Implement operational plan

This unit describes the performance outcomes, skills and knowledge required to implement the operational plan by monitoring and adjusting operational performance, producing short term plans for the department/section, planning and acquiring resources and providing reports on performance as required.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 routine and non routine methods and procedures, which require planning, evaluation, leadership and guidance of others.

Elements and Performance Criteria



1. Implement operational plan

1.1. Collate, analyse and organise details of resource requirements in consultation with relevant personnel, colleagues and specialist resource managers

1.2. Implement operational plans to contribute to the achievement of organisation's performance/business plan

1.3. Identify and use key performance indicators (KPIs) to monitor operational performance

1.4. Undertake contingency planning and consultation processes

1.5. Provide assistance in the development and presentation of proposals for resource requirements in line with operational planning processes

2. Implement resource acquisition

2.1. Recruit and induct employees within organisation's policies, practices and procedures

2.2. Implement plans for acquisition of physical resources and services within organisation's policies, practices and procedures and in consultation with relevant personnel

3. Monitor operational performance

3.1. Monitor performance systems and processes to assess progress in achieving profit/productivity plans and targets

3.2. Analyse and use budget and actual financial information to monitor profit/productivity performance

3.3. Identify unsatisfactory performance and take prompt action to rectify the situation according to organisational policies

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

3.5. Present recommendations for variation to operational plans to the designated persons/groups and gain approval

3.6. Implement systems, procedures and records associated with performance in accordance with organisation's requirements

Required Skills

Required skills

coaching and mentoring skills to provide support to colleagues

literacy skills to access and use workplace information, and to prepare reports

planning and organising skills to monitor performance and to sequence work of self and others to achieve planned outcomes.

Required knowledge

principles and techniques associated with:

contingency planning

methods for monitoring and reporting on performance

monitoring and implementing operations and procedures

problem identification and methods of resolution

relevant budgeting and financial analysis, interpretation and reporting requirements

resource management systems at the tactical implementation level

resource planning and acquisition

tactical risk analysis including identification and reporting requirements.

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:

ability to monitor and adjust operational performance, produce short-term plans for the department or section, plan and acquire resources, and provide reports on performance as required

knowledge of principles and techniques associated with monitoring and implementing operations and procedures.

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

review of documentation outlining contingency planning and consultation processes undertaken

demonstration of techniques in managing performance

evaluation of mentoring, coaching and supervision provided to support individuals and teams to use resources effectively, economically and safely.

Guidance information for assessment

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

other units from the Certificate IV in Frontline Management.

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 refer to:

goods and services to be purchased and ordered

human, physical and financial resources - both current and projected

stock requirements and requisitions

Relevant personnel, colleagues and specialist resource managers may include:

colleagues and specialist resource managers


occupational health and safety committees and other people with specialist responsibilities

other employees

people from a wide range of social, cultural and ethnic backgrounds, and people with a range of physical and mental abilities


Operational plans may refer to:

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 to identify areas for improvements

Contingency planning may refer to:

contracting out or outsourcing human resources 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

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

Organisation's policies, practices and procedures may include:

organisational culture

Standard Operating Procedures

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

undocumented practices in line with organisational operations

Performance systems and processes may refer to:

informal systems used by frontline managers for the work team in the place of existing organisation-wide systems

formal processes within the organisation to measure performance, such as:

feedback arrangements

individual and teamwork plans


specified work outcomes

Designated persons/groups may include:

other affected work groups or teams and groups designated in workplace policies and procedures

those who have the authority to make decisions and/or recommendations about operations such as workplace supervisors, other managers

Systems, procedures and records may include:

databases and other recording mechanisms for ensuring records are kept in accordance with organisational requirements

individual and team performance plans

organisational policies and procedures relative to performance


Unit sector

Competency Field

Management and Leadership - Management

Employability Skills

This unit contains employability skills.

Licensing Information

Not applicable.