Unit of competency Outline
Date retreived
23/07/2026 12:27 AM AWST
23/07/2026 12:27 AM AWST
Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.
Manage own professional performance
Manage own professional performance
Unit of competency
National Code
SFICOMP414A
SFICOMP414A
State Code
D9207
D9207
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
16/08/2012
Field of Education
080305 - Personal Management Training
Original Release Date
16/08/2012
Nominal Hours
30
Description
This unit of competency involves effectively managing one's professional performance, and performing ethically and with the integrity required to ensure the public's confidence in its police service.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication.
Notes
Elements and Performance Criteria
1. Model high standards of personal performance, ethics and integrity
- 1.1. Own performance standards consistently serve as a role model for other officers and the community as a whole.
- 1.2. Personal and professional integrity is demonstrated to engender confidence and respect.
- 1.3. Commitment to the jurisdiction's laws and the organisation's policy procedures and objectives are constantly demonstrated.
- 1.4. Breaches of organisational codes of ethics and/or practice are recognised and reported in the required manner.
2. Review and monitor own performance
- 2.1. Required personal andprofessional performancestandards are readily identified and acknowledged.
- 2.2. Self-assessment andreflection on practice are regularly used to monitor performanceagainst established standards and accurately identify personal strengths and weaknesses.
- 2.3. Formal and informal performance feedback is regularly sought and acted upon appropriately.
- 2.4. Tasks are carried out to achieve outcomes sought and minimise resource usage.
3. Develop and maintain ongoing personal competence
- 3.1. Currency of relevant professional operational competencies is maintained.
- 3.2. Personal development and self-improvement strategies are identified, planned and implemented, and results evaluated.
- 3.3. Participation in professional associations is undertaken.
- 3.4. New developments and trends in fishery policing are identified and the associated knowledge and skills identified, acquired and applied.
4. Manage personal work priorities
- 4.1. Jobs/tasks are prioritised and undertaken in accordance with unit/team goals.
- 4.2. Competing demands are assessed and organised within time constraints to achieve individual, team and organisational priorities.
- 4.3. Operational and self-development needs are balanced within the work environment.
5. Assist and support other personnel
- 5.1. Informative and constructive feedback is provided to other personnel in a positive manner.
- 5.2. Interaction with others promotes a productive and harmonious work environment.
- 5.3. Encouragement, support and advice are provided to personnel, as required.
- 5.4. Opportunities for appropriate action are identified and taken.
6. Maintain physical and emotional health
- 6.1. Levels of personal physical and emotional health are routinely monitored and appropriately managed.
- 6.2. Support is sought, where required, to enable identification and implementation of positive alternatives to personal problems.
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. Bold italicised wording, if used in the performance criteria, is detailed below. 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) may also be included.
Own performance in the context of this unit may include:
an individual officer's professional ethics
integrity and behaviour in relation to that expected and implied within the organisation's stated codes of ethics/practice
statements of values, law, policy and procedures.
Professional performance standards are those:
personal and technical attributes and skills required to undertake the day-to-day tasks and duties of the incumbent's role to the required workplace performance level.
Self-assessmentand reflection on practice requires:
officers to regularly review:
performance against established service standards
personal professional goals and standards
feedback both formal and informal and in written or verbal formats.
The monitoring of performance against established standards may include:
colleagues
formal/informal organisational initiated performance appraisals
human resource personnel, family and other relevant community members
monitoring of supervised staff, colleagues and/or team staff morale
obtaining feedback from supervisors
others which facilitate the identification of personal strengths/weaknesses/issues to be addressed
personal reflective behaviour strategies/methodologies
subordinates.
The development and maintenance of ongoing personal professional competence may include:
establishing new career paths and goals, such as achievement of a particular specialist fishery policing function or rank
dealing with internal integrity matters
improving security of lifestyle
processes, such as:
personal competence/development models
specific work assignments
job rotation
formal education
internal training
involvement in community activities
personality improvement.
Self-improvement strategies may include:
adapting work rotation to facilitate changing personal/work priorities
counselling from appropriate personnel to overcome identified limitations
cultural awareness
development of improved interpersonal/technical skills
development/implementation of a personal/professional improvement program, either internal or external to the organisation, such as:
establishment of new career paths within or external to the organisation
formal/informal learning programs
mentoring
seeking coaching
updating stress management abilities
utilisation of existing strengths to focus future career development.
Participation in professional associations may include:
improved workplace performance resulting from adaptations to new technologies/organisational climates, acquisition of new skills, and rapid adoption of new work practices
promotion of individual ethics and integrity.
Participation in professional associations and formal and informal professional development activities should be focused on facilitating and encouraging the development and maintenance of high levels of professionalism.
Managing personal work priorities may include:
dealing with competing personal team member/partner priorities or levels of workplace performance and commitment
developing effective time-management strategies
identifying and dealing with the competing priorities of personal/family/professional responsibilities
optimising own on-the-job learning through establishing and achieving specific learning activities/competencies or working with a mentor
responding/adapting to unforseen/unplanned events.
Support and advice may include:
acting as a field supervisor
acting as a role model/mentor
assisting in induction
formal and informal socialisation
participation in a formal assessment program.
Appropriate action may include:
accessing peer support
advising team leader/coordinator of problems
seeking internal and/or external professional help
undertaking intervention programs to achieve a level of health and fitness commensurate with organisational policies.
The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. 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) may also be included.
Own performance in the context of this unit may include:
an individual officer's professional ethics
integrity and behaviour in relation to that expected and implied within the organisation's stated codes of ethics/practice
statements of values, law, policy and procedures.
Professional performance standards are those:
personal and technical attributes and skills required to undertake the day-to-day tasks and duties of the incumbent's role to the required workplace performance level.
Self-assessmentand reflection on practice requires:
officers to regularly review:
performance against established service standards
personal professional goals and standards
feedback both formal and informal and in written or verbal formats.
The monitoring of performance against established standards may include:
colleagues
formal/informal organisational initiated performance appraisals
human resource personnel, family and other relevant community members
monitoring of supervised staff, colleagues and/or team staff morale
obtaining feedback from supervisors
others which facilitate the identification of personal strengths/weaknesses/issues to be addressed
personal reflective behaviour strategies/methodologies
subordinates.
The development and maintenance of ongoing personal professional competence may include:
establishing new career paths and goals, such as achievement of a particular specialist fishery policing function or rank
dealing with internal integrity matters
improving security of lifestyle
processes, such as:
personal competence/development models
specific work assignments
job rotation
formal education
internal training
involvement in community activities
personality improvement.
Self-improvement strategies may include:
adapting work rotation to facilitate changing personal/work priorities
counselling from appropriate personnel to overcome identified limitations
cultural awareness
development of improved interpersonal/technical skills
development/implementation of a personal/professional improvement program, either internal or external to the organisation, such as:
establishment of new career paths within or external to the organisation
formal/informal learning programs
mentoring
seeking coaching
updating stress management abilities
utilisation of existing strengths to focus future career development.
Participation in professional associations may include:
improved workplace performance resulting from adaptations to new technologies/organisational climates, acquisition of new skills, and rapid adoption of new work practices
promotion of individual ethics and integrity.
Participation in professional associations and formal and informal professional development activities should be focused on facilitating and encouraging the development and maintenance of high levels of professionalism.
Managing personal work priorities may include:
dealing with competing personal team member/partner priorities or levels of workplace performance and commitment
developing effective time-management strategies
identifying and dealing with the competing priorities of personal/family/professional responsibilities
optimising own on-the-job learning through establishing and achieving specific learning activities/competencies or working with a mentor
responding/adapting to unforseen/unplanned events.
Support and advice may include:
acting as a field supervisor
acting as a role model/mentor
assisting in induction
formal and informal socialisation
participation in a formal assessment program.
Appropriate action may include:
accessing peer support
advising team leader/coordinator of problems
seeking internal and/or external professional help
undertaking intervention programs to achieve a level of health and fitness commensurate with organisational policies.
EVIDENCE GUIDE
The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.
Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Assessment must confirm ability to:
consistently maintain own professional performance standards.
Context of and specific resources for assessment
Assessment is to be conducted on the job or in a simulated environment.
If undertaken in a simulated environment, then organisational documentation relating to an individual's performance would be required, such as code of ethics and jurisdictional legislation. A group of peers would be required for feedback.
Method of assessment
The following assessment methods are suggested:
portfolio of supporting evidence
personal journal
self-improvement projects
observation of practical demonstration
third-party reports.
Guidance information for assessment
This unit may be assessed holistically with other units within a qualification.
The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.
Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Assessment must confirm ability to:
consistently maintain own professional performance standards.
Context of and specific resources for assessment
Assessment is to be conducted on the job or in a simulated environment.
If undertaken in a simulated environment, then organisational documentation relating to an individual's performance would be required, such as code of ethics and jurisdictional legislation. A group of peers would be required for feedback.
Method of assessment
The following assessment methods are suggested:
portfolio of supporting evidence
personal journal
self-improvement projects
observation of practical demonstration
third-party reports.
Guidance information for assessment
This unit may be assessed holistically with other units within a qualification.
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| OAR83 | SFICPL408 | Manage own professional performance | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| D626 | SFI40411 | Certificate IV in Fisheries Compliance | Qualification |