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. Bold italicised wording, if used in the performance criteria, is detailed below. 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) may also be included.
Policies and procedures
The management of people performance issues is consistent with company policies and procedures, regulatory and licensing requirements, legislative requirements, and industrial awards and agreements and takes account of occupational health and safety (OHS) and environmental impact of scheduling arrangements
People management
People management may relate to:
a specific work area or apply across the workplace according to level of responsibility
Provisions
Provisions to be covered include but are not limited to:
work allocation (minimum callouts/hours)
notice periods required to change shifts arrangements/allocations
classification structure relevant to work role/hours of work
leave entitlements
conflict/dispute resolution procedures

EVIDENCE GUIDE
The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.

Overview of assessment
Assessment must be carried out in a manner that recognises the cultural and literacy requirements of the assessee and is appropriate to the work performed. Competence in this unit must be achieved in accordance with food safety standards and regulations.

Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of ability to:
identify performance indicators and measures and assess performance against these
identify non-conformances
provide coaching and support to team members according to needs determined by performance outcomes
monitor performance
address poor performance according to organisational guidelines.

Context of and specific resources for assessment
Assessment must occur in a real or simulated workplace where the assessee has access to:
workplace policies and procedures
relevant industrial awards and agreements
workplace information recording systems, requirements and procedures.

Method of assessment
This unit should be assessed together with core units and other units of competency relevant to the function or work role.

Guidance information for assessment
To ensure consistency in one's performance, competency should be demonstrated on more than one occasion over a period of time in order to cover a variety of circumstances, cases and responsibilities, and where possible, over a number of assessment activities.