Unit of competency Outline
Date retreived
22/07/2026 2:10 PM AWST
22/07/2026 2:10 PM 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.
Plan a career in logistics
Plan a career in logistics
Unit of competency
National Code
TLIL4058A
TLIL4058A
State Code
D5231
D5231
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
31/10/2014
Field of Education
120501 - Career Development Programmes
Original Release Date
31/10/2014
Nominal Hours
20
Description
This unit involves the skills and knowledge required to undertake planning related to one's own career. It includes conducting self-assessment of skills and abilities; investigating possible career opportunities; developing and implementing a career plan; and monitoring progress against the plan. In practice, career planning may overlap with a range of other generalist or specialist work activities, such as gathering and analysing information, developing work plans, composing documents and so on. Licensing, legislative, regulatory or certification requirements are applicable to this unit.
Notes
Elements and Performance Criteria
1Conduct self-assessment
- 1.1 Life and work experiences, current and potential abilities are identified and ranked in order of importance
- 1.2 Personal values and preferences relating to future careers are explored
- 1.3 A personal profile is prepared that identifies career related characteristics
2Identify possible career opportunities
- 2.1 Careers are researched to identify those with continuing longevity, and their requirements are identified
- 2.2 Information sources are identified and explored for indicators, trends and information on potential career opportunities
- 2.3 Existing and emerging careers are assessed and their skill/qualification/experience requirements are identified
- 2.4 The nature of the workforce, future trends and opportunities are analysed and associated skill needs are identified
3Develop and implement career plan
- 3.1 Preferred future career and associated skill requirements are identified and compared with current strengths
- 3.2 Gap analysis is undertaken to identify those skills that are common to both preferred future career and the organisation's requirements
- 3.3 Career goals are established and a career plan is developed that identifies immediate priorities as well as a longer-term strategy for gaining experience and skills development
- 3.4 Career development activities are initiated in accordance with the career plan and organisational legislation, policy and procedures
4Monitor progress
- 4.1 Acquisition of skills and experience is monitored and feedback is obtained on achievement of performance requirements
- 4.2 Feedback is considered and integrated as necessary into the career plan
- 4.3 The organisation's requirements are monitored and the career plan is adjusted to take account of new information, environment/culture
- 4.4 Preferred career requirements and progress towards career goals are monitored and adjusted as required
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.
Career development activities may include:
accredited courses/other courses
action learning
career counselling
coaching
competency development processes
education and training programs
higher duties
industry experience
mentoring
networking
Career plan may include:
long-term goals
objectives
strategies
timeframes
job search tools/methods
skills development in finding, applying for and winning positions
skills development to meet particular job/career requirements
Sources of career information may include:
social and political information
workshops
notice of vacancies
Internet sites
local, national and international publications
statistical workforce data
career expos
personal networks
word-of-mouth
job search/personnel placement agencies
graduate career counselling organisations
media
Characteristics may include:
strengths
preferences
gaps
desires
weaknesses
the need to develop skills in job search, resume preparation/presentation, networking, and impression management
Depending on the organisation concerned, workplace procedures may be called:
standard operating procedures (SOPs)
company procedures
enterprise procedures
organisational procedures
established procedures
Documentation and records may include:
career planning proformas
data on workforce trends in transport and logistics industry, and wider
Applicable legislation and regulations may include:
relevant state/territory regulations and codes of practice
workplace relations regulations
The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance.
Career development activities may include:
accredited courses/other courses
action learning
career counselling
coaching
competency development processes
education and training programs
higher duties
industry experience
mentoring
networking
Career plan may include:
long-term goals
objectives
strategies
timeframes
job search tools/methods
skills development in finding, applying for and winning positions
skills development to meet particular job/career requirements
Sources of career information may include:
social and political information
workshops
notice of vacancies
Internet sites
local, national and international publications
statistical workforce data
career expos
personal networks
word-of-mouth
job search/personnel placement agencies
graduate career counselling organisations
media
Characteristics may include:
strengths
preferences
gaps
desires
weaknesses
the need to develop skills in job search, resume preparation/presentation, networking, and impression management
Depending on the organisation concerned, workplace procedures may be called:
standard operating procedures (SOPs)
company procedures
enterprise procedures
organisational procedures
established procedures
Documentation and records may include:
career planning proformas
data on workforce trends in transport and logistics industry, and wider
Applicable legislation and regulations may include:
relevant state/territory regulations and codes of practice
workplace relations regulations
EVIDENCE GUIDE
The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required knowledge and skills, the range statement and the assessment guidelines for this Training Package.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
The evidence required to demonstrate competency in this unit must be relevant to and satisfy all of the requirements of the elements and performance criteria of this unit and include demonstration of applying:
the underpinning knowledge and skills
relevant legislation and workplace procedures
other relevant aspects of the range statement
Context of and specific resources for assessment
Performance is demonstrated consistently over a period of time and in a suitable range of contexts
Resources for assessment include:
a range of relevant exercises, case studies and/or other simulated practical and knowledge assessment, and/or
access to an appropriate range of relevant operational situations in the workplace
In both real and simulated environments, access is required to:
relevant and appropriate materials and equipment, and
applicable documentation including workplace procedures, regulations, codes of practice and operation manuals
Method of assessment
Assessment of this unit must be undertaken by a registered training organisation
As a minimum, assessment of knowledge must be conducted through appropriate written/oral tests
Practical assessment must occur:
through activities in an appropriately simulated environment at the registered training organisation, and/or
in an appropriate range of situations in the workplace
The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required knowledge and skills, the range statement and the assessment guidelines for this Training Package.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
The evidence required to demonstrate competency in this unit must be relevant to and satisfy all of the requirements of the elements and performance criteria of this unit and include demonstration of applying:
the underpinning knowledge and skills
relevant legislation and workplace procedures
other relevant aspects of the range statement
Context of and specific resources for assessment
Performance is demonstrated consistently over a period of time and in a suitable range of contexts
Resources for assessment include:
a range of relevant exercises, case studies and/or other simulated practical and knowledge assessment, and/or
access to an appropriate range of relevant operational situations in the workplace
In both real and simulated environments, access is required to:
relevant and appropriate materials and equipment, and
applicable documentation including workplace procedures, regulations, codes of practice and operation manuals
Method of assessment
Assessment of this unit must be undertaken by a registered training organisation
As a minimum, assessment of knowledge must be conducted through appropriate written/oral tests
Practical assessment must occur:
through activities in an appropriately simulated environment at the registered training organisation, and/or
in an appropriate range of situations in the workplace
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AWL84 | TLIL4058 | Plan a career in logistics | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| W940 | TLI42010 | Certificate IV in Logistics | Qualification |