Unit of competency Outline
Date retreived
22/07/2026 4:46 AM AWST
22/07/2026 4:46 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.
Promote team effectiveness
Promote team effectiveness
Unit of competency
National Code
BSBWOR402A
BSBWOR402A
State Code
D1031
D1031
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
04/11/2014
Field of Education
120505 - Work Practices Programmes
Original Release Date
04/11/2014
Nominal Hours
40
Description
This unit describes the performance outcomes, skills and knowledge required to promote teamwork. It involves developing team plans to meet expected outcomes, leading the work team, and proactively working with the management of the organisation.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Notes
Elements and Performance Criteria
1. Plan to achieve team outcomes
- 1.1. Identify, establish and document team purpose, roles, responsibilities, goals, plans and objectives in consultation with team members
- 1.2. Support team members in meeting expected outcomes
2. Develop team cohesion
- 2.1. Provide opportunities for input of team members into planning, decision making and operational aspects of work team
- 2.2. Encourage and support team members to take responsibility for own work and to assist each other in undertaking required roles and responsibilities
- 2.3. Provide feedback to team members to encourage, value and reward individual and team efforts and contributions
- 2.4. Recognise and address issues, concerns and problems identified by team members or refer to relevant persons as required
3. Participate in and facilitate work team
- 3.1. Actively encourage team members to participate in and take responsibility for team activities and communication processes
- 3.2. Give the team support to identify and resolve problems which impede its performance
- 3.3. Ensure own contribution to work team serves as a role model for others and enhances the organisation's image within the work team, the organisation and with clients/customers
4. Liaise with management
- 4.1. Maintain open communication with line manager/management at all times
- 4.2. Communicate information from line manager/management to the team
- 4.3. Communicate unresolved issues, concerns and problems raised by the team/team members to line manager/management and ensure follow-up action is taken
- 4.4. Communicate unresolved issues, concerns and problems related to the team/team members raised by line managers/management to the team and ensure follow-up to action is taken
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.
Team purpose, roles, responsibilities, goals, plans and objectives may include:
action plans, business plans and operational plans linked to strategic plans
expected outcomes and outputs
goals for individuals and the work team
individual and team performance plans and key performance indicators
occupational health and safety (OHS) responsibilities
Consultation may include:
attending meetings, interviews, brainstorming sessions
using email/intranet communications, newsletters or other processes and devices which ensure that all employees have the opportunity to contribute to team and individual effectiveness
using mechanisms to provide feedback to the work team in relation to consultation outcomes
Responsibility for own work may involve:
individual and joint actions
individuals and teams
Feedback may refer to:
formal/informal gatherings between team members where there is communication on work related matters
informal communication of ideas and thoughts on specific tasks, outcomes, decisions, issues or behaviours
Relevant persons may include:
colleagues
direct superior or other management representatives
OHS committees and other people with specialist responsibilities
Communication may include:
face-to-face
formal/informal interaction
verbal, written or electronic communication
Line manager/management may refer to:
direct superior or other management representatives
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.
Team purpose, roles, responsibilities, goals, plans and objectives may include:
action plans, business plans and operational plans linked to strategic plans
expected outcomes and outputs
goals for individuals and the work team
individual and team performance plans and key performance indicators
occupational health and safety (OHS) responsibilities
Consultation may include:
attending meetings, interviews, brainstorming sessions
using email/intranet communications, newsletters or other processes and devices which ensure that all employees have the opportunity to contribute to team and individual effectiveness
using mechanisms to provide feedback to the work team in relation to consultation outcomes
Responsibility for own work may involve:
individual and joint actions
individuals and teams
Feedback may refer to:
formal/informal gatherings between team members where there is communication on work related matters
informal communication of ideas and thoughts on specific tasks, outcomes, decisions, issues or behaviours
Relevant persons may include:
colleagues
direct superior or other management representatives
OHS committees and other people with specialist responsibilities
Communication may include:
face-to-face
formal/informal interaction
verbal, written or electronic communication
Line manager/management may refer to:
direct superior or other management representatives
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:
teamwork plan with details of how it was generated and how it will be monitored so that team goals can be met
techniques in communicating information, dealing with team conflict and resolving issues
knowledge of organisational goals, objectives and plans.
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
direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
observation of demonstrated techniques in working with team dynamics
observation of performance in role plays
oral or written questioning to assess knowledge of principles and techniques associated with group dynamics and processes
evaluation of opportunities provided for input of team members into planning, decision making and operational aspects of work team
review of feedback provided to team members
review of teamwork plan.
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 Certificate IV in Frontline Management.
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:
teamwork plan with details of how it was generated and how it will be monitored so that team goals can be met
techniques in communicating information, dealing with team conflict and resolving issues
knowledge of organisational goals, objectives and plans.
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
direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
observation of demonstrated techniques in working with team dynamics
observation of performance in role plays
oral or written questioning to assess knowledge of principles and techniques associated with group dynamics and processes
evaluation of opportunities provided for input of team members into planning, decision making and operational aspects of work team
review of feedback provided to team members
review of teamwork plan.
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 Certificate IV in Frontline Management.
Replaces
| State Code | National Code | Title | Type |
|---|---|---|---|
| C7038 | BSBFLM412A | Promote team effectiveness | Unit of competency |
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AUI57 | BSBLDR403 | Lead team effectiveness | Unit of competency |