Elements and Performance Criteria

RANGE STATEMENTS
The Range Statements provide advice to interpret the scope and context of this unit of competence, allowing for differences between enterprises and workplaces. The Range Statements relate to the unit as a whole and helps facilitate holistic assessment. In addition, the following variables may be present for this particular unit of competency

RANGE STATEMENT
CATEGORIES
Industry sector
[one category]
sport
fitness
outdoor recreation
community recreation
Position description
[all categories]
elements, including
required knowledge
skills and attributes
responsibilities
accountability
commitment
rewards
reimbursement of costs
uniform
Relevant legislation and industry codes
[all categories]
may include but are not limited to
Occupational Health and Safety
consumer affairs
equal opportunity
company code
organisation articles of association
professional association regulations
codes and guidelines
Role of volunteers
[all categories]
identify roles, including
coach
fundraiser
instructor
judge
umpire
referee
administrator
organiser
leader
catering
team support
management of events
projects
finance
administration of facilities
administration of equipment/uniforms
assist with marketing/promotions
technical assistance
maintenance
run events
supervision of children
activity leaders
transport
Social and other motivations
[all categories]
factors impacting on motivation, including:
socialisation
enjoyment
loyalty
desire to do something different
support of family members and/or friends
meet new people
break from routine
sense of involvement
learn new skills
increased self esteem
pathway to employment
travel
acknowledgment
status
Target areas
[all categories]
may include but are not limited to
past and present membership
family
friends
local community and community groups
volunteer agencies
unemployed people
service organisations
Volunteer activities
[all categories]
types, including
events
fixtures
supporting
classes
training
administration
controlling
coaching
officiating
safety
mentoring
Volunteer rewards
[all categories]
outcomes in terms of rewards, including
free admittance to games/competitions/events
free/discounted merchandise
meet new people
break from routine
sense of involvement
learn new skills
increased self esteem
pathway to employment
Work environment
[all categories]
varies with respect to
size of organisation
type of organisation
location
complexity
product/service range

EVIDENCE GUIDE
The Evidence Guide identifies the critical aspects, knowledge and skills to be demonstrated to confirm competence for this unit. This is an integral part of the assessment of competence and should be read in conjunction with the Range Statements

Critical aspects of evidence to be considered
Assessment must confirm sufficient knowledge of managing volunteers in the work environment
Assessment of performance should be over a period of time covering one category from the industry sector and all other categories of all the Range Statements that are applicable in the learner's environment
Assessment must confirm the ability to apply this knowledge and appropriate techniques to
ensure the organisation's human resources plan and financial plan incorporate the requirements of the organisation's volunteers
ensure sufficient volunteers are recruited and maintained to fulfil all functions identified as a volunteer function
ensure appropriate training is provided to volunteers to maximise their contribution to the organisation
undertake periodical counselling and reviews with volunteers and incorporate identified areas of concern in future planning processes
Interdependent assessment of units
This unit must be assessed after attainment of competency in the following unit(s)
BSBMGT605A Provide leadership across the organisation

This unit must be assessed in conjunction with the following unit(s)
Nil

For the purpose of integrated assessment, this unit may be assessed in conjunction with the following unit(s)
BSBHR402A Recruit and select personnel
Required knowledge and skills
Required knowledge
Recruitment methods and training processes
Organisation's policy and procedures for developing job descriptions
Organisation's strategic planning processes
Work supervision
Team facilitation
Insurance and relevant policies
Organisational systems, policy and procedures for industrial awards and agreements
Equal Employment Opportunity legislation
Occupational Health and Safety legislation

Required skills
Communication - written and verbal
Team and human resource management
Counselling/mentoring
Resource implications
Physical resources - Assessment of this unit of competency requires access to
A real work environment in which volunteers play a vital role
Associated resources and information relevant to the work environment

Human resources - Assessment of this unit of competency will require human resources consistent with those outlined in the Assessment Guidelines. That is, assessors (or persons within the assessment team) should
be competent in this unit but preferably be competent in the unit at the level above
be current in their knowledge and understanding of the industry through provision of evidence of professional activity in the relevant area
have attained the National Competency Standards for Assessment: BSZ 401A, BSZ 402A and BSZ 403A
Consistency in performance
Due to issues such as variations in contextual issues, this unit of competency must be assessed over a period of time in order to ensure consistency of performance over the Range Statements and contexts applicable to the learner'swork environment
Context of assessment
This unit of competency must be assessed in the context of a sport or recreation activity with the participation of volunteers. For valid and reliable assessment the sport or recreation activity should closely replicate the work environment. The environment should be safe with the hazards, circumstances and equipment likely to be encountered in a real workplace
This unit of competency should be assessed through the observation of processes and procedures, oral and/or written questioning on required 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

Key competencies
Collect, Analyse&Organise Information
Communicate Ideas&Information
Plan&Organise Activities
Work with Others&in Teams
Use Mathematical Ideas&Techniques
Solve Problems
Use Technology
2
2
2
2
-
2
-
These levels do not relate to the Australian Qualifications Framework. They relate to the seven areas of generic competency that underpin effective workplace practices.
The three levels of performance (1, 2 and 3) denote the level of competency required to perform the task:
Use routine approaches
Select from routine approaches
Establish new approaches
Collecting, analysing and organising information - Collecting and evaluating information on organisational needs and matching volunteers to meet needs
Communicating ideas and information - Communicating information both shared and in a confidential context with colleagues and volunteers
Planning and organising activities - Planning and organising the recruitment and training of volunteers
Working with teams and others - Managing the training of volunteers and collaborating with others as to progress
Using mathematical ideas and techniques - Not applicable
Solving problems - Resolving difficulties experienced by volunteers
Using technology - Not applicable
Please refer to the Assessment Guidelines for advice on how to use the Key Competencies.