Elements and Performance Criteria

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.
Training needs of dog/handler team may vary depending on:
temperament of dog
behavioural drives influencing the dog
health and welfare status of dog
age of dog
level of enthusiasm for detecting required odours
length of time required by the dog to acquire new skills
frequency of training
level of training and experience that the dog had prior to joining the organisation
level of training and experience of the dog while in the organisation
experience, commitment and knowledge of handler
degree of bonding between dog and handler
ability of handler to identify and respond to indicators exhibited by the dog
access to real life situations where dog can be deployed for response and control.
Dog/handler team comprises:
a dog and handler with a unique style, approach, potential, strengths and weaknesses.
Training plan must:
outline the strategies and timeline for the progressive development of the dog/handler team
include a planned set of exercises to:
develop and enhance the response and control capabilities of the dog
maintain the dog's motivation
maintain health and safety during work.
Legislation, policies and procedures should include:
enabling legislation
organisational policies and procedures, particularly those relating to the use of dogs within the organisation
workplace health and safety Acts, regulations and guidelines
national and regional policies and procedures
procedural guides, standard operating procedures and work instructions.
Training records may include:
records of training activities
regular evaluation and assessment
evaluation of individual exercises
dog health and development
communications with internal and external networks
proposed changes to course syllabus.
Personal skill development opportunities may include:
coaching, mentoring and supervision
formal and informal learning programs
internal and external training provision
work experience and exchange opportunities
personal study
career planning and development.
Feedback on work performance may include:
formal and informal performance appraisals
obtaining comments from supervisors and colleagues
workplace assessment
receiving guidance, technical support and information to assist performance.

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
Evidence for assessment 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.
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.
Context of and specific resources for assessment
This unit contains knowledge which may be assessed off the job, for example, in a structured learning process, and performance outcomes which should be assessed ideally in the workplace in routine activities and in conjunction with other units with specific focus on working with, training or assessing the work done by dogs in the organisation.
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 while training dogs in agility work, including coping with difficulties, irregularities and changes to routine
legislation, policy, procedures and guidelines relating to the training of dogs
case studies and workplace scenarios to capture the range of situations that may be encountered when training and deploying dogs in agility work
access to appropriate learning and assessment support when required.
Method of assessment
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.
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.