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. Develop induction processes

1.1. Existing induction processes and procedures are identified and evaluated based on current and future needs of the organisation.

1.2. Consultation is undertaken with business units and other key stakeholders in developing processes and procedures.

1.3. Relevant information and organisational requirements are utilised in preparing induction documentation.

1.4. Content and methodology for induction processes are developed and documented.

1.5. Forms, procedures and induction processes are trialled and measured against objectives.

1.6. Processes and procedures are integrated with other key human resources function areas.

2. Manage induction of staff

2.1. Training and assistance are provided where required to all persons engaged in inducting staff.

2.2. Induction is undertaken in accordance with the induction plan.

2.3. Implementation of the induction is monitored against the induction plan.

2.4. Induction activities are coordinated in accordance with the induction plan.

2.5. Participant progress and the extent to which the induction process is meeting its objectives are monitored through feedback from participants and other relevant persons.

3. Evaluate induction processes

3.1. A reliable and valid evaluation methodology is developed and implemented.

3.2. Information from a variety of sources is collected and analysed in order to determine the effectiveness and efficiency of the induction process.

3.3. The evaluation methodology allows for the organisation's process to be compared with other models of good practice in induction.

3.4. Recommendations on modifications or enhancements are formulated for future revision of induction processes.

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

Required Skills

effective consultation with stakeholders

internal marketing and promotion

project management and evaluation skills

negotiation skills

using a variety of words and language structures to explain complex ideas to different audiences

interpreting and explaining complex formal documents and assisting others to apply them in the workplace

written advice and reports requiring reasoning and precision of expression

discussion using exchange of complex oral information

cross-cultural, gender and disability competency.

Required Knowledge

legislation from all levels of government that affects business operation, especially in regard to occupational health and safety, environmental and sustainability issues, equal opportunity, industrial relations and anti-discrimination

relevant terms and conditions of employment

induction methods

employee contracts

industrial relations systems

understanding of the concept of diversity

equal employment opportunity

terms and conditions of employment

human resource policies and practices

familiarity with models of good practice in induction

range of evaluation methodology.

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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:

develop induction processes and procedures that meet the organisation's objectives and are integrated with other key human resource functions

establish effective induction processes that facilitate the provision of information matched to organisational needs.

Context of assessment

Competency is demonstrated by performance of all stated criteria, with particular attention to the critical aspects 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 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 formal and informal situations, involving different types of problems and clients.

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.

Other key stakeholders may include:

all those individuals and groups, inside and outside the organisation, with some interest in the organisation's behaviour, actions, products and services, including users of the human resource service, employees at all levels in the organisation and union or association representatives

management.

Information from a variety of sources may include:

basic statistical analysis

interviews with stakeholders

surveys

focus group interviews

research on existing programs

solicited and unsolicited feedback

organisational reviews

workplace management data

entry and exit interviews.

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Unit Sector

Administration Units

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This unit contains employability skills.