ELEMENT

PERFORMANCE CRITERIA

1. Develop working relationship frameworks and processes

1.1. Access, interpret and apply compliance documentation and requirements relevant to the work activity

1.2. Analyse the organisational and worksite culture and work environment and develop an appropriate management style

1.3. Conduct consultation and negotiation about proposed activities at appropriate times and in a manner which encourages open, frank discussion

1.4. Identify and analyse the benefits that can be achieved from the diversity of individuals to enhance workplace harmony

1.5. Establish processes designed to ensure employee participation in decision making

1.6. Provide timely information about organisational plans and activities, emerging threats and opportunities at a level and pace appropriate to the individuals concerned

1.7. Develop processes and ground rules to ensure that people at the worksite are treated with respect

1.8. Honour commitments and undertakings entered into with employees

1.9. Provide employees with sufficient support to achieve work objectives

1.10. Discuss evaluation of work and workplace behaviour directly with the individual concerned and maintain the confidentiality of the feedback given

1.11. Provide reports on activities, progress, results and achievements in a timely and accurate manner

1.12. Ensure that proposals for action are clear and realistic

1.13. Take constructive efforts to resolve disagreements and maintain good working relationships to ensure work objectives are met and workplace harmony maintained

2. Negotiate work plans with teams and individuals to achieve objectives

2.1. Plan work targets from organisational and worksite goals

2.2. Plan work methods to maximise the use of available resources

2.3. Assess the degree of direction required by individuals and use to best effect in overall work planning

2.4. Agree to realistic work targets with individuals and teams to optimise the use of resources and existing competencies of personnel

2.5. Design work targets and methods to ensure that the worksite's objectives are achieved

2.6. Clearly define and record team and individual responsibilities and limits of authority

2.7. Ensure that allocated work activities provide individuals with suitable learning opportunities

3. Manage inter-group and intra-group processes

3.1. Promote clear and relevant work values indicating the limits of acceptable practice

3.2. Promptly identify potential and actual conflicts between personnel and take actions to deal with them as soon as is practicable

3.3. Resource problems and conflicts adequately to achieve timely resolution

3.4. Handle differences of opinion in ways that minimise offence and conflict to ensure respect is maintained

3.5. Apply disciplinary sanctions where necessary

Required skills

Specific skills are required to achieve the Performance Criteria of this unit, particularly for its application in the various circumstances in which this unit may be used. This includes the ability to carry out the following as required to manage group processes:

apply legislative, organisation and site requirements and procedures for managing group processes

set objectives and create cultures which are ethical

clearly identify and raise ethical concerns relevant to your worksite

work towards the resolution of ethical dilemmas based on reasoned approaches

actively build relationships with others

make time available to support others

provide feedback designed to improve people's future performance

show sensitivity to the needs and feelings of others

keep others informed about plans and progress

identify the information needs of listeners

adopt communication styles appropriate to listeners and situations, including selecting an appropriate time and place

reconcile and make use of a variety of perspectives when making sense of a situation

produce ideas from experience and practice

take decisions which are realistic for the situation

focus on facts, problems and solutions when handling an emotional situation

Required knowledge

Specific knowledge is required to achieve the Performance Criteria of this unit, particularly for its application in the various circumstances in which this unit may be used. This includes knowledge of the following as required to manage group processes:

industrial awards/enterprise agreements

advanced negotiation techniques

human resource management

strategic planning

resource quantification

organisational change and development

OHS

statutory and site rules, policies, procedures and regulations

assertive techniques

risk management processes and techniques

action planning methods

The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.

Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit

The evidence required to demonstrate competency in this unit must be relevant to worksite operations and satisfy all of the requirements of the performance criteria, required skills and knowledge and the range statement of this unit and include evidence of the following:

knowledge of the requirements, procedures and instructions for managing group processes

implementation of procedures and techniques for the safe, effective and efficient management of group processes

the identification of the relevant information and scope of the work required to meet the required outcomes

the identification of viable options and the selection of group process management that best meet the required outcomes

working with other to undertake and complete the management of group processes

consistent successful management of group processes

Context of and specific resources for assessment

This unit must be assessed in the context of the work environment. Where personal safety or environmental damage are limiting factors, assessment may occur in a simulated environment provided it is realistic and sufficiently rigorous to cover all aspects of workplace performance, including task skills, task management skills, contingency management skills and job role environment skills.

Assessment of this competency requires typical resources normally used in a resources and infrastructure sector environment. Selection and use of resources for particular worksites may differ due to the site circumstances.

The assessment environment should not disadvantage the participant. For example, language, literacy and numeracy demands of assessment should not be greater than those required on the job.

Customisation of assessment and delivery environment should sensitively accommodate cultural diversity.

Aboriginal people and other people from a non English speaking background may have second language issues.

Where applicable, physical resources should include equipment modified for people with disabilities.

Access must be provided to appropriate learning and/or assessment support when required.

Method of assessment

This unit may be assessed in a holistic way with other units of competency. The assessment strategy for this unit must verify required knowledge and skill and practical applications using more than one of the following assessment methods:

written and/or oral assessment of the candidate's required knowledge in undertaking the management of group processes

observed, documented and/or first hand testimonial evidence of the candidate's:

implementation of appropriate requirement, procedures and techniques for the safe, effective and efficient achievement of required outcomes

identification of the relevant information and scope of the work required to meet the required outcomes

identification of viable options and the selection of group process management that best meet the required outcomes

consistent achievement of required outcomes

first hand testimonial evidence of the candidate's:

working with others to undertake and complete the management of group processes provision of clear and timely required support and advice on the management of group processes

Guidance information for assessment

Consult the SkillsDMC User Guide for further information on assessment including access and equity issues.

The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.

Compliance documentation and requirements may include:

legislative, organisation and site requirements and procedures

manufacturer's guidelines and specifications

Australian standards

common law

dangerous goods

development of training policies/programs

industrial relations

industry licensing

local government

mines acts

navigation

planning and assessment

trade practices

waterways

weights and measures

workers compensation/WorkCover

Employment and workplace relations legislation

Equal Employment Opportunity and Disability Discrimination legislation

Management operates within:

human resource policies and practices including interviewing, counselling, dispute settling and discipline

enterprise/industrial agreements/awards

training and development principles and practices

work schedules may include shift work and varying hours of duty

environments ranging from simple to complex and diverse

productivity and profitability objectives and targets

appropriate policies, guidelines and processes

a level of autonomy which may range from limited to substantial

legislation, codes and practices

resource parameters which may be defined or negotiated

quality and continuous improvement processes and standards

business and performance plans

ethical standards established by the organisation

best practice and benchmarking principles and practices

financial accountability including profit and loss statements

Management may assume varying roles including:

leader

coach

facilitator

mentor

participant

director

trainer

assessor

Management will typically make decisions to:

influence operational performance

maintain statutory/legal compliance

plan production schedules

maximise production and minimise operating costs/risks and non-conformances

analyse and review market/production predictions and costs

manage projects and tasks

Consultation may typically include:

employees

regulatory authorities

tenderers/project managers

contractors

community

customers

suppliers

Negotiation may be with a variety of internal or external sources and be:

formal or informal

short term or ongoing

multi-lingual and cross-cultural

enterprise agreements

legislation regulation compliance and include relative authorities, project managers, employees, contractors, customers and the community

Resources may include:

finance

equipment

environment

buildings/facilities

technology

information

people