Unit of competency Outline

Date retreived
22/07/2026 6:26 PM AWST

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Undertake career planning

Undertake career planning

Unit of competency
National Code
PSPGOV410A
State Code
C8020
TGA Status
Replaced
DTWD Status
Replaced
Current Release Number
3.00
Current Release Date
01/11/2012
View on TGA
State Implementation and Classification
Approved Date
07/07/2014
Field of Education
120501 - Career Development Programmes
Original Release Date
07/07/2014
Nominal Hours
30
Description
This unit covers planning related to one's own career. It includes self-assessment of skills and abilities, investigation of possible career opportunities, developing and implementing a career plan and monitoring progress against the plan.In practice, career planning may overlap with a range of other generalist or specialist work activities, such as gathering and analysing information, developing work plans, composing documents etc. This is one of 2 units of competency in the Working in Government Competency Field that deals with career planning/management. Related unit is:PSPGOV510A Undertake and promote career managementNo licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication
Notes
Elements and Performance Criteria
1. Conduct self-assessment
  • 1.1 Life and work experiences, current and potential abilities are identified and ranked in order of importance.
  • 1.2 Personal values and preferences relating to future careers are explored.
  • 1.3 A personal profile is prepared that identifies career related characteristics.
2. Identify possible career opportunities
  • 2.1 Careers are researched to identify those with continuing longevity, and their requirements identified.
  • 2.2 Information sources are identified and explored for indicators, trends and information on potential career opportunities.
  • 2.3 Existing and emerging careers are assessed and their skill/qualification/experience requirements identified.
  • 2.4 The nature of the workforce, trends and opportunities are analysed and associated skill needs identified.
3. Develop and implement career plan
  • 3.1 Preferred future career and associated skill requirements are identified and compared with current strengths.
  • 3.2 Gap analysis is undertaken to identify those skills that are common to both preferred future career and the organisation's requirements.
  • 3.3 Career goals are established and a career plan is developed that identifies immediate priorities as well as a longer term strategy for gaining experience and skills development.
  • 3.4 Career development activities are initiated in accordance with the career plan and organisational legislation, policy and procedures.
4. Monitor progress
  • 4.1 Acquisition of skills and experience is monitored and feedback is obtained on achievement of performance requirements.
  • 4.2 Feedback is considered and integrated as necessary into the career plan.
  • 4.3 The organisation's requirements are monitored and the career plan is adjusted to take account of new information, environment/culture.
  • 4.4 Preferred career requirements and progress towards career goals are monitored and adjusted as required.
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.
Characteristics may include:
strengths
preferences
gaps
desires
weaknesses
the need to develop skills in:
job search
assessment
resume preparation/presentation
networking
impression management
Sources of career informationmay include:
public sector/organisational sources/documents such as:
organisational chart
business plans/strategies
vision statements
future plans
cultural climate data
manuals, handbooks
policy and practices
person specifications, job profiles, job descriptions
reports
social and political information
ethics, values and conduct requirements
colleagues, supervisors, mentors.
books
workshops
notice of vacancies
Internet sites
local, national and international publications
statistical workforce data
Australian Bureau of Statistics data
labour market statistics
futurists' papers on career and demographic changes
career expos
personal networks
word-of-mouth
'hidden job market' where more than 50% of jobs are won
job search/personnel placement agencies
graduate career counselling organisations
feedback from job interviews
newspapers or other media (such as radio)
Career plan may include:
long-term goals
objectives
strategies
actions
timeframes
milestones
job search tools/methods
skills development in finding, applying for and winning positions
skills development to meet particular job/career requirements
Career development activities may include:
accredited courses/other courses
action learning
career counselling
coaching
competency development processes
education and training programs
feedback
higher duties
induction and orientation programs
industry experience
job exchange - local, national, international
mentoring
networking
opportunities to act in other positions (higher or lower)
project assignments/experiences
secondments
shadowing
temporary positions
working parties
Legislation, policy and procedures may include:
Commonwealth and State/Territory legislation including equal employment opportunity, privacy, confidentiality, anti-discrimination and employment law
national and international codes of practice and standards
the organisation's policies and practices
government policy
codes of conduct
codes of ethics
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:
PSPGOV404B Develop and implement work unit plans
PSPGOV405B Provide input to change processes
PSPGOV406B Gather and analyse information
PSPGOV412A Use advanced workplace communication strategies
PSPGOV417A Identify and treat risks
PSPGOV418A Develop internal and external networks
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
ongoing personal planning that integrates new information and justifies or changes planned progress towards career goals
career planning in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation policies, procedures and guidelines relating to career planning
workplace scenarios and case studies
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 undertaking career planning, including coping with difficulties, irregularities and breakdowns in routine
ongoing personal planning that integrates new information and justifies or changes planned progress towards career goals
career planning 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:
demonstration
portfolios
projects
questioning
scenarios
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
Replaced By
State Code National Code Title Type
AWV71 PSPGEN031 Undertake career planning Unit of competency