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.
Sources of OHS information and data may include:
external sources such as:
OHS legislation and codes of practice
Australian and industry standards
Australian Bureau of Statistics (ABS)
OHS authorities
unions and industry bodies
OHS professional bodies
internet, journals, magazines
technical information and data
research literature
manufacturers' manuals and specifications
National Occupational Health and Safety Commission (NOHSC)
internal sources such as:
OHS policies and procedures
work instructions
job and work system analysis (JSAs)
risk assessments (past and present)
material safety data sheets (MSDSs) and registers
manufacturers' manuals
organisational data such as insurance records, incident investigation, enforcement notices and actions, workers compensation data, OHS performance indicators, audits etc
safety handbooks
employee information papers, brochures, notes, newsletters
OHS reports including, workplace inspections, hazard and incident reports, technical reports, consultations and observations
Appropriate formats may be:
electronic or paper-based
available through an intranet or CD-ROM
recognised records and data management systems
Key personnel may include:
managers from other areas
people involved in OHS decision making or who are affected by OHS decisions
Legal requirements may include:
legislation, regulations and standards governing:
reporting of incidents
records for monitoring and exposure to specific hazards
privacy and confidentiality of personal records
workplace equity
workers compensation
Appropriate tools may be:
electronic systems
paper-based systems
and may include:
registers
graphical representations
performance monitoring charts and checklists
handbooks
Established procedures may include:
legislation and codes of practice
OHS management systems
relevant workers compensation processes
organisational policies and procedures including accident and incident recording system
recognised industry standards
manufacturers' recommendations, and maintenance and servicing schedules
contract and tender documentation
formal and/or informal procedures
Stakeholders may include:
management
supervisors
employees
OHS committees
health and safety and other employee representatives
Ethical requirements for OHS records storage include:
privacy, as appropriate
confidentiality
ensuring access to personal records, within legislative requirements
commercial in confidence information as appropriate
Legislated reporting requirements include:
serious injury and serious incident reporting to OHS authorities
Information and data collected may include:
data relating to implementation of OHS plans and processes
OHS performance indicators
hazard registers
incident data including injury and disease
MSDSs and registers
risk assessments
job safety analyses
OHS policies and procedures
Analytical techniques may include:
basic statistical tests such as means, standard deviation and percentage change
Positive performance indicators are:
a means of focusing on assessing how successfully a workplace is performing through measuring OHS processes
Target audience may include:
internal stakeholders, including the board of management, managers, OHS committees, supervisors, employees (and their families), contractors, visitors and others on site
external stakeholders, including customers, shareholders, local community (directly or via the media), representatives of special interest groups and agencies, insurance agencies, OHS regulators and other relevant statutory bodies

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
Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include:
PSPETHC501B Promote the values and ethos of public service
PSPGOV512A Use complex workplace communication strategies
PSPLEGN501B Promote compliance with legislation in the public sector
PSPSOHS501A Participate in the coordination and maintenance of a systematic approach to managing OHS
PSPSOHS503A Assist in the design and development of OHS participative arrangements.
Overview of evidence requirements
In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:
knowledge requirements of this unit
skill requirements of this unit
application of employability skills as they relate to this unit.
The assessment environment should not disadvantage the candidate and where the person has a disability the principle of reasonable adjustment should be applied during assessment.
Resources required to carry out assessment
These resources include:
legislation, policy, procedures and protocols relating to management of OHS information and data systems
workplace documentation, case studies and workplace scenarios to capture the range of situations likely to be encountered when participating in the management of OHS information and data systems.
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 participating in the management of OHS information and data systems, including coping with difficulties, irregularities and breakdowns in routine
participation in the management of OHS information and data systems in a range of three or more contexts or occasions, over time.
Assessment methods should reflect but not exceed workplace demands, such as literacy, and the needs of individuals who might be disadvantaged.
Assessment methods suitable for valid and reliable assessment of this unit must use authenticated evidence from the workplace and/or training courses and may include a combination of two or more of:
workplace projects
simulation or role plays
case studies and scenarios
observation
portfolios.
The assessment environment should not disadvantage the candidate and where the person has a disability the principle of reasonable adjustment should be applied during assessment.
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.