Unit of competency Outline
Date retreived
22/07/2026 11:57 PM AWST
22/07/2026 11:57 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.
Ensure team effectiveness
Ensure team effectiveness
Unit of competency
National Code
BSBWOR502A
BSBWOR502A
State Code
D1035
D1035
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
15/09/2014
Field of Education
080303 - Human Resource Management
Original Release Date
15/09/2014
Nominal Hours
50
Description
This unit describes the performance outcomes, skills and knowledge required to facilitate all aspects of teamwork within the organisation. It involves taking a leadership role in the development of team plans, leading and facilitating teamwork and actively engaging with the management of the organisation.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Notes
Elements and Performance Criteria
1. Establish team performance plan
- 1.1. Consult team members to establish a common understanding of team purpose, roles, responsibilities and accountabilities in accordance with organisational goals, plans and objectives
- 1.2. Develop performance plans to establish expected outcomes, outputs, key performance indicators and goals for work team
- 1.3. Support team members in meeting expected performance outcomes
2. Develop and facilitate team cohesion
- 2.1. Develop strategies to ensure team members have input into planning, decision making and operational aspects of work team
- 2.2. Develop policies and procedures to ensure team members take responsibility for own work and assist others to undertake required roles and responsibilities
- 2.3. Provide feedback to team members to encourage, value and reward individual and team efforts and contributions
- 2.4. Develop processes to ensure that issues, concerns and problems identified by team members are recognised and addressed
3. Facilitate teamwork
- 3.1. Encourage team members and individuals to participate in and to take responsibility for team activities, including communication processes
- 3.2. Support the team in identifying and resolving work performance problems
- 3.3. Ensure own contribution to work team serves as a role model for others and enhances the organisation's image for all stakeholders
4. Liaise with stakeholders
- 4.1. Establish and maintain open communication processes with all stakeholders
- 4.2. Communicate information from line manager/management to the team
- 4.3. Communicate unresolved issues, concerns and problems raised by team members and follow-up with line manager/management and other relevant stakeholders
- 4.4. Evaluate and take necessary corrective action regarding unresolved issues, concerns and problems raised by internal or external stakeholders
conducting meetings, interviews, brainstorming sessions, email/intranet communications, newsletters or other processes and devices which ensure that all employees have the opportunity to contribute to team and individual performance plans
mechanisms used to provide feedback to the work team in relation to outcomes of consultation
responsibilities as defined in position descriptions, codes of conduct/behaviour, duty statements or similar
statement of conduct outlining responsibilities/actions/performance
individual performance plans linked to team goals
team plans based on work assignments and responsibilities
changes in work roles and responsibilities
improved individual and team, performance and participation
improvements to systems, operations
measures for monitoring and evaluating the efficiency or effectiveness of systems or services
quality standards and expectations
targets for productivity improvements such as reduced downtime, higher production levels, decreases in absenteeism
targets for training and development
clarification of roles and expectations
electronic communication devices and processes, such as intranet and email communication systems, to facilitate input
long-term or short-term plans factoring in opportunities for team input
mentoring and 'buddy' systems to support team members in providing input
newsletters and briefings
training and development activities
organisational guidelines and systems that govern operational functions
procedures that detail the activities that must be carried out for the completion of actions and tasks
Standard Operating Procedures
brainstorming options with the team for addressing concerns
creating a matrix of issues and concerns and distributing for comment
discussions with individuals regarding their concerns
distributing drafts for comment with a range of options for resolution of concerns
training and development sessions
Board members
business or government contacts
funding bodies
union/employee groups and representatives
work team
chief executive officer
direct superior
other management representatives
mechanisms used to provide feedback to the work team in relation to outcomes of consultation
responsibilities as defined in position descriptions, codes of conduct/behaviour, duty statements or similar
statement of conduct outlining responsibilities/actions/performance
individual performance plans linked to team goals
team plans based on work assignments and responsibilities
changes in work roles and responsibilities
improved individual and team, performance and participation
improvements to systems, operations
measures for monitoring and evaluating the efficiency or effectiveness of systems or services
quality standards and expectations
targets for productivity improvements such as reduced downtime, higher production levels, decreases in absenteeism
targets for training and development
clarification of roles and expectations
electronic communication devices and processes, such as intranet and email communication systems, to facilitate input
long-term or short-term plans factoring in opportunities for team input
mentoring and 'buddy' systems to support team members in providing input
newsletters and briefings
training and development activities
organisational guidelines and systems that govern operational functions
procedures that detail the activities that must be carried out for the completion of actions and tasks
Standard Operating Procedures
brainstorming options with the team for addressing concerns
creating a matrix of issues and concerns and distributing for comment
discussions with individuals regarding their concerns
distributing drafts for comment with a range of options for resolution of concerns
training and development sessions
Board members
business or government contacts
funding bodies
union/employee groups and representatives
work team
chief executive officer
direct superior
other management representatives
Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the following is essential:
range of techniques that can be used to build work teams, strengthen communications in the team and resolve conflict
methods for engaging with stakeholders and obtaining advice from outside the work team, to ensure team is focussed and on track
knowledge of group behaviour.
Context of and specific resources for assessment
Assessment must ensure:
access to appropriate documentation and resources normally used in the workplace.
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:
analysis of responses to case studies and scenarios
assessment of written reports
demonstration of team building techniques
direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
observation of performance in role plays
review of performance plans developed for work team
review of policies and procedures developed to ensure team members take responsibility for own work.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
other units from the Diploma of Management.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the following is essential:
range of techniques that can be used to build work teams, strengthen communications in the team and resolve conflict
methods for engaging with stakeholders and obtaining advice from outside the work team, to ensure team is focussed and on track
knowledge of group behaviour.
Context of and specific resources for assessment
Assessment must ensure:
access to appropriate documentation and resources normally used in the workplace.
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:
analysis of responses to case studies and scenarios
assessment of written reports
demonstration of team building techniques
direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
observation of performance in role plays
review of performance plans developed for work team
review of policies and procedures developed to ensure team members take responsibility for own work.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
other units from the Diploma of Management.
Replaces
| State Code | National Code | Title | Type |
|---|---|---|---|
| C7047 | BSBFLM512A | Ensure team effectiveness | Unit of competency |
| W2184 | DRTNHB46A | Maintain effective team/crew operations | Unit of competency |
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| WB921 | BSBWOR502B | Ensure team effectiveness | Unit of competency |