Unit of competency Outline
Date retreived
23/07/2026 11:55 AM AWST
23/07/2026 11:55 AM AWST
Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.
Manage own professional performance
Manage own professional performance
Unit of competency
National Code
PUATEA005A
PUATEA005A
State Code
D5539
D5539
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
18/08/2011
Field of Education
080305 - Personal Management Training
Original Release Date
18/08/2011
Nominal Hours
15
Description
This unit covers the competency required to effectively manage one's own professional performance, and to perform ethically and with the integrity required to ensure the public's confidence.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication.
Notes
Elements and Performance Criteria
1. Model high standards of personal performance, ethics and integrity
- 1.1 Own performance standards consistently serve as a role model for others.
- 1.2 Personal and professional integrity is maintained to engender confidence and respect.
- 1.3 Commitment to applicable laws and organisational policies, procedures and objectives is constantly demonstrated.
- 1.4 Breaches of organisational Codes of Ethics and/or practice are recognised and reported in required manner.
2. Review and monitor own performance
- 2.1 Required personal and professional performance standards are identified and acknowledged.
- 2.2 Self-assessment and reflection are regularly used to monitor performance against established standards and to accurately identify personal strengths and weaknesses.
- 2.3 Formal and informal performance feedback is regularly sought and acted upon appropriately.
- 2.4 Tasks are carried out to achieve outcomes sought and to minimise resource usage.
3. Develop and maintain ongoing personal competence
- 3.1 Currency of relevant professional operational competencies is maintained.
- 3.2 Personal development strategies are identified, planned and implemented, and results are evaluated.
- 3.3 New organisational developments are identified and the associated knowledge and skills are identified, acquired and applied.
4. Manage personal work priorities
- 4.1 Jobs/tasks are prioritised and undertaken in accordance with team goals.
- 4.2 Competing demands are assessed and organised within time constraints to achieve individual, team and organisational priorities.
- 4.3 Operational and self development needs are balanced within the work environment.
5. Assist and support other personnel
- 5.1 Informative and constructive feedback is provided to other personnel in a positive manner.
- 5.2 Interaction with others promotes a productive and harmonious work environment.
- 5.3 Encouragement, support and advice is provided to personnel as required.
6. Maintain physical and emotional health
- 6.1 Levels of personal physical and emotional health are routinely monitored and appropriately managed.
- 6.2 Support is sought where required to enable identification and implementation of positive alternatives to personal problems.
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 in the Performance Criteria is detailed below.
Own performance in the context of this unit may include:
integrity and behaviour in relation to that expected and implied within organisational stated codes of ethics/practice
professional ethics
statements of values, law, policy and procedures
Professional performance standards:
are those personal and technical attributes and skills required to undertake the day-to-day tasks and duties of the incumbent’s role, to the required workplace performance level
Self-assessment and reflection may include:
regularly reviewing own performance against established service standards and own personal professional goals and standards
seeking formal and informal feedback, in written and/or verbal formats
Monitoring own performance against established personal and organisational performance requirements may include:
colleagues
formal/informal organisational initiated performance appraisals
human resource personnel, family and other relevant community members, etc.
identifying personal strengths/weaknesses/issues to be addressed
monitoring supervised staff, colleagues and/or team staff morale
obtaining feedback from supervisors
personal reflective behaviour strategies/methodologies
subordinates
Strategies for improvement may include:
developing/implementing a personal/professional improvement program, either internal or external to the organisation including such things as:
adapting work rotation to facilitate changing personal/work priorities
cultural awareness
developing improved interpersonal/technical skills
establishing new career paths internal or external to the organisation
formal/informal learning programs
seeking coaching, mentoring, counselling from appropriate personnel to overcome identified limitations
updating stress management abilities
utilising existing strengths to focus future career development
Support and advice may include:
acting as a field supervisor
acting as a role model/mentor
assisting in induction
formal and informal socialisation
participating in a formal assessment program
Own performance in the context of this unit may include:
integrity and behaviour in relation to that expected and implied within organisational stated codes of ethics/practice
professional ethics
statements of values, law, policy and procedures
Professional performance standards:
are those personal and technical attributes and skills required to undertake the day-to-day tasks and duties of the incumbent’s role, to the required workplace performance level
Self-assessment and reflection may include:
regularly reviewing own performance against established service standards and own personal professional goals and standards
seeking formal and informal feedback, in written and/or verbal formats
Monitoring own performance against established personal and organisational performance requirements may include:
colleagues
formal/informal organisational initiated performance appraisals
human resource personnel, family and other relevant community members, etc.
identifying personal strengths/weaknesses/issues to be addressed
monitoring supervised staff, colleagues and/or team staff morale
obtaining feedback from supervisors
personal reflective behaviour strategies/methodologies
subordinates
Strategies for improvement may include:
developing/implementing a personal/professional improvement program, either internal or external to the organisation including such things as:
adapting work rotation to facilitate changing personal/work priorities
cultural awareness
developing improved interpersonal/technical skills
establishing new career paths internal or external to the organisation
formal/informal learning programs
seeking coaching, mentoring, counselling from appropriate personnel to overcome identified limitations
updating stress management abilities
utilising existing strengths to focus future career development
Support and advice may include:
acting as a field supervisor
acting as a role model/mentor
assisting in induction
formal and informal socialisation
participating in a formal assessment program
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 competency in this unit
Assessment must confirm the ability to:
consistently maintain professional performance standards
Consistency in performance
Competency should be demonstrated over time in a range of actual or simulated workplace environments.
Context of and specific resources for assessment
Context of assessment
Competency should be assessed over time and under a range of various operational conditions.
Specific resources for assessment
There are no specific resource requirements for this unit.
Method of assessment
In a public safety environment assessment is usually conducted via direct observation in a training environment or in the workplace via subject matter supervision and/or mentoring, which is typically recorded in a competency workbook.
Assessment is completed using appropriately qualified assessors who select the most appropriate method of assessment according to the workplace environment.
Assessment may occur in an operational environment or in an industry-approved simulated work environment. Forms of assessment that are typically used include:
direct observation
interviewing the candidate
journals and workplace documentation
third party reports from supervisors
written or oral questions
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Assessment must confirm the ability to:
consistently maintain professional performance standards
Consistency in performance
Competency should be demonstrated over time in a range of actual or simulated workplace environments.
Context of and specific resources for assessment
Context of assessment
Competency should be assessed over time and under a range of various operational conditions.
Specific resources for assessment
There are no specific resource requirements for this unit.
Method of assessment
In a public safety environment assessment is usually conducted via direct observation in a training environment or in the workplace via subject matter supervision and/or mentoring, which is typically recorded in a competency workbook.
Assessment is completed using appropriately qualified assessors who select the most appropriate method of assessment according to the workplace environment.
Assessment may occur in an operational environment or in an industry-approved simulated work environment. Forms of assessment that are typically used include:
direct observation
interviewing the candidate
journals and workplace documentation
third party reports from supervisors
written or oral questions
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| OAX47 | PUATEA005 | Manage own professional performance | Unit of competency |
