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.


Agree level of service with employer refers to:
Agreements made verbally or in writing
Agreements involving a fee payable by the employer; and those provided at no cost to the employer
Agreements outlining the details of recruitment services to be provided


Terms and services agreed to with the employer can relate to, but are not limited to:
Timing and duration of recruitment service
Methods of sourcing suitable clients
Communication protocols and frequency
Short listing arrangements - criteria, number of clients
Reference checking
Skills and aptitude testing
Interview arrangements - times, numbers of clients
Provision of advice to unsuccessful clients


Criteria for determining service levels can include, but are not limited to:
Costs to employer and service provider
Likelihood of attracting suitable candidates
Other labour market conditions
In accordance with organisation policies and processes
Time available


Conditions of employment include, but are not limited to:
Remuneration
Entitlements and benefits
Industrial instruments (Federal or State awards, workplace agreement, certified agreement)
Superannuation
Hours of work
Basis of employment (e.g. permanent, temporary, contract)


Employer requirements may relate to, but are not limited to:
Essential and desirable selection criteria
Educational qualifications
Licences, certificates
Related experience
Personal qualities
Availability


Respond appropriately to client enquiriesmay include but is not limited to:
Responding in a timely manner, as determined by relevant organisation customer service standards
Using ethical standards of behaviour and applying duty of care to advice and information provided


Advertising may include but is not limited to:
Internal, e.g. lodgement on internal databases and intranet; email to selected personnel
External, e.g. lodgement on internet web sites; newspaper and journal advertisements; email to selected organisations and clients
Outsourced


Assessment techniques and tools may include but are not limited to:
Behavioural interviewing techniques
Information based interview techniques
Screening interviews based on short listing criteria
Phone or face-to-face interviews


Assessment tools used are those able to be administered and assessed by non-professional personnel such as:
Skills inventories
Interest inventories
Computer based skills and aptitude testing


Legislative requirements may relate to, but are not limited to:
Federal legislation designed to address discrimination, e.g. Sex Discrimination Act, Racial Discrimination Act, Disability Discrimination Act
State legislation designed to address discrimination
Disability Services Act
Privacy Act
Trade Practices Act
Social Security Act
Industrial and Workplace Relations Act
Human Rights and Equal Opportunity Act
Occupational Health and Safety Act
Employment Agents Act
Archives Act
Financial Management and Accountability Act
Freedom of Information Act
Crimes Act
Corporations law

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


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:
CHCES303B Use labour market knowledge
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
relevant organisation policy, guidelines, procedures and protocols
relevant legislation


Method of assessment may include:
Observations
Questioning
Case studies
Written assignments
Evidence gathered from the workplace environment
Demonstration over a period of time to ensure consistency of performance