Elements and Performance Criteria

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.


Labour market may be defined by, but is not limited to:
Geographic location
Client demographics
Industry and industry sectors
Seasonal factors
Agricultural crops


Labour market information includes, but is not limited to:
Information regarding industries and industry sectors (e.g. workforce size, recruitment methods, conditions of employment, prospects for growth/reduction in labour force)
Information regarding occupations (e.g. prospects of employment, type of work undertaken, workforce size, hiring methods, conditions of employment, employer expectations of workers)
Labour market trends
Peak and trough periods in demand for labour/ seasonality
Areas of high employment and unemployment
Current labour market conditions
Business and economic forecasts
Emerging labour market developments
Industrial framework
Services, products, business levels of competitors
Other distinguishing characteristics


Information sources include, but are not limited to:
Information available within the organisation
Publications, industry journals, articles
Internet websites
Telephone directories
Commercial databases of businesses and industries
Australian Bureau of Statistics
Department of Employment and Workplace Relations
Workplace Agreements; information on Federal and State awards
Visits to workplaces
Business cards
Industry Associations
Employee Associations
Chambers of Commerce
Grower associations
State government departments of employment and training
Newspaper recruitment advertisements
Community organisations
University and other research facilities


Appropriate methods to gather information may include, but are not limited to:
Use of internet and intranet
Surveys
Client interviews
Focus groups
Individual research
Questioning during marketing activities to employers
Use of libraries
Publications
Attendance at meetings
Networking
Workplace visits


Current and emerging characteristics of labour markets may refer to, but are not limited to:
Volunteer workforce
Casualisation of workforce
Length of average working hours
Contract employment
Portability of skills
Globalisation
Impact of technology
Lifelong learning
Changing face of core skills
Core vocational skills gained while at school
Ageing population
Transitional labour market programs


Planning activities include, but are not limited to:
Business planning and forecasting
Job search planning
Promotional plans
Marketing plans
Contact plans
Employment plans for individual clients


Organisation policies and processes may include, but are not limited to:
Recording of information against client and employer files and database records
Use of contact management systems for employers
Preparation of reports on labour market intelligence and information

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 individual being assessed must provide evidence of specified essential knowledge as well as skills
Evidence must include observation of performance in the work environment or in a simulated work setting, such as the DEWR Learning Centre


Access and equity considerations:
All workers in community services 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 encouragedThis unit is related to
CHCES403B Develop and monitor employment plans
CHCES406B Provide job search support
CHCCAR501B Conduct career guidance interview
Resource requirements for assessment include access to:
a relevant workplace or an appropriately simulated environment where assessment may take place
equipment and resources normally used in the workplace


Method of assessment may include:
Observations
Questioning
Case studies
Skills tasks or projects
Written assignments
Evidence gathered from the workplace environment
Third party reports
Demonstration over a period of time to ensure consistency of performance