The evidence guide provides advice on assessment and must be read in conjunction with the Performance Criteria, Required Skills and Knowledge, the Range Statement and the Assessment Guidelines for this Training Package.

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

The person being assessed must provide evidence of Essential Knowledge as well as Essential Skills specified in this unit

This unit is most appropriately assessed in the workplace or a simulated workplace environment under the normal range of work conditions

Assessment should be conducted on more than one occasion to cover a variety of circumstances to establish consistency

Holistic assessment of this unit of competency is encouraged, to ensure application of these skills in conjunction with specific work functions. However, the unit may be delivered and assessed independently

Access and equity considerations:

All workers in the community services industry should be aware of access, equity and human rights issues in relation to their own area of work

All workers should develop their ability to work in a culturally diverse environment

In recognition of particular issues facing Aboriginal and Torres Strait Islander communities, workers should be aware of cultural, historical and current issues impacting on Aboriginal and Torres Strait Islander people

Assessors and trainers must take into account relevant access and equity issues, in particular relating to factors impacting on Aboriginal and/or Torres Strait Islander clients and communities

Context of and specific resources for assessment:

This unit can be assessed independently, however holistic assessment practice with other community services units of competency is encouraged

Resources required for assessment include access to:

an appropriate workplace or simulation that realistically reflects the work environment

Method of assessment:

In cases where the learner does not have the opportunity to cover all relevant aspects in the work environment, the remainder should be assessed through realistic simulations, projects, previous relevant experience or oral questioning on 'What if?' scenarios

Assessment of this unit of competence will usually include observation of processes and procedures, oral and/or written questioning on Essential knowledge and skills and consideration of required attitudes

Where performance is not directly observed and/or is required to be demonstrated over a 'period of time' and/or in a 'number of locations', any evidence should be authenticated by colleagues, supervisors, clients or other appropriate persons

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

Essential knowledge:

The candidate must be able to demonstrate essential knowledge required to effectively do the task outlined in elements and performance criteria of this unit, manage the task and manage contingencies in the context of the identified work role

These include:

Working knowledge of workforce planning, including:

the purpose and potential benefits of effective workforce planning

links between workforce planning, development and education

available tools and models available to assist workforce planning

an understanding of how workforce planning integrates with service, financial and business planning

a broad knowledge of current and projected impact on workforce planning of a range of social, educational, industrial, environmental and related factors

working knowledge of the options and constraints that exist in relation to workforce development and their potential impacts

working knowledge of the resource requirements to implement workforce changes

working knowledge of how to measure, evaluate and revise implementation of a workforce plan

how to access reliable information to guide and support workforce planning

Relevant legislative and regulatory requirements related to workforce planning and employment

Understanding of local, regional and national requirements, drivers and policy implications that may impact workforce planning

Culturally appropriate communication techniques

A range of flexible and innovative approaches to workforce planning

Essential skills:

It is critical that the candidate demonstrate the ability to:

Access information on the demographics of the labour market relevant to specific employers/organisations

Apply appropriate tools and models to assist workforce planning

Work with employers to clarify:

existing and emerging new roles and ways of working in their industry

internal and external forces for change that may affect work in their industry/sector

potential for changing the skills mix within an organisation to achieve identified outcomes

potential impacts of workforce development on services, staff, clients and related business outcomes

key stakeholders likely to be affected by workforce changes and appropriate strategies to communicate with them and promote planned changes

skills/knowledge requirements, including employability skills

Access relevant information to guide and support workforce planning

In addition, the candidate must be able to effectively do the task outlined in elements and performance criteria of this unit, manage the task and manage contingencies in the context of the identified work role

These include the ability to:

Apply communication skills that take into account the culture, background and abilities of clients, while demonstrating a knowledge of communication techniques, including:

listening and questioning techniques

verbal and non-verbal communication skills

The Range Statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Add any 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.

Workforce may include:

Full time and part time employees

Casual workers

Contract workers

Trainees and apprentices

Volunteers

Workforce planning aims to ensure an organisation:

Has the right people, in the right place, with the right capabilities at the right time

Workforce development organisations may include:

Recruitment agencies

Employment placement agencies

Social service agencies

Vocational rehabilitation centres

Transition services

Workforce development agency stakeholders may include:

Customers (current, past, and potential)

Agency employees

Community groups

Education and training providers

Employer, industry and professional associations

Unions

Government agencies

Flexible and innovative work arrangements may include:

Work hours arrangements

Payment arrangements, including superannuation

Leave arrangements

Rewarding and inspiring good performance

Addressing specific workplace issues, such as:

working conditions and policies

customer service standards

confidentiality

safety

work from home

work and family initiatives

use of private/company vehicles