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.


Stakeholders are organisations and individuals who may include but are not limited to:
Area Consultative Committees
Australian Apprenticeships Support Services
Centrelink
Clients (i.e. job-seekers and employers)
Community organisations
CRS Australia
Disability Employment Network
Employers and employer peak bodies
Federal, State and Local government departments and agencies
Group Training Companies
Job Network
Organisations providing services to assist clients to secure suitable employment, including those funded by State and Federal government
Training organisations
Vocational Rehabilitation Services


Issues affecting the employment services area may include but are not limited to:
Changes and trends in work
Changing needs and expectations of clients (i.e. job-seekers and employers)
Government policies and priorities relating to employment and training
International labour conventions
Linkages between labour market programs and services
Outsourcing of government services


Client groups may include but are not limited to:
Aboriginal and Torres Strait Islander peoples
Apprentices and trainees
Ex-offenders
Long-term unemployed people
Mature aged people
People from non English speaking backgrounds
People returning to the workforce following a lengthy absence, illness, injury or other incapacity
People with disabilities
Refugees
Sole parents
Those at risk of becoming long-term unemployed, without the provision of assistance
Youth
Youth at risk of long term unemployment


Barriers to employment are any factors that affect a person's prospects of securing suitable employment
They may include but are not limited to:
Age
Availability of suitable local employment opportunities
Culture
Disability
Factors such as self-esteem, motivation, attitude, perceptions
Health issues
Language
Limited work experience or gaps in work history
Literacy and numeracy needs
Non recognition of qualifications in Australia
Personal factors such as hygiene, grooming, dress and appearance
Skill level in relation to demands of labour market
Social and economic circumstances


Resources to whom clients may be referred for assistance may include but are not limited to:
Advocacy groups
Centrelink
Community organisations
Educational institutions
Government agencies and departments
Health practitioners and professionals
Industrial Relations Commission
Members of Parliament
Ombudsman
Organisations delivering training and employment related programs funded by Federal, State and Local governments
Professional service providers
Rehabilitation providers
Training providers


Legislation relevant to the delivery of employment services includes, but is not limited to:
Archives Act
Corporations law
Crimes Act
Disability Services Act
Employment Agents Act
Federal legislation designed to address discrimination, e.g. Sex Discrimination Act, Racial Discrimination Act, Disability Discrimination Act
Financial Management and Accountability Act
Freedom of Information Act
Human Rights and Equal Opportunity Act
Industrial and Workplace Relations Act
Occupational Health and Safety Act
Privacy Act
Social Security Act
State child protection legislation
State legislation designed to address discrimination
Trade Practices Act


Duty of care responsibilities relate to but are not limited to:
Adherence to all legislative and statutory requirements
Adherence to industry standards of ethical practice
Applying principles of natural justice
Providing complete, relevant and timely information to clients, employers and other stakeholders at all times


Organisation standards for ethical behaviour may include but are not limited to:
Avoidance of conflicts of interest
Confidentiality of information
Professional relationships
Written or oral standards, stated or implied by the way the organisation conducts its business

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 or the inclusion of assessment tasks that are realistic and relevant to work in an employment services area


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 encouraged
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
Written assignments
Evidence gathered from the workplace environment
Third party reports
Demonstration over a period of time to ensure consistency of performance