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, 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 candidate, accessibility of the item, and local industry and regional contexts) may also be included.
Resource requirements may refer to:
goods and services to be purchased and ordered
human, physical and financial resources - both current and projected
stock requirements and requisitions
Relevant personnel, colleagues and specialist resource managers may include:
colleagues and specialist resource managers
managers
occupational health and safety committees and other people with specialist responsibilities
other employees
people from a wide range of social, cultural and ethnic backgrounds, and people with a range of physical and mental abilities
supervisors
Operational plans may refer to:
organisational plans
tactical plans developed by the department or section to detail product and service performance
Key performance indicators may refer to:
measures for monitoring or evaluating the efficiency or effectiveness of a system, and which may be used to demonstrate accountability and to identify areas for improvements
Contingency planning may refer to:
contracting out or outsourcing human resources and other functions or tasks
diversification of outcomes
finding cheaper or lower quality raw materials and consumables
increasing sales or production
recycling and re-use
rental, hire purchase or alternative means of procurement of required materials, equipment and stock
restructuring of organisation to reduce labour costs
risk identification, assessment and management processes
seeking further funding
strategies for reducing costs, wastage, stock or consumables
succession planning
Consultation processes may refer to:
mechanisms used to provide feedback to the work team in relation to outcomes of consultation
meetings, interviews, brainstorming sessions, email/intranet communications, newsletters or other processes and devices which ensure that all employees have the opportunity to contribute to team and individual operational plans
Organisation's policies, practices and procedures may include:
organisational culture
Standard Operating Procedures
organisational guidelines which govern and prescribe operational functions, such as the acquisition and management of human and physical resources
undocumented practices in line with organisational operations
Performance systems and processes may refer to:
informal systems used by frontline managers for the work team in the place of existing organisation-wide systems
formal processes within the organisation to measure performance, such as:
feedback arrangements
individual and teamwork plans
KPIs
specified work outcomes
Designated persons/groups may include:
other affected work groups or teams and groups designated in workplace policies and procedures
those who have the authority to make decisions and/or recommendations about operations such as workplace supervisors, other managers
Systems, procedures and records may include:
databases and other recording mechanisms for ensuring records are kept in accordance with organisational requirements
individual and team performance plans
organisational policies and procedures relative to performance

EVIDENCE GUIDE
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 following is essential:
ability to monitor and adjust operational performance, produce short-term plans for the department or section, plan and acquire resources, and provide reports on performance as required
knowledge of principles and techniques associated with monitoring and implementing operations and procedures.
Context of and specific resources for assessment
Assessment must ensure:
access to appropriate documentation and resources normally used in the workplace.
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:
direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
review of documentation outlining contingency planning and consultation processes undertaken
demonstration of techniques in managing performance
evaluation of mentoring, coaching and supervision provided to support individuals and teams to use resources effectively, economically and safely.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
other units from the Certificate IV in Frontline Management.