Unit of competency Outline
Date retreived
23/07/2026 1:25 PM AWST
23/07/2026 1:25 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.
Facilitate effective communication in the workplace
Facilitate effective communication in the workplace
Unit of competency
National Code
SFICOMP317A
SFICOMP317A
State Code
D9193
D9193
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
01/03/2012
Field of Education
120505 - Work Practices Programmes
Original Release Date
01/03/2012
Nominal Hours
30
Description
This unit of competency involves communicating effectively in the line of duty as a fisheries officer. Communication is 'facilitated' meaning that:appropriate communication techniques are used before responding to a situation the fisheries officer adequately assesses it the fisheries officer is a participating member of a work team and both informs the work team of situations and his/her proposed position, and contributes meaningfully to achieving team meeting outcomes. No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication.
Notes
Elements and Performance Criteria
1. Assess situations and adapt communication technique accordingly
- 1.1. Verbal communication is tailored to the identified audience.
- 1.2. Body language of audience is correctly assessed and responded to appropriately.
- 1.3. Active listening skills are employed and questioning techniques used to clarify issues or problem areas for resolution.
- 1.4. Communication strategies are adopted that reflect consideration of the full range of human characteristics/factors.
- 1.5. Where required, expert advice is sought or referrals made according to agreed procedures.
- 1.6. Contradictions, ambiguities, uncertainties or misunderstandings are identified and checked with a range of sources and references.
2. Communicate effectively in the workplace
- 2.1. Appropriate interpersonal communicationtechniques and skills are selected and applied.
- 2.2. Communication is clear, concise and accurate.
3. Participate in meetings
- 3.1. Supervisors and other colleagues are briefed with regard to the meeting's purpose and proposed positions to be put forward.
- 3.2. Documents to be used in meetings are obtained/researched.
- 3.3. Own contributions are prepared in advance relevant to the purposes of the meetings and supportive of the organisation's corporate goals and objectives.
- 3.4. Own position is clearly and effectively stated and substantiated.
4. Utilise conflict resolution/negotiation skills to address issues/incidents
- 4.1. Control and objectivity is maintained at all times in conflict situations.
- 4.2. Situational conflict is, as far as possible, de-escalated.
- 4.3. Persons in conflict are separated, where appropriate, and relevant solutions negotiated or imposed correctly.
- 4.4. Where required, external agencies are accessed and utilised.
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. Bold italicised wording, if used in the performance criteria, is detailed below. 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) may also be included.
Situations cover all taskings undertaken by officers, whether reactive or proactive patrolling, undertaking station duties, and relate to circumstances in which the officer is in contact with other persons. Such processes may include:
criminals
face to face
fellow officers
giving and/or receiving instructions and lawful direction
interviewing persons
providing verbal reports or seeking information
responding to inquiries
single or groups
suspects.
Body language may include:
non-verbal characteristics exhibited by each person in response to the presence of fishery officers or lawful instruction given by such officers. Such characteristics may represent positive compliant behaviour or a negative non-cooperative/aggressive response.
Problem areas for resolution may include
arrest scenes
crime scenes
disputes over procedural issues, such as processing or charging persons
life threatening situations, such as confrontations with armed persons
serving summons
workplace disputes
workplace complaints
workplace grievance situations.
Human characteristics/factors may include:
age
ethnicity
gender
geographic and demographic impacts
physical capacity
impacts of alcohol and legal/illegal drugs
peer group pressures
personality
previous experiences/encounters with fisheries officers.
Interpersonal communication techniques and skills may include:
appropriate language
appropriate recognition and professional response to cultural diversity.
Meetings may include:
formal, informal or pre-planned, and involve functional area/authority personnel, and may be for:
operations assessment/debriefings
operational planning
occupational health and safety (OHS).
De-escalation means:
reducing a situation to a point where the issue is reduced to a controllable level and the risk to life or property is minimised.
Relevant solutions, depending on the actual situation, may include:
the issuing of lawful instructions/directions
employment of de-escalation processes
the 'use of force'
arresting, cautioning, reporting and detaining
accessing further assistance from either fellow officers or police.
The development of appropriate response strategies should also take into account the needs and characteristics of factors such as age, gender and cultural/social background.
External agencies may include:
ethnic advisory services
marine and transport
police.
Negotiation can take place with supervisors, colleagues and members of the public.
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, if used in the performance criteria, is detailed below. 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) may also be included.
Situations cover all taskings undertaken by officers, whether reactive or proactive patrolling, undertaking station duties, and relate to circumstances in which the officer is in contact with other persons. Such processes may include:
criminals
face to face
fellow officers
giving and/or receiving instructions and lawful direction
interviewing persons
providing verbal reports or seeking information
responding to inquiries
single or groups
suspects.
Body language may include:
non-verbal characteristics exhibited by each person in response to the presence of fishery officers or lawful instruction given by such officers. Such characteristics may represent positive compliant behaviour or a negative non-cooperative/aggressive response.
Problem areas for resolution may include
arrest scenes
crime scenes
disputes over procedural issues, such as processing or charging persons
life threatening situations, such as confrontations with armed persons
serving summons
workplace disputes
workplace complaints
workplace grievance situations.
Human characteristics/factors may include:
age
ethnicity
gender
geographic and demographic impacts
physical capacity
impacts of alcohol and legal/illegal drugs
peer group pressures
personality
previous experiences/encounters with fisheries officers.
Interpersonal communication techniques and skills may include:
appropriate language
appropriate recognition and professional response to cultural diversity.
Meetings may include:
formal, informal or pre-planned, and involve functional area/authority personnel, and may be for:
operations assessment/debriefings
operational planning
occupational health and safety (OHS).
De-escalation means:
reducing a situation to a point where the issue is reduced to a controllable level and the risk to life or property is minimised.
Relevant solutions, depending on the actual situation, may include:
the issuing of lawful instructions/directions
employment of de-escalation processes
the 'use of force'
arresting, cautioning, reporting and detaining
accessing further assistance from either fellow officers or police.
The development of appropriate response strategies should also take into account the needs and characteristics of factors such as age, gender and cultural/social background.
External agencies may include:
ethnic advisory services
marine and transport
police.
Negotiation can take place with supervisors, colleagues and members of the public.
EVIDENCE GUIDE
The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.
Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Assessment must confirm ability to:
effectively interact and communicate with colleagues and clients
respond to conflict situations in accordance with jurisdictional law and guidelines.
Assessment must confirm knowledge of:
communicative processes
barriers to effective communication.
Context of and specific resources for assessment
Assessment is to be conducted on the job or in a simulated environment.
Method of assessment
The following assessment methods are suggested:
written or oral short-answer testing
practical exercises or role-plays
observation of practical demonstration.
Guidance information for assessment
This unit may be assessed holistically with other units within a qualification.
The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.
Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Assessment must confirm ability to:
effectively interact and communicate with colleagues and clients
respond to conflict situations in accordance with jurisdictional law and guidelines.
Assessment must confirm knowledge of:
communicative processes
barriers to effective communication.
Context of and specific resources for assessment
Assessment is to be conducted on the job or in a simulated environment.
Method of assessment
The following assessment methods are suggested:
written or oral short-answer testing
practical exercises or role-plays
observation of practical demonstration.
Guidance information for assessment
This unit may be assessed holistically with other units within a qualification.
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| OAR93 | SFICPL307 | Facilitate effective communication in the workplace | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| D622 | SFI30411 | Certificate III in Fisheries Compliance | Qualification |
| D626 | SFI40411 | Certificate IV in Fisheries Compliance | Qualification |