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.
Consequences of unethical behaviour may include:
disciplinary action
transfer
demotion
dismissal
legal liability
that outlined in legislation, policy and/or guidelines
Ethics standards may include:
public sector standards
standards referred to in State/Territory/Commonwealth legislation
codes of ethics
organisational codes of conduct
organisational mission and values statements
organisational procedures/guidelines
government policy
professional standards
Legislation and guidelines may include:
legislation for public sector management
freedom of information legislation
privacy legislation
equal employment opportunity and anti-discrimination law
public sector standards
equity guidelines
workplace diversity guidelines
Ministerial directions
State/Territory/Commonwealth codes of ethics
organisational codes of conduct
organisational mission and values statements
organisational policy, procedures/guidelines
government policy
legal precedents
Referrals of ethical problems may be made to:
line management
human resources
workplace relations officer
grievance officer
chief executive officer
public service commissioner
public sector standards body
organisational ethics committee
internal grievance mechanisms
confidant programs (whistleblower protection programs)
organisational professional reporting procedures
unions and professional bodies
ombudsman
Ethical problems which may need to be referred rather than resolved at this level may include:
conflict between public sector standards and personal values
conflict between public sector standards and other standards such as professional standards
conflict between public sector standards and directions of a senior officer or Minister
tension between two 'rights' for example, the right to privacy versus the right to freedom of information
conflict regarding issues of personal and organisational intellectual property
Conflicts of interest may include:
perceived, potential and actual conflicts
bribery
improper use of official information
offers of gifts, entertainment
outside employment
intellectual property
favours for friends, relatives and others
memberships of organisations
political activity
pecuniary and non-pecuniary conflicts
conflicts relating to tendering and contracting
Principles of procedural fairness may include:
the right to be heard/put your case
the right to be informed of a complaint or case against you
the right to be advised of the outcome/recommendations of an investigation involving you
the right to know reasons for decisions affecting you
the right to privacy
the right to representation
the right to remain silent
the decision maker should not be a judge in his/her own cause
in accordance with the law
Unethical conduct may include:
fraud, corruption, maladministration and waste
unauthorised access to and use of information, money/finances, vehicles, equipment, resources
improper public comment on matters relating to the government and/or the organisation
falsifying records
giving false testimonials
dishonesty
improper use of telephones, credit cards, frequent flyer points, email and Internet
extravagant or wasteful practices
personal favours, preferential treatment
putting barriers in place, hindering, blocking action
compromising behaviour including sexual harassment
directing others to act unethically
oppressive/coercive management decisions
resorting to illegality to obtain evidence
Actions relating to the reporting of unethical conduct may include:
protection and support of those reporting unethical conduct
informal, low key investigation and evidence gathering to confirm allegations
referral to authority identified in guidelines
use of confidant programs such as whistleblower protection programs or organisational professional reporting procedures

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, a range of (2 or more) generalist or specialist units of competency at Diploma level. Choice from the following units is recommended:
PSPGOV502B Develop client services
PSPGOV503B Coordinate resource allocation and usage
PSPGOV506A Support workplace coaching and mentoring
PSPGOV511A Provide leadership
PSPGOV508A Manage conflict
PSPGOV517A Coordinate risk management
PSPHR503A Facilitate performance management processes
PSPLEGN501B Promote compliance with legislation in the public sector
PSPPM502B Manage complex projects
PSPPROC502A Establish contract management arrangements
PSPPROC503A Manage contract performance
PSPREG501B Conduct prosecutions
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
promotion of the values and ethos of public service in a range of (3 or more) contexts (or occasions, over time) where contexts include generalist or specialist work activities such as developing client services, coordinating financial resources, providing human resource services, conducting investigations, letting contracts etc
Resources required to carry out assessment
These resources include:
ethics-related legislation and guidelines
codes of conduct and codes of ethics
public sector standards, procedures and protocols
ethical decision making/problem solving models
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 working ethically and promoting ethical behaviour in others in a public sector environment, including coping with ambiguity, difficulties, irregularities and breakdowns in routine
promotion of the values and ethos of public service in a range of (3 or more) contexts (or occasions, over time) where contexts include generalist or specialist work activities such as developing client services, coordinating financial resources, providing human resource services, conducting investigations, letting contracts etc
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
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