Elements and Performance Criteria

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.
Legislative requirements may relate to:
apprehension and powers of arrest
Australian standards and quality assurance requirements
counter-terrorism
crowd control and control of persons under the influence of intoxicating substances
force continuum, use of force guidelines
general 'duty of care' responsibilities
inspection of people and property, and search and seizure of goods
licensing or certification requirements
privacy and confidentiality
relevant commonwealth, state and territory legislation, codes and national standards for:
anti-discrimination
cultural and ethnic diversity
environmental issues
equal employment opportunity
industrial relations
Occupational Health and Safety (OHS)
relevant industry codes of practice
trespass and the removal of persons.
Organisational requirements may relate to:
access and equity policies, principles and practices
business and performance plans
client service standards
code of conduct, code of ethics
communication and reporting procedures
complaint and dispute resolution procedures
emergency and evacuation procedures
employer and employee rights and responsibilities
OHS policies, procedures and programs
own role, responsibility and authority
personal and professional development
privacy and confidentiality of information
quality assurance and continuous improvement processes and standards
resource parameters and procedures
roles, functions and responsibilities of security personnel
storage and disposal of information.
Briefingsmay be planned:
at regular intervals
prior to implementation of changes within the organisation or operational activities
prior to undertaking operational activities
prior to undertaking training
prior to undertaking workplace projects and other work-related activities
when significant changes are anticipated at an incident.
Debriefingsmay be planned:
after a meeting or event
after changes to the organisation or operational activities
at a convenient time after the incident
at regular intervals
at shift change-overs
immediately after an incident
when incident personnel have been relieved
when personnel return to their home base.
Planning and preparationmay relate to:
adequacy of initial briefing
analysis of performance against aims and objectives
analysis of planning
analysis of reports and other documentation
assessment of response strategies
brief and debrief checklist
communications
control and command
fatalities, injuries, loss, damage
incident background
incident response
location and timing
methodology
notification of participating personnel
purpose and subject matter
resources committed to the incident
strategies to improve response.
Content and formatmay be:
collaborative
descriptive or illustrative
facilitator-led
level of language used
problem based.
Locationmay be determined:
according to the timing of the brief and debrief which may be before, during or following an activity under non-operational or operational conditions
encourages comfort, confidentiality and confidence
must be accessible, non-threatening.
Relevantpersonsmay include:
human resource personnel
industry and government agencies
security personnel
steering committees
supervisor
training personnel.
Interpersonal techniques may involve:
active listening
being non-judgemental
being respectful and non-discriminatory
constructive feedback
control of tone of voice and body language
culturally aware and sensitive use of language and concepts
demonstrating flexibility and willingness to negotiate
effective verbal and non-verbal communication
maintaining professionalism
providing sufficient time for questions and responses
reflection and summarising
two-way interaction
use of plain English
use of positive, confident and cooperative language.
Feedback techniquesmay include:
comments from supervisors, personnel or clients
formal and informal performance appraisals
personal, reflective behaviour strategies
workplace assessment.
Subsequent actionmay include:
changes to work schedules
disciplinary action
recommendation of professional development activities
reporting to other organisations or authorised personnel
review of organisational policies
review of procedures.

EVIDENCE GUIDE
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.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
A person who demonstrates competency in this unit must be able to provide evidence of:
evaluating and reflecting upon the effectiveness of the briefing and debriefing sessions and completing appropriate reports and documentation
providing a safe environment to conduct the briefing and debriefing, and responding promptly to any identified risk or threat to personal safety of self and others
selecting and using suitable interpersonal methods and strategies to facilitate effective discussion, and eliciting and encouraging team and individual contributions in a constructive and positive way
structuring workplace briefing and debriefing sessions to incorporate suitable content and format to meet identified personnel and stress management requirements.
Context of and specific resources for assessment
Context of assessment includes:
a setting in the workplace or environment that simulates the conditions of performance described in the elements, performance criteria and range statement.
Resource implications for assessment include:
access to plain English version of relevant statutes and procedures
access to a registered provider of assessment services
access to a suitable venue and equipment
assessment instruments including personal planner and assessment record book
work schedules, organisational policies and duty statements.
Reasonable adjustments must be made to assessment processes where required for people with disabilities. This could include access to modified equipment and other physical resources, and the provision of appropriate assessment support.
Method of assessment
This unit of competency could be assessed using the following methods of assessment:
observation of processes and procedures
questioning of underpinning knowledge and skills.
Guidance information for assessment
Assessment processes and techniques must be culturally appropriate and suitable to the language, literacy and numeracy capacity of the candidate and the competency being assessed. In all cases where practical assessment is used, it should be combined with targeted questioning to assess the underpinning knowledge.
Oral questioning or written assessment may be used to assess underpinning knowledge. In assessment situations where the candidate is offered a choice between oral questioning and written assessment, questions are to be identical.
Supplementary evidence may be obtained from relevant authenticated correspondence from existing supervisors, team leaders or specialist training staff.