Unit of competency Outline
Date retreived
22/07/2026 8:12 AM AWST
22/07/2026 8:12 AM AWST
Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.
Manage programs that promote personal effectiveness
Manage programs that promote personal effectiveness
Unit of competency
National Code
BSBLED502A
BSBLED502A
State Code
D0799
D0799
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
15/10/2014
Field of Education
080303 - Human Resource Management
Original Release Date
15/10/2014
Nominal Hours
50
Description
This unit describes the performance outcomes, skills and knowledge required to manage programs within a health and wellbeing focus. The unit addresses the management of the range of programs that would typically be associated with health and wellbeing such as stress management, smoking cessation, exercise, Employee Assistance Programs (EAPs).No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Notes
Elements and Performance Criteria
1. Research and analyse employee health issues
- 1.1. Identify and collect information on employee health issues from appropriate internal and external sources
- 1.2. Review findings and their implications for the organisation and business objectives
- 1.3. Develop options for addressing identified health issues
- 1.4. Obtain support from senior managers for preferred option/s
2. Plan health and wellbeing program/s
- 2.1. Develop program/s scope and objectives in consultation with appropriate industry consultants, colleagues and managers
- 2.2. Plan and create administrative structure and resources for the program/s
- 2.3. Establish program responsibilities and clearly communicate to all stakeholders
- 2.4. Plan communications and marketing strategies in conjunction with stakeholders
- 2.5. Establish suitable evaluation methods, develop an overall program management plan and communicate this plan to stakeholders
3. Implement, administer and monitor program/s
- 3.1. Prepare policy documents, and implement and monitor strategies in conjunction with program team members
- 3.2. Provide appropriate support, assistance and mentors to relevant personnel
- 3.3. Implement and monitor tracking systems according to program guidelines
- 3.4. Reach program milestones within agreed time lines and provide regular progress reports to stakeholders
4. Evaluate program/s
- 4.1. Use agreed evaluation methods to assess the effectiveness of the program at specific stages
- 4.2. Communicate information from program evaluation process to stakeholders
- 4.3. Incorporate evaluation process and outcomes into continuous improvement strategies, enterprise agreements and future corporate plans
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.
Employee health issues may include:
alcohol or other drug use
diet and obesity
lifestyle related diseases, such as diabetes
mental health, including depression and anxiety
obesity
physical fitness
smoking
stress
Business objectives may include:
becoming an employer of choice
improving productivity
reducing illness and absenteeism
triple bottom line
Options may include:
changing canteen offerings
conducting information or awareness-raising programs
developing policies on health food, stress management or other health issues
EAPs
offering more flexibility in working hours or leave arrangements
offering training or skills development programs
subsidising exercise programs, gym membership or smoking cessation
Stakeholders may include:
colleagues, team members or other staff members
owners/management/financial backers
Program management plan will normally include:
additional resource requirements (including technology)
cost benefit analysis and contingency plans
key program milestones
strategies to assess, review and communicate progress against program goals
strategies to obtain management approval for program plan
Evaluation methods may include:
collection of qualitative data
collection of quantitative data
cost benefit analysis
feedback from consultants or staff delivering program/s
interviews
mapping against agreed goals and priorities
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.
Employee health issues may include:
alcohol or other drug use
diet and obesity
lifestyle related diseases, such as diabetes
mental health, including depression and anxiety
obesity
physical fitness
smoking
stress
Business objectives may include:
becoming an employer of choice
improving productivity
reducing illness and absenteeism
triple bottom line
Options may include:
changing canteen offerings
conducting information or awareness-raising programs
developing policies on health food, stress management or other health issues
EAPs
offering more flexibility in working hours or leave arrangements
offering training or skills development programs
subsidising exercise programs, gym membership or smoking cessation
Stakeholders may include:
colleagues, team members or other staff members
owners/management/financial backers
Program management plan will normally include:
additional resource requirements (including technology)
cost benefit analysis and contingency plans
key program milestones
strategies to assess, review and communicate progress against program goals
strategies to obtain management approval for program plan
Evaluation methods may include:
collection of qualitative data
collection of quantitative data
cost benefit analysis
feedback from consultants or staff delivering program/s
interviews
mapping against agreed goals and priorities
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:
research on employee health issues and a plan to improve employee health in one or more areas
techniques for monitoring an employee health program and evaluating its effectiveness
knowledge of a range of employee health issues and options for improving health outcomes.
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:
assessment of written reports on employee health issues and options to address health issues of concern
direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
observation of presentations on employee health programs
review of documentation aligning strategies with corporate goals, mission statements and directions
review of program management plan and how it was communicated to stakeholders
evaluation of progress reports to stakeholders
oral or written questioning to assess knowledge of employee health program design and evaluation techniques.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
other units from the Diploma of Human Resources Management.
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:
research on employee health issues and a plan to improve employee health in one or more areas
techniques for monitoring an employee health program and evaluating its effectiveness
knowledge of a range of employee health issues and options for improving health outcomes.
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:
assessment of written reports on employee health issues and options to address health issues of concern
direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
observation of presentations on employee health programs
review of documentation aligning strategies with corporate goals, mission statements and directions
review of program management plan and how it was communicated to stakeholders
evaluation of progress reports to stakeholders
oral or written questioning to assess knowledge of employee health program design and evaluation techniques.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
other units from the Diploma of Human Resources Management.
Replaces
| State Code | National Code | Title | Type |
|---|---|---|---|
| C3574 | BSBHR508A | Manage work/life skills | Unit of competency |
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AUK65 | BSBLED502 | Manage programs that promote personal effectiveness | Unit of competency |
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|---|---|---|---|
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| W616 | CPC50308 | Diploma of Building and Construction (Management) | Qualification |
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| D693 | BSB50311 | Diploma of Customer Contact | Qualification |
| J520 | BSB50613 | Diploma of Human Resources Management | Qualification |
| J515 | SIS50712 | Diploma of Sport and Recreation Management | Qualification |
| D771 | CPP50811 | Diploma of Waste Management | Qualification |