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. Bold italicised wording in the performance criteria is detailed below. 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.
Legislative, financial and procedural requirements may be outlined and reflected in:
Australian Securities and Investments Commission, Australian Competition and Consumer Commission, and Foreign Investment Review Board requirements
Australian standards
federal and state taxation requirements
consumer protection laws and guidelines
court and tribunal precedents
environmental and zoning laws affecting access security, access and property use
freedom of information
home building requirements
licensing requirements
privacy and confidentiality requirements and laws applying to owners, contractors and tenants
public health
quality assurance and certification requirements
relevant common law
relevant federal, and state or territory legislation and regulations affecting organisational operation, including:
anti-discrimination and diversity
environmental issues
EEO
industrial relations
OHS
relevant industry codes of practice, which may cover areas including market sector, financial transactions, taxation, environment, construction, land use, native title, zoning, utilities use (water, gas and electricity), and contract or common law
relevant local government policies and regulations
strata, community and company titles
tenancy agreements
trade practices laws and guidelines.
Services may relate to:
business broking
buyer's advocacy or agent
marketing, sale and leasing of a range of property types
on-site residential property management
property management for a range of property types
residential and commercial real estate
rural agency practice
strata and community title management.
Clients may include:
agents or third parties for purchasers and vendors
in-house staff and office contractors
other agency staff
owner corporations and community title groups
potential vendors
prospective and existing landlords
prospective and existing tenants
prospective purchasers
purchasers
vendors.
Client needs may relate to:
beliefs and values
conventions of gender and sexuality
cultural practices and observations
cultural stereotypes
disposable income and financial constraints
environmental considerations
language
physical and mental disabilities
religious and spiritual observances
social conventions
verbal and non-verbal communication.
Organisational requirements may be outlined and reflected in:
access and equity principles and practice guidelines
agency policies and guidelines
business and performance plans
complaint and dispute resolution procedures
ethical standards and codes of practice, such as:
acting in principal's best interests
misrepresentation
over-servicing
fixed charges rather than fee for service
declaration of beneficial interest
clear communication of services offered and fee for services
clear negotiation of fees
goals, objectives, plans, systems and processes
legal policies and guidelines
mission statements and strategic plans
OHS policies, procedures and programs
policies and procedures in relation to client service
quality and continuous improvement processes and standards
quality assurance and procedure manuals
sales, marketing and leasing or management procedure manuals.
Relevant people may include:
clients
colleagues
consumers
legal representatives
members of industry associations
supervisors.
Specialist advice may be sought from:
architects
bankers and financiers
builders
emergency personnel
government officials
industry professionals and members of industry associations
investment consultants
OHS representatives
planners
real estate agents
solicitors
subcontractors
supervisors and colleagues
technical experts
valuers.
Regulatory and industry standards may include:
industry standards
legislative and statutory requirements outlined in relevant legislation, such as licensing, property, tenancy, tribunal and court
OHS
rules of conduct and ethical practices.
Codes of ethics and conduct may relate to:
acting in principal's best interests
clear communication of services offered and fee for services
clear negotiation of fees
declaration of beneficial interest
declaration of conflict of interest
duty of care
individual behaviour
maintaining confidentiality
misrepresentation
non-discriminatory practices
over-servicing
fixed charges rather than fee for service
use of organisational property.
Work practices may relate to:
appraising for sale or lease
canvassing for relevant business
listing for sale or lease
managing property
negotiating and executing lease arrangements
negotiating and executing sales
preparing for sale by auction
promoting and marketing property
promoting, advertising and undertaking administrative duties
providing support within an agency
receiving and handling monies
undertaking routine functions within the organisation.
Specific needs may relate to:
beliefs and values
conventions of gender and sexuality
cultural stereotypes
dress
food and diet
religious and spiritual observances
social conventions
traditional practices and observations
verbal and non-verbal language.
Feedback may include:
formal and informal discussions, reviews and evaluations with:
existing and previous clients
peers, colleagues and managers
information provided by others involved in a professional capacity, both internal and external to the organisation.
Risks:
may relate to:
changes to regulations and legislation
client and staff satisfaction
competition
emergencies and disasters
fire and security
health and safety
market influences
physical, financial or human resources
project control and cash flow
suppliers and contractors
time constraints
may be identified through:
audits and review of audit reports
checking work area and equipment before and during work
ongoing training
regular housekeeping activities
regular formal and informal consultation and meetings with colleagues
review of OHS records, including registers of hazardous substances and dangerous goods
workplace inspections in area of responsibility.
Limitations may relate to:
industry requirements
job role and responsibilities
legal responsibilities
own competency level
own interpretation of legislation, regulations and procedures
own understanding of risk identification processes
quality processes.
Information collection techniques may include:
discussions with colleagues and clients
documentation, reports and risk management plans
group workshops and brainstorming
incident reporting systems
interviews and questionnaires
media, including newspaper, radio, television and industry magazines
observation checklists
organisational or industry-based surveys.
Standard documentation may include:
building codes
licences
maps
organisational, industry and other contracts
permits
plans
property marketing, sale and lease agreements or contracts
specifications
tenancy agreements.
Business equipment and technology may include:
computers
data storage devices
email
facsimile machines
internet, extranet and intranet
photocopiers
printers
scanners
software applications, such as databases and word applications.
Professional development strategies may include:
coaching, mentoring and supervision
formal and informal learning programs
identifying and establishing new career paths
involvement in community and industry activities
updating and maintaining knowledge base on current issues for work and professional practice
using existing strengths to focus future career development
work rotation to facilitate changing work priorities.
Competency standards and other relevant benchmarks may relate to:
benchmarks such as:
industry code of conduct and code of ethics
statutory and legislative requirements related to working in the property sector
personal and technical knowledge, skills and attitudinal aspects required to undertake day-to-day tasks and duties of the work function effectively and efficiently; specifically:
competency standards for the property industry
other relevant industry, cross-industry and enterprise competency standards.

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.
Overview of assessment
This unit of competency could be assessed through demonstrating the completion of daily work activities associated with the property industry in line with legal and procedural requirements. Targeted written (including alternative formats where necessary) or verbal questioning to assess the candidate's underpinning knowledge would provide supporting evidence of competence. The demonstration and questioning would include collecting evidence of the candidate's knowledge and application of ethical standards and relevant federal, and state or territory legislation and regulations. This assessment may be carried out in a simulated or workplace environment.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
A person who demonstrates competency in this unit must be able to provide evidence of:
interpreting and complying with relevant legislative, financial and procedural requirements and confirming own understanding and application with relevant people
interpreting and complying with ethical practices and codes of conduct and checking own understanding and application with relevant people
identifying a range of potential and existing risks using appropriate information collection techniques, and discussing recommendations on strategies to minimise risks with relevant people
completing standard contractual documentation ensuring adherence to legislative and procedural requirements, and securely maintaining property information
interpreting and using industry employment and professional development guidelines and benchmarks, and seeking assistance from key industry and statutory organisations to ensure own continuous professional development
interpreting and verifying own role and responsibilities and demonstrating an understanding and respect of individual differences in carrying out work tasks.
Context of and specific resources for assessment
Resource implications for assessment include:
a registered provider of assessment services
competency standards
assessment materials and tools
suitable assessment venue and equipment
workplace documentation
candidate special requirements
cost and time considerations.
Where applicable, physical resources should include equipment modified for people with disabilities.
Access must be provided to appropriate learning and/or assessment support when required.

Assessment processes and techniques must be culturally appropriate, and appropriate to the language and literacy capacity of the candidate and the work being performed.
Validity and sufficiency of evidence require that:
competency will need to be demonstrated over a period of time reflecting the scope of the role and the practical requirements of the workplace
where the assessment is part of a structured learning experience the evidence collected must relate to a number of performances assessed at different points in time and separated by further learning and practice with a decision of competence only taken at the point when the assessor has complete confidence in the person's competence
all assessment that is part of a structured learning experience must include a combination of direct, indirect and supplementary evidence
where assessment is for the purpose of recognition (RCC/RPL), the evidence provided will need to be current and show that it represents competency demonstrated over a period of time
assessment can be through simulated project-based activity and must include evidence relating to each of the elements in this unit.
In all cases where practical assessment is used it will be combined with targeted questioning to assess the underpinning knowledge. Questioning will be undertaken in such a manner as is appropriate to the language and literacy levels of the candidate and any cultural issues that may affect responses to the questions, and will reflect the requirements of the competency and the work being performed.