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.
Legislation and guidelines may relate to:
public sector standards:
codes of conduct/ethics
guarantee of service
legislated standards
State/Territory/Commonwealth/organisational standards
technical/industrial standards
professional standards
industry competency standards
anti-corruption legislation
whistleblowers' protection
public sector employment:
employee relations
chief executive officer's instructions
Commissioner's instructions
public sector notices
workplace environment:
equal employment opportunity
affirmative action
workplace diversity
anti-discrimination
workplace harassment
occupational health and safety
duty of care
security, storage, handling and classification of documents
financial management and accountability:
Treasurer's instructions
contractual obligations
transparency:
freedom of information
professional reporting
accountability
fair trading
business and community:
privacy
trade practices
competition
road transport legislation
information and records management standards and legislation
the organisation's enabling legislation, regulations
aspects of common law, criminal law, contract law, employment law and administrative law, including judges' rules
international legislation/codes of behaviour
Conflicting legislative directives may include:
apparent contradiction between statutes
apparent conflict between statutes and policy requirements
Inadequacies in workplace procedures may include:
insufficient financial/other controls
insecure Internet/fax access
non-auditable records processes
ambiguous guidelines
no guidelines
unnecessary complexity
use of non-current legislation

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:
PSPETHC301B Uphold the values and principles of public service
PSPGOV305B Access and use resources and financial systems
PSPGOV307B Organise workplace information
PSPIM301A Process claims
PSPPROC302A Undertake basic procurement
PSPSEC301A Secure government assets
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
compliance with legislation in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
public sector legislation, regulations and guidelines
procedures and protocols
scenarios and case studies to capture the range of situations likely to be encountered when complying with public sector legislation
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 complying with legislation in the public sector, including coping with difficulties, irregularities and apparently conflicting legislative requirements
compliance with legislation 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
portfolios
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