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.
Formal inquiries should be:
inquiries conducted by the organisation or its agent, such as:
internal discipline
classification
appeals
parole applications
probation
inquiries conducted by the justice system through its courts
inquiries conducted for the purpose of:
offender assessment and review
advising on offender management
advising on sentence management
advising on programs and services
review and evaluation of organisational activities and outcomes
review of administrative activities and services.
Reliable and authorised sources of information can include:
offender information system
offender family and support
structured interviews
case notes
specialist reports
justice system reports
colleagues.
Information for presentation at formal inquiries may include:
court papers
formal reports to courts
internal reports
justice and police records
medical and psychological reports
offending history
institutional records and files
organisational records and reports
reports from other agencies and services
case notes
media reports
independent research and reports.
Reports may include a selection from:
pre-sentence reports
pre-release reports
probation reports
classification reviews
breaches or orders
parole board decisions and recommendations
appeals
disciplinary action reports
specialist reports, including health, psychiatric, attitude and behaviour, education and training.

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 should be assessed in the workplace with demonstrated application to the range of investigation and decision-making requirements encountered in the workplace. Some criteria for performance in this unit may have to be assessed in specially constructed exercises, such as simulations or projects.
The extent of the information and evidence required will depend on the requirements, protocol and reporting systems practised by different forms of inquiry.
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
ability to report to a formal inquiry 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 reporting to a formal inquiry, including coping with difficulties, irregularities and breakdowns in routine
copies of legislation, policies, procedures and guidelines relating to planning, organising and presenting information to a formally constituted forum within the justice system
access to appropriate learning and assessment support when required.
Method of assessment
The evidence will be largely document-based and will be able to make use of self/team assessment and individual evidence portfolios or logbooks. 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.