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.
Organisation's goals and objectives may relate to:
business plan
client satisfaction
financial performance
flexibility and client responsiveness
marketing and client service
operational plan
organisation's code of conduct
people management
quality and quality assurance
strategic plan.
Organisational and legal requirements may include:
administrative and records management system, for example:
document version control
maintenance, retention, archiving, retrieval, storage and security of assessment information
reporting and recording requirements and arrangements
access and equity
availability of policies and procedures
client selection, enrolment and induction/orientation
collaborative and partnership arrangements
confidentiality and privacy requirements
customer complaints, grievances and appeals
defined resource parameters
ethical standards
financial management, including refund policies and systems to protect fees paid in advance (if appropriate)
recognition of qualifications issued by other training and/or assessment organisations
risk identification and management, including OHS quality and continuous improvement processes and standards, such as validation systems
staff recruitment, induction and ongoing development and monitoring.
Feedback may include:
comments from clients
comments from supervisors and colleagues
formal and informal performance appraisals
personal reflective behaviour strategies
routine organisational methods for monitoring service delivery.
Relevant personnel may include:
career development professional
coach
human resource personnel
mentor
supervisor.
Professional development plan refers to:
organisation's professional development plan for each individual staff member, outlining:
work and personal career objectives
identified areas requiring development
learning opportunities and activities
relevant work activities and projects
links to organisational training needs profile.
Development opportunities may include:
attending relevant conferences, seminars and workshops
coaching and mentoring
internal training and development programs
networking with internal and external colleagues
reading relevant journals and literature
undertaking higher education or further VET qualifications
undertaking professional development in specific areas of practice.
Professional networks may include:
informal networks, such as:
contacts in vocational education and training
other employees in the same or different organisation
people working in industry or vocational area
formal networks, such as:
communities of practice
interest and support groups, e.g. alumni groups
professional and occupation associations
regional, specialist and peak associations.
Developments and trends may include:
legislative and regulatory changes affecting legal practices
new developments, directions and trends affecting job role
new or revised Training Packages in vocational area of expertise
policy changes in the legal profession.
Continuous improvement techniques and processes may include:
limited and systemic evaluation
ongoing education and training
review and maintenance of records
self-assessment
strategic business and operational planning
team meetings and networking.

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 ability to:
document personal learning needs
research networks, developments and trends
apply continuous improvement techniques and processes
reflect on own professional practice
obtain feedback from clients and colleagues
identify and address professional development needs.

Context of and specific resources for assessment
Assessment must ensure access to:
relevant organisational and legal documentation
networks, technology and modes of communication
contemporary information on professional development and career planning relevant to occupation.

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:
professional development portfolio and/or self-reflection journal maintained over a period of time
case studies
evidence of networking and using technology to gain information and other support
evidence of feedback from colleagues and clients on professional practice.

Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.