PSPHR617A - Manage redeployment

PSPHR617A
Manage redeployment

This unit covers the establishment of strategies and processes to facilitate the internal movement of staff as a result of changing organisational needs, performance issues, and/or employee rehabilitation. It includes developing redeployment strategies and processes and managing the implementation of these.In practice, managing redeployment overlaps with other generalist and specialist workplace activities such as managing diversity, managing policy implementation, managing separation, managing employment relations, managing performance management processes.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication

Application

Not applicable.

Prerequisites

Not applicable.

Elements and Performance Criteria

ELEMENT

PERFORMANCE CRITERIA

1. Develop redeployment strategies and processes

1.1 A variety of information sources and consultations with key stakeholders are used to develop redeployment strategies.

1.2 Strategies are developed based on an analysis of present and future requirements within the organisation.

1.3 Strategies are developed based on good practice models of redeployment, and processes are integrated with other key human resource strategies.

1.4 Processes are designed based on the principles of natural justice, equity and fairness.

1.5 Relevant legislation and policy requirements are complied with in developing redeployment processes.

2. Manage implementation of redeployment processes

2.1 Information and advice is provided to facilitate effective implementation, monitoring and evaluation of processes.

2.2 Information in relation to redeployment processes is made available to employees.

2.3 Systems are developed and implemented to monitor the effectiveness of redeployment processes in accordance with contractual obligations, legislation, organisational policy and needs, and in consultation with managers.

2.4 External and/or internal trends or events which have an effect on the organisation's redeployment processes are monitored and responses are formulated.

2.5 Processes are monitored to gauge their effectiveness in providing support to redeployed staff.

2.6 Adjustments to processes are implemented as a result of monitoring and/or changed internal/external factors.

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:

using effective consultation and negotiation with stakeholders

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

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

preparing written strategies requiring reasoning and precision of expression

responding to diversity, including gender and disability

applying occupational health and safety and environmental guidelines relating to redeployment

Knowledge requirements

Look for evidence that confirms knowledge and understanding of:

contemporary industrial relations issues

employee rehabilitation procedures

employment relations issues

equal employment opportunity, equity and diversity principles

grievance/appeals procedures

jurisdictional legislation applying to redeployment including occupational health and safety and environment

national and/or international models of good practice in redeployment

organisational goals, policies and procedures relating to redeployment

redeployment processes

work design and organisation

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: PSPETHC601B Maintain and enhance confidence in public service PSPGOV601B Apply government systems PSPGOV605A Persuade and influence opinion PSPHR613A Manage retention and separation PSPHR614A Manage employment relations PSPHR616A Manage performance management system PSPLEGN601B Manage compliance with legislation in the public sector PSPMNGT605B Manage diversity PSPMNGT611A Manage evaluations PSPPOL603A Manage policy implementation
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) management of redeployment processes 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 relating to redeployment workplace scenarios and case studies to capture the range of situations likely to be encountered when managing redeployment environmental factors and relevant workplace materials that relate to redeployment
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 managing redeployment, including coping with difficulties, irregularities and breakdowns in routine management of redeployment processes 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 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.
Information sourcesmay include:	basic statistical analyses surveys focus groups interviews research on existing programs solicited and unsolicited feedback organisational reviews workforce management data
Stakeholders may include:	all those individuals and groups both inside and outside the organisation that have some direct interest in the organisation's behaviour, actions, products and services, such as: users of the human resource service employees at all levels of the organisation other public sector organisations employee assistance providers union and association representatives boards of management government Ministers
Redeployment refers to:	internal movement of human resources as a consequence of changed organisational needs, performance issues and employee rehabilitation
Other key human resource strategiesmay include:	recruitment career management equity and diversity workforce planning succession planning organisational development probation organisational design
Legislation and policy may include:	Commonwealth and State/Territory legislation including equal employment opportunity and anti-discrimination law national and international codes of practice and standards the organisation's policies and practices government policy codes of conduct
Information in relation to redeployment processesmay be distributed though:	written documentation manuals policy and procedure statements, guides information brochures and pamphlets oral advice and guidance one-on-one meetings small group meetings telephone contact and/or electronic mail training programs
Internal and external factors impacting upon redeployment processesmay include:	changed financial or political circumstances downsizing or organisation restructuring retention of high performing employees opportunities for outsourcing changes in legislation or core business activities changes in activities or aspirations of customers organisational changes labour market

Sectors

Not applicable.

Competency Field

Human Resource Management.

Employability Skills

This unit contains employability skills.

Licensing Information

Not applicable.