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.
Range of strategies to promote the organisation may include:
attending or speaking at meetings, seminars and conferences
association membership
public and specially-targeted presentations
public promotions
providing tailored information
explaining mission, goals and objectives in ways suited to the diversity of the audience
consulting and advising
chairing meetings
briefings
interviews.
Range of audiences may include:
work team
suppliers
formal and informal groups
internal and external customers
government agencies
professional and occupational associations
project-specific consultative or reference groups
committees, such as advisory committees
lobby groups
local inter-agency groups
specific interest or support groups.
Negotiate effectively may include the use of:
assertiveness
collaboration
solution designing
confidence building
conflict reduction
stress management
mediation
empathising.
Key people may include:
officers from government organisations
ministerial advisers
community members
council members
industry representatives
members of professional associations
international associations.
Networks may include:
formal or informal networks
circulation lists
bulletin boards
virtual communities, such as e-networks
mailing lists.

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 can be assessed off the job, for example in a structured training program applying the context of the organisation and the work role. It will be more effectively and economically assessed through evidence provided in routine work practice and across a range of applications relevant to the industry, professional programs and services, the wider community and general management.
Assessment should include the opportunity to demonstrate evidence from work in the wider community. Evidence should be gathered over time in a range of contexts to ensure the candidate can achieve the unit outcome and apply the competency in different situations or environments.
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
representing and promoting the organisation 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 representing and promoting the organisation, and building and maintaining networks, including coping with difficulties, irregularities and breakdowns in routine
copies of legislation, policies, procedures and guidelines relating to protocols for representing and promoting the organisation
access to appropriate learning and assessment support when required.
Method of assessment
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.