Unit of competency Outline
Date retreived
24/07/2026 5:59 AM AWST
24/07/2026 5:59 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.
Lead the building design team
Lead the building design team
Unit of competency
National Code
CPPBDN8004A
CPPBDN8004A
State Code
WC060
WC060
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
07/03/2014
Field of Education
080303 - Human Resource Management
Original Release Date
07/03/2014
Nominal Hours
80
Description
This unit of competency specifies the outcomes required to lead and manage a building design team. The skills to coordinate the team’s technical and creative skills to meet client needs are of critical importance. It also specifies the skill requirements for effectively conducting the project, providing comprehensive and appropriate role definitions for each team member, and measuring and monitoring staff performance.The unit also covers the ability to provide leadership, respond to the development needs of staff, and ensure compliance with required employment processes.
Notes
Elements and Performance Criteria
1 Determine staffing requirements of the organisation
- 1.1 Organisation’s goals, and requirements of the work to be undertaken, are identified and analysed.
- 1.2 Information on existing staff skills and knowledge is assessed to ensure access to the required mix and level of skills.
- 1.3 Gaps in the skills and knowledge of staff are identified.
- 1.4 Need for additional human resources or contractors is established.
- 1.5 HR policies are developed and implemented to support the effective operation of staff and the organisation.
2 Measure and monitor staff performance levels
- 2.1 Goals and objectives of individual staff members’ roles are established.
- 2.2 Performance appraisals are conducted according to organisation’s needs and using a structured performance appraisal system.
- 2.3 Results of performance appraisals are analysed to identify resource requirements and/or professional development needs of staff.
- 2.4 Support is provided to individuals and teams to enhance performance and achievement of the organisation’s goals and effective completion of projects.
- 2.5 Performance is managed in line with organisational and legal requirements.
3 Review and respond to professional development needs of staff
- 3.1 Current and future professional development needs of staff are identified using a range of methods.
- 3.2 Opportunities are provided for staff members to develop their creative, design and technical skills within the organisation.
- 3.3 Training and development needs of staff are accounted for in relevant budgets and operational plans.
4 Manage team effectiveness
- 4.1 Effective and open communication channels are established and maintained with staff and contractors.
- 4.2 Updates of the organisation’s plans and projects are communicated and opportunities are given to staff to be involved in planning processes.
- 4.3 Teams and individuals are provided with guidance to establish goals, responsibilities and accountabilities.
- 4.4 Effective strategies to facilitate team growth and increase motivation are developed, trialled and implemented.
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.
HR policies may include:
enterprise bargaining agreements
HR administration of records and databases
induction processes and programs
job description and performance appraisals
leave entitlements
OHS
recruitment and selection
remuneration practices
rewards and recognition practices
termination procedures.
Performance appraisals may be linked to outcome targets and may include:
360 degree feedback
counselling meetings
formal annual, half yearly or quarterly performance appraisals
informal one-to-one review discussions
probationary reviews.
Support provided to individuals and teams may include:
additional capital resources, such as updated software or technology
additional human resources
buddy systems
coaching
counselling
mentoring
on or off-the-job training and development.
Professional development needs of staff may be determined by:
changes to work practices and processes
customer feedback
individual staff requests for training
introduction of new technologies or software applications, such as 3-D modelling
performance appraisals
staff surveys
supervisor reports on individual staff.
Motivation theories may include:
David C. McClelland’s theories of achievement motivation
Herzberg’s motivation theory
Maslow’s hierarchy of needs
Theory X
Theory Y.
HR policies may include:
enterprise bargaining agreements
HR administration of records and databases
induction processes and programs
job description and performance appraisals
leave entitlements
OHS
recruitment and selection
remuneration practices
rewards and recognition practices
termination procedures.
Performance appraisals may be linked to outcome targets and may include:
360 degree feedback
counselling meetings
formal annual, half yearly or quarterly performance appraisals
informal one-to-one review discussions
probationary reviews.
Support provided to individuals and teams may include:
additional capital resources, such as updated software or technology
additional human resources
buddy systems
coaching
counselling
mentoring
on or off-the-job training and development.
Professional development needs of staff may be determined by:
changes to work practices and processes
customer feedback
individual staff requests for training
introduction of new technologies or software applications, such as 3-D modelling
performance appraisals
staff surveys
supervisor reports on individual staff.
Motivation theories may include:
David C. McClelland’s theories of achievement motivation
Herzberg’s motivation theory
Maslow’s hierarchy of needs
Theory X
Theory Y.
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.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
A person should demonstrate the ability to:
analyse the staffing requirements of a business design team working on large and complex projects
develop and apply a process to monitor and measure staff performance with at least two workers
demonstrate the application of methodologies to determine and fulfil staff skill development requirements
apply methodologies and processes to provide effective team leadership.
Context of and specific resources for assessment
Assessment of this unit:
must be in the context of the work environment
may be conducted in an off-site context, provided it is realistic and sufficiently rigorous to cover all aspects of workplace performance, including task skills, task management skills, contingency management skills and job role environment skills
must meet relevant compliance requirements.
Resource implications for assessment include:
access to:
suitable assessment venue and equipment
suitable simulated or real opportunities and resources to demonstrate competence
assessment instruments.
Method of assessment
Assessment for this unit must verify the practical application of the required skills and knowledge, using one or more of the following methods:
written and/or oral assessment of the candidates required knowledge for the unit
observed, documented and/or firsthand testimonial evidence of the candidates
implementation of appropriate procedures and techniques for the safe, effective and efficient achievement of the required outcomes
identification of the relevant information and scope of the work required to meet the required outcomes
identification of viable options and the selection of options that best meet the required outcomes
consistently achieving the required outcomes.
Guidance information for assessment
This unit could be assessed on its own or in combination with other units relevant to the job function.
Where applicable, physical resources should include equipment modified for people with disabilities.
Access must be provided to appropriate learning and/or assessment support when required.
Assessment processes and techniques must be culturally appropriate, and appropriate to the language and literacy capacity of the candidate and the work being performed.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
A person should demonstrate the ability to:
analyse the staffing requirements of a business design team working on large and complex projects
develop and apply a process to monitor and measure staff performance with at least two workers
demonstrate the application of methodologies to determine and fulfil staff skill development requirements
apply methodologies and processes to provide effective team leadership.
Context of and specific resources for assessment
Assessment of this unit:
must be in the context of the work environment
may be conducted in an off-site context, provided it is realistic and sufficiently rigorous to cover all aspects of workplace performance, including task skills, task management skills, contingency management skills and job role environment skills
must meet relevant compliance requirements.
Resource implications for assessment include:
access to:
suitable assessment venue and equipment
suitable simulated or real opportunities and resources to demonstrate competence
assessment instruments.
Method of assessment
Assessment for this unit must verify the practical application of the required skills and knowledge, using one or more of the following methods:
written and/or oral assessment of the candidates required knowledge for the unit
observed, documented and/or firsthand testimonial evidence of the candidates
implementation of appropriate procedures and techniques for the safe, effective and efficient achievement of the required outcomes
identification of the relevant information and scope of the work required to meet the required outcomes
identification of viable options and the selection of options that best meet the required outcomes
consistently achieving the required outcomes.
Guidance information for assessment
This unit could be assessed on its own or in combination with other units relevant to the job function.
Where applicable, physical resources should include equipment modified for people with disabilities.
Access must be provided to appropriate learning and/or assessment support when required.
Assessment processes and techniques must be culturally appropriate, and appropriate to the language and literacy capacity of the candidate and the work being performed.
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| OCU31 | CPPBDN8105 | Lead the building design team | Unit of competency |
| AXI06 | CPPBDN8004 | Lead the building design team | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| J824 | CPP80213 | Graduate Diploma of Building Design | Qualification |