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.
Resource requirements may include:
purchasing or ordering of goods
stock requirements and requisitions
supply of resources.
Relevant personnel may include:
colleagues, supervisors and managers
OHS committees and other people with specialist responsibilities
specialist resource managers
unions/employee groups
other employees.
Operational plan may include:
organisational plans
tactical plans developed by the department or section to detail product and service performance.
Key performance indicators may refer to:
measures for monitoring or evaluating the efficiency or effectiveness of a system, and which may be used to demonstrate accountability and identify areas for improvements.
Contingency planning may refer to:
contracting or outsourcing human resource and other functions or tasks
diversification of outcomes
finding cheaper or lower quality raw materials and consumables
increasing sales or production
recycling and re-use
rental, hire purchase or alternative means of procurement of required materials, equipment and stock
restructuring of organisation to reduce labour costs
risk identification, assessment and management processes
seeking further funding
strategies for reducing costs, wastage, stock or consumables
succession planning.
The organisation's policies practices and procedures may include:
organisational guidelines which govern and prescribe operational functions, such as the acquisition and management of human and physical resources
organisational culture
Standard Operating Procedures
undocumented practices in line with organisational operations.
Performance systems and processes may be:
formal or informal processes within the organisation, such as:
Key Performance Indicators (KPIs)
specified work outcomes
individual and team work plans
feedback arrangements
informal systems used in the place of existing organisation-wide systems.
Consultation processes may refer to:
mechanisms used to provide feedback to the work team in relation to outcomes of consultation
meetings, interviews, brainstorming sessions, email/intranet communications, newsletters or other processes and devices which ensure that all employees have the opportunity to contribute to team and individual operational plans.
Performance systems, procedures and recording processes may include:
databases and other recording mechanisms
individual and team performance plans
organisational policies and procedures relative to performance.

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

Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the following is essential:
sharing information with members of the work team about implementing and monitoring the operational plan
assisting in planning resource acquisition and usage including human resources, risk management and contingency planning
monitoring, analysing and reporting individual and team performance against identified targets.

Context of and specific resources for assessment
Assessment must ensure:
access to appropriate documentation and resources normally used in the workplace.

Method of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
records produced while working with the operational plan, such as:
suggestions for variations to the operational plan
rosters and staff allocation
short-term resource acquisition planning, contingency planning and/or risk management plans
induction programs conducted
suggestions and input into management decisions related to the operational plan
records of actions taken to address day-to-day resource shortfalls.

Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
BSBFLM303C Contribute to effective workplace relationships
BSBFLM306C Provide workplace information and resourcing plans
BSBFLM312C Contribute to team effectiveness
BSBCMN311B Maintain workplace safety.