Unit of competency Outline
Date retreived
22/07/2026 6:26 PM AWST
22/07/2026 6:26 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.
Lead and develop pharmacy teams
Lead and develop pharmacy teams
Unit of competency
National Code
SIRCCPM501
SIRCCPM501
State Code
WD880
WD880
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
12/11/2012
Field of Education
080303 - Human Resource Management
Original Release Date
12/11/2012
Nominal Hours
35
Description
This unit describes the performance outcomes, skills and knowledge required to lead and develop staff in a community pharmacy.The unit covers the essential skills and knowledge for business success: building a strong team culture, setting clear performance goals, and motivating and leading team members. It is critical that the appropriate profile and number of staff are available to drive the business.
Notes
Elements and Performance Criteria
1. Plan the staffing needs of the pharmacy.
- 1.1 Use the pharmacy’s health-care standards, values and goals to inform own understanding of staffing requirements.
- 1.2 Analyse current and projected volume and type of work to be undertaken.
- 1.3 Assess existing staff skills, knowledge and behaviour to ensure access to the required mix and level of skills.
- 1.4 Identify need for additional staff to meet pharmacy human resource requirements.
- 1.5 Ensure appropriate human resources policies are in place to support the effective operation of staff and pharmacy.
2. Influence individuals and teams in a positive manner.
- 2.1 Encourage, value and reward individual and team contributions.
- 2.2 Promote accountability of work undertaken by individuals and teams by communicating roles, responsibilities and expectations clearly.
- 2.3 Gain positive acceptance and support from the team for information and ideas.
3. Make informed decisions.
- 3.1 Gather and analyse information relevant to issues under consideration.
- 3.2 Encourage individuals and teams to actively participate in the decision-making process.
- 3.3 Determine preferred course of action after risks and options are examined and assessed.
- 3.4 Communicate decisions to individuals and teams clearly and in a timely manner.
- 3.5 Prepare plans to implement decisions after agreement by relevant individuals and teams.
- 3.6 Monitor the implementation and impact of decisions using reliable feedback processes.
4. Review and respond to the development needs of staff.
- 4.1 Identify current and future staff development needs using a range of methods and in line with organisational policies.
- 4.2 Provide ongoing personal advice, coaching and mentoring to staff to build team skill base and performance.
- 4.3 Provide opportunities for staff to develop their skills and knowledge in line with organisational policies.
- 4.4 Include cost of staff training and development needs in relevant budgets and operational plans.
- 4.5 Provide feedback and direction to staff members on their professional development needs.
5. Enhance the image of the business.
- 5.1 Conduct business in a way that is consistent with pharmacy health-care standards and values.
- 5.2 Note and promptly discuss inappropriate values, standards and behaviour exhibited in the pharmacy with the appropriate person.
- 5.3 Consistently model a high standard of personal presentation in line with pharmacy expectations.
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.
Human resources policies may include:
application of industrial relations legislation and regulations, such as Fair Work Act
relevant agreements and awards
administration of human resources records and databases
induction processes and programs
job description and performance appraisals
leave entitlements
work health and safety (WHS)
recruitment and selection
remuneration practices
rewards and recognition practices
termination procedures.
Staff development needs may be determined by many factors, including:
changes to work practices and processes
customer feedback
individual staff requests for training
introduction of new technologies or software applications
performance appraisals
staff surveys
supervisor reports on individual staff.
Human resources policies may include:
application of industrial relations legislation and regulations, such as Fair Work Act
relevant agreements and awards
administration of human resources records and databases
induction processes and programs
job description and performance appraisals
leave entitlements
work health and safety (WHS)
recruitment and selection
remuneration practices
rewards and recognition practices
termination procedures.
Staff development needs may be determined by many factors, including:
changes to work practices and processes
customer feedback
individual staff requests for training
introduction of new technologies or software applications
performance appraisals
staff surveys
supervisor reports on individual staff.
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:
plan the staffing needs of the pharmacy
communicate pharmacy expectations to staff of team member roles and responsibilities
involve team members in the decision-making process, and develop and communicate clear outcomes and plans
plan for and organise the ongoing professional development of pharmacy staff
promote pharmacy standards and values to pharmacy staff and others.
Context of and specific resources for assessment
Assessment must ensure that competency is:
observed by the assessor or the technical expert working in partnership with the assessor as described in the assessment guidelines
demonstrated over sufficient time to include handling of a range of contingencies
demonstrated in a real or simulated pharmacy environment, which may include customer interruptions and involvement in other related activities normally expected in the pharmacy.
Assessment must ensure access to:
a pharmacy team
customers with different requirements
current information on pharmacy products and service provision
relevant pharmacy human resources policies and procedures.
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 the candidate in the workplace
written or oral questions appropriate to the language and literacy level of the learner to test relevant underpinning knowledge
role plays to confirm communication skills to meet diverse team and customer requirements
review of portfolios of evidence and third-party workplace reports of on-the-job performance.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.
Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the ability to:
plan the staffing needs of the pharmacy
communicate pharmacy expectations to staff of team member roles and responsibilities
involve team members in the decision-making process, and develop and communicate clear outcomes and plans
plan for and organise the ongoing professional development of pharmacy staff
promote pharmacy standards and values to pharmacy staff and others.
Context of and specific resources for assessment
Assessment must ensure that competency is:
observed by the assessor or the technical expert working in partnership with the assessor as described in the assessment guidelines
demonstrated over sufficient time to include handling of a range of contingencies
demonstrated in a real or simulated pharmacy environment, which may include customer interruptions and involvement in other related activities normally expected in the pharmacy.
Assessment must ensure access to:
a pharmacy team
customers with different requirements
current information on pharmacy products and service provision
relevant pharmacy human resources policies and procedures.
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 the candidate in the workplace
written or oral questions appropriate to the language and literacy level of the learner to test relevant underpinning knowledge
role plays to confirm communication skills to meet diverse team and customer requirements
review of portfolios of evidence and third-party workplace reports of on-the-job performance.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AWX89 | SIRCCPM003 | Lead and develop pharmacy teams | Unit of competency |
