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.
Legislation, procedural requirements and OHS issues may include:
Australian standards, quality assurance and certification requirements
award and enterprise agreements
environmental and zoning laws affecting factors, including:
building density
energy efficiency
licensing arrangements
relevant codes of practice
relevant state, territory or federal legislation that affects organisational operations, including:
anti-discrimination and diversity
environment and sustainability
equal employment opportunity (EEO)
copyright and digital copyright
industrial relations
OHS guidelines.
Spatial information services (SIS):
relationship between location of global objects, events or activities, when:
objects are usually features with attributes that are given a relative digital position
events can be natural or man-made and observed in relation to position and time
relationships are developed through the application of geographic information systems (GIS) technologies
SIS industry encompasses the broad disciplines of:
GIS
land administration
mapping
photogrammetry
related software development and value-added services
remote sensing
surveying.
Employee and employer rights and responsibilities may include:
rights and responsibility of employees, which may relate to:
taking direction from supervisors
confidentiality and privacy
safety and care with respect to OHS requirements
knowing the terms and conditions of own employment
protection from discrimination and sexual harassment
rights and responsibilities of employers, which may relate to:
the right to dismiss you (see the Commonwealth Workplace Relations Act 1996) if you:
commit a criminal offence
are negligent, careless or cause an accident
commit acts of disloyalty, such as revealing confidential information
the responsibility to provide a safe environment free from discrimination and sexual harassment (see relevant state and federal anti-discrimination legislation).
Vocational roles and industry sectors may include:
town planners
surveyors
cartographers
field hands
GIS software vendors
administrative and assisting roles to the above.
Appropriate persons may include:
assessors
colleagues
managers
supervisors
trainers.
Opportunities for vocational development may include:
career planning and development
coaching, mentoring or supervision
formal and informal learning programs
internal and external training provision
personal study
quality assurance assessment and recommendations
recognition of current competencies assessment
recognition of prior learning assessment
work experience/exchange opportunities
workplace skills assessment.
Data sources may include:
addressing systems
cadastral data
hydrographic maps
remote sensed imagery
thematic data sources
topographic maps
valuation records.

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 on its own or in combination with other units relevant to the job function, for example unit PSPGOV202B Communicate in the workplace.
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:
accessing, interpreting and complying with a range of legislative and procedural requirements relevant to specific assignment procedures
accurately interpreting organisational information to ensure an effective understanding of various roles and responsibilities, and organisational processes and procedures
developing effective skills and personal relationships through the application of organisational, social, ethical and operational standards and the use of appropriate interpersonal styles and techniques.
Specific resources for assessment
Resource implications for assessment include access to:
assessment instruments, including personal planner and assessment record book
assignment instructions, work plans and schedules, policy documents and duty statements
registered training provider of assessment services
relevant guidelines, regulations and codes of practice
suitable venue and equipment.
Access must be provided to appropriate learning and assessment support when required.
Where applicable, physical resources should include equipment modified for people with disabilities.
Context of assessment
Holistic: based on the performance criteria, evidence guide, range statement, and required skills and knowledge.
Method of assessment
Demonstrated over a period of time and observed by the assessor (or assessment team working together to conduct the assessment).
Demonstrated competency in a range of situations, which may include customer/workplace interruptions and involvement in related activities normally experienced in the workplace.
Obtained by observing activities in the field and reviewing induction information. If this is not practicable, observation in realistic simulated environments may be substituted.
Guidance information for assessment
Assessment requires that the clients' objectives and industry expectations are met. If the clients' objectives are narrowly defined or not representative of industry needs, it may be necessary to refer to portfolio case studies of a variety of SIS requirements to assess competency.
Oral questioning or written assessment and hypothetical situations (scenarios) may be used to assess underpinning knowledge (in assessment situations where the candidate is offered a preference between oral questioning or written assessment, questions are to be identical).
Supplementary evidence may be obtained from relevant authenticated correspondence from existing supervisors, team leaders or specialist training staff.
All practical demonstration must adhere to the safety and environmental regulations relevant to each State or Territory.
Where assessment is for the purpose of recognition (recognition of current competencies [RCC] or recognition of prior learning [RPL]), the evidence provided will need to be authenticated and show that it represents competency demonstrated over a period of time.
In all cases where practical assessment is used it will be combined with targeted questioning to assess the underpinning knowledge.
Assessment processes will be 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.