Unit of competency details

Unit descriptor 

This unit describes the performance outcomes, skills and knowledge required to promote teamwork. It involves developing team plans to meet expected outcomes, leading the work team, and proactively working with the management of the organisation.

No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.

Application of the unit 

Frontline managers have an important leadership role in the development of efficient and effective work teams. They play a prominent part in team planning, supervising the performance of the team and developing team cohesion. They provide leadership for the team and bridge the gap between the management of the organisation and the team members. As such they must 'manage up' as well as manage their team/s.

Prerequisite units 

Employability skills 

This unit contains employability skills.

Elements describe the essential outcomes of a unit of competency.

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the required skills and knowledge section and the range statement. Assessment of performance is to be consistent with the evidence guide.

ELEMENT 

PERFORMANCE CRITERIA 

1. Plan to achieve team outcomes

1.1. Identify, establish and document team purpose , roles , responsibilities , goals , plans and objectives  in consultation  with team members

1.2. Support team members in meeting expected outcomes

2. Develop team cohesion

2.1. Provide opportunities for input of team members into planning, decision making and operational aspects of work team

2.2. Encourage and support team members to take responsibility for own work  and to assist each other in undertaking required roles and responsibilities

2.3. Provide feedback  to team members to encourage, value and reward individual and team efforts and contributions

2.4. Recognise and address issues, concerns and problems identified by team members or refer to relevant persons  as required

3. Participate in and facilitate work team

3.1. Actively encourage team members to participate in and take responsibility for team activities and communication processes

3.2. Give the team support to identify and resolve problems which impede its performance

3.3. Ensure own contribution to work team serves as a role model for others and enhances the organisation's image within the work team, the organisation and with clients/customers

4. Liaise with management

4.1. Maintain open communication  with line manager /management  at all times

4.2. Communicate information from line manager/management to the team

4.3. Communicate unresolved issues, concerns and problems raised by the team/team members to line manager/management and ensure follow-up action is taken

4.4. Communicate unresolved issues, concerns and problems related to the team/team members raised by line managers/management to the team and ensure follow-up to action is taken

REQUIRED SKILLS AND KNOWLEDGE 

This section describes the skills and knowledge required for this unit.

Required skills 

• communication skills to:

• boost team morale
• deal with team conflict
• deliver messages from management
• facilitate discussion
• mentor and coach

• leadership skills
• planning and organising skills.

Required knowledge 

• organisational goals, objectives and plans
• organisational policy and procedures framework
• organisational structure, including organisational chart
• principles and techniques associated with:

• delegation and work allocation
• goal setting
• group dynamics and processes
• individual behaviour and difference
• leadership
• motivation
• negotiation
• planning.

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 following is essential:

• teamwork plan with details of how it was generated and how it will be monitored so that team goals can be met
• techniques in communicating information, dealing with team conflict and resolving issues
• knowledge of organisational goals, objectives and plans.

Context of and specific resources for assessment 

Assessment must ensure:

• access to appropriate documentation and resources normally used in the workplace.

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:

• analysis of responses to case studies and scenarios
• direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
• observation of demonstrated techniques in working with team dynamics
• observation of performance in role plays
• oral or written questioning to assess knowledge of principles and techniques associated with group dynamics and processes
• evaluation of opportunities provided for input of team members into planning, decision making and operational aspects of work team
• review of feedback provided to team members
• review of teamwork plan.

Guidance information for assessment 

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:

• other units from the Certificate IV in Frontline Management.

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.

Team purpose , roles , responsibilities , goals , plans and objectives  may include:

• action plans, business plans and operational plans linked to strategic plans
• expected outcomes and outputs
• goals for individuals and the work team
• individual and team performance plans and key performance indicators
• occupational health and safety (OHS) responsibilities

Consultation  may include:

• attending meetings, interviews, brainstorming sessions
• using email/intranet communications, newsletters or other processes and devices which ensure that all employees have the opportunity to contribute to team and individual effectiveness
• using mechanisms to provide feedback to the work team in relation to consultation outcomes

Responsibility for own work  may involve:

• individual and joint actions
• individuals and teams

Feedback  may refer to:

• formal/informal gatherings between team members where there is communication on work related matters
• informal communication of ideas and thoughts on specific tasks, outcomes, decisions, issues or behaviours

Relevant persons  may include:

• colleagues
• direct superior or other management representatives
• OHS committees and other people with specialist responsibilities

Communication  may include:

• face-to-face
• formal/informal interaction
• verbal, written or electronic communication

Line manager /management  may refer to:

• direct superior or other management representatives

Unit sector 

Competency field 

Management and Leadership - Management

Co-requisite units