Elements and Performance Criteria

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 in the Performance Criteria is detailed below.
Purpose of the negotiation may include:
content
desired outcomes
consequences of not reaching agreement
other alternatives
Negotiating style may include:
collaborative
competitive
subordinate
Information relevant to the negotiation may include:
background on other parties in the negotiation
understanding of the topic to be negotiated
clear understanding of desired outcomes
history of the dispute
knowledge of the organisation
precedents
processes and procedures
legislative requirements
bargaining information
The negotiation plan may include:
tactics
timing
presentation documentation
facts relevant to the dispute
non-verbal environments
personal attributes
strategies to manage process
strategies to manage conflict
internal or external organisational options for resolving conflict
Effective negotiation techniques may include:
presentation techniques
speaking skills
listening techniques
questioning techniques
personal attributes
non-verbal communication skills
analytical skills
Changed circumstances may include:
decision to alter tactics
decision to withdraw
changed agenda
new information
Appropriate techniques for breaking deadlocks may include:
restating the position
clarifying the positions of both parties
deferring the decision
summarising the progress to date
calling in a third party
preparing a compromise
Mediation techniques may include:
demonstrating empathy
using appropriate body language
reflecting, summarising and paraphrasing
asking open-ended questions
active listening
Stakeholders may include:
management
colleagues
clients
relevant union officials
Agreement may include:
follow up action
issues or undertakings to be completed, allocated or referred
time line

Overview of assessment requirements
A person who demonstrates competency in this unit will be able to perform the outcomes described in the Elements to the required performance level detailed in the Performance Criteria. The knowledge and skill requirements described in the Range Statement must also be demonstrated. For example, knowledge of the legislative framework and safe work practices that underpin the performance of the unit are also required to be demonstrated.
Critical aspects of evidence to be considered
The demonstrated ability to:
interpret accurately and comply with legal and procedural requirements
analyse all relevant information and document a negotiation plan that complies with organisational procedures and relevant legislative requirements
conduct a range of negotiations using a variety of techniques to reach predetermined organisational outcomes
conduct a range of mediation forums using a variety of techniques to reach an agreed solution
develop and document in a well-organised manner negotiation outcomes that address the requirements of the organisation and clearly identify areas for further required action.
Context of assessment
Competency is demonstrated by performance of all stated criteria, with particular attention to the critical aspects and the knowledge and skills elaborated in the Evidence Guide, and within the scope of the Range Statement.
Assessment must take account of the endorsed Assessment Guidelines in the Local Government Training Package.
Assessment of performance requirements in this unit should be undertaken in an actual workplace or simulated environment.
Assessment should reinforce the integration of the key competencies for the particular AQF level. Refer to the key competency levels at the end of this unit.
Relationship to other units(prerequisite or co-requisite units)
To enable holistic assessment this unit may be assessed with other units that form part of the job role.
Method of assessment
The following assessment methods are suggested:
observation of the learner performing a range of workplace tasks over sufficient time to demonstrate handling of a range of contingencies
written and/or oral questioning to assess knowledge and understanding
completion of workplace documentation
third-party reports from experienced practitioners
completion of self-paced learning materials including personal reflection and feedback from trainer, coach or supervisor.
Evidence required for demonstration of consistent performance
Evidence should be collected over a set period of time that is sufficient to include dealings with an appropriate range and variety of formal and informal situations, involving different types of problems and clients.
Resource implications
The learner and trainer should have access to appropriate documentation and resources normally used in the workplace.