Application
This unit describes the skills required to coordinate career development to address the present and future needs of the organisation, groups and individuals. It includes analysing career development needs, designing career development strategies and managing career development programs.
This unit applies to those working in public sector roles involving human resource matters.
The skills and knowledge described in this unit must be applied within the legislative, regulatory and policy environment in which they are carried out. Organisational policies and procedures must be consulted and adhered to.
Those undertaking this unit would work autonomously, performing complex tasks in a range of familiar contexts.
No licensing, legislative or certification requirements apply to unit at the time of publication.
Elements and Performance Criteria
ELEMENTS | PERFORMANCE CRITERIA |
Elements describe the essential outcomes | Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section. |
1. Analyse career development needs | 1.1 Identify the career development priorities of individuals and groups within the organisation through consultation with key stakeholders. 1.2 Analyse occupational, job and/or tasks to confirm current organisational requirements. 1.3 Identify competencies related to tasks and jobs as required, to underpin and link career development to other human resource functions in the organisation. 1.4 Analyse the results of skills audits, training needs analyses and competency-based assessments. 1.5 Link career development requirements to organisational initiatives and prioritise on the basis of consultation. |
2. Design career development strategies | 2.1 Design career development opportunities to meet the needs of individuals and the organisation. 2.2 Design career development strategies based on adult learning principles, fit with individuals’ work and social contexts, and that support the business and strategic directions of the organisation. 2.3 Include support for the development and implementation of individual career development plans in strategies. 2.4 Provide consultation and advice within the organisation on the most appropriate options for particular needs. 2.5 Establish networks and partnerships to stay up to date with current good practice, and to negotiate joint programs as required. 2.6 Base strategies and plans on the principles of merit, equity and fairness and design to cater for employees at different career stages. |
3. Implement and/or manage career development programs | 3.1 Promote career development programs. 3.2 Manage career development resources. 3.3 Manage service providers and/or contracts. 3.4 Promote study assistance programs. 3.5 Assess learning programs and delivery options on an ongoing basis to ensure that these are effective in addressing learning and development needs. 3.6 Track progression of staff who engage in career development programs to assess program effectiveness. |
Evidence of Performance
Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the candidate must demonstrate evidence of performance of the following on at least one occasion.
using effective consultation with stakeholders
undertaking counselling and negotiation
explaining ideas to different audiences
interpreting and explaining formal documents and assisting others to apply them in the workplace
preparing written advice and reports requiring reasoning and precision of expression
undertaking discussion involving exchanges of complex oral information
Evidence of Knowledge
Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the depth of knowledge demonstrated must be appropriate to the job context of the candidate.
career development and career management as concepts within an organisational context
range of career development strategies and plans
concept of career stages
the organisation’s strategic goals and their implications for career development
importance of retaining human and/or intellectual capital within an organisation
career guidance and counselling strategies
strategies for the management of one’s own career
adult learning principles
succession planning
national competency concept
jurisdictional legislation, policies and practices applying to career development
national and/or international models of good practice in career development
Assessment Conditions
This unit contains no specific industry-mandated assessment conditions. Guidance on suggested and recommended conditions and methods can be found in the Implementation Guide.
Assessors must satisfy the NVR/AQTF mandatory competency requirements for assessors.
Foundation Skills
Foundation skills are embedded within the elements and performance criteria of this unit.
Competency Field
Human resource management