoing liaison

1.2. Employer system and service needs are discussed

1.3. Employer details are recorded into organisation database

1.4. Arrangements are made for follow-up service

2. Make analysis of employer needs

2.1. Employer information technology systems are reviewed and checked for compatibility

2.2. Employer human resource/superannuation payment systems are reviewed

2.3. Employee information needs are identified

2.4. Special requirements are identified and noted

3. Propose most suitable fund/system for employer clients

3.1. Fund/system options are examined to identify best options for employer

3.2. Proposal is developed and presented to employer

3.3. Organisation procedures and guidelines for ensuring compliance in employer systems are followed

3.4. Proposal is discussed and negotiated with employer and amendments made as necessary

3.5. Ongoing liaison is established to respond to employer questions and difficulties

3.6. Successful proposals are prepared for implementation according to organisation guidelines

4. Set up new employer accounts

4.1. All required information is obtained from employer to set up new accounts

4.2. Employer accounts are set up and checked for accuracy

4.3. Employer/fund communication channels are established

4.4. Confirmation of new accounts is distributed according to organisation guidelines

5. Provide ongoing liaison and management of accounts

5.1. Employer documentation is maintained according to organisation requirements

5.2. Employer is provided with ongoing communications regarding the progress and implementation of superannuation account

5.3. Employer is provided with ongoing contact to respond to enquiries and difficulties

5.4. Employer difficulties, enquiries and/or complaints are responded to efficiently and in accordance with organisation guidelines

5.5. All transactions of employer account are managed and maintained accurately and according to organisation guidelines

6. Apply quality systems

6.1. System and process checks are implemented regularly and any irregularities identified and acted upon

6.2. Consequences of incorrect processing of contributions or benefits are identified and explained

6.3. Work is conducted in accordance with relevant legislation and regulations

6.4. Best practice standards are identified and incorporated into work practice

6.5. Training and professional development are undertaken to maintain currency and develop skills

Required skills

highly-developed communication skills to:

liaise with others, share information, confirm work requirements, using questioning and active listening as required

use language and concepts appropriate to cultural differences

well-developed numeracy and IT skills to:

perform calculations related to superannuation systems

use appropriate software such as word processors, spreadsheets and databases

use internet information

well-developed literacy skills to read and interpret documentation from a variety of sources and record and consolidate related information

interpersonal skills to relate effectively within a team environment

organisation skills, including the ability to plan and sequence work

high level analytical and interpretative skills

self-management skills for complying with ethical, legal and procedural requirements

learning skills to maintain knowledge of changes to compliance legislation and requirements

problem solving skills to address compliance and related issues

judgement skills for forming recommendations in operational situations

management skills for working effectively in a constantly changing environment

Required knowledge

features, compliance and reporting requirements of the Superannuation Industry (Supervision) (SIS) Act, Taxation Act and other relevant legislation

compliance responsibilities for fund administrators

features and benefits of fund options and services

compatibility issues of IT systems with superannuation software

procedures for processing superannuation contributions

IT, human resource and management requirements for superannuation systems

organisation communication and documentation 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

Evidence of the ability to:

review employer technology systems to ensure compatibility

analyse employer system needs

present appropriate/most suitable fund/system for clients

set up new employer accounts and provide ongoing liaison and management of client accounts

assess and analyse employer needs to identify best fund systems to meet employer's needs

develop and present proposals and establish accounts.

Context of and specific resources for assessment

Assessment must ensure:

competency is demonstrated in the context of the work environment and conditions specified in the range statement either in a relevant workplace or a closely simulated work environment

access to and the use of a range of common office equipment, technology, software and consumables

access to organisation financial records

access to organisation policies and procedures.

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge. The following examples, in combination, are appropriate for this unit:

evaluating an integrated activity, which combines the elements of competency for the unit, or a cluster of related units of competency

observing processes and procedures in workplaces

verbal or written questioning on underpinning knowledge and skills

evaluating samples of work

accessing and validating third party reports

setting and reviewing workplace business simulations or scenarios.

Guidance information for assessment

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.

Employer details may include:

contact details

description of IT and payment systems

needs analysis

sales/service strategy.

Follow-up service may include:

development of proposals

forwarding of fund information

meetings

on site visit

phone contact

presentation to employees

presentation to employer

research.

Organisation procedures may include:

best practice standards

codes of practice

documentation and filing procedures

internal communications

legislative requirements

regulatory requirements

system/computer procedures.

Required information may include:

authorisation procedures

contact details

details of fund options taken

employee details

IT system details

payment times

rollover details.

Unit sector

Superannuation

This unit contains employability skills.