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. 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.
Legislative requirements may relate to:
Australian standards and quality assurance requirements
force continuum, use of force guidelines
general 'duty of care' responsibilities
inspection of people and property, and search and seizure of goods
licensing or certification requirements
privacy and confidentiality
relevant commonwealth, state and territory legislation, codes and national standards for:
anti-discrimination
cultural and ethnic diversity
environmental issues
equal employment opportunity
industrial relations
Occupational Health and Safety (OHS)
relevant industry codes of practice
surveillance
trespass and the removal of persons
use of listening and recording devices.
Organisational requirements may relate to:
access and equity policies, principles and practices
business and performance plans
client service standards
code of conduct, code of ethics
communication and reporting procedures
complaint and dispute resolution procedures
emergency and evacuation procedures
employer and employee rights and responsibilities
OHS policies, procedures and programs
own role, responsibility and authority
personal and professional development
privacy and confidentiality of information
quality assurance and continuous improvement processes and standards
resource parameters and procedures
roles, functions and responsibilities of security personnel
storage and disposal of information
surveillance.
Relevant personsmay include:
client
industry or other relevant contacts
industry and government agencies
investigation managers
investigation staff
security personnel.
Case management planmay include details of:
costings
integration of relevant stakeholder expertise and other service deliverers
negotiated and agreed goals and operational processes
processes for monitoring and changing case plan
range of strategies to address each goal
realistic and agreed indicators of success
relevant contacts
resource and equipment sources, availability, allocation and contingencies
rights and responsibilities of client
roles and responsibilities of all relevant personnel
strategies to deal with security risk situations.
Interpersonal techniques may involve:
active listening
being non-judgemental
being respectful and non-discriminatory
constructive feedback
control of tone of voice and body language
culturally aware and sensitive use of language and concepts
demonstrating flexibility and willingness to negotiate
effective verbal and non-verbal communication
maintaining professionalism
providing sufficient time for questions and responses
reflection and summarising
two-way interaction
use of plain English
use of positive, confident and cooperative language.
Feedbackmay be gained through:
participation in case conferences, meetings, briefings
recorded observations on progress on activities
regular communication with client and operatives
task update meetings, task appraisals, debriefing sessions.
Resourcesmay be:
equipment and physical
financial
human
information
intelligence (internal or external in source).
Valid methodsmay include:
client satisfaction surveys
comments from supervisors, colleagues or clients
formal and informal performance evaluations
informal discussions
workplace assessment.

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.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
A person who demonstrates competency in this unit must be able to provide evidence of:
accurately reviewing operational outcomes and presenting findings in a format suitable for review by relevant persons to determine client satisfaction with service delivery
facilitating review conferences and briefings for the regular and effective exchange of information and feedback to relevant persons
managing case plan implementation, including efficient expenditure and resource use, and modifying operations as required to meet changing circumstances and identified inefficiencies
systematically developing a flexible and adaptable case management plan based on an evaluation of security and risk assessment analyses, available resources and identified aims and objectives of the investigation.
Context of and specific resources for assessment
Context of assessment includes:
a setting in the workplace or environment that simulates the conditions of performance described in the elements, performance criteria and range statement.
Resource implications for assessment include:
access to plain English version of relevant statutes and procedures
access to a registered provider of assessment services
access to a suitable venue and equipment
assessment instruments including personal planner and assessment record book
work schedules, organisational policies and duty statements.
Reasonable adjustments must be made to assessment processes where required for people with disabilities. This could include access to modified equipment and other physical resources, and the provision of appropriate assessment support.
Method of assessment
This unit of competency could be assessed using the following methods of assessment:
observation of processes and procedures
questioning of underpinning knowledge and skills.
Guidance information for assessment
Assessment processes and techniques must be culturally appropriate and suitable to the language, literacy and numeracy capacity of the candidate and the competency being assessed. In all cases where practical assessment is used, it should be combined with targeted questioning to assess the underpinning knowledge.
Oral questioning or written assessment may be used to assess underpinning knowledge. In assessment situations where the candidate is offered a choice between oral questioning and written assessment, questions are to be identical.
Supplementary evidence may be obtained from relevant authenticated correspondence from existing supervisors, team leaders or specialist training staff.