Unit of competency Outline

Date retreived
22/07/2026 1:34 PM AWST

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Coordinate sport, fitness and recreation work teams or groups

Coordinate sport, fitness and recreation work teams or groups

Unit of competency
National Code
SISXIND410
State Code
WG055
TGA Status
Replaced
DTWD Status
Replaced
Current Release Number
1.00
Current Release Date
06/03/2013
View on TGA
State Implementation and Classification
Approved Date
15/10/2014
Field of Education
092199 - Sport And Recreation, N.e.c.
Original Release Date
15/10/2014
Nominal Hours
20
Description
This unit describes the performance outcomes, skills and knowledge required to coordinate work teams or groups in a sport, fitness and recreation environment. It involves monitoring and organising staffing levels, informing team or group members of expected standards of work, motivating the team and maintaining staffing records. Group or team members may be paid employees or volunteers.
Notes
Elements and Performance Criteria
1. Determine staffing levels.
  • 1.1 Set staffing levels within budget and according to organisational policy and procedures, industry codes of practice and legislative requirements.
  • 1.2 Roster teams or groups to meet anticipated demand and statutory requirements.
  • 1.3 Inform team or group members of individual rosters.
  • 1.4 Take corrective action as needed according to staff availability.
2. Inform team members.
  • 2.1 Communicate expected standards of work and behaviour required in a manner appropriate to the individual.
  • 2.2 Clarify workplace rights and obligations of employers and employees or volunteers.
  • 2.3 Induct new team or group members.
  • 2.4 Conduct staff meetings to address issues within area of responsibility.
  • 2.5 Disseminate documented outcomes from meetings.
  • 2.6 Provide regular on-going communication to keep team members up to date.
3. Motivate the team.
  • 3.1 Encourage individuals to contribute to discussion and planning of team or group objectives and goals.
  • 3.2 Update and review team or group objectives and goals on a regular basis in consultation with relevant personnel.
  • 3.3 Develop positive and constructive relationships with and between team or group members.
  • 3.4 Treat all team or group members fairly, equally and with respect.
  • 3.5 Encourage team or group members to monitor their own performance, suggest improvements and identify professional development needs.
4. Monitor team or group performance.
  • 4.1 Identify opportunities to instruct team or group members who are unfamiliar with specific procedures.
  • 4.2 Identify strengths and weaknesses of team or group against current and expected work requirements.
  • 4.3 Monitor and adjust staffing requirements to respond to any changes in tasks and functions required by the organisation.
  • 4.4 Counsel team or group members, if required, in a positive and constructive manner and record outcomes accurately.
  • 4.5 Develop contingency plans to cope with unexpected or extreme situations and take appropriate corrective action as required.
  • 4.6 Evaluate team or group member performance against allocated responsibilities and performance standards.
  • 4.7 Monitor and review staff turnover rate.
5. Maintain staffing records.
  • 5.1. Maintain staff records as required according to organisation policy, relevant awards and agreements, confidentiality, taxation and legal requirements.
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 individual, accessibility of the item, and local industry and regional contexts) may also be included.
Staffing levels may vary according to:
seasonal demand
special events
time commitment of volunteers
promotions
competition schedules.
Policy and procedures must include:
complaint and grievance procedures
culturally appropriate entitlements e.g. funeral leave, national/religious days
employment conditions, equal opportunity, anti-discrimination, cultural diversity
induction and training
work health and safety
staff records
performance measures.
Legislative requirements may include:
award and enterprise agreements and relevant industrial instruments
commonwealth, state/territory and local government legislative requirements affecting organisation operation, especially in regard to work health and safety and environmental issues, EEO, industrial relations and anti-discrimination.
Statutory requirements may include:
minimum and maximum hours of work
meal and other breaks
leave entitlements
remuneration scales
penalty rates
relevant industry awards and agreements.
Relevant personnel may include:
team or group members
supervisors
managers.
Evaluate may include:
observation
self-reflection
third-party reports
client feedback
peer feedback
questioning.
Staff recordsmay include:
disciplinary and grievance procedures
employee records (including tax file number, remuneration, leave and training records)
job/position descriptions
work health and safety records
emergency contact details
volunteer contact details
records of taxation and superannuation payments made.
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:
consistently and responsibly apply organisational policy and procedures and ethical behaviour in regard to:
the coordination of staff including volunteers
monitoring, organising, maintaining staffing levels
the induction of new staff
maintaining staffing levels and coordinating work teams or groups within budgetary constraints
developing and maintaining team or group performance to meet organisation objectives
demonstrate appropriate communication and interpersonal skills when motivating the team or group and informing staff of roles and responsibilities and sharing information
comply with state and local statutory requirements and regulations, including relevant industry awards and agreements
report suggestions for improvements in procedures to management.
Context of and specific resources for assessment
Assessment must also ensure access to:
a sport and recreation work environment
relevant documentation, such as:
legislation and statutory requirements
awards and agreements
job descriptions and responsibilities
training programs
organisation policies and procedures including volunteer management
rostering and recording systems
a work team or group.
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 in the workplace
third-party reports from a supervisor
answers to questions about specific skills and knowledge
review of portfolios of evidence and third-party workplace reports of on-the-job performance.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
SISXFAC409 Plan and provide sport, fitness and recreation services.
Replaced By
State Code National Code Title Type
AVD02 SISXIND005 Coordinate work teams or groups Unit of competency