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.

Prerequisite Unit/s

ELEMENT

PERFORMANCE CRITERIA

1. Plan and allocate team roles and responsibilities

1.1. Goals and strategies for team are discussed and agreed upon in accordance with the organisation's goals, plans and objectives and relevant legislation.

1.2. Standards of performance required by team and individuals are established based on organisational needs.

1.3. Work requirements and performance expectations are identified and clearly presented to team members.

1.4. Duties, rosters and/or responsibilities are allocated in accordance with organisational requirements.

1.5. Conflict is resolved by negotiation.

2. Monitor and maintain team performance

2.1. Work outputs are monitored against agreed work requirements and performance expectations.

2.2. Alternative strategies to achieve team tasks are identified.

2.3. Team members are provided with feedback, positive support and advice on strategies to overcome any deficiencies.

2.4. Difficult situations are handled effectively using collaborative problem-solving techniques.

2.5. Team members are provided with feedback and positive support when agreed standard of performance is achieved.

2.6. Performance issues that cannot be rectified or addressed within the team are referred to appropriate personnel in accordance with organisational policies and procedures.

2.7. Own fulfilment of team leader responsibilities is regularly evaluated and self-development opportunities are undertaken where necessary.

3. Facilitate change

3.1. Organisational change policies are communicated effectively to team members.

3.2. Team members' queries and concerns are recognised and discussed in a positive and non-threatening manner.

3.3. Any legal requirements and ramifications of team operations are communicated to team members.

3.4. Ideas to improve work practices are discussed and clarified with team members.

3.5. Implementation of new work practices is developed in consultation with team members.

4. Provide feedback to management

4.1. Reports on team performance are provided in accordance with organisational requirements.

4.2. The team's concerns and issues are represented to management.

4.3. Unresolved team concerns are presented to and discussed with employer/management in a timely and objective manner and in accordance with organisational policies and procedures.

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This describes the essential skills and knowledge and their level, required for this unit

Required Skills

consultation

communication

negotiation

report writing

facilitating the participation of team members, team development and improvement

problem solving and conflict resolution

decision making

working effectively with team members who have diverse work styles, aspirations, cultures and perspectives

relating to people from a range of social, cultural and ethnic backgrounds and with a range of physical and mental abilities

using relevant software and technology skills.

Required Knowledge

relevant council policies and procedures

relevant legislation

access and equity issues

code of conduct and ethics

organization of teams

team goal setting

devolving responsibility and accountability to teams

team dynamics

conflict resolution

leadership styles

providing feedback to others and receiving feedback

motivating others

strategy development.

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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

The demonstrated ability to:

plan team roles and responsibilities and allocate then in accordance with organisational and work requirement needs and resource parameters

monitor and maintain team performance using positive and supportive communication and resolving issues that arise in a manner satisfactory to all parties

communicate change to the team and support change processes

report clearly to management in regard to the team performance and represent the concerns of the team to management in a supportive manner.

Context of assessment

Competency is demonstrated by performance of all stated criteria, with particular attention to the critical aspects of evidence and the knowledge and skills elaborated in the Evidence Guide, and within the scope of the Range Statement.

Assessment must take account of the endorsed Assessment Guidelines in the Local Government Training Package.

Assessment of the performance requirements in this unit should be undertaken in an actual workplace or simulated environment.

Assessment should reinforce the integration of the key competencies for the particular AQF level. Refer to the key competency levels at the end of this unit.

Relationship to other units(prerequisite or co-requisite units)

To enable holistic assessment this unit may be assessed with other units that form part of the job role.

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 should be collected over a set period of time that is sufficient to include dealings with an appropriate range and variety of situations.

Resource implications

The learner and trainer should have access to appropriate documentation and resources normally used in the workplace.

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.

Legislation relevant to the workplace may include:

award and enterprise agreements and relevant industrial instruments

relevant legislation from all levels of government that affects business operation, especially in regard to occupational health and safety, environmental issues, equal employment opportunity and industrial relations.

Organisation's goals, plans and objectives may include:

council strategic plan and vision statement

policies and procedures in relation to dispute resolution and grievance procedures

business and performance plans

quality and continuous improvement processes and standards

consultation and communication processes

those relevant to team leader's work activities.

Work requirements may include:

organisational internal requirements

community requirements

commercial or external requirements, including those of other government agencies

work brief and/or assignment instructions.

Change may include:

implementation of new work practices and/or services

organisational restructures

introduction of new technology

change in work location

new client base

staffing changes

job role changes

work priorities.

Self-development opportunities may include:

undertaking ongoing learning and leadership skills training

undertaking relevant on or off-the-job training and development

mentoring

networking.

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Unit Sector

Common Units

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This unit contains employability skills.