Unit of competency Outline
Date retreived
22/07/2026 10:11 PM AWST
22/07/2026 10:11 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.
Manage the human resources process in local government
Manage the human resources process in local government
Unit of competency
National Code
LGAGCM702A
LGAGCM702A
State Code
D2849
D2849
TGA Status
Deleted
Deleted
DTWD Status
Deleted
Deleted
State Implementation and Classification
Approved Date
15/08/2014
Field of Education
080303 - Human Resource Management
Original Release Date
15/08/2014
Nominal Hours
70
Description
This unit covers key aspects of the development and management of the strategic human resources (HR) function within the local government environment to achieve organisational objectives. Also covered by this unit is the interaction of HR professionals and line managers in the development of appropriate HR strategies whilst understanding the relevance of the industrial relations framework in local government.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication.
Notes
Elements and Performance Criteria
1. Comply with and implement relevant industrial relations policies, awards and industrial agreements
- 1.1 Council's HR policies are continuously reviewed and updated to reflect changes in industrial agreements and council policies.
- 1.2 Awards are interpreted to ensure compliance with legislative requirements in all areas of employee relations.
- 1.3 All award requirements and entitlements are facilitated and implemented in a timely and professional manner.
- 1.4 Continuous understanding of relevant industrial relations issues is maintained by involvement in relevant industrial relations forums and committees.
- 1.5 Disputes within the industrial relations framework are identified and assessed for their potential impact on council employee relations and terms and conditions of employment.
- 1.6 Areas of possible non-compliance with industrial agreements or council policies are identified and addressed immediately to avoid risk of dispute.
- 1.7 Continued implementation of relevant employment legislation within council is facilitated.
2. Develop and manage contracts of employment
- 2.1 Effective communication strategies between relevant parties are established and maintained.
- 2.2 Terms and conditions of employment are readily available and clearly communicated to staff prior to commencing work with council.
- 2.3 Terms and conditions of employment are communicated and managed professionally and ethically.
- 2.4 Active involvement in consultative committee meetings is maintained where appropriate.
3. Manage job design, evaluation and appraisal
- 3.1 Position descriptions are documented and updated in consultation with relevant stakeholders to reflect the required skills, knowledge and attributes necessary to fulfil each job/role.
- 3.2 Job/roles are individually evaluated to determine appropriate remuneration packages.
- 3.3 Where possible, job/roles are benchmarked against similar external roles to determine comparative market value of each role.
- 3.4 Appropriate performance appraisal system to measure and reward employee performance is developed and managed.
4. Provide advice and guidance to senior management
- 4.1 Senior managers are given timely and specialist advice on issues requiring in-depth understanding of HR policies and practices.
- 4.2 Implementation of HR strategies and directives is communicated to managers to ensure consistent application of policy.
- 4.3 Ongoing communication with management is established and maintained to promote implementation and understanding of key employment issues.
- 4.4 HR reports are generated and analysed to identify key areas for improvement.
- 4.5 Investigations are conducted in consultation with managers and appropriate staff to identify and resolve areas of concern regarding employment satisfaction.
- 4.6 Advice and conciliation assistance are provided to managers when there is conflict regarding performance appraisals.
5. Develop, maintain and review HR policies
- 5.1 Detailed HR policies on all areas of council employment are developed and made accessible to all staff.
- 5.2 HR policies are continually updated to reflect changes in any area of employment relations.
- 5.3 Best practice and continuous improvement strategies are considered when amending or developing council's HR policies.
- 5.4 Research into innovative and appropriate HR policies is conducted.
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.
HR policies include:
recruitment and selection
induction procedures
occupational health and safety (OHS)
anti-discrimination
workers compensation
remuneration practices
job description and performance appraisal models and practices
administration of HR records and databases
termination procedures
rewards and recognition practices
leave entitlements
enterprise bargaining agreements
Legislation may include:
federal and state industrial relations
anti-discrimination
welfare
workers compensation
OHS
enterprise agreements
Specialist advice provided to line managers may include:
advice on relevant legislation and awards
training and development strategies
human resource strategies and philosophy
conflict management strategies
management of poor performances
recruitment and selection procedures
absenteeism
OHS
HR reports generated may refer to:
number of days and type of staff leave taken
staff turnover
training and development plans and profiles
number and frequency of casuals employed by council
number of permanent and temporary staff employed by council
number of resignations
number and location of staff with annual leave accrued
number of harassment claims
HR policies include:
recruitment and selection
induction procedures
occupational health and safety (OHS)
anti-discrimination
workers compensation
remuneration practices
job description and performance appraisal models and practices
administration of HR records and databases
termination procedures
rewards and recognition practices
leave entitlements
enterprise bargaining agreements
Legislation may include:
federal and state industrial relations
anti-discrimination
welfare
workers compensation
OHS
enterprise agreements
Specialist advice provided to line managers may include:
advice on relevant legislation and awards
training and development strategies
human resource strategies and philosophy
conflict management strategies
management of poor performances
recruitment and selection procedures
absenteeism
OHS
HR reports generated may refer to:
number of days and type of staff leave taken
staff turnover
training and development plans and profiles
number and frequency of casuals employed by council
number of permanent and temporary staff employed by council
number of resignations
number and location of staff with annual leave accrued
number of harassment claims
Overview of assessment requirements
A person who demonstrates competency in this unit will be able to perform the outcomes described in the elements to the required performance level detailed in the performance criteria. The unit's skill and knowledge requirements must also be demonstrated. The candidate will demonstrate the capacity to provide effective leadership in the development and management of HR functions.
Critical aspects of evidence to be considered
The demonstrated ability to:
apply the industrial relations framework in the context of local government
apply human resource management theories and practices
apply knowledge of relevant employment legislation and codes of practice
lead and manage staff during conflicts and complex situations
manage and negotiate contracts of employment
monitor changes within industrial relations and anticipate the impact of such changes on council
Context of assessment
Assessment of performance requirements in this unit should be undertaken with the context of the local government framework. Competency is demonstrated by performance of all stated criteria, including the range of variables applicable to the workplace environment.
Method of assessment
The following assessment methods are suggested:
preparation of a major workplace project report/portfolio (that may incorporate assessment of related units) as a key form of assessment that enables candidates to integrate the learning and assessment project into their regular work responsibilities, which enables integrated and holistic assessment of the complex skills and knowledge addressed in this unit
observation of the learner performing a range of workplace tasks over sufficient time to demonstrate his/her handling of a range of contingencies
written and oral questioning to assess knowledge and understanding
completion of workplace documentation
third-party reports from experienced practitioner
completion of self-paced learning materials, including personal reflection and feedback from trainer, coach or supervisor
Evidence required for demonstration of consistent performance
Evidence should be gathered over a period of time in a range of actual or simulated management environments.
Resource implications
Access to a workplace or simulated case study that provides the following resources:
relevant council documents, such as strategic and operational plans
relevant local government legislation and regulations
HR models, theories and examples of good practice
A person who demonstrates competency in this unit will be able to perform the outcomes described in the elements to the required performance level detailed in the performance criteria. The unit's skill and knowledge requirements must also be demonstrated. The candidate will demonstrate the capacity to provide effective leadership in the development and management of HR functions.
Critical aspects of evidence to be considered
The demonstrated ability to:
apply the industrial relations framework in the context of local government
apply human resource management theories and practices
apply knowledge of relevant employment legislation and codes of practice
lead and manage staff during conflicts and complex situations
manage and negotiate contracts of employment
monitor changes within industrial relations and anticipate the impact of such changes on council
Context of assessment
Assessment of performance requirements in this unit should be undertaken with the context of the local government framework. Competency is demonstrated by performance of all stated criteria, including the range of variables applicable to the workplace environment.
Method of assessment
The following assessment methods are suggested:
preparation of a major workplace project report/portfolio (that may incorporate assessment of related units) as a key form of assessment that enables candidates to integrate the learning and assessment project into their regular work responsibilities, which enables integrated and holistic assessment of the complex skills and knowledge addressed in this unit
observation of the learner performing a range of workplace tasks over sufficient time to demonstrate his/her handling of a range of contingencies
written and oral questioning to assess knowledge and understanding
completion of workplace documentation
third-party reports from experienced practitioner
completion of self-paced learning materials, including personal reflection and feedback from trainer, coach or supervisor
Evidence required for demonstration of consistent performance
Evidence should be gathered over a period of time in a range of actual or simulated management environments.
Resource implications
Access to a workplace or simulated case study that provides the following resources:
relevant council documents, such as strategic and operational plans
relevant local government legislation and regulations
HR models, theories and examples of good practice
No information
| State Code | National Code | Title | Type |
|---|---|---|---|
| D352 | LGA70108 | Graduate Certificate In Local Government Management | Qualification |