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.
Stakeholders may include:
managers
supervisors
health and safety and other employee representatives
employees
OHS committees
Key personnel may include:
managers from other areas
people involved in OHS decision making or who are likely to be impacted by decisions relating to OHS
Positive performance indicators are:
a means of focusing on assessing how successfully a workplace is performing through measuring OHS processes
Motivators include:
factors that make stakeholders likely to adopt OHS processes
Barriers to implementation of a systematic approach to managing OHS may include:
barriers to communication, such as language/literacy
workplace culture issues, such as management commitment, supervisors' approach to compliance and acceptance of the priority of safety
diversity of workers
structural factors, such as multiple locations, shift work and supervisory arrangements
A systemic approach to managing OHS involves:
comprehensive processes that are combined in a methodical and ordered manner to minimise the risk of injury or ill health in the workplace
processes of planning, allocation of resources, communication and consultation, hazard management, record keeping and reporting, training and competency, and review and evaluation for ongoing improvement
OHS plan is:
is a document that is usually developed annually but may be developed for a shorter or longer period and reviewed regularly, and
has OHS performance indicators (i.e. objectives and targets that are achievable and practical) reflecting systematic approaches to managing OHS
Resources may include:
financial requirement for implementation
personnel, including time allocation
equipment
specialised resources
access to other resources such as:
OHS publications
OHS internal sites
industry-specific information
OHS specialists may be internal or external and include:
ergonomists
occupational hygienists
occupational health professionals
injury management advisors
Technical advisors may include:
engineers (such as design, acoustic, safety, mechanical and civil)
legal practitioners
workplace assessors and trainers
maintenance and trades persons
Policies and procedures may include:
is a document that is usually developed annually but may be developed for a shorter or longer period and reviewed regularly, and
has OHS performance indicators (i.e. objectives and targets that are achievable and practical) reflecting systematic approaches to managing OHS
Other functional areas and management systems may include:
strategic planning
purchasing, procurement and contracting
logistics
human resource, industrial relations and personnel management including payroll
engineering and maintenance
information, data and records management
finance and auditing
environmental management
quality management
Ethical advice means that:
the OHS practitioner provides objective advice with the prime aim of reduction of workplace injury and ill health
Proposed changes to the workplace may include:
design of workplace
design or purchase of new plant or equipment
materials purchases
changes to work processes, work systems, work organisation, work practices and conditions
changes to management practices
External changes may include:
changes to legislation
new information and data available on OHS
Sources of workplace information and data may include:
hazard, incident and investigation reports
workplace inspections
minutes of meetings
reports - including those of external consultants
audits
questionnaire information and data
material safety data sheets (MSDSs) and registers

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
PSPSOHS502A Participate in the management of the OHS information and data systems
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 the coordination and maintenance of a systematic approach to managing OHS
workplace documentation, case studies and workplace scenarios to capture the range of situations likely to be encountered when participating in the coordination and maintenance of a systematic approach to managing OHS.

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 coordination and maintenance of a systematic approach to managing OHS, including coping with difficulties, irregularities and breakdowns in routine
participation in the coordination and maintenance of a systematic approach to managing OHS 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.