Elements and Performance Criteria

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. Add any 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.


Labour market information may include but is not limited to:
Composition of the labour market
Information regarding industries and industry sectors (e.g. workforce size, recruitment methods, conditions of employment, prospects for growth/reduction in labour force, hiring processes and patterns)
Information regarding occupations (e.g. prospects of employment, type of work undertaken, conditions of employment)
Trends
Current status
Industrial framework
Employer expectations


Target employment market may include, but is not limited to:
Industries where skills and abilities of client are applicable
Employers that offer employment in appropriate occupations
Employers with a history of offering opportunities to clients with barriers to employment
Employers with current job opportunities that sufficiently align with skills and abilities of client


Contact approach to promote client can include, but is not limited to:
Appointments and interviews with employers
Telemarketing
Telephone communication
Correspondence
Cold canvassing (door knocking)
Advertising
Business cards
Personal profiles and resumes


Selling points include, but are not limited to:
Examples of relevant knowledge and experience and personal qualities likely to be valued by the employer
Points related specifically to the needs of individual employers
Points to answer any employer queries or concerns about the client


Persuasive communication techniques may include, but are not limited to:
Negotiation techniques
Sales techniques
Assertiveness
Ability to communicate benefits of non discrimination and diversity in the workplace
Ability to explain legislative requirements
Ability to present viable, realistic options to the employer


Employer resistance may relate to, but is not limited to these barriers to employment:
Skills level, type and currency
Limited work experience or gaps in work history
Lack of transport
Literacy and numeracy skill level
Factors such as self-esteem, motivation, attitude
Factors such as hygiene, grooming, dress and appearance


Outcome may include, but is not limited to:
Interview appointment for the client
Trial workplacement
Job placement (e.g. permanent, temporary, full time, part time; casual or contract)
Forwarding of resume or profile for employer to retain on file


Provide appropriate support may include, but is not limited to:
Role plays, mock interviews for client
Coaching (e.g. in negotiation skills, assertiveness skills, sales skills, preparation of correspondence and forms, interview techniques, telephone interactions with employers)
Assistance with scripts
Providing regular practice opportunities
Debriefing and constructive feedback
Provision of wage subsidies or negotiation of supported wage with employer
Provision of other assistance available to the employer if hiring takes place (e.g. workplace support, training of client, funding of workplace aids and adjustments)


Information that may be provided to the employer may relate to, but is not limited to:
Forms of assistance available
Sources of further information, e.g. on workplace relations matters, awards and conditions
Marketing material relating to products and services of the organisation


Feedback to client may relate to, but is not limited to:
Interview performance and results
Relevant information regarding the employer, (e.g. culture, performance requirements, pay and conditions, job role and responsibilities)
Future assistance available to them through the organisation
Sources of assistance outside the organisation
Action to take if difficulties arise with the placement


Organisation policies and procedures relating to recording of information may include, but are not limited to:
Recording of information against client and employer files and database records
Use of contact management systems for employers

EVIDENCE GUIDE

The evidence guide provides advice on assessment and must be read in conjunction with the Performance Criteria, Required Skills and Knowledge, the Range Statement and the Assessment Guidelines for this Training Package.

Critical aspects for assessment and evidence required to demonstrate this unit of competency:
The individual being assessed must provide evidence of specified essential knowledge as well as skills
Evidence must include observation of performance in the work environment or in a simulated work setting


Access and equity considerations:
All workers in community services should be aware of access, equity and human rights issues in relation to their own area of work
All workers should develop their ability to work in a culturally diverse environment
In recognition of particular issues facing Aboriginal and Torres Strait Islander communities, workers should be aware of cultural, historical and current issues impacting on Aboriginal and Torres Strait Islander people
Assessors and trainers must take into account relevant access and equity issues, in particular relating to factors impacting on Aboriginal and/or Torres Strait Islander clients and communities


Context of and specific resources for assessment:
This unit can be assessed independently, however holistic assessment practice with other community services units of competency is encouragedThis unit is related to:
CHCES401A Analyse and apply labour market information
sales units contained within the Business Services Training Package
Resource requirements for assessment include access to:
a relevant workplace or an appropriately simulated environment where assessment may take place
equipment and resources normally used in the workplace


Method of assessment may include:
Evidence gathered from the workplace environment
Structured interviews
Observations
Written assignment
Project
Questioning
Demonstration over a period of time to ensure consistency of performance