The task of managing court practice and process may be performed in a court environment and will be undertaken by authorised court officials.
Elements and Performance Criteria
1. Provide information and options on rules and legislation.
1.1. Consultative links are established with other agencies, organisations and the public having regular dealings with the court.
1.2. Consulting and advisory service is provided on issues relating to the operation of the court.
1.3. Legislation is interpreted, explained and applied in the context of specific as well as general practice and procedures.
1.4. Impact of legislative change is interpreted and assessed for its effect on practice and procedures, and advice is provided on its application.
1.5. Input is provided to the development of organisational policy and procedures to implement changes in legislation.
2. Modify systems and procedures.
2.1. Policies, procedures and practices are evaluated and problems are identified and analysed.
2.2. Systems and methods of work are reviewed and staffing levels are managed to achieve agreed objectives.
2.3. Consultations are undertaken with a range of stakeholders to improve practice and procedures.
2.4. Alternative approaches are identified and assessed, and strategies and solutions are developed.
2.5. New or improved systems and procedures are designed to comply with legislation, and rules and resource implications of changes are determined.
3. Foster commitment to changed systems and procedures.
3.1. Range of strategies is used to foster a positive attitude to changed systems and procedures.
3.2. Information and strategies are provided to staff on the requirements for effective change management and any transition arrangements.
3.3. Resources required to implement procedures within court administration are obtained and applied.
3.4. Leadership strategies are used to assist others to deal with ambiguity and adapt to change.
initiative and enterprise skills to:
apply change management to implement new or improved practice and processes
apply principles of leadership
assess alternative approaches
apply procedures relating to public sector legislation, such as OHS and environment in the context of court practice and process
literacy and numeracy skills to:
perform statistical analyses
use research and analysis to evaluate policies and procedures
interpersonal skills to respond to diversity, including gender and disability
initiative and enterprise skills to apply legislation, regulations and organisational policy and procedures relating to court practice and process
communication skills to:
consult with a diverse range of people, particularly the judiciary, legal profession and litigants
foster positive attitudes to change
courts administration structure
equal employment opportunity principles
equity and diversity principles
legislation conferring jurisdiction on the courts
practice, processes and systems used in courts
principles of analysis
principles of change management
principles of judicial independence
public sector legislation, such as OHS and environment in the context of court practice and process
structure, roles and functions of courts
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
Competency must be demonstrated in implementing legislative change as it applies to courts, in conjunction with judicial officers
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Assessment must confirm the ability to:
interpret, explain and apply legislation
consult with a range of stakeholders on court operation
assess impact of legislative change on relevant policies and procedures
evaluate policies and procedures to identify problems
manage staff to achieve required outcomes
implement strategies to improve policies and procedures
apply strategies to foster effective management of change
Consistency in performance
Competency should be demonstrated by managing court practice and process on a range of occasions, over time.
Context of and specific resources for assessment
Assessment must comply with:
applicable regulations and codes
workplace procedures and protocols
Access may be required to:
a workplace environment or one that closely resembles normal work practices and replicates the range of conditions likely to be encountered when managing court practice and process, including coping with difficulties, irregularities and breakdowns in routine
legislation, policy, procedures and protocols relating to managing court practice and process
case studies and workplace scenarios to capture the range of situations likely to be encountered when managing court practice and process
internal operational manuals and training publications
Guidance information for assessment
The following assessment methods are suggested:
oral questioning about relevant legislation, acting ethically, and applying processes
observation of the candidate responding to a range of contexts to ensure achievement of the unit outcomes
feedback from peers and/or supervisor that the candidate consistently applies relevant workplace procedures
review of records completed by candidate or reports of performance
In all cases, practical assessment should be supported by questions to assess underpinning knowledge and those aspects of competency that are difficult to assess directly. Questioning techniques should suit the language and literacy levels of the candidate.
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.
Advisory service may be provided to:
heads of jurisdiction
public sector officials
Issues may include:
case flow management
enquiries and complaints from court users
implementation of change
listing practices and procedures
release of information
Changes may include:
Stakeholders may include:
other public sector departments and agencies
private and public partnership parties
Systems and procedures may include:
personnel management practices
Strategies may include:
staff development and training
Leadership strategies may include:
offering guidance and direction
positive role modelling
training and support
This unit contains employability skills.