Unit of competency Outline

Date retreived
22/07/2026 8:37 AM AWST

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Develop employment policies

Develop employment policies

Unit of competency
National Code
BSBATSIM506C
State Code
D4855
TGA Status
Replaced
DTWD Status
Replaced
Current Release Number
1.00
Current Release Date
10/03/2009
View on TGA
State Implementation and Classification
Approved Date
12/08/2014
Field of Education
080303 - Human Resource Management
Original Release Date
12/08/2014
Nominal Hours
40
Description
This unit describes the performance outcomes, skills and knowledge required to develop policies for the employment of staff.Some aspects of governance activities may be subject to legislation, rules, regulations and codes of practice relevant to different job roles and jurisdictions.
Notes
Elements and Performance Criteria
1. Develop policies with respect to staff
  • 1.1. Identify employer's responsibilities with respect to staff
  • 1.2. Develop, negotiate and endorse staffing policies with board members, management and staff, and if appropriate, unions
  • 1.3. Ensure approved policies are communicated throughout the organisation
2. Implement staff policies and procedures
  • 2.1. Work with other board members and management to develop and document procedures flowing from endorsed policies
  • 2.2. Establish and implement induction processes for new staff
  • 2.3. Ensure changes to policies and procedures affecting employment are communicated to staff, and if applicable, to unions
  • 2.4. Identify and access external industrial relations advice and representation as required
  • 2.5. Ensure individual contracts for employees are developed and signed within relevant enterprise agreements or awards according to policies and procedures
3. Monitor and review staffing policies
  • 3.1. Establish a review body for staffing policy
  • 3.2. Monitor and assess outside industrial influences and impacts relevant to the organisation
  • 3.3. Ensure regular occupational health and safety checks of the workplace are undertaken according to policy and procedures
  • 3.4. Review grievance procedures regularly
  • 3.5. Ensure all aspects of employment policy and procedures are audited independently
  • 3.6. Evaluate results of reviews and audits and propose changes to policy and procedures if necessary
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.
Employer's responsibilities may include:
conditions of relevant awards
duty of care
provision of a safe workplace
compliance with state, territory and federal industrial relations legislation
supervision
training.
Staffing policies may relate to:
awards and agreements
contracts
disputes, including management and staff
grievance procedures
health and wellbeing
induction of new staff
performance management
occupational health and safety
workplace rules and staff discipline.
Industrial relations advice may include:
counselling
independent workplace audits
mediation
union representation.
Enterprise agreements may include:
dispute resolution
general employment conditions
minimum rates of pay and conditions
range of positions.
Review body may include:
board subcommittee
external expertise
joint management and staff working group.
Industrial influences may include:
award changes
changing technologies
changes to legislation
union involvement.
Audits may include:
external quality auditors
occupational health and safety audits
staff meetings
surveys.
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:
work with others to developand review employment policies and procedures
follow policies and procedures in relation to staff.

Context of and specific resources for assessment
Assessment must ensure:
participation on an actual or simulated board
access to examples of legislation and policy affecting the employment of staff
knowledge and performance are assessed over time to confirm consistency in performance.

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:
observation of performance on a board or simulated board
direct questioning combined with reflection of practicalboard performance by the candidate
analysis of responses to case studies and scenarios
demonstration of techniques
observation of presentations and group discussions
oral or written questioning to assess knowledge
observation of performance in role plays.

Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
BSBATSIL510A Appoint and work with a manager
BSBATSIM514A Recruit and induct staff.
Replaces
State Code National Code Title Type
D0595 BSBATSIM506B Develop employment services Unit of competency
Replaced By
State Code National Code Title Type
AUL30 BSBATSIM506 Develop employment policies Unit of competency