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.
Organisation's policies and procedures can include:
policy and procedural guides, standard operating procedures and work instructions, particularly those relating to:
code of conduct
duty of care
employee relations
workplace agreements
workplace harassment
workplace diversity.
Organisation's principles may include:
honesty and integrity
respect for persons
accountability
confidentiality
security of information, resources and people
natural justice and procedural fairness.
Types of unfair and discriminatory actions include:
preferential treatment
hindering behaviour
compromising behaviour, including sexual harassment
bullying
lack of confidentiality
giving false testimony.
Statutory and ethical obligations may include:
legislation for public sector management
workplace health and safety Acts, regulations and guidelines
equal employment opportunity and anti-discrimination legislation
freedom of information
privacy
whistleblower protection.
Attitudes and behaviour that are unprofessional and inappropriate include:
improper use of resources, including telephone, email and internet
unauthorised access to and use of information
falsifying records
non-disclosure of conflicts of interest
improper public comment on matters relating to the government or organisation
fraud, corruption, maladministration and waste
non-compliance with the law.

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
It will be necessary to assess evidence for this unit over a significant period of time and in conjunction with evidence gathered for all other units that have a component of complying with organisational goals and service objectives. This may require opportunities for candidates to demonstrate performance in a number of locations or service areas in the organisation relevant to the range of responsibilities they may be given.
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 contribute to the goals of the organisation in a range of (two or more) contexts or occasions, over time.
Context of and specific resources for assessment
Evidence for assessment must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments.
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 by an individual working as part of a coordinated team making a positive contribution to achieving the quality of services specified in the organisation's policies and procedures, including coping with difficulties, irregularities and changes to routine
copies of legislation, policies, procedures and guidelines relating to working ethically and professionally within the organisation
access to appropriate learning and assessment support when required.
Method of assessment
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
simulations conducted in training programs
completion of performance feedback from supervisors and colleagues.
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.