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 in the performance criteria is detailed below. Add any 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.
Meetings may be:
committees, such as consultative planning and purchasing committees
formal and informal health and safety meetings
meetings called by tenant representatives
suggestions, requests, reports and concerns put forward to committees or management.
Type of meeting may be:
board meetings
committee meetings
formal and informal
one-off or regular
semi-formal
staff meetings
teleconferences
videoconferences.
Organisational requirements may be outlined and reflected in:
access and equity principles and practice guidelines
business and performance plans
complaint and dispute resolution procedures
goals, objectives, plans, systems and processes
legal and ethical requirements and codes of practice
mission statements and strategic plans
OHS policies, procedures and programs
policies and procedures in relation to client service
quality and continuous improvement processes and standards
quality assurance and procedure manuals.
Meeting participants may be:
agents
clients
colleagues
contractors
external clients, including customers, business contacts and persons working in a similar field
internal clients, including individuals, teams, consultants and committees
legal representatives
OHS safety committees
owners
tenants.
Meeting agenda may include:
correspondence
date, time and location of meeting
matters or business arising from previous minutes
reports
statement of meeting's purpose.
Specific requests may include:
inclusion of agenda items
inviting additional representatives
minutes of previous meetings
new timing and location of meeting
specific supporting documentation.
Legislative requirements may be outlined and reflected in:
Australian standards
general duty of care to clients
home building requirements
privacy requirements
relevant federal, and state or territory legislation that affects organisational operation, including:
anti-discrimination and diversity
environmental issues
EEO
industrial relations
OHS
relevant industry codes of practice covering the market sector and industry, financial transactions, taxation, environment, construction, land use, native title, zoning, utilities use (water, gas and electricity), and contract or common law
strata, community and company titles
tenancy agreements
trade practices laws and guidelines.
Resolution of issues may be negotiated using techniques such as:
active listening
clear presentation of options
culturally inclusive and sensitive engagement techniques
interpreting non-verbal and verbal messages
questioning to clarify and confirm understanding
seeking feedback
two-way interaction
using language and concepts appropriate to target audience.
Meeting style and structure may be formal or informal and include:
guest speakers
meeting chair
structured agenda and timeframes
use of visuals.
Leadership styles and strategies may include:
maintaining ethical practice and beliefs in the face of opposition
modelling behavioural and personal presentation standards
strategies for acknowledging and respecting attitudes and beliefs of others
strategies for not accepting unreasonable expectations
strategies for presenting a confident, assured and unhesitant manner in challenging situations
techniques for initiating action and directing decision making
techniques for promoting active and genuine participation
time management.
Meeting notes may include:
participants and apologies
decisions made
future action to be taken
points discussed
suggestions made.

EVIDENCE GUIDE
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.
Overview of assessment
This unit of competency could be assessed through practical demonstration of preparing for meetings and facilitating groups to discuss common issues. Targeted written (including alternative formats where necessary) or verbal questioning to assess the candidate's underpinning knowledge would provide additional supporting evidence of competence. The demonstration and questioning would include collecting evidence of the candidate's knowledge and application of ethical standards and relevant federal, and state or territory legislation and regulations. This assessment may be carried out in a simulated or workplace environment.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
A person who demonstrates competency in this unit must be able to provide evidence of:
accurately recording and securely maintaining notes of meeting discussions
effectively planning and administering meetings using appropriate procedures and protocols
knowledge of organisation's practices, ethical standards and legislative requirements associated with preparing for meetings and facilitating groups to discuss issues
using effective communication and presentation skills to manage and conduct meetings
using technology to prepare documentation relating to meeting outcomes and distribute to relevant people in a timely manner.
Context of and specific resources for assessment
Resource implications for assessment include:
access to suitable simulated or real opportunities and resources to demonstrate competence
assessment instruments that may include personal planner and assessment record book
access to a registered provider of assessment services.
Where applicable, physical resources should include equipment modified for people with disabilities.
Access must be provided to appropriate learning and/or assessment support when required.
Assessment processes and techniques must be culturally appropriate, and appropriate to the language and literacy capacity of the candidate and the work being performed.
Validity and sufficiency of evidence require that:
competency will need to be demonstrated over a period of time reflecting the scope of the role and the practical requirements of the workplace
where the assessment is part of a structured learning experience the evidence collected must relate to a number of performances assessed at different points in time and separated by further learning and practice with a decision of competence only taken at the point when the assessor has complete confidence in the person's competence
all assessment that is part of a structured learning experience must include a combination of direct, indirect and supplementary evidence
where assessment is for the purpose of recognition (RCC/RPL), the evidence provided will need to be current and show that it represents competency demonstrated over a period of time
assessment can be through simulated project-based activity and must include evidence relating to each of the elements in this unit.
In all cases where practical assessment is used it will be combined with targeted questioning to assess the underpinning knowledge. Questioning will be undertaken in such a manner as is appropriate to the language and literacy levels of the candidate and any cultural issues that may affect responses to the questions, and will reflect the requirements of the competency and the work being performed.