Elements and Performance Criteria

The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that will affect performance.
The following variables 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. If bold italicised text is shown in Performance Criteria, details of the text are provided in the Range Statement.
Discussion may include, but is not limited to:
staff performance reviews
setting of goals and objectives
setting of performance indicators
review of company business plans
critical competencies for positions
Mentoring and coaching may include, but is not limited to:
attendance at conferences/seminars
undertaking of specific training courses
attendance at regular staff meetings
one-on-one discussion/training
self development, including development of computer skills
professional development
Development plans will include:
a record of a staff members training and/or development needs
documented opportunities to assist the staff member in reaching agreed career goals
provision for regular performance feedback and advice
a flexible approach to allow for inclusion of feedback and adaptation in approach where necessary
Company policy and procedure may include, but is not limited to:
business and operational plans
business practice guidelines
operating manuals
company codes of practice
work schedules
policy documents
mission statements
likely career paths
Outcomes may include:
both negative and positive issues arising from the process

EVIDENCE GUIDE
Assessment of performance requirements in the unit should be undertaken in an industry context. The Evidence Guide identifies the critical aspects, knowledge and skills to be demonstrated to confirm competency for the unit. Competency is demonstrated by performance of all stated criteria including the Range Statement applicable to the workplace.
Overview of assessment requirements
To achieve competency in this unit, a person must be able to demonstrate:
the ability to develop rapport with individuals to identify career requirements and goals and analysis them in context of organisational requirements and opportunities
the ability to conduct and develop training needs analysis and development plans
the ability to cultivate collective goal setting
the ability to disseminate skills and knowledge
Critical aspects of evidence
Evidence required for demonstration of consistent performance:
Competence in this unit must be assessed over a period of time in order to ensure consistency of performance over the Range Statement and contexts applicable to the work environment.
Delivery/assessment relationship to other units:
This unit may be assessed on its own or it may be assessed with other units that cover related skills and knowledge.
Evidence is most relevant when provided through an integrated activity which combines the elements of competency for the unit.
Assessment requirements
Method of assessment:
For valid and reliable assessment of this unit, evidence should be gathered through a range of methods to indicate consistent performance.
Assessment of this unit of competence will usually include observation of processes and procedures, oral and/or written questioning on underpinning knowledge and skills and other methods as required.
Context of assessment:
Assessment of performance requirements in this unit should be undertaken within the financial services industry context.
Aspects of competency, including attainment of relevant knowledge and skills may be assessed in a simulated work environment or other appropriate means.
Resources required for assessment:
Assessment of this unit of competence requires access to:
qualified assessors and assessment guidelines
a system which facilitates recording of trainee' profiles and progress
facilities for workplace or simulated environment assessment.