Unit of competency Outline
Date retreived
22/07/2026 1:18 PM AWST
22/07/2026 1:18 PM 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.
Coordinate a work team
Coordinate a work team
Unit of competency
National Code
CSCORG407A
CSCORG407A
State Code
S5993
S5993
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
24/06/2011
Field of Education
080303 - Human Resource Management
Original Release Date
24/06/2011
Nominal Hours
40
Description
This unit of competency describes the outcomes required to achieve operational outcomes and effective working relationships through managing and developing individuals and teams as part of a cooperative work group, communicating objectives and required standards, supporting development activities and providing leadership in the work group.This is a generic management unit that has been designed to allow significant contextualisation according to the requirements of the organisation, management structures and candidates' work roles and responsibilities.
Notes
Elements and Performance Criteria
1Develop and maintain a cooperative work group.
- 1.1 Encourage staff to make constructive contributions to team decisions and planning.
- 1.2 Acknowledge contributions to work group operations and respond positively to feedback and suggestions from team members.
- 1.3 Ensure staff members contribute actively to the implementation of new work practices.
- 1.4 Address conflict between staff members in accordance with current personnel practices.
2Communicate objectives and required standards.
- 2.1 Ensure staff members are aware of relevant information affecting the work group.
- 2.2 Inform staff of required objectives and standards and encourage staff commitment to objectives and standards to promote continuous improvement.
- 2.3 Model and promote principles and practices of safe, fair and participative work practices to staff.
- 2.4 Provide regular constructive feedback on all aspects of work performance to individuals and team to promote continuous improvement.
- 2.5 Assess performance and address requirements in a fair and timely manner according to relevant guidelines, procedures and performance criteria.
3Support development activities.
- 3.1 Identify specific training needs of individuals and provide training and development opportunities.
- 3.2 Develop and implement agreed action plans to meet individual and group training and development needs.
- 3.3 Encourage and support staff in applying skills and knowledge in the workplace.
- 3.4 Provide on-the-job training to the required standard.
- 3.5 Encourage and support staff to attend training courses and to take up other development opportunities.
4Provide leadership to the work group.
- 4.1 Check and confirm the link between the function of the group and the goals of the organisation.
- 4.2 Use participative decision making routinely to develop, implement and review work of the group and to allocate responsibilities where appropriate.
- 4.3 Ensure that opportunities and encouragement are given to others to develop new and innovative work practices and strategies.
- 4.4 Identify and resolve conflict with minimum disruption to work group function.
- 4.5 Provide staff with the support and supervision necessary to perform work safely and without risk to health.
- 4.6 Allocate tasks within the competence of staff and support staff with appropriate authority, autonomy and training.
- 4.7 Ensure supervision is appropriate to changing priorities and situations and takes into account the different needs of individuals and the requirements of the task.
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.
Work group may include:
an existing team
business unit
group formed for a special purpose or project
group of community members
volunteers
inter-agency members
client group, such as employees on a safety committee
group of employers
members of the public in a special interest group.
Relevant information affecting the work group could include:
legislation
organisation and department plans
industrial awards, agreements and contracts
agency policies, procedures and protocol
quality, performance, contracts and competency standards
efficiency indicators.
Standards may include:
national competency standards
performance management standards
performance appraisal systems
discipline procedures.
Training and development opportunities may include:
formal course participation
on-the-job training
work experience
coaching and mentoring
secondment
external study
conference and seminar attendance
opportunities to work in higher-level positions
job rotation and exchanges.
Work group may include:
an existing team
business unit
group formed for a special purpose or project
group of community members
volunteers
inter-agency members
client group, such as employees on a safety committee
group of employers
members of the public in a special interest group.
Relevant information affecting the work group could include:
legislation
organisation and department plans
industrial awards, agreements and contracts
agency policies, procedures and protocol
quality, performance, contracts and competency standards
efficiency indicators.
Standards may include:
national competency standards
performance management standards
performance appraisal systems
discipline procedures.
Training and development opportunities may include:
formal course participation
on-the-job training
work experience
coaching and mentoring
secondment
external study
conference and seminar attendance
opportunities to work in higher-level positions
job rotation and exchanges.
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 should be assessed in the workplace, or where this is not feasible, in a suitable simulation applying the context and material of the workplace and its requirement. Assessment should include the opportunity to demonstrate evidence from work in the wider community. Evidence should be gathered over time in a range of contexts to ensure the candidate can achieve the unit outcome and apply the competency in different situations or environments.
Evidence will be required of performance in a range of variables required by the work site and the defined work role and responsibilities.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
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
ability to coordinate a work team in a range of (two or more) contexts or occasions, over time.
Context of and specific resources for assessment
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 coordinating a work group, including coping with difficulties, irregularities and breakdowns in routine
copies of legislation, policies, procedures and guidelines relating to the provision of leadership and coordination of work groups
access to appropriate learning and assessment support when required.
Method of assessment
Evidence must include observation and information generated in the workplace as well as observation of performance in routine work functions or, where this is not possible, in a simulated exercise.
The following assessment methods are suggested:
observation of performance in routine workplace activities within a range of agreed responsibilities and in various work locations
written and/or oral questioning to assess knowledge and understanding
completion of workplace documents and reports produced as part of routine work activities
third-party reports from experienced practitioners
completion of performance feedback from supervisors and colleagues
case studies
scenarios
simulations or role plays.
Guidance information for assessment
Assessment methods should reflect workplace demands, and any identified special needs of the candidate, including language and literacy implications and cultural factors that may affect responses to the questions.
In all cases where practical assessment is used it will be combined with targeted questioning to assess the underpinning knowledge.
Overview of assessment
This unit should be assessed in the workplace, or where this is not feasible, in a suitable simulation applying the context and material of the workplace and its requirement. Assessment should include the opportunity to demonstrate evidence from work in the wider community. Evidence should be gathered over time in a range of contexts to ensure the candidate can achieve the unit outcome and apply the competency in different situations or environments.
Evidence will be required of performance in a range of variables required by the work site and the defined work role and responsibilities.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
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
ability to coordinate a work team in a range of (two or more) contexts or occasions, over time.
Context of and specific resources for assessment
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 coordinating a work group, including coping with difficulties, irregularities and breakdowns in routine
copies of legislation, policies, procedures and guidelines relating to the provision of leadership and coordination of work groups
access to appropriate learning and assessment support when required.
Method of assessment
Evidence must include observation and information generated in the workplace as well as observation of performance in routine work functions or, where this is not possible, in a simulated exercise.
The following assessment methods are suggested:
observation of performance in routine workplace activities within a range of agreed responsibilities and in various work locations
written and/or oral questioning to assess knowledge and understanding
completion of workplace documents and reports produced as part of routine work activities
third-party reports from experienced practitioners
completion of performance feedback from supervisors and colleagues
case studies
scenarios
simulations or role plays.
Guidance information for assessment
Assessment methods should reflect workplace demands, and any identified special needs of the candidate, including language and literacy implications and cultural factors that may affect responses to the questions.
In all cases where practical assessment is used it will be combined with targeted questioning to assess the underpinning knowledge.
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AUZ50 | CSCORG013 | Coordinate a work team | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| W995 | CSC40112 | Certificate IV in Correctional Practice | Qualification |
| S567 | CSC40107 | Certificate IV in Correctional Practice | Qualification |