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.
Feedback on performance may include:
client feedback
360° feedback
feedback from assessors
performance feedback
feedback on a job application
Other workplace issues may include:
personal presentation
attitude
style, tone and form of language used
body language
cultural interactions
equity and diversity
telephone manner
client service manner
Others may include:
team members
colleagues
superiors
subordinates
clients
assessors
performance appraisers
referees
interview panels
validators
Diversity issues may include:
accepting that different ways of working and communicating are valid
focus on outcomes rather than process so that different ways of reaching the same end are not raised as negative feedback
interpreting feedback in light of diversity considerations
using culturally appropriate verbal and non-verbal language
Strategies/opportunities for continuous improvement may include:
coaching, mentoring and/or supervision
formal/informal learning programs
internal/external training provision
work experience/exchange/opportunities
personal study
career planning/development
learning pathways.
Guidelines may include:
sources of evidence
feedback methods/decisions
how to provide feedback
who gets feedback
appeal processes
grievance processes
dispute resolution processes
confidentiality
privacy
freedom of information requirements
Formal feedback may be required by:
peers
managers/supervisors/team leaders
employees
teams and team members
clients/customers
job applicants (360° feedback)
Standards/criteria may include:
selection criteria
best practice standards
organisational practice standards
competencies
service level standards
codes of ethics/conduct
legislation/regulations
Legislation, policy and procedures may include:
State/Territory and Commonwealth legislation and regulations such as:
public sector management acts
privacy legislation
freedom of information
equal employment opportunity, anti-discrimination and harassment legislation
occupational health and safety legislation
environmental legislation
ethics and accountability standards
public sector standards
organisational policy, procedures and protocols
international legislation/codes of behaviour

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
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:
PSPETHC301B Uphold the values and principles of public service
PSPGOV301B Work effectively in the organisation
PSPGOV302B Contribute to workgroup activities
PSPGOV303B Build and maintain internal networks
PSPGOV307B Organise workplace information
PSPGOV308B Work effectively with diversity
PSPGOV312A Use workplace communication strategies
PSPGOV313A Compose workplace documents
PSPGOV314A Contribute to conflict management
PSPLEGN301B Comply with legislation in the public sector
PSPOHS301A Contribute to workplace safety
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
feedback given and received in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, policy, procedures and protocols relating to feedback in the workplace
case studies and workplace scenarios to capture the range of situations likely to be encountered when giving and receiving workplace feedback
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 giving and receiving workplace feedback, including coping with difficulties, irregularities and breakdowns in routine
feedback given and received in a range of (3 or more) contexts (or occasions, over time).
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
demonstration
observation
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