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.
Research may include:
database search
library search
use of consultants/specialists
visits to best practice organisations
Separation/termination may include:
cessation of a casual labour agreement
conclusion of the employment contract by either party or both parties mutually
death
dismissal
expiry of a fixed term contract
redeployment
redundancy
resignation
retirement
Policies and procedures may address:
discrimination
dismissal, including unlawful dismissal
entitlements
exit interviews
legislative requirements
redundancy and redeployment
resignation
rights of appeal
warning systems and grievances
Procedures for dismissal may include:
counselling
due process (at least one opportunity for the employee to give an explanation of their continued incapacity or misconduct)
negotiation with employee and/or their representative
warnings (written and verbal)
Redundancy means:
when an organisation decides it has a job which it does not require to be done any more by either the present incumbent or someone else
Redeployment means:
cessation of one contract of employment and its replacement with a new contract for a different position
Dismissal means:
termination of the employee by the employer for misconduct or incapacity to perform the job
Exit interview means:
formal standard interview conducted in accordance with organisational policy, to obtain information from an employee who is leaving their employment, about their employment experiences

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
Evidence of the following is essential:
development of policies and procedures to manage all aspects of separation and termination of employees OR critical analysis of an existing policy and procedures framework on separation and termination
knowledge of the legislative requirements for dismissal
skills in counselling employees in disciplinary proceedings, providing advice on termination and conducting exit interviews.
Context of and specific resources for assessment
Assessment must ensure:
access to appropriate documentation and resources normally used in the workplace.
Method of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
analysis of responses to case studies and scenarios
assessment of written reports on separation and termination
demonstration of counselling techniques for disciplinary procedures
direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
evaluation of analysis of exit interview data.
observation of demonstrated techniques in conducting exit interviews
oral or written questioning to assess knowledge of relevant legislation
review of policies, procedures and supporting documentation developedfor all forms of separation/termination
review of redundancy or redeploymentplan.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
other units from the Diploma of Human Resource Management.