Elements and Performance Criteria

Skill gaps are:
a range of skills needed for the workplace or for a particular job which are currently not developed within an individual. They are different from an individual's 'personal learning needs' as they are skills specifically relevant and required for a particular job

Skill gaps may include:
physical capacity skills
workplace technology skills such as business equipment, computer technology, machinery, hand tools, knives, lifts, security systems
numeracy skills
customer service skills
communication skills such as listening and understanding, speaking clearly/directly, reading, writing
technical skills

Skill development activities may include:
training courses
IT courses
human resources programs
coaching and mentoring programs
having access to a mentor for questions and advice
having the chance to learn a new task or to operate a new piece of equipment or workplace technology
participating in an external or internal training program

Learning tools and practices may include:
learning through note taking
reviewing manuals and training guides
discussion
practice
observation
trial and error
or a combination of any of these

On-the-job opportunities may include:
filling in for a co-worker in a new area
going to talks or seminars arranged by the workplace
shadowing another co-worker in a different area
receiving on-the-job training and supervised practice

Off-the-job opportunities may include:
taking a course with a training provider
going to conferences or seminars
going on site visits with supervisor
participating in workplace social events
participating in community events

Appropriate dress and behaviour may include:
personal dress, presentation and hygiene
demeanour and attitude displayed to customers and fellow employees

Time management strategies may include:
goal setting
prioritisation
planning
overcoming procrastination
dealing with interruptions
organising your work environment

Organisational requirements may include:
organisational policies and guidelines
common organisational practice
performance plans
OH&S policies, procedures and programs

Information and documents may include:
applicable national, state and territory regulations
standard operating procedures applicable to work role
quality standards applicable to work role

Applicable legislation, regulations and codes may include:
applicable national, state and territory regulations
relevant Australian Standards and related requirements
relevant state/territory OH&S legislation
relevant state/territory environmental protection legislation

Critical aspects for assessment and evidence required to demonstrate competency in this unit

The evidence required to demonstrate competency in this unit must be relevant to and satisfy all of the requirements of the elements and performance criteria of this unit and include demonstration of applying:

the underpinning knowledge and skills
relevant legislation and workplace procedures
other relevant aspects of the range statement

Context of, and specific resources for assessment
Performance is demonstrated consistently over a period of time and in a suitable range of contexts

Resources for assessment include:

a range of relevant exercises, case studies and other simulated practical and knowledge assessment, and/or
access to an appropriate range of relevant operational situations in the workplace

In both real and simulated environments, access is required to:

relevant and appropriate materials and/or equipment, and/or
applicable documentation including workplace procedures, regulations, codes of practice and operation manuals

Method of assessment
Assessment of this unit must be undertaken by a registered training organisation
As a minimum, assessment of knowledge must be conducted through appropriate written/oral tests

Practical assessment must occur:

through appropriately simulated activities at the registered training organisation, and/or
in an appropriate range of situations in the workplace