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, if used 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 if the candidate, accessibility of the item, and local industry and regional contexts.
Ethical values and principles may include:
respect for the law
integrity
objectivity
accountability
honesty
openness
responsibility
impartiality
diligence
trustworthiness
confidentiality
respect for persons
responsible care
probity
economy and efficiency
natural justice/procedural fairness, that is:
the right to be heard/put your case
the right to be informed of a complaint or case against you
the right to know the outcomes/recommendations of an investigation involving you
the right to know reasons for decisions affecting you
the right to privacy
the right to representation
the right to silence
the decision maker should not be a judge in his/her own cause
Work practices may include:
behaviours
conduct
relationships with work colleagues, external individuals and organisations
the manner in which work activities are carried out
Legislation and guidelines may include:
legislation for public sector management
freedom of information
privacy legislation
equal employment opportunity and anti-discrimination law
public sector standards
Ministerial directions
State/Territory or Commonwealth codes of ethics
organisational codes of conduct
sets of values
organisational mission and values statements
organisational policy, procedures/guidelines
government policy
professional codes of ethics and conduct
equity guidelines, workplace diversity guidelines
Public resources may include:
time
stationery
equipment
telephones
Internet
Email
Use of public resources includes:
effective use
efficient use - avoiding/minimising waste
not for private use
Conflicts of interest may include:
potential, perceived and actual conflicts
bribery
improper use of official information
improper use of resources, including plant and equipment
acceptance of gifts
entertainment
previous and outside employment, including voluntary work
favours for friends and/or relatives
memberships of organisations
political activity
pecuniary and non-pecuniary conflicts
Ethical problems which may need to be referred rather than resolved at this level may include:
conflict between public sector standards and personal values
conflict between public sector standards and other standards such as professional standards
conflict between public sector standards and directions of a senior officer or Minister
tension between two 'rights', for example, the right to privacy versus the right to freedom of information
conflict regarding issues of personal and organisational intellectual property
Referrals of ethical problems may be made to:
line management
chief executive officer
public service commissioner
public sector standards body
organisational ethics committee
internal grievance mechanisms, including identified officers
confidant programs (whistleblower protection programs)
organisational professional reporting procedures
unions and professional bodies
ombudsman
police
Processes for resolving ethical problems may include:
accessing relevant standards and other information
withdrawing from a situation
using models of ethical decision making/problem solving
reflection, discussion, seeking clarification from others.
Unethical conduct may include:
fraud, corruption, maladministration and waste
unauthorised access to and/or use of information, money/finances, vehicles, equipment, resources, time
improper actions during contractual processes, such as release of intellectual property, infringing copyright, release of tender information, inappropriate disclosure during tender process
improper public comment on matters relating to the government and/or the organisation
falsifying records
giving false testimonials
dishonesty
improper use of plant and equipment, credit cards, frequent flyer points, telephones, email and Internet
extravagant or wasteful practices
personal favours
preferential treatment
putting barriers in place, hindering, blocking action
compromising behaviour including sexual harassment
lack of confidentiality
directing others to act unethically
oppressive/coercive management decisions
resorting to illegality to obtain evidence

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 the Training Package.
Units to be assessed together
Pre-requisite units that must be achieved prior to this unit:Nil
Co-requisite units that must be assessed with this unit:Nil
Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:
PSPGOV303B Build and maintain internal networks
PSPGOV305B Access and use resources and financial systems
PSPGOV307B Organise workplace information
PSPGOV308B Work effectively with diversity
PSPGOV309A Address client needs
PSPGOV312A Use workplace communication strategies
PSPGOV314A Contribute to conflict management
PSPIM301A Process claims
PSPLAND302A Investigate tenure and land use history
PSPLEGN301B Comply with legislation in the public sector
PSPOHS301A Contribute to workplace safety
PSPPROC302A Undertake basic procurement
This unit should be co-assessed with other units to supply the context for ethical behaviour
Overview of evidence requirements
In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:
the knowledge requirements of this unit
the skill requirements of this unit
application of Employability Skills as they relate to this unit
ethical conduct in a range of (3 or more) contexts (or occasions, over time) where contexts may be generalist or specialist work activities such as building and maintaining networks, delivering client services, using financial resources, procuring goods or services etc
Resources required to carry out assessment
These resources include:
ethics-related legislation and guidelines
codes of conduct and codes of ethics
public sector standards, procedures and protocols
ethical decision making/problem solving models
manager/mentor/network who role models ethical conduct
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 working ethically in a public sector environment, including coping with ambiguity, difficulties, irregularities and breakdowns in routine
ethical conduct in a range of (3 or more) contexts (or occasions, over time) where contexts may be generalist or specialist work activities such as building and maintaining networks, delivering client services, using financial resources, procuring goods or services etc.
Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:
people with disabilities
people from culturally and linguistically diverse backgrounds
Aboriginal and Torres Strait Islander people
women
young people
older people
people in rural and remote locations
Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:
case studies
portfolios
questioning
scenarios
simulation or role plays
authenticated evidence from the workplace and/or training courses
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