Elements and Performance Criteria

The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance Criteria is explained here.
Risk factors may include:
disturbances to workflow
confusion/loss of confidence
budget constraints
supplier problems
product/service delivery problems
time delays
ineffective communication
lack of participation/buy in of staff in workplace change leading to resistance and conflict
Change may include:
imposed change
self-initiated change
implementation of new work practices
legislative change
changes in the machinery of government
organisational restructuring
technology transfer to the workplace
changing work practices and procedures
staffing changes
shared services environment
Legislation, policy and procedures may include:
Commonwealth and State/Territory legislation
government policy
public sector code of ethics
national standards
the organisation's policies and practices
environmental or sustainability practices
organisational code of conduct
Stakeholders may include:
all those individuals and groups both inside and outside the organisation that have some direct interest in the organisation's behaviour, actions, products and services, including:
employees at all levels of the organisation
clients
other public sector organisations
community organisations
private sector organisations
union and association representatives
boards of management
government
Ministers
Evidence and information may include:
client surveys
employee satisfaction feedback
industrial disputes
supplier feedback
productivity/efficiency measures
cost savings
Negotiation may include:
assertiveness
collaboration
solution designing
confidence building
conflict reduction
stress management
empathising
techniques such as:
speaking skills
presentation techniques
effective listening
questioning techniques
verbal and non-verbal communication
using personal attributes
culturally appropriate strategies
constructive feedback
issues identification
exploring options
identifying areas of agreement
recording agreements.
clarifying
restating position
summarising progress
deferring decision
preparing a compromise
using a mediator/third party

The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package.
Units to be assessed together
Prerequisite unitsthat must be achieved prior to this unit:Nil
Corequisite unitsthat must be assessed with this unit:Nil
Coassessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:
PSPETHC401A Uphold and support the values and principles of public service
PSPGOV406B Gather and analyse information
PSPGOV408A Value diversity
PSPGOV411A Deal with conflict
PSPGOV412A Use advanced workplace communication strategies
PSPGOV414A Provide workplace mentoring
PSPGOV416A Monitor performance and provide feedback
PSPGOV418A Develop internal and external networks
PSPGOV422A Apply government processes
PSPLEGN401A Encourage compliance with legislation in the public sector
Overview of evidence requirements
In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:
the knowledge requirements of this unit
the skill requirements of this unit
application of Employability Skills as they relate to this unit
provision of input to change in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, policy, procedures and protocols relating to the public sector environment
a range of change management models and their application
case studies and workplace scenarios to capture the range of situations likely to be encountered when providing input to change processes
Where and how to assess evidence
Valid assessment of this unit requires:
a workplace environment, or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when providing input to change processes, including coping with difficulties, irregularities and breakdowns in routine
provision of input to change in a range of (3 or more) contexts (or occasions, over time)
Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:
people with disabilities
people from culturally and linguistically diverse backgrounds
Aboriginal and Torres Strait Islander people
women
young people
older people
people in rural and remote locations.
Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:
case studies
portfolios
projects
questioning
scenarios
authenticated evidence from the workplace and/or training courses
For consistency of assessment
Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments