Unit of competency Outline
Date retreived
24/07/2026 7:39 AM AWST
24/07/2026 7:39 AM AWST
Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.
Appoint and work with a manager
Appoint and work with a manager
Unit of competency
National Code
BSBATSIL510A
BSBATSIL510A
State Code
D4844
D4844
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
15/07/2014
Field of Education
080303 - Human Resource Management
Original Release Date
15/07/2014
Nominal Hours
30
Description
This unit describes the performance outcomes, skills and knowledge required to appoint a manager for the organisation, define the respective roles of a manager and the board of management, and effectively work together on an ongoing basis.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Notes
Elements and Performance Criteria
1. Establish a recruitment and selection process
- 1.1. Obtain expert advice on legal requirements relevant to recruiting and selecting staff
- 1.2. Identify organisational policies and procedures relevant to appointing staff
- 1.3. Develop an agreed process for recruiting and appointing staff that complies with legal and organisational requirements
2. Recruit and select the manager
- 2.1. Develop a position description for the manager that includes appropriate selection criteria
- 2.2. Ensure that advertising for the position complies with organisational policy and legal requirements
- 2.3. Establish a selection panel that represents key stakeholders
- 2.4. Develop appropriate interview questions, using independent assistance as required
- 2.5. Participate in interviewing and selecting a manager who satisfies the established selection criteria
3. Negotiate an employment contract
- 3.1. Check the employment contract developed to ensure it complies with organisational policy and legal requirements
- 3.2. Benchmark salary and conditions against similar organisations
- 3.3. Identify and document performance outcomes
- 3.4. Review and renegotiate contract as required
4. Work with the manager
- 4.1. Ensure that the manager is inducted
- 4.2. Develop communication and reporting mechanisms between the manager and the board
- 4.3. Develop protocols for decision making and delegation of powers
- 4.4. Establish policy and procedure to manage conflict and/or grievances between the manager and the board
- 4.5. Regularly review the manager's performance in accordance with the employment contract
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.
Recruitment and selection will include:
developing or adapting position and job descriptions
advertising
developing selection criteria
following established application process
short-listing applicants
selecting interview panel
developing interview questions
short-listing interviewees
conducting referee and security checks
selecting suitable candidate
informing successful and unsuccessful candidates.
Key stakeholders may include:
board members
community members
Elders
local government
funding body representative
other Aboriginal and Torres Strait Islander organisations
staff
traditional owners.
Independent assistance may include:
consultants
peak body groups
experienced network members
senior government or non-government personnel
employee groups.
Communication and reporting mechanisms may include:
manager's report for the annual general meeting
regular written and verbal report
report against performance outcomes
standing item at board meeting.
Delegation of powers may relate to:
employing and dismissing staff
purchasing goods and services
signing cheques
signing contracts
speaking to the media.
Regular review may include:
annual performance review
assessment against performance outcomes
independent assessment
interview
360 degree feedback.
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.
Recruitment and selection will include:
developing or adapting position and job descriptions
advertising
developing selection criteria
following established application process
short-listing applicants
selecting interview panel
developing interview questions
short-listing interviewees
conducting referee and security checks
selecting suitable candidate
informing successful and unsuccessful candidates.
Key stakeholders may include:
board members
community members
Elders
local government
funding body representative
other Aboriginal and Torres Strait Islander organisations
staff
traditional owners.
Independent assistance may include:
consultants
peak body groups
experienced network members
senior government or non-government personnel
employee groups.
Communication and reporting mechanisms may include:
manager's report for the annual general meeting
regular written and verbal report
report against performance outcomes
standing item at board meeting.
Delegation of powers may relate to:
employing and dismissing staff
purchasing goods and services
signing cheques
signing contracts
speaking to the media.
Regular review may include:
annual performance review
assessment against performance outcomes
independent assessment
interview
360 degree feedback.
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 ability to:
work with fellow board members to source and select a suitable manager for the organisation
demonstrate awareness of equal employment opportunity and anti-discrimination requirements when recruiting and selecting staff
establish policy and procedures to ensure a good working relationship between the manager and the board.
Context of and specific resources for assessment
Assessment must ensure:
participation on an actual or simulated board
access to examples of relevant recruitment, selection and performance management documents
access to examples of issues that affect recruitment, selection and performance management
knowledge and performance to be assessed over time to confirm consistency in performance.
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 reflection of practical board performance by the candidate
analysis of responses to case studies and scenarios
demonstration of techniques
observation of presentations and group discussions
oral or written questioning to assess knowledge
observation of performance in role plays.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
BSBATSIM506C Develop employment policies.
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 ability to:
work with fellow board members to source and select a suitable manager for the organisation
demonstrate awareness of equal employment opportunity and anti-discrimination requirements when recruiting and selecting staff
establish policy and procedures to ensure a good working relationship between the manager and the board.
Context of and specific resources for assessment
Assessment must ensure:
participation on an actual or simulated board
access to examples of relevant recruitment, selection and performance management documents
access to examples of issues that affect recruitment, selection and performance management
knowledge and performance to be assessed over time to confirm consistency in performance.
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 reflection of practical board performance by the candidate
analysis of responses to case studies and scenarios
demonstration of techniques
observation of presentations and group discussions
oral or written questioning to assess knowledge
observation of performance in role plays.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
BSBATSIM506C Develop employment policies.
Replaces
| State Code | National Code | Title | Type |
|---|---|---|---|
| D0581 | BSBATSIL502B | Work with the manager | Unit of competency |
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AUL81 | BSBATSIL510 | Appoint and work with a manager | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| J008 | CHC30612 | Certificate III in Active Volunteering | Qualification |
| W905 | BSB50710 | Diploma of Business (Governance) | Qualification |