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.
External sources of information and data may include:
OHS regulatory authorities
National Occupational Health and Safety Commission (NOHSC)
industry bodies
employer groups
unions
OHS specialists
legislation, codes of practice, associated standards and guidance material
databases such as national and state injury data, NICNAS (National Industrial Chemicals Notification and Assessment Scheme)
journals and web sites
manufacturers' manuals and specifications
Agents may be:
chemical
physical
biological
ergonomic
psychosocial
Workplace sources of information and data may include:
employees
hazard, incident and investigation reports
written and verbal complaints
minutes of meetings
reports
audits
material safety data sheets (MSDSs)
questionnaires
Health professionals may include:
occupational health physicians
general practitioners
occupational health nurses
health educators
Job characteristics and nature of work may include:
workplace processes and the hazards they produce
toxicology of hazardous materials
health effects of physical hazards in the workplace such as noise, vibration, thermal extremes
effectiveness of different control strategies
relative costs of implementation of appropriate control strategies
job demands such as high physical, mental or emotional demands; lack of variety; short work cycle; workload
work load and scheduling issues such as pace; shift work, inflexible work schedules; unpredictable, long or unsocial hours
participation in decision making and control of workload
adequacy of or faulty equipment
Context of work may include:
organisational factors such as communication; levels of support for problem solving and personal development; changing employment patterns; and definition of organisational objectives
interpersonal relationships at work, including with supervisors and peers
role ambiguity, role conflict, role responsibilities
career issues including promotion, job security and skills
Internal sources of information and data may include:
human resource, industrial relations, personnel management and staff
occupational health and employee assistance staff
supervisors
managers
OHS and employee representatives
Hierarchy of control means developing risk controls within the following priority order:
eliminate hazards
and where this is not practicable, minimise risk by:
substitution
isolating the hazard from personnel
using engineering controls
using administrative controls (e.g. procedures, training)
using personal protective equipment (PPE)
Organisational communication processes may include:
formal and informal communication processes
training
position descriptions and performance appraisal processes
Target groups identification includes:
characteristics such as, but not limited to:
size of workforce, group, team etc
location
variability of roles, responsibilities etc
language and literacy
cultural background
characteristics influencing communication strategies, such as access to information and data and empowerment
Stakeholders may include:
employees
managers
health and safety and other employee representatives
OHS committees
families of employees
local community
Ethical requirements may include:
confidentiality
privacy
equity
workplace diversity
Resources may include:
physical
financial
The evaluation plan may include:
appropriate communication strategies for the workplace
training content
training availability including delivery schedule
identification of relevant target groups
impact on workforce
impact on improvements to the workplace as a result of interventions

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
Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include:
PSPETHC501B Promote the values and ethos of public service
PSPGOV512A Use complex workplace communication strategies
PSPLEGN501B Promote compliance with legislation in the public sector
PSPSOHS501A Participate in the coordination and maintenance of a systematic approach to managing OHS
PSPSOHS504A Apply principles of OHS risk management
Overview of evidence requirements
In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:
knowledge requirements of this unit
skill requirements of this unit
application of employability skills as they relate to this unit.
Resources required to carry out assessment
Resources essential for assessment include:
legislation, policy, procedures and protocols relating to the control of OHS risk
workplace documentation, case studies and workplace scenarios to capture the range of situations likely to be encountered when facilitating the application of principles of occupational health to control OHS risk
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 facilitating the application of principles of occupational health to control OHS risk, including coping with difficulties, irregularities and breakdowns in routine
facilitating the application of principles of occupational health to control OHS risk in a range of 3 or more contexts or occasions, over time.
Assessment methods should reflect but not exceed workplace demands, such as literacy, and the needs of individuals who might be disadvantaged.
Assessment methods suitable for valid and reliable assessment of this unit must use authenticated evidence from the workplace and/or training courses and may include a combination of two or more of:
workplace projects
simulation or role plays
case studies and scenarios
observation
portfolios
The assessment environment should not disadvantage the candidate and where the person has a disability the principle of reasonable adjustment should be applied during assessment.
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.