ELEMENT

PERFORMANCE CRITERIA

1. Develop policy guidelines for the organisation

1.1 Policy intent is confirmed and existing procedures impacted by the policy are identified and reviewed for consistency with the policy.

1.2 Intended audience/s for policy guidelines is determined and the structure, language style and format are determined in accordance with organisational requirements.

1.3 Guidelines are developed in consultation with policy developer, end users and organisation approval personnel.

1.4 Guidelines are structured to take account of occupational health and safety and workplace diversity, and meet organisational requirements.

1.5 Guidelines are submitted and approval/s are obtained in accordance with organisational policy and procedures.

2. Interpret and advise on organisation policy

2.1 Policy is analysed and the intent and implications are interpreted and confirmed in accordance with organisational procedures.

2.2 Information and advice on the relevant acts, regulations, procedures, codes of practice, standards and guidelines are provided in accordance with organisational procedures.

2.3 When documentation is provided it supports the information and advice given.

2.4 Consideration of intended use and consequences is reflected in the information provided on organisational policy, and information is communicated in a manner that addresses the requirements of users.

3. Monitor the implementation of organisation policy

3.1 Policy feedback is gathered on implementation issues, analysed and reported in accordance with organisational procedures.

3.2 Implementation of policy is evaluated against initial criteria in implementation plan and outcomes are reported in accordance with organisational requirements.

3.3 Quality assurance mechanisms are implemented to gauge whether policy is being implemented as intended, and any unforeseen practices/consequences and action to address them are identified and reported in accordance with organisational requirements .

3.4 The environment is monitored for policy implications, and potential or impending organisation policy changes are identified in accordance with organisational requirements.

4. Advise on policy implementation

4.1 Information relating to the intended and actual outcomes of organisation policy is gathered during and following policy implementation, and analysed and reported in accordance with organisational procedures.

4.2 Suggestions for improvement, discontinuance or replacement of organisation policy are prepared in accordance with 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:

reading and evaluating complex and formal documents such as policy and legislation and providing information on their application

researching, analysing and presenting information

preparing written reports requiring precision of expression and language and structures suited to the intended audience

working as a member of a team to consult on and confirm policy intent

adjusting communication to suit different audiences

responding to diversity, including gender and disability

analysing and evaluating policy feedback

accessing policies and legislation electronically or in hard copy

identifying and addressing the environmental, sustainability and occupational health and safety implications of policy/s being implemented

Knowledge requirements

Look for evidence that confirms knowledge and understanding of:

practices and procedures for developing policy guidelines

policy implementation processes and practices in the public sector

current organisation policies

organisation and government procedures and protocols

public sector code/s of ethics and code/s of conduct

equal employment opportunity, equity and diversity principles

environmental, sustainability and occupational health and safety implications of policy/s being implemented

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:

PSPCOM502A Develop and implement community engagement strategies

PSPETHC501B Promote the values and ethos of public service

PSPGOV502B Develop client services

PSPGOV503B Coordinate resource allocation and usage

PSPGOV504B Undertake research and analysis

PSPGOV505A Promote diversity

PSPGOV509A Conduct evaluations

PSPLEGN501B Promote compliance with legislation in the public sector

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)

organisational policy advice provided in a range of (2 or more) contexts (or occasions, over time)

Resources required to carry out assessment

These resources include:

public sector policy and legislation

public sector standards, procedures and protocols

guidelines and protocols for developing policy guidelines

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 advising on organisation policy, including coping with difficulties, irregularities and breakdowns in routine

organisational policy advice provided in a range of (2 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.

Organisation policy may include:

any aspect of an organisation's business, such as policies relating to:

core business

client services

business structure

human resources

administration

financial management

work practices

training

information technology

technical/professional requirements

legal requirements

sustainability practices

Policy guidelines may include:

advice on:

interpretation of policy intent

application of principles-based policy

policy implementation

processes and procedures

Diversity may include:

age

cultural background

educational level

ethnicity

expertise

family responsibilities

gender

interests

interpersonal approach

language

life experience

marital status

personality

physical ability

religious belief

sexual orientation

socio-economic background

thinking/learning styles

work experience

working styles

Changes may be caused by:

restructure

changes to legal risks

changes in strategic direction

changes to legislation and whole of government policies