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 may affect performance. Bold italicised wording in the performance criteria is detailed below. Add any 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.
Information can be validated using a range of sources, including:
personal or written inquiries
internal and external records and documents
formal and informal contact with other internal and external services
significant people, such as police, family, employers, educationalists, psychologists, psychiatrists, medical professionals and institution personnel.
Documentation may include:
court papers
formal reports to courts
internal reports
justice and police records
medical and psychological reports
offending history
institutional records and files
organisational records and reports
reports from other agencies and services
case notes
media reports
independent research and reports.
Key people may include:
significant interested personnel
family
management and colleagues
specialists
clients
those in other justice system services
contractors.
Inquiries may contribute to the purpose of:
offender assessment and review
advising on offender management
advising on sentence management
advising on programs and services
review and evaluation of organisational activities and outcomes
review of administrative activities and services
performance reviews
supervision of staff.
Reports may be required for:
internal record keeping
case reports to other agencies and services
inquiries
case and offender management
classification review
reception and discharge
formal hearings, including Children's Court, Supreme Court, tribunal, local court, Offender Review Board, parole board, appeal and District Court.

The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, the range statement and the Assessment Guidelines for this Training Package.
Overview of assessment
This unit will require extensive knowledge-based assessment relevant to the organisation and the defined work role. This may be done off the job, for example, through a structured learning process and through assessment of performance in the workplace against the range of variables relevant to the routine requirements of the workplace and the specified requirements of the defined work role.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
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
ability to gather and report complex information in a range of (two or more) contexts or occasions, over time.
Context of and specific resources for assessment
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 gathering and reporting complex information, including coping with difficulties, irregularities and breakdowns in routine
copies of legislation, policies, procedures and guidelines relating to reporting complex information in the workplace
access to appropriate learning and assessment support when required.
Method of assessment
The evidence will be largely document-based and will be able to make use of self/team assessment and individual evidence portfolios or logbooks. Evidence must include observation and information generated in the workplace as well as observation of performance in routine work functions or, where this is not possible, in a simulated exercise.
The following assessment methods are suggested:
observation of performance in routine workplace activities within a range of agreed responsibilities and in various work locations
written and/or oral questioning to assess knowledge and understanding
completion of workplace documents and reports produced as part of routine work activities
third-party reports from experienced practitioners
completion of performance feedback from supervisors and colleagues
case studies
scenarios
simulations or role plays.
Guidance information for assessment
Assessment methods should reflect workplace demands, and any identified special needs of the candidate, including language and literacy implications and cultural factors that may affect responses to the questions.
In all cases where practical assessment is used it will be combined with targeted questioning to assess the underpinning knowledge.