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.
Stakeholders may include:
all those individuals and groups both inside and outside the organisation that have some direct interest in the organisation's behaviour, actions, products and services such as:
users of the human resource service
employees at all levels of the organisation
other public sector organisations
inter-agency forums
union and association representatives
boards of management
government
Ministers
Organisational designrefers to:
the process of constructing and changing an organisation's structure, systems or work processes to maximise use of resources to achieve the organisation's strategic goals
Internal and external factorsmay include:
changes in stakeholder requirements
changes in technology
findings from internal data gathering exercises
reviews of organisational vision
industry trends
restructure
amalgamation
changes in government priorities
Legislation and policy may include:
Commonwealth and State/Territory legislation including equal employment opportunity, privacy legislation, anti-discrimination and employment law
national and international codes of practice and standards
organisational policies and practices
environmental and sustainability practices
government policy
codes of conduct
codes of ethics
public sector standards
security policies and procedures
Organisational design strategiesmay include:
flattening the organisational hierarchy, increasing the autonomy of individual business units
decentralisation
devolution of authority
outsourcing
work re-organisation

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:
PSPETHC601B Maintain and enhance confidence in public service
PSPGOV601B Apply government systems
PSPGOV602B Establish and maintain strategic networks
PSPGOV604A Foster leadership and innovation
PSPGOV605A Persuade and influence opinion
PSPHR603B Provide advisory and mediation services
PSPLEGN601B Manage compliance with legislation in the public sector
PSPMNGT602B Manage resources
PSPMNGT604B Manage change
PSPMNGT608B Manage risk
PSPMNGT611A Manage evaluations
PSPMNGT612A Review and improve business performance
PSPPOL603A Manage policy implementation
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 the Employability Skills as they relate to this unit (see Employability Summaries in Qualifications Framework)
management of organisational design strategies in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, policies, procedures and plans relating to organisational design
workplace scenarios and case studies to capture the range of situations likely to be encountered when managing organisational design strategies
environmental factors and other relevant workplace materials that might influence organisational design decisions
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 managing organisational design strategies, including coping with difficulties, irregularities and breakdowns in routine
management of organisational design strategies 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
projects
questioning
scenarios
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