Unit of competency Outline
Date retreived
22/07/2026 8:32 PM AWST
22/07/2026 8:32 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.
Liaise with employers to promote flexible work arrangements
Liaise with employers to promote flexible work arrangements
Unit of competency
National Code
CHCCDP501B
CHCCDP501B
State Code
D2256
D2256
TGA Status
Deleted
Deleted
DTWD Status
Deleted
Deleted
State Implementation and Classification
Approved Date
17/07/2014
Field of Education
080303 - Human Resource Management
Original Release Date
17/07/2014
Nominal Hours
50
Description
This unit of competency describes the skills and knowledge required to liaise with employers to develop flexible and innovative work arrangements to address emerging needs and promote a balanced approach to managing pressures and priorities of work and life
Notes
Elements and Performance Criteria
1. Contribute to analysis of workforce requirements
- 1.1 Identify current workforce structure, capabilities, skills/knowledge requirements and constraints
- 1.2 Identify recognised trends in work requirements for specific industries as required
- 1.3 Clarify issues impacting on workforce in relation to general and specific social, environmental, educational, industrial and other related factors
2. Contribute appropriate options for workforce planning and development
- 2.1 Clarify potential benefits of workforce planning to specific employers
- 2.2 Assist employers to identify available and relevant workforce planning options
- 2.3 Apply a broad knowledge of workforce planning and development
- 2.4 Recommend appropriate flexible and innovative work arrangements to address identified needs of organisation
- 2.5 Promote options to provide a balanced approach to managing pressures and priorities of work and life
3. Assist employers to implement changes to work arrangements
- 3.1 Provide advice to assist employers implementing flexible work arrangements
- 3.2 Assist employers to take a problem solving approach when addressing issues arising in implementing changes to work arrangements
- 3.3 Assist employer to monitor effectiveness of change
4. Evaluate effectiveness of workforce change
- 4.1 Follow up employer/client organisation in line with organisation policies and procedures
- 4.2 Evaluate effectiveness of changes to work arrangements
- 4.3 Identify issues, challenges and obstacles to implementation of workforce planning and development
- 4.4 Assist employer to improve work arrangements where appropriate to enhance outcomes for key stakeholders
RANGE STATEMENT
The Range Statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. 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.
Workforce may include:
Full time and part time employees
Casual workers
Contract workers
Trainees and apprentices
Volunteers
Workforce planning aims to ensure an organisation:
Has the right people, in the right place, with the right capabilities at the right time
Workforce development organisations may include:
Recruitment agencies
Employment placement agencies
Social service agencies
Vocational rehabilitation centres
Transition services
Workforce development agency stakeholders may include:
Customers (current, past, and potential)
Agency employees
Community groups
Education and training providers
Employer, industry and professional associations
Unions
Government agencies
Flexible and innovative work arrangements may include:
Work hours arrangements
Payment arrangements, including superannuation
Leave arrangements
Rewarding and inspiring good performance
Addressing specific workplace issues, such as:
working conditions and policies
customer service standards
confidentiality
safety
work from home
work and family initiatives
use of private/company vehicles
The Range Statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. 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.
Workforce may include:
Full time and part time employees
Casual workers
Contract workers
Trainees and apprentices
Volunteers
Workforce planning aims to ensure an organisation:
Has the right people, in the right place, with the right capabilities at the right time
Workforce development organisations may include:
Recruitment agencies
Employment placement agencies
Social service agencies
Vocational rehabilitation centres
Transition services
Workforce development agency stakeholders may include:
Customers (current, past, and potential)
Agency employees
Community groups
Education and training providers
Employer, industry and professional associations
Unions
Government agencies
Flexible and innovative work arrangements may include:
Work hours arrangements
Payment arrangements, including superannuation
Leave arrangements
Rewarding and inspiring good performance
Addressing specific workplace issues, such as:
working conditions and policies
customer service standards
confidentiality
safety
work from home
work and family initiatives
use of private/company vehicles
EVIDENCE GUIDE
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.
Critical aspects for assessment and evidence required to demonstrate this unit of competency:
The person being assessed must provide evidence of Essential Knowledge as well as Essential Skills specified in this unit
This unit is most appropriately assessed in the workplace or a simulated workplace environment under the normal range of work conditions
Assessment should be conducted on more than one occasion to cover a variety of circumstances to establish consistency
Holistic assessment of this unit of competency is encouraged, to ensure application of these skills in conjunction with specific work functions. However, the unit may be delivered and assessed independently
Access and equity considerations:
All workers in the community services industry should be aware of access, equity and human rights issues in relation to their own area of work
All workers should develop their ability to work in a culturally diverse environment
In recognition of particular issues facing Aboriginal and Torres Strait Islander communities, workers should be aware of cultural, historical and current issues impacting on Aboriginal and Torres Strait Islander people
Assessors and trainers must take into account relevant access and equity issues, in particular relating to factors impacting on Aboriginal and/or Torres Strait Islander clients and communities
Context of and specific resources for assessment:
This unit can be assessed independently, however holistic assessment practice with other community services units of competency is encouraged
Resources required for assessment include access to:
an appropriate workplace or simulation that realistically reflects the work environment
Method of assessment:
In cases where the learner does not have the opportunity to cover all relevant aspects in the work environment, the remainder should be assessed through realistic simulations, projects, previous relevant experience or oral questioning on 'What if?' scenarios
Assessment of this unit of competence will usually include observation of processes and procedures, oral and/or written questioning on Essential knowledge and skills and consideration of required attitudes
Where performance is not directly observed and/or is required to be demonstrated over a 'period of time' and/or in a 'number of locations', any evidence should be authenticated by colleagues, supervisors, clients or other appropriate persons
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.
Critical aspects for assessment and evidence required to demonstrate this unit of competency:
The person being assessed must provide evidence of Essential Knowledge as well as Essential Skills specified in this unit
This unit is most appropriately assessed in the workplace or a simulated workplace environment under the normal range of work conditions
Assessment should be conducted on more than one occasion to cover a variety of circumstances to establish consistency
Holistic assessment of this unit of competency is encouraged, to ensure application of these skills in conjunction with specific work functions. However, the unit may be delivered and assessed independently
Access and equity considerations:
All workers in the community services industry should be aware of access, equity and human rights issues in relation to their own area of work
All workers should develop their ability to work in a culturally diverse environment
In recognition of particular issues facing Aboriginal and Torres Strait Islander communities, workers should be aware of cultural, historical and current issues impacting on Aboriginal and Torres Strait Islander people
Assessors and trainers must take into account relevant access and equity issues, in particular relating to factors impacting on Aboriginal and/or Torres Strait Islander clients and communities
Context of and specific resources for assessment:
This unit can be assessed independently, however holistic assessment practice with other community services units of competency is encouraged
Resources required for assessment include access to:
an appropriate workplace or simulation that realistically reflects the work environment
Method of assessment:
In cases where the learner does not have the opportunity to cover all relevant aspects in the work environment, the remainder should be assessed through realistic simulations, projects, previous relevant experience or oral questioning on 'What if?' scenarios
Assessment of this unit of competence will usually include observation of processes and procedures, oral and/or written questioning on Essential knowledge and skills and consideration of required attitudes
Where performance is not directly observed and/or is required to be demonstrated over a 'period of time' and/or in a 'number of locations', any evidence should be authenticated by colleagues, supervisors, clients or other appropriate persons
No information
| State Code | National Code | Title | Type |
|---|---|---|---|
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| J025 | CHC42012 | Certificate IV in Employment Services | Qualification |
| J040 | CHC51612 | Diploma of Employment Services | Qualification |