Support operational plan

This unit describes the performance outcomes, skills and knowledge required to provide support for operational practices and procedures within the organisation's productivity and profitability plans. This includes contributing to the operational plan, assisting in recruiting employees and acquiring resources, and monitoring and adjusting operational performance.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.


Frontline managers are actively engaged in planning activities to achieve the measurable, stated objectives of the team and the organisation. This key role is carried out to provide safe, efficient and effective products and services to customer satisfaction within the organisation's productivity and profitability plans.

At this level, work will normally be carried out within known routines, methods and procedures, and may also involve a number of complex or non routine activities that require some discretion and judgement.

This unit is related to BSBMGT402A Implement operational plan.

Elements and Performance Criteria



1. Contribute to implementation of operational plan

1.1. Collect and record details of resource requirements and report to relevant personnel

1.2. Ensure the operational plan contributes to the achievement of the organisation's performance and business plan

1.3. Identify key performance indicators to measure own and work team's performance

1.4. Undertake contingency planning as required

1.5. Support the development and presentation of proposals for resource requirements as required

2. Assist in recruiting employees and acquiring resources

2.1. Assist with employee recruitment and/or induction as required, within the organisation's policies, practices and procedures

2.2. Acquire physical resources and services according to the organisation's policies, practices and procedures and in consultation with relevant personnel

3. Support operations

3.1. Identify and utilise performance systems and processes to assess team progress in achieving plans and targets

3.2. Compare actual productivity and performance with identified short-term budgets, targets and performance results

3.3. Identify and report unsatisfactory performance to relevant personnel, to enable action to be taken to rectify the situation

3.4. Provide coaching to support individuals and teams to use resources effectively, economically and safely

3.5. Support consultation processes for the development and/or variation of the operational plan as required

3.6. Present recommendations for variation to operational plans to relevant personnel

3.7. Follow performance systems, procedures and recording processes in accordance with organisation requirements

Required Skills

Required skills

ability to relate to people from a range of social, cultural and ethnic backgrounds and physical and mental abilities

coaching and mentoring skills to provide support to colleagues

functional literacy skills to access and use workplace information

skills to:

maintain a safe workplace and environment

access and use feedback to improve operational performance

prepare recommendations to improve operations

access and use established systems and processes.

Required knowledge

principles and techniques of:

short-term operational scheduling

physical resources and services acquisition procedures and/or systems

budget and performance figures interpretation

performance monitoring within defined job role

performance reporting

problem identification and resolution

alternative approaches to improving resource usage and eliminating resource inefficiencies and waste within defined job role

relevant legislation from all levels of government that may affect business operations, especially in regard to occupational health and safety and environmental issues, equal opportunity, industrial relations and anti-discrimination

support for individuals and teams who have difficulty in performing to the required standard.

Evidence Required

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

Evidence of the following is essential:

sharing information with members of the work team about implementing and monitoring the operational plan

assisting in planning resource acquisition and usage including human resources, risk management and contingency planning

monitoring, analysing and reporting individual and team performance against identified targets.

Context of and specific resources for assessment

Assessment must ensure:

access to appropriate documentation and resources normally used in the workplace.

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:

direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate

records produced while working with the operational plan, such as:

suggestions for variations to the operational plan

rosters and staff allocation

short-term resource acquisition planning, contingency planning and/or risk management plans

induction programs conducted

suggestions and input into management decisions related to the operational plan

records of actions taken to address day-to-day resource shortfalls.

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:

BSBFLM303C Contribute to effective workplace relationships

BSBFLM306C Provide workplace information and resourcing plans

BSBFLM312C Contribute to team effectiveness

BSBCMN311B Maintain workplace safety.

Range Statement

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.

Resource requirements may include:

purchasing or ordering of goods

stock requirements and requisitions

supply of resources.

Relevant personnel may include:

colleagues, supervisors and managers

OHS committees and other people with specialist responsibilities

specialist resource managers

unions/employee groups

other employees.

Operational plan may include:

organisational plans

tactical plans developed by the department or section to detail product and service performance.

Key performance indicators may refer to:

measures for monitoring or evaluating the efficiency or effectiveness of a system, and which may be used to demonstrate accountability and identify areas for improvements.

Contingency planning may refer to:

contracting or outsourcing human resource and other functions or tasks

diversification of outcomes

finding cheaper or lower quality raw materials and consumables

increasing sales or production

recycling and re-use

rental, hire purchase or alternative means of procurement of required materials, equipment and stock

restructuring of organisation to reduce labour costs

risk identification, assessment and management processes

seeking further funding

strategies for reducing costs, wastage, stock or consumables

succession planning.

The organisation's policies practices and procedures may include:

organisational guidelines which govern and prescribe operational functions, such as the acquisition and management of human and physical resources

organisational culture

Standard Operating Procedures

undocumented practices in line with organisational operations.

Performance systems and processes may be:

formal or informal processes within the organisation, such as:

Key Performance Indicators (KPIs)

specified work outcomes

individual and team work plans

feedback arrangements

informal systems used in the place of existing organisation-wide systems.

Consultation processes may refer to:

mechanisms used to provide feedback to the work team in relation to outcomes of consultation

meetings, interviews, brainstorming sessions, email/intranet communications, newsletters or other processes and devices which ensure that all employees have the opportunity to contribute to team and individual operational plans.

Performance systems, procedures and recording processes may include:

databases and other recording mechanisms

individual and team performance plans

organisational policies and procedures relative to performance.


Unit sector

Competency Field

Management and Leadership - Frontline Management

Employability Skills

This unit contains employability skills.

Licensing Information

Not applicable.