Unit of competency Outline
Date retreived
23/07/2026 3:29 PM AWST
23/07/2026 3:29 PM 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.
Provide team leadership
Provide team leadership
Unit of competency
National Code
LGACOMP026A
LGACOMP026A
State Code
C1912
C1912
TGA Status
Deleted
Deleted
DTWD Status
Deleted
Deleted
State Implementation and Classification
Approved Date
15/08/2014
Field of Education
080307 - Organisation Management
Original Release Date
15/08/2014
Nominal Hours
40
Description
This unit covers providing leadership to a team within the organisation. The unit includes planning work for the team, monitoring team performance, facilitating change and providing reports. The unit is suitable for team leaders across the organisation.
Notes
Elements and Performance Criteria
1. Plan and allocate team roles and responsibilities
- 1.1 Goals and strategies for team are discussed and agreed upon in accordance with the organisation's goals, plans and objectives and relevant legislation.
- 1.2 Standards of performance required by team and individuals are established based on organisational needs.
- 1.3 Work requirements and performance expectations are identified and clearly presented to team members.
- 1.4 Duties, rosters and/or responsibilities are allocated in accordance with organisational requirements.
- 1.5 Conflict is resolved by negotiation.
2. Monitor and maintain team performance
- 2.1 Work outputs are monitored against agreed work requirements and performance expectations.
- 2.2 Alternative strategies to achieve team tasks are identified.
- 2.3 Team members are provided with feedback, positive support and advice on strategies to overcome any deficiencies.
- 2.4 Difficult situations are handled effectively using collaborative problem-solving techniques.
- 2.5 Team members are provided with feedback and positive support when agreed standard of performance is achieved.
- 2.6 Performance issues that cannot be rectified or addressed within the team are referred to appropriate personnel in accordance with organisational policies and procedures.
- 2.7 Own fulfilment of team leader responsibilities is regularly evaluated and self-development opportunities are undertaken where necessary.
3. Facilitate change
- 3.1 Organisational change policies are communicated effectively to team members.
- 3.2 Team members' queries and concerns are recognised and discussed in a positive and non-threatening manner.
- 3.3 Any legal requirements and ramifications of team operations are communicated to team members.
- 3.4 Ideas to improve work practices are discussed and clarified with team members.
- 3.5 Implementation of new work practices is developed in consultation with team members.
4. Provide feedback to management
- 4.1 Reports on team performance are provided in accordance with organisational requirements.
- 4.2 The team's concerns and issues are represented to management.
- 4.3 Unresolved team concerns are presented to and discussed with employer/management in a timely and objective manner and in accordance with organisational policies and procedures.
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.
Legislation relevant to the workplace may include:
award and enterprise agreements and relevant industrial instruments
relevant legislation from all levels of government that affects business operation, especially in regard to occupational health and safety, environmental issues, equal employment opportunity and industrial relations
Organisation's goals, plans and objectives may include:
council strategic plan and vision statement
policies and procedures in relation to dispute resolution and grievance procedures
business and performance plans
quality and continuous improvement processes and standards
consultation and communication processes
those relevant to team leader's work activities
Work requirements may include:
organisational internal requirements
community requirements
commercial or external requirements, including those of other government agencies
work brief and/or assignment instructions
Change may include:
implementation of new work practices and/or services
organisational restructures
introduction of new technology
change in work location
new client base
staffing changes
job role changes
work priorities
Self-development opportunities may include:
undertaking ongoing learning and leadership skills training
undertaking relevant on or off-the-job training and development
mentoring
networking
Legislation relevant to the workplace may include:
award and enterprise agreements and relevant industrial instruments
relevant legislation from all levels of government that affects business operation, especially in regard to occupational health and safety, environmental issues, equal employment opportunity and industrial relations
Organisation's goals, plans and objectives may include:
council strategic plan and vision statement
policies and procedures in relation to dispute resolution and grievance procedures
business and performance plans
quality and continuous improvement processes and standards
consultation and communication processes
those relevant to team leader's work activities
Work requirements may include:
organisational internal requirements
community requirements
commercial or external requirements, including those of other government agencies
work brief and/or assignment instructions
Change may include:
implementation of new work practices and/or services
organisational restructures
introduction of new technology
change in work location
new client base
staffing changes
job role changes
work priorities
Self-development opportunities may include:
undertaking ongoing learning and leadership skills training
undertaking relevant on or off-the-job training and development
mentoring
networking
Overview of assessment requirements
A person who demonstrates competency in this unit will be able to perform the outcomes described in the Elements to the required performance level detailed in the Performance Criteria. The knowledge and skill requirements described in the Range Statement must also be demonstrated. For example, knowledge of the legislative framework and safe work practices that underpin the performance of the unit are also required to be demonstrated.
Critical aspects of evidence to be considered
The demonstrated ability to:
plan team roles and responsibilities and allocate then in accordance with organisational and work requirement needs and resource parameters
monitor and maintain team performance using positive and supportive communication and resolving issues that arise in a manner satisfactory to all parties
communicate change to the team and support change processes
report clearly to management in regard to the team performance and represent the concerns of the team to management in a supportive manner
Context of assessment
Competency is demonstrated by performance of all stated criteria, with particular attention to the critical aspects of evidence and the knowledge and skills elaborated in the Evidence Guide, and within the scope of the Range Statement.
Assessment must take account of the endorsed Assessment Guidelines in the Local Government Training Package.
Assessment of the performance requirements in this unit should be undertaken in an actual workplace or simulated environment.
Assessment should reinforce the integration of the key competencies for the particular AQF level. Refer to the key competency levels at the end of this unit.
Relationship to other units(prerequisite or co-requisite units)
To enable holistic assessment this unit may be assessed with other units that form part of the job role.
Method of assessment
The following assessment methods are suggested:
observation of the learner performing a range of workplace tasks over sufficient time to demonstrate handling of a range of contingencies
written and/or oral questioning to assess knowledge and understanding
completion of workplace documentation
third-party reports from experienced practitioners
completion of self-paced learning materials including personal reflection and feedback from trainer, coach or supervisor
Evidence required for demonstration of consistent performance
Evidence should be collected over a set period of time that is sufficient to include dealings with an appropriate range and variety of situations.
Resource implications
The learner and trainer should have access to appropriate documentation and resources normally used in the workplace.
A person who demonstrates competency in this unit will be able to perform the outcomes described in the Elements to the required performance level detailed in the Performance Criteria. The knowledge and skill requirements described in the Range Statement must also be demonstrated. For example, knowledge of the legislative framework and safe work practices that underpin the performance of the unit are also required to be demonstrated.
Critical aspects of evidence to be considered
The demonstrated ability to:
plan team roles and responsibilities and allocate then in accordance with organisational and work requirement needs and resource parameters
monitor and maintain team performance using positive and supportive communication and resolving issues that arise in a manner satisfactory to all parties
communicate change to the team and support change processes
report clearly to management in regard to the team performance and represent the concerns of the team to management in a supportive manner
Context of assessment
Competency is demonstrated by performance of all stated criteria, with particular attention to the critical aspects of evidence and the knowledge and skills elaborated in the Evidence Guide, and within the scope of the Range Statement.
Assessment must take account of the endorsed Assessment Guidelines in the Local Government Training Package.
Assessment of the performance requirements in this unit should be undertaken in an actual workplace or simulated environment.
Assessment should reinforce the integration of the key competencies for the particular AQF level. Refer to the key competency levels at the end of this unit.
Relationship to other units(prerequisite or co-requisite units)
To enable holistic assessment this unit may be assessed with other units that form part of the job role.
Method of assessment
The following assessment methods are suggested:
observation of the learner performing a range of workplace tasks over sufficient time to demonstrate handling of a range of contingencies
written and/or oral questioning to assess knowledge and understanding
completion of workplace documentation
third-party reports from experienced practitioners
completion of self-paced learning materials including personal reflection and feedback from trainer, coach or supervisor
Evidence required for demonstration of consistent performance
Evidence should be collected over a set period of time that is sufficient to include dealings with an appropriate range and variety of situations.
Resource implications
The learner and trainer should have access to appropriate documentation and resources normally used in the workplace.
