Elements and Performance Criteria

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. 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.
SIS project may include:
administration (e.g. postcodes, suburbs, and federal and state electoral counties)
analysis of environmental, land and geographic information
asset management
cartographic services
civil engineering
digital imagery
electricity
emergency services management
environmental datasets
GIS
integrated services - environmental, land and geographic related datasets
land ownership tenure system
local government
location-based services
global positioning
mapping facilities
site analysis
survey marks
sewerage
telecommunications
town planning
utility services such as water
water catchment.
Higher authority may include:
client
customer
other personnel within the organisation, such as higher management
other personnel within the project.
Project objectives may include:
acquiring intellectual property
aims of project
evaluation criteria
milestones
performance indicators
project implementation
quality standards
return on investment
risk management.
targets.
Spatial technology may include:
data recording equipment
electronic theodolites
geographic positioning system units
personal computer-based digitising boards
photogrammetric instruments
total station
vehicles.
Manufacturer specifications may include:
electronic instructions
equipment specifications
operator manuals
printed product instructions and information
spatial database
warranty documents.
Competency refers to:
skills and knowledge required to perform a vocational function in a consistent manner and to a degree that is acceptable to the workplace.
Organisational policy may include:
code of ethics
company policy
legislation relevant to the work or service function
manuals
OHS policies and procedures
personnel practices and guidelines outlining work roles and responsibilities.
Training may include:
computer-based learning
coaching or mentoring
demonstration
formal internal or external training session
informal training session
on-the-job instruction
provision of learning opportunities
self-paced learning
structured feedback.
OHS may include:
Australian standards
development of site safety plan
identification of potential hazards
inspection of work sites
training staff in OHS requirements
use of equipment and signage.
Designated responsibilities may be:
advised verbally
a written job description
electronically distributed.
Communication processes may include:
electronic
meetings
reports
verbal
written.
Project management mechanisms may include:
communication with stakeholders
control trigger mechanisms
dispute resolution guidelines
implementation of targets and schedules
key milestone adjustment
measurement and analysis of major variance and trends
monitoring outcomes
return on investment analysis.
Contingencies may include:
adverse weather
human resource issues
equipment failure
contractual issues
legislative impact
stakeholder priorities
changes in plans
political influences.
Quality assurance may include:
internal and external
product or service measurement against set criteria
standard verification
target monitoring.
Constraints may include:
contractual arrangements
resource availability
time.
Financial management guidelines and processes may include:
approval processes
communicate budgetary requirements to operational personnel
financial authorisation
financial delegation
invoice guidelines
reporting.
Completion activities may include:
final audit
intellectual property management
reconciliation
settling of financial liabilities
transition of responsibility, ownership of project deliverables and products
transfer of product to client
warranty requirements.
Results may include:
changes to knowledge
process instructions
suggestions for improvement
spatial data records
success and failure criteria
training programs.

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.
Overview of assessment
This unit of competency could be assessed on its own or in combination with other units relevant to the job function, for example CPPSIS5034A Determine spatial data requirements, CPPSIS5038A Develop a complex spatial and aspatial database, CPPSIS5039A Produce spatial project deliverables, and CPPSIS5041A Monitor and control the spatial components of projects.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
A person who demonstrates competency in this unit must be able to provide evidence of:
managing spatial project activity on a daytoday basis
managing contingencies, risk, quality and resource requirements
managing human resources on a day-to-day basis
providing advice and feedback effectively to management and attaining support for operational activity
working towards set targets
knowledge of spatial project requirements.
Specific resources for assessment
Resource implications for assessment include access to:
assessment instruments, including personal planner and assessment record book
assignment instructions, work plans and schedules, policy documents and duty statements
registered training provider of assessment services
relevant guidelines, regulations and codes of practice
suitable venue and equipment.
Access must be provided to appropriate learning and assessment support when required.
Where applicable, physical resources should include equipment modified for people with disabilities.
Context of assessment
Holistic: based on the performance criteria, evidence guide, range statement, and required skills and knowledge.
Method of assessment
Demonstrated over a period of time and observed by the assessor (or assessment team working together to conduct the assessment).
Demonstrated competency in a range of situations, that may include customer/workplace interruptions and involvement in related activities normally experienced in the workplace.
Obtained by observing activities in the field and reviewing induction information. If this is not practicable, observation in realistic simulated environments may be substituted.
Guidance information for assessment
Assessment requires that the clients’ objectives and industry expectations are met. If the clients’ objectives are narrowly defined or not representative of industry needs, it may be necessary to refer to portfolio case studies of a variety of SIS requirements to assess competency.
Oral questioning or written assessment and hypothetical situations (scenarios) may be used to assess underpinning knowledge (in assessment situations where the candidate is offered a preference between oral questioning or written assessment, questions are to be identical).
Supplementary evidence may be obtained from relevant authenticated correspondence from existing supervisors, team leaders or specialist training staff.
All practical demonstration must adhere to the safety and environmental regulations relevant to each State or Territory.
Where assessment is for the purpose of recognition (recognition of current competencies [RCC] or recognition of prior learning [RPL]), the evidence provided will need to be authenticated and show that it represents competency demonstrated over a period of time.
In all cases where practical assessment is used it will be combined with targeted questioning to assess the underpinning knowledge.
Assessment processes will be appropriate to the language and literacy levels of the candidate and any cultural issues that may affect responses to the questions, and will reflect the requirements of the competency and the work being performed.