Elements and Performance Criteria

The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance Criteria is explained here.
Workgroup may include:
an existing team
business unit
group formed for a special purpose or project
group of community members
volunteers
inter-agency members
client group, such as employees on a safety committee
group of employers
members of the public in a special interest group etc
Issues affecting the workgroup may include:
legislation
plans
industrial awards and agreements
organisation policies, plans, procedures and protocols
performance management systems
quality standards
efficiency indicators
Legislation, policy and procedures may include:
State/Territory and Commonwealth legislation and regulations such as:
public sector management acts
financial management acts
privacy legislation
equal employment opportunity, anti-discrimination and harassment legislation
occupational health and safety legislation
consumer legislation
environment legislation.
risk management guidelines
ethics and accountability standards
public sector standards
fraud control standards
government security standards
organisational policy, procedures and protocols
Work allocation may include:
procedures and systems for team functioning
procedures to identify development requirements
Individual learning needs includes:
needs of self and others
self-awareness
Learning and development opportunities may include:
formal course participation
on-the-job training
work experience
staff exchanges
mentoring
coaching
external study
conference and seminar attendance
induction
job rotation
projects
secondment
opportunities to act in higher positions

The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package.
Units to be assessed together
Pre-requisite units that must be achieved prior to this unit:Nil
Co-requisite units that must be assessed with this unit:Nil
Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:
PSPETHC501B Promote the values and ethos of public service
PSPGOV503B Coordinate resource allocation and usage
PSPGOV504B Undertake research and analysis
PSPGOV505A Promote diversity
PSPGOV506A Support workplace coaching and mentoring
PSPGOV507A Undertake negotiations
PSPGOV508A Manage conflict
PSPGOV512A Use complex workplace communication strategies
PSPGOV514A Facilitate change
PSPGOV517A Coordinate risk management
PSPLEGN501B Promote compliance with legislation in the public sector
PSPOHS501A Monitor and maintain workplace safety
PSPWPI502B Facilitate improvement in workplace legislative performance
Overview of evidence requirements
In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:
the knowledge requirements of this unit
the skill requirements of this unit
application of Employability Skills as they relate to this unit
provision of leadership in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, policy, procedures and protocols relating to the public sector
case studies and workplace scenarios to capture the range of situations likely to be encountered when providing leadership to a workgroup
Where and how to assess evidence
Valid assessment of this unit requires:
a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when providing leadership to a workgroup, including coping with difficulties, irregularities and breakdowns in routine
provision of leadership in a range of (3 or more) contexts (or occasions, over time).
Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:
people with disabilities
people from culturally and linguistically diverse backgrounds
Aboriginal and Torres Strait Islander people
women
young people
older people
people in rural and remote locations.
Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:
case studies
demonstration
observation
portfolios
projects
questioning
scenarios
simulation or role plays
authenticated evidence from the workplace and/or training courses
For consistency of assessment
Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments.