ELEMENT

PERFORMANCE CRITERIA

1. Coordinate recruitment and selection

1.1 A consultancy/advisory service is provided on recruitment and selection policies and processes for business unit/line managers and questions are clarified to ensure compliance with legislative and organisational requirements.

1.2 Job specifications, position descriptions and selection criteria are developed in accordance with public sector standards in consultation with business unit/line managers to reflect current and desired competencies and behaviours in line with organisational requirements, equity and diversity management guidelines.

1.3 Advertisements for job vacancies and recruitment information are coordinated in consultation with business unit/line managers in accordance with organisational policy and procedures.

1.4 A quality assurance role is undertaken, providing assistance with short-listing applicants and organising, undertaking and finalising the selection process to ensure compliance with legislation, policy and organisational standards.

1.5 Recruitment and selection processes are monitored, appeals are handled in accordance with set processes, and issues/suggested improvements identified and referred to human resource decision makers.

1.6 Where probation periods are a condition of employment, assistance and advice are provided on interpreting and implementing the requirements of public sector and organisational policies and procedures.

2. Implement induction for new staff

2.1 Objectives, content and methodology for induction are confirmed in accordance with organisational and business unit needs.

2.2 Induction programs are coordinated and delivery options are determined in line with organisational policy and value for money considerations.

2.3 Feedback is obtained from participants and managers on the quality of delivery and content of induction programs.

2.4 Evaluation is undertaken of the extent to which the induction processes are meeting their objectives, and results are reported in accordance with organisational policy and procedures.

2.5 Improvements are suggested to the induction process in accordance with feedback received and organisational policy and procedures.

3. Coordinate redeployment

3.1 Redeployment policy and processes are confirmed and communicated to staff in ways suited to the needs of a diverse workforce.

3.2 Redeployed staff and those likely to be redeployed are consulted and their understanding of the process, their rights and responsibilities are confirmed.

3.3 Redeployees are managed in accordance with redeployment policy and processes to ensure their access to support services, learning and development and new job opportunities.

3.4 The redeployment pool is managed in accordance with organisational policy and procedures.

3.5 Processes are monitored to gauge their effectiveness in providing support to redeployed staff and adjustments are suggested and implemented in line with management advice.

4. Assist with staff retention/ separation

4.1 Policies and procedures for the retention and separation of staff are accessed and organisational requirements for staff retention and the full range of separation situations are clarified and confirmed.

4.2 Staff seeking voluntary separation are assisted to consider and accept other options in accordance with the organisation's retention policy.

4.3 Exit interviews for staff separation are conducted/facilitated and exit data is collected, analysed and reported in accordance with organisational policy and procedures.

4.4 Access to support services is facilitated for employees and their immediate families, as required.

4.5 Separation documents are completed and processed in accordance with legislative and organisational requirements.

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

Skill requirements

Look for evidence that confirms skills in:

undertaking effective consultation, counselling and negotiation

managing contractors

assessing separation situations to see whether retention options are relevant/preferred

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

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

responding to diversity, including gender and disability

applying occupational health and safety procedures in the context of implementing staffing policies and procedures

Knowledge requirements

Look for evidence that confirms knowledge and understanding of:

human resource policies, equal employment opportunity, ethics, equity and diversity principles related to recruitment, merit selection, induction, redeployment and separation

employment contracts, awards, terms and conditions of employment, and employee entitlements

recruitment, selection and induction methods including Internet-based recruitment

reliability and validity as applied to recruitment and selection methods

psychometric and skills testing

employee rehabilitation procedures

grievance/appeals procedures

misconduct in the context of public sector employment

alternatives to dismissal

concepts of redundancy, voluntary severance/termination, dismissal and suspension

concepts of natural justice and procedural fairness

ethical principles and practices related to staffing

retention purposes and strategies

the organisation's employee assistance programs

workers compensation and superannuation schemes

equal employment opportunity, equity and diversity principles

jurisdictional legislation applying to human resources including occupational health and safety and environment and sustainability

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:

PSPETHC501B Promote the values and ethos of public service

PSPGOV502B Develop client services

PSPGOV505A Promote diversity

PSPGOV507A Undertake negotiations

PSPGOV512A Use complex workplace communication strategies

PSPLEGN501B Promote compliance with legislation in the public sector

PSPOHS501A Monitor and maintain workplace safety

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 the Employability Skills as they relate to this unit (see Employability Summaries in Qualifications Framework)

implementation of staffing policies in a range of (3 or more) contexts (or occasions, over time)

Resources required to carry out assessment

These resources include:

legislation, policies and procedures

workplace scenarios and case studies relating to staffing policies and procedures

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 implementing staffing policies, including coping with difficulties, irregularities and breakdowns in routine

implementation of staffing policies 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:

case studies

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

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.

Recruitment and selection processesmay include:

job analysis

job design

job evaluation/job classification

competency profiling

benchmarking

diversity targeting

job description

streamlining processes

use of external agencies

recruitment advertising

application processing

short-listing

selection panel training

selection panel formation

merit selection

interviews

assessment centres

psychometric assessment

advising success and unsuccessful applicants

selection process reports

appeals

grievance/complaints procedures

advertising selection outcomes

Recruitment information may include:

organisation profile

business unit profile

organisational/business unit structure

job description

competency profile

description of the recruitment process

application guidelines

selection criteria

interview/panel makeup and process

interview questions

case studies/workplace scenarios

skills tests

Legislation and policymay include:

Commonwealth and State/Territory legislation including equal employment opportunity, anti-corruption, privacy and anti-discrimination law

national and international codes of practice and standards

the organisation's policies and practices

government policy

codes of conduct

codes of ethics

Monitoring may include:

managing information on:

selection panel composition

panel members trained in merit selection

diversity of applicants

duration of recruitment/selection

grievances/complaints in relation to recruitment and selection

conflicts of interest

Induction contentmay include:

public sector values

public sector ethics

code/s of conduct

organisational policies and procedures

public sector legislative requirements

the organisation's enabling legislation

organisational environment, culture, structure and protocols

occupational health and safety related to working in the public sector, and particular to the organisation

environmental and sustainability issues/requirements

standard operating procedures

equity and diversity

delegations

grievance procedures

career management/progression

learning and development

Induction methodologymay include:

face-to-face information sessions

brochures/handouts

organisational manuals

intranet

organisational tour

shadowing

mentoring

supervision

assessment

probation

Induction delivery optionsmay include:

in-house delivery

use of contractors

specialist input

guest speakers

senior management input

occupational health and safety input

Redeployment refers to:

internal movement of human resources as a consequence of:

changed organisational needs

loss of essential skills

performance issues

employee rehabilitation

Separation situationsmay include:

organisational restructure or down-sizing

redundancy as an individual or group

voluntary severance/termination such as resignation and retirement

termination at the end of a contract period

retirement on medical grounds

involuntary termination (such as dismissal due to misconduct)

Options other than separationmay include:

phased retirement

flexible working hours

part-time employment

fractional employment

working from home

retention incentives