Elements and Performance Criteria

The Range Statement provides details of the scope of the Elements and Performance Criteria to allow for differences within enterprises and workplaces, including practices, knowledge and requirements. It also provides a focus for assessment and relates to the unit as a whole. The Range Statement is provided as a guide only and lists are not exhaustive. The following variables may be present:

Staff may include:
full-time
part-time
casual
sub contractors.

Workplace policies and procedures may include:
standard operating policies and procedures
standards and certification requirements
quality assurance procedures
OHS procedures
emergency, fire and accident procedures
general security procedures
hold-up procedures.

Performance may include:
general standard of work
completing assigned tasks
preparing work plans
following work schedules
allowing for travelling time
job planning
attitude to clients and team members
following administrative procedures.

Applicable legislation and regulations may be Federal, State specific or Local Government specific and may include:
Workplace/Occupational Health and Safety Act
Workplace Relations Act
EEO legislation and regulations
Worker's compensation legislation and regulations
Funeral Industry Code of Practice
Relevant cemetery acts/bylaws
General cemetery regulations
Cemeteries Act
Crematoria Act
Local Government Acts
Registration of Births, Deaths and Marriages Act
Approved Code of Practice for Embalmers
Anatomy Act
Human Tissue Act
Coroner's Act
Federal Transportation Regulations/Airlines Act
Public Health Act
Environment Protection Act
Dangerous Goods Act
Australian Quarantine and Inspection Service (AQIS)
Worksafe Australia Certification and Standards
Privacy Acts
secrecy laws
Traffic Acts and regulations
Fair Trading Act
Funerals (Pre-paid Money) Act
Consumer Credit Code
legislation regarding the execution and administration of deceased estates.

Records may include:
information about staff performance
skills and knowledge/competency assessments.

The following components relate directly to this unit's Performance Criteria and Range Statement and will inform and provide guidance for assessment of the unit in the workplace and/or training program.
Critical Aspects of Evidence

Evidence of the following knowledge and skills is considered essential to demonstrate competency in this unit. This includes demonstration of the Key Competencies at the performance level identified at the end of this unit:

Implementation and management of effective rostering and staffing levels which minimise staff work overload and meet workplace needs, budgetary requirements, anticipated peaks and safe working requirements.
Effective monitoring of staff performance to ensure work requirements and applicable legislation and regulations are met.
Demonstration of ability to provide effective feedback to staff and address problems with performance in accordance with workplace personnel and employment policy and procedures.
Demonstration of effective utilisation of individual staff expertise in the allocation of tasks.
Demonstration of the ability to assess staff skills and knowledge and identify and provide professional development opportunities relevant to the job or career path for individuals.
Demonstration of the ability to create and maintain a staff records system and ensure its ongoing security.

Underpinning Knowledge and Skills

The following knowledge, understanding and skills are essential to perform this unit to the required standard:

Knowledge of workplace policies and procedures.
Knowledge of workplace industrial awards and personnel and employment procedures.
Knowledge of OHS policies and procedures.
Knowledge and understanding of relevant Federal, State/Territory and Local Government legislation and regulations.

Verbal and non-verbal communication skills, including:

ability to give instructions
listening skills
negotiation and assertiveness skills
the ability to communicate honestly and truthfully with professional openness
ability to coach and provide feedback.

Literacy and numeracy skills, including:

ability to access relevant legislation and regulations
ability to interpret and understand written legislation and regulations
computer literacy.
Ability to relate to people from a range of social, cultural, religious and ethnic backgrounds and physical and mental abilities.
Staff supervision skills including ability to identify training needs and coach on the job and the ability to delegate responsibility.
Ability to conduct staff appraisals.
Leadership skills.
Personal integrity and accountability.

Context of Assessment
For valid and reliable assessment of this unit, competency should be consistently demonstrated over a period of time and observed by the assessor and/or the technical expert working in partnership with the assessor. The technical expert may include an experienced person at the workplace.
Competency should be demonstrated in the workplace or a simulated workplace environment through a range of situations which may include interruptions and involvement in other related activities normally expected in the work environment.
Assessment should be undertaken in an environment that meets industry codes of practice and relevant industry regulations and legislation.

Interdependent Assessment of Unit
All units which relate to a job function can be considered as co-requisites to assist with an integrated approach to assessment.
For advice on integrated assessment of units within and across qualifications, refer to the Assessment Guidelines.

Assessment Methods

Observation of staff member performing a range of workplace tasks over sufficient time to demonstrate the handling of a range of contingencies. Tasks may include but are not limited to:

identifying processes required for organising and monitoring staffing levels and workload.
demonstrating ability to create and maintain a staff records system.
demonstrating empathy, confidentiality and tact in relation to supervising staff in the Funeral Services Industry.
dressing in a professional and appropriate manner in relation to performing the required tasks.
Written and/or oral questioning to assess knowledge and understanding related to identifying and developing individual employee potential. Questions will be asked in a manner appropriate to the language and literacy level of the staff member.
Participation in role plays related to monitoring and maintaining effective individual and team performance.
Completing workplace documentation relevant to maintaining staffing records.

Assessment Resources
All resources must be provided for the assessment. If workplace based, the resources should relate specifically to policies, procedures and range of tools and equipment. If an off the job or simulated work environment is used then resources should be applicable to the work environment.

Resources may include:

A real or simulated work environment.

Relevant documentation such as:

workplace policies and procedures
documentation as identified in the Range Statement.
Industry codes of practice and relevant legislation and regulations.
Access to a range of staff with a range of work roles (real or simulated).
A qualified workplace assessor and/or a technical expert working in partnership with the assessor.

There are a number of processes that are required in all jobs. They are fundamental processes and generally transferable to other work functions. Some of these are covered by the key competencies. Key competencies are generic competencies that focus on the capacity to apply knowledge and skills in an integrated way in work situations, but are not specific to any particular industry. Key competencies foster the development of skills, knowledge and understanding necessary to perform work operations. The questions below highlight how these processes are applied in this competency standard. Following each question a number indicates the level to which the key competency needs to be demonstrated where 1 = competence needed to undertake tasks effectively, 2 = the ability to manage tasks, and 3 = the ability to use concepts for evaluating and reshaping tasks.
Communicating ideas and information
By providing guidance and leadership in supervising staff, monitoring teams and individuals, implementing development or corrective action and maintaining staff records. (3)

Collecting analysing and organising information
By accessing, analysing and evaluating information about organisation, team and individual performance. (3)

Planning and organising activities
By developing, implementing and evaluating work plans for the organisation, teams and individuals. (3)

Working with others and in teams
By defining team objectives, formulating and evaluating team goals an, monitoring and remedying team performance. (3)

Using mathematical ideas and techniques
Mathematical ideas and techniques are likely to be utilised to develop staffing plans and team objectives and in evaluating team and individual performance. (2)

Solving problems
By anticipating and planning for problems, evaluating outcomes and processes and solving complex issues, in planning, implementing and measuring organisation, team and individual performance. (3)

Using technology
By using technology to record and monitor team and individual performance and other data or information. (1)