Unit of competency Outline
Date retreived
22/07/2026 1:33 AM AWST
22/07/2026 1:33 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.
Access learning and career development opportunities
Access learning and career development opportunities
Unit of competency
National Code
LGACORE101B
LGACORE101B
State Code
C0968
C0968
TGA Status
Replaced
Replaced
DTWD Status
Transition (Replaced)
Transition (Replaced)
State Implementation and Classification
Approved Date
14/08/2014
Field of Education
120501 - Career Development Programmes
Original Release Date
14/08/2014
Nominal Hours
20
Description
This unit covers taking responsibility for own workplace learning and skills development in order to influence career or job progression. The unit requires recognition that career progression is the shared responsibility of both the individual and the organisation.This unit is appropriate for entry-level staff, trainees and those who have returned to the workplace after some time. Individuals needing to clarify their career goals at any stage in their career may also benefit from this unit.
Notes
Elements and Performance Criteria
1. Conduct self assessment of current competencies
- 1.1 Current competencies are assessed against a checklist of competencies required in current job or role, as noted in relevant documents.
- 1.2 Results of self-assessment are discussed with supervisor and other relevant personnel.
- 1.3 Competency development needs are identified and discussed with relevant personnel.
2. Identify possible job/career pathways
- 2.1 Current and future job/career goals are identified in consultation with relevant personnel.
- 2.2 Information gathered in self-assessment of current competencies is considered when identifying job/career goals.
- 2.3 Immediate and future goals are set in consultation with relevant personnel.
- 2.4 Realistic time lines for achieving job/career goals are established and documented.
3. Plan appropriate strategies for achieving job/career goals
- 3.1 Opportunities to experience other jobs or roles in council are identified and planned for where possible.
- 3.2 Additional competencies required to achieve job/career goals are identified and strategies are planned.
- 3.3 Additional required training and development are identified, documented and agreed to by relevant personnel.
- 3.4 A structured training plan is devised and agreed to in consultation with relevant personnel.
4. Actively seek and participate in on-the-job training
- 4.1 Appropriate information is obtained and examined before undertaking new tasks.
- 4.2 Support is promptly sought when work-related difficulties arise.
- 4.3 Learning opportunities are identified and planned for to enhance on-the-job training.
- 4.4 Feedback is actively and regularly sought on performance and progress.
- 4.5 Opportunities to experience other jobs or roles in council or within current department are identified and accepted where possible.
- 4.6 Willingness to accept and complete new tasks is demonstrated.
5. Maintain record of learning and competency development
- 5.1 Information regarding learning and competency development is recorded in accordance with council and workplace requirements.
- 5.2 On-the-job demonstration of competencies is recorded in order to build a portfolio of current competencies.
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.
Learning opportunities may include:
training courses
on-the-job training
private study
seminars and conferences
Relevant personnel may include:
supervisor
manager
training officer
human resources personnel
Relevant documents may include:
job description documents
competency standards
training plans
course descriptions and learning outcomes
relevant award clauses
Opportunities to experience other jobs or roles in council may include:
secondments
job rotations
job sharing
relieving in higher duties
promotions
On-the-job training may include:
observation of more experienced colleagues
questioning and discussion with colleagues and supervisors
learning from written materials and council documentation
handling new tasks with some supervision
Feedback may include:
spoken or written feedback from other learners, colleagues, supervisors, trainers and managers
Learning opportunities may include:
training courses
on-the-job training
private study
seminars and conferences
Relevant personnel may include:
supervisor
manager
training officer
human resources personnel
Relevant documents may include:
job description documents
competency standards
training plans
course descriptions and learning outcomes
relevant award clauses
Opportunities to experience other jobs or roles in council may include:
secondments
job rotations
job sharing
relieving in higher duties
promotions
On-the-job training may include:
observation of more experienced colleagues
questioning and discussion with colleagues and supervisors
learning from written materials and council documentation
handling new tasks with some supervision
Feedback may include:
spoken or written feedback from other learners, colleagues, supervisors, trainers and managers
Overview of assessment requirements
A person who demonstrates competency in this unit will be able to perform the outcomes described in the Elements to the required performance level detailed in the Performance Criteria. The knowledge and skill requirements described in the Range Statement must also be demonstrated. For example, knowledge of the legislative framework and safe work practices that underpin the performance of the unit are also required to be demonstrated.
Critical aspects of evidence to be considered
The demonstrated ability to:
identify job/career goals in consultation with relevant personnel
maintain record of learning and competency development
document job/career development plans incorporating required on or off-the-job training goals.
Context of assessment
On the job or in a simulated workplace environment.
Method of assessment
The following assessment methods are suggested:
observation of the learner performing a range of workplace tasks over sufficient time to demonstrate handling of a range of contingencies
written and/or oral questioning to assess knowledge and understanding
completion of workplace documentation
third-party reports from experienced practitioners
completion of self-paced learning materials including personal reflection and feedback from trainer, coach or supervisor
Evidence required for demonstration of consistent performance
Evidence will need to be collected over a period of time across a range of variables.
Resource implications
Access to the workplace and resources including:
human resources
relevant job-related documents
technical equipment
stationery
library resources
relevant council personnel
A person who demonstrates competency in this unit will be able to perform the outcomes described in the Elements to the required performance level detailed in the Performance Criteria. The knowledge and skill requirements described in the Range Statement must also be demonstrated. For example, knowledge of the legislative framework and safe work practices that underpin the performance of the unit are also required to be demonstrated.
Critical aspects of evidence to be considered
The demonstrated ability to:
identify job/career goals in consultation with relevant personnel
maintain record of learning and competency development
document job/career development plans incorporating required on or off-the-job training goals.
Context of assessment
On the job or in a simulated workplace environment.
Method of assessment
The following assessment methods are suggested:
observation of the learner performing a range of workplace tasks over sufficient time to demonstrate handling of a range of contingencies
written and/or oral questioning to assess knowledge and understanding
completion of workplace documentation
third-party reports from experienced practitioners
completion of self-paced learning materials including personal reflection and feedback from trainer, coach or supervisor
Evidence required for demonstration of consistent performance
Evidence will need to be collected over a period of time across a range of variables.
Resource implications
Access to the workplace and resources including:
human resources
relevant job-related documents
technical equipment
stationery
library resources
relevant council personnel
Replaces
| State Code | National Code | Title | Type |
|---|---|---|---|
| C3808 | LGACORE101A | Access learning opportunities | Unit of competency |
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| ODA41 | LGACOR001 | Work in local government | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| C740 | LGA10104 | Certificate I in Local Government | Qualification |
| C742 | LGA30104 | Certificate III in Local Government | Qualification |
| C741 | LGA20104 | Certificate II in Local Government | Qualification |
| D347 | LGA30208 | Certificate III in Local Government (Health and Environment) | Qualification |
| C747 | LGA20204 | Certificate II in Local Government (Operational Works) | Qualification |
| C746 | LGA10204 | Certificate I in Local Government (Operational Works) | Qualification |
| C748 | LGA30304 | Certificate III in Local Government (Operational Works) | Qualification |
| C755 | LGA30404 | Certificate III in Local Government (Regulatory Services) | Qualification |