Unit of competency Outline

Date retreived
22/07/2026 3:44 PM AWST

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Recruit and induct staff

Recruit and induct staff

Unit of competency
National Code
BSBATSIM514A
State Code
D4857
TGA Status
Replaced
DTWD Status
Replaced
Current Release Number
1.00
Current Release Date
10/03/2009
View on TGA
State Implementation and Classification
Approved Date
30/09/2014
Field of Education
080303 - Human Resource Management
Original Release Date
30/09/2014
Nominal Hours
40
Description
This unit describes the performance outcomes, skills and knowledge required to recruit and induct new staff and provide ongoing supervision, assessment and support of existing staff, including voluntary staff.Some aspects of governance activities may be subject to legislation, rules, regulations and codes of practice relevant to different job roles and jurisdictions.
Notes
Elements and Performance Criteria
1. Plan ongoing staffing requirements
  • 1.1. Review staffing requirements on a regular basis
  • 1.2. Initiate knowledge and skill audits to decide on positions required
  • 1.3. Update recruitment policy and procedures regularly
  • 1.4. Include additional staffing requirements in the business plan
  • 1.5. Allocate budget and resources
2. Ensure staff members are recruited in line with policy and procedures
  • 2.1. Establish a recruitment committee
  • 2.2. Review, endorse and document a duty statement for the position
  • 2.3. Inform others of job vacancies
  • 2.4. Follow the organisation's selection procedures
  • 2.5. Notify candidates of results and provide feedback on their applications
3. Induct new staff
  • 3.1. Develop a formal contract for new employees
  • 3.2. Outline the code of conduct and how it applies
  • 3.3. Implement induction processes
4. Ensure staff have access to training and development support
  • 4.1. Assess and record staff development and training needs
  • 4.2. Identify sources of funding for staff development
  • 4.3. Ensure required staff training is provided
  • 4.4. Encourage membership of relevant professional bodies
  • 4.5. Promote the benefits to other employers of employing local Aboriginal and Torres Strait Islander employees
5. Monitor and assess staff performance regularly
  • 5.1. Review duty statements at regular intervals
  • 5.2. Receive and review reports on staff performance
  • 5.3. Follow policy and procedures to identify the most appropriate person to provide effective feedback to staff on performance
  • 5.4. Provide feedback to staff according to policy and procedures
6. Oversee staff departures
  • 6.1. Ensure all contractual obligations and requirements are completed prior to staff departures
  • 6.2. Adhere to appropriate policies and procedures regarding departures
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.
Staffing requirements may relate to:
paid staff:
full-time
part-time
casual
contract
voluntary staff.
Recruitment policy and procedures may refer to:
employment of local community members, family and kin
recruitment and selection processes
volunteer register.
Recruitment committee may include:
board members
community members
Elders
independent advisers
senior staff
traditional owners.
Job vacancies may be advertised through:
Aboriginal and Torres Strait Islander news outlets
direct invitation
local, state or territory, and national newspapers
local notices
online
word of mouth.
Results may be advised to candidates:
in writing
in person
by telephone.
Contracts may include:
award-based contracts
verbal or written agreements
workplace agreements.
Induction processes may include:
community profile
job description
organisational structure
meeting staff/team
on-the-job training
policies and procedures
roles and responsibilities
tour of the organisation.
Development and training may include:
accredited and non-accredited training
career planning
cross-cultural training
mentoring.
Staff departures may refer to:
dismissal
redeployment
resignation
retirement
retrenchment.
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
Evidence of the ability to:
select and induct staff according to organisational policies and procedures
monitor staff performance and provide feedback according to policies and procedures
identify appropriate professional development activities for staff
ensure policies and procedures relating to staff departures are followed.

Context of and specific resources for assessment
Assessment must ensure:
participation on an actual or simulated board
access to examples of relevant policies and procedures
access to examples of relevant documents
knowledge and performance are assessed over time to confirm consistency in performance.

Method of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
observation of performance on a board or simulated board
direct questioning combined with reflection of practical board performance by the candidate
analysis of responses to case studies and scenarios
demonstration of techniques
observation of presentations and group discussions
oral or written questioning to assess knowledge
observation of performance in role plays
analysis of feedback from other board members, staff, community or other stakeholders regarding performance.

Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
BSBATSIM506C Develop employment policies.
Replaces
State Code National Code Title Type
D0599 BSBATSIM513B Oversee recruitment and induction of staff Unit of competency
Replaced By
State Code National Code Title Type
AUJ57 BSBATSIM514 Recruit and induct staff Unit of competency