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.
Standards for performance monitoring may include:
selection criteria
best practice standards
organisational practice standards
competencies
service level standards
codes of ethics/conduct
legislation/regulations
agreed goals
Contexts of performance monitoring may include:
reward and recognition
ongoing feedback
learning and development
recruitment and selection
exit interviews
evidence gathering under the supervision of a qualified assessor
counselling
return to work
case management
Contexts of performance monitoring do NOT include:
assessments requiring formal assessor training qualifications from the national Training and Assessment Training Package.
Stakeholders may include:
self
peers
managers/supervisors/team leaders
employees
teams and team members
clients/customers
job applicants
subject matter experts
validators
Performance monitoring processes may include:
self (self-assessment)
qualified workplace assessors
360° feedback
performance data
qualifications
written applications
interviews
referees reports/third party reports
client/customer feedback
checklists
Guidelines may include:
performance monitoring methods/sources
feedback methods/decisions
performance monitoring conditions
assessors
timelines
reporting protocols on stakeholder feedback
Legislation, policy and procedures may include:
State/Territory and Commonwealth legislation and regulations such as:
public sector management acts
privacy legislation
freedom of information
equal employment opportunity, anti-discrimination and harassment legislation
employment legislation
occupational health and safety legislation.
ethics and accountability standards
public sector standards
organisational policy, procedures and protocols
international legislation/codes of behaviour
enterprise bargaining agreements
award conditions/requirements
Action may be in accordance with:
dispute resolution process
grievance procedures
appeal process

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
Pre-requisite units that must be achieved prior to this unit:Nil
Co-requisite units that must be assessed with this unit:Nil
Co-assessed 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
PSPGOV404B Develop and implement work unit plans
PSPGOV406B Gather and analyse information
PSPGOV408A Value diversity
PSPGOV411A Deal with conflict
PSPGOV412A Use advanced workplace communication strategies
PSPGOV413A Compose complex workplace documents
PSPGOV422A Apply government processes
PSPLEGN401A Encourage compliance with legislation in the public sector
PSPOHS401B Implement workplace safety procedures and programs
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
performance monitored and feedback provided 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 performance monitoring
case studies and workplace scenarios to capture the range of situations likely to be encountered when monitoring performance and providing feedback
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 monitoring performance and providing feedback, including coping with difficulties, irregularities and breakdowns in routine
performance monitored and feedback provided 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
demonstration
observation
portfolios
questioning
scenarios
simulation or role plays
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