Application
Not applicable.
Prerequisites
Not applicable.
Elements and Performance Criteria
ELEMENT | PERFORMANCE CRITERIA |
1. Conduct self-assessment | 1.1 Life and work experiences, current and potential abilities are identified and ranked in order of importance. 1.2 Personal values and preferences relating to future careers are explored. 1.3 A personal profile is prepared that identifies career related characteristics. |
2. Identify possible career opportunities | 2.1 Careers are researched to identify those with continuing longevity, and their requirements identified. 2.2 Information sources are identified and explored for indicators, trends and information on potential career opportunities. 2.3 Existing and emerging careers are assessed and their skill/qualification/experience requirements identified. 2.4 The nature of the workforce, trends and opportunities are analysed and associated skill needs identified. |
3. Develop and implement career plan | 3.1 Preferred future career and associated skill requirements are identified and compared with current strengths. 3.2 Gap analysis is undertaken to identify those skills that are common to both preferred future career and the organisation's requirements. 3.3 Career goals are established and a career plan is developed that identifies immediate priorities as well as a longer term strategy for gaining experience and skills development. 3.4 Career development activities are initiated in accordance with the career plan and organisational legislation, policy and procedures. |
4. Monitor progress | 4.1 Acquisition of skills and experience is monitored and feedback is obtained on achievement of performance requirements. 4.2 Feedback is considered and integrated as necessary into the career plan. 4.3 The organisation's requirements are monitored and the career plan is adjusted to take account of new information, environment/culture. 4.4 Preferred career requirements and progress towards career goals are monitored and adjusted as required. |
Required Skills
This section describes the essential skills and knowledge and their level, required for this unit. |
Skill requirements Look for evidence that confirms skills in: analysing strengths, weaknesses, opportunities, threats (SWOT) researching and questioning reflecting on own competencies and performance conducting skills audits and skills gap analyses developing strategies for the management of one's own career managing personal change and planning |
Knowledge requirements Look for evidence that confirms knowledge and understanding of: strategic approach to career planning self-assessment to identify values, preferences, etc performance management career development options workforce trends succession planning changing demographics and workforce skill needs organisational planning for human resources at a strategic level principles of equal employment opportunity and diversity legislation, policies and procedures relating to career development including occupational health and safety and environment |
Evidence Required
The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package. | |
Units to be assessed together | Pre-requisite units that must be achieved prior to this unit:Nil Co-requisite units that must be assessed with this unit:Nil Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to: PSPGOV404B Develop and implement work unit plans PSPGOV405B Provide input to change processes PSPGOV406B Gather and analyse information PSPGOV412A Use advanced workplace communication strategies PSPGOV417A Identify and treat risks PSPGOV418A Develop internal and external networks |
Overview of evidence requirements | In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms: the knowledge requirements of this unit the skill requirements of this unit application of Employability Skills as they relate to this unit ongoing personal planning that integrates new information and justifies or changes planned progress towards career goals career planning in a range of (3 or more) contexts (or occasions, over time) |
Resources required to carry out assessment | These resources include: legislation policies, procedures and guidelines relating to career planning workplace scenarios and case studies |
Where and how to assess evidence | Valid assessment of this unit requires: a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when undertaking career planning, including coping with difficulties, irregularities and breakdowns in routine ongoing personal planning that integrates new information and justifies or changes planned progress towards career goals career planning in a range of (3 or more) contexts (or occasions, over time). Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as: people with disabilities people from culturally and linguistically diverse backgrounds Aboriginal and Torres Strait Islander people women young people older people people in rural and remote locations. Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of: demonstration portfolios projects questioning scenarios authenticated evidence from the workplace and/or training courses |
For consistency of assessment | Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments |
Range Statement
The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance Criteria is explained here. | |
Characteristics may include: | strengths preferences gaps desires weaknesses the need to develop skills in: job search assessment resume preparation/presentation networking impression management |
Sources of career information | public sector/organisational sources/documents such as: organisational chart business plans/strategies vision statements future plans cultural climate data manuals, handbooks policy and practices person specifications, job profiles, job descriptions reports social and political information ethics, values and conduct requirements colleagues, supervisors, mentors. books workshops notice of vacancies Internet sites local, national and international publications statistical workforce data Australian Bureau of Statistics data labour market statistics futurists' papers on career and demographic changes career expos personal networks word-of-mouth 'hidden job market' where more than 50% of jobs are won job search/personnel placement agencies graduate career counselling organisations feedback from job interviews newspapers or other media (such as radio) |
Career plan may include: | long-term goals objectives strategies actions timeframes milestones job search tools/methods skills development in finding, applying for and winning positions skills development to meet particular job/career requirements |
Career development activities may include: | accredited courses/other courses action learning career counselling coaching competency development processes education and training programs feedback higher duties induction and orientation programs industry experience job exchange - local, national, international mentoring networking opportunities to act in other positions (higher or lower) project assignments/experiences secondments shadowing temporary positions working parties |
Legislation, policy and procedures may include: | Commonwealth and State/Territory legislation including equal employment opportunity, privacy, confidentiality, anti-discrimination and employment law national and international codes of practice and standards the organisation's policies and practices government policy codes of conduct codes of ethics |
Sectors
Not applicable.
Competency Field
Working in Government.
Employability Skills
This unit contains employability skills.
Licensing Information
Not applicable.