Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1

Induct and train crew

1.1

Crew member is introduced to key personnel and areas on vessel

1.2

Performance requirements and responsibilities of the position are explained

1.3

Legislative requirements and organisational policies and procedures are explained

1.4

Initial training in relevant safety management systems, equipment and work practices is arranged and conducted

1.5

Training opportunities for development of the individual’s job role are identified

1.6

Relevant documentation is completed and submitted to appropriate personnel

2

Allocate crew workload

2.1

Current workload of crew is assessed

2.2

Workload is scheduled effectively to facilitate operational efficiency of vessel

2.3

Duties, rosters and responsibilities are assessed against and matched to crew capabilities according to legislative and organisational requirements

2.4

Crew are allocated a workload priority

2.5

Workload of crew is continuously assessed according to agreed objectives and timelines

3

Monitor crew performance

3.1

Performance expectations are communicated clearly to crew and individual crew members

3.2

Performance of crew and individuals is systemically monitored against defined measurable performance criteria to ensure satisfactory completion of assigned workloads

3.3

Performance expectations are assessed objectively against workloads and crew and individual capabilities

3.4

Strategies are developed to ensure crew and individuals are actively encouraged and supported in assessing their own competence and identifying their learning needs

4

Address performance related issues

4.1

Systems are established to ensure efforts of crew are monitored, and formal and informal feedback is provided in a constructive manner

4.2

Performance above expectations is identified and reinforced through recognition and continuous feedback

4.3

Performance below expectations is identified and development plan for improved performance is negotiated, agreed on and documented according to organisational requirements

4.4

Action plans for improving performance are established and monitored according to organisational requirements

5

Address issues and problems of crew and individual crew members

5.1

Potential and current issues and problems arising within crew and/or individuals are identified and acted on according to organisational and legislative requirements

5.2

Advice, support and expertise is sought from appropriate personnel as required, to resolve issues and problems

5.3

Issues and problems that impact on individual crew members are followed through and resolved with concerned individuals

6

Build support and commitment within crew

6.1

Organisational requirements are met through personal performance, behaviour and leadership, which serves as a positive role model for other crew members

6.2

Own performance is monitored and adjusted to ensure it aligns with key performance indicators and organisational goals

6.3

Crew members are treated in a fair and equal manner and individual differences are identified and accommodated

6.4

Effective communication is developed and maintained with crew and management

This section describes those language, literacy, numeracy and employment skills that are essential to performance.

Foundation skills essential to performance are explicit in the performance criteria of this unit of competency.

Specifies different work environments and conditions that may affect performance. Essential operating conditions that may be present (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) are included.

Range is restricted to essential operating conditions and any other variables essential to the work environment.

Organisational policies and procedures include one or more of the following:

anti-discrimination

complaint and grievance procedures

culturally appropriate entitlements

employment conditions

equal opportunity

induction and training

performance measures

professional development

recruitment and selection

work health and safety (WHS)/occupational health and safety (OHS)

Relevant documentation include one or more of the following:

employee records

job/position descriptions

records of taxation and superannuation payments

WHS/OHS records

Performance expectations include one or more of the following:

documented key performance indicators (KPIs) for:

individuals

individuals and crew

informal KPIs developed by Master for:

individuals

individuals and crew

Strategies include one or more of the following:

coaching

counselling

disciplinary procedures

discussions and meetings to resolve performance issues

making adjustments to KPIs

mentoring

referral to more senior management/human resources support services

shadowing

training

Development plan includes one or more of the following:

capacity for inserting ongoing evaluation, review and input

codes of conduct

crew competencies

crew roles and responsibilities

KPIs

learning opportunities

negotiated agreements with individual

performance standards

WHS/OHS requirements

work allocation

work outputs and processes

Potential and current, issues and problems include one or more of the following:

appeals against formal decisions such as assessments

bullying

discrimination and harassment

dispute between individuals or parties

grievances

injury rehabilitation

perceived or actual relating to:

work roles, job design and allocation of duties

work performance of self and others

prejudice or racial vilification

promotions

stress or personal problems

Appropriate personnel include one or more of the following:

human resources manager and personnel

management

other crew members

other Masters in the organisation

union/employee representatives or groups