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. Add any 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.


Labour market may be defined by, but is not limited to:
Geographic location
Client demographics
Industry and industry sectors
Occupation
Seasonal factors
Agricultural crops


Labour market information includes, but is not limited to:
Information regarding industries and industry sectors (e.g. workforce size, recruitment methods, conditions of employment, prospects for growth/reduction in labour force)
Information regarding occupations (e.g. prospects of employment, type of work undertaken, workforce size, hiring methods, conditions of employment, employer expectations of workers)
Labour market trends
Peak and trough periods in demand for labour/seasonality
Areas of high employment and unemployment
Current labour market conditions
Business and economic forecasts
Emerging labour market developments
Industrial framework
Services, products, business levels of competitors
Other distinguishing characteristics


Information sources include, but are not limited to:
Information available within the organisation
Publications, industry journals, articles
Internet websites
Telephone directories
Commercial databases of information relating to businesses and industries
Australian Bureau of Statistics
Federal and State government departments and agencies
Workplace Agreements; information on Federal and State awards
Visits to workplaces
Business cards
Professional associations
Industry Associations
Employee Associations
Chambers of Commerce
Grower associations
Newspapers e.g. recruitment advertisements and articles
Community organisations
University and other research facilities


Appropriate research methods may include, but are not limited to:
Use of internet
Surveys
Client interviews
Focus groups
Individual research
Questioning during marketing and networking activities
Use of libraries
Publications
Attendance at meetings
Networking
Workplace visits
Communication with colleagues and experts


Current and emerging labour market characteristics may refer to, but are not limited to:
Volunteer workforce
Casualisation of workforce
Length of average working hours
Contract employment
Portability of skills
Globalisation
Impact of technology
Lifelong learning
Changing face of core skills
Core vocational skills gained while at school
Ageing population
Transitional labour market programs


Criteria to identify target markets include, but are not limited to:
Match of occupations represented with those registered with the organisation
Industry growth
Workforce size
Staff turnover levels
Potential to employ people with barriers to employment
Location
Hiring processes and patterns
Internal human resource management capability of specific employers
Use of competitors' services and products
Accessibility (e.g. public transport) of specific employers or geographic areas
Capability of the organisation to service the account


Opportunities and impacts may result from, but are not limited to:
Openings/closures of large employers
Retrenchments
Changes in hiring processes and patterns
Emergence of new industry sectors
Development of geographic sites, e.g. industrial estates, retail precincts
Expansion/changes in transport services
Changes in availability and skill levels of workers
Changes in government policy
Emergence of competitors or changes to competitor products and services


Report on labour market information may utilise the following, but is not limited to:
Tables and charts
Software applications
Reports, written and verbal
Hard copy files
Presentations


Organisation policies and processes may include:
Recording of information against client and employer files and database records
Use of contact management systems for employers
Use of labour market information in business and strategic planning
Preparation of regular reports on labour market intelligence and information


Planning includes, but is not limited to:
Business plans and forecasting
Resource usage plans
Promotional plans
Sales plans
Marketing plans
Contact/ account management plans for employers


Performance management uses of labour market information include, but are not limited to:
As a context and aid in setting and reviewing performance targets of individuals and work groups
As a factor impacting upon the achievement of performance outcomes by individuals and work groups
As an indicator of the need to reallocate resources

EVIDENCE GUIDE

The evidence guide provides advice on assessment and must be read in conjunction with the Performance Criteria, Required Skills and Knowledge, the Range Statement and the Assessment Guidelines for this Training Package.

Critical aspects for assessment and evidence required to demonstrate this unit of competency:
The individual being assessed must provide evidence of specified essential knowledge as well as skills
Evidence must include observation of performance in the work environment or in a simulated work setting


Access and equity considerations:
All workers in community services should be aware of access, equity and human rights issues in relation to their own area of work
All workers should develop their ability to work in a culturally diverse environment
In recognition of particular issues facing Aboriginal and Torres Strait Islander communities, workers should be aware of cultural, historical and current issues impacting on Aboriginal and Torres Strait Islander people
Assessors and trainers must take into account relevant access and equity issues, in particular relating to factors impacting on Aboriginal and/or Torres Strait Islander clients and communities


Context of and specific resources for assessment:
This unit can be assessed independently, however holistic assessment practice with other community services units of competency is encouraged
Resource requirements for assessment include access to:
a relevant workplace or an appropriately simulated environment where assessment may take place
equipment and resources normally used in the workplace


Method of assessment may include:
Observations
Questioning
Project
Written assignment
Evidence gathered from the workplace environment
Demonstration over a period of time to ensure consistency of performance