Unit of competency details

BSBATSIM506 - Develop employment policies (Release 1)


ReleaseStatusRelease date
1 1 (this release)Current 25/Mar/2015

Usage recommendation:
Supersedes and is equivalent to BSBATSIM506C - Develop employment policiesUpdated to meet Standards for Training Packages 24/Mar/2015

Training packages that include this unit


SchemeCodeClassification value
ASCED Module/Unit of Competency Field of Education Identifier 080303 Human Resource Management  

Classification history

SchemeCodeClassification valueStart dateEnd date
ASCED Module/Unit of Competency Field of Education Identifier 080303 Human Resource Management  30/Jul/2015 
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Unit Of competency

Modification History



Release 1

This version first released with BSB Business Services Training Package Version 1.0.


This unit describes the performance outcomes, skills and knowledge required to develop policies for the employment of staff.

It applies to individuals responsible for monitoring and guiding the employment policies of an organisation that employs staff.

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

Unit Sector

Regulation, Licensing and Risk ATSI Governance

Elements and Performance Criteria



Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1 Develop staff policies

1.1 Identify employer s responsibilities with respect to staff

1.2 Develop, negotiate and endorse staffing policies with board members, management and staff, and if appropriate, unions

1.3 Ensure approved policies are communicated throughout the organisation

2 Implement staff policies and procedures

2.1 Work with other board members and management to develop and document procedures flowing from endorsed policies

2.2 Establish and implement induction processes for new staff

2.3 Ensure changes to policies and procedures affecting employment are communicated to staff, and if applicable, to unions

2.4 Identify and access external industrial relations advice and representation as required

2.5 Ensure individual contracts for employees are developed and signed within relevant enterprise agreements or awards according to policies and procedures

3 Monitor and review staffing policies

3.1 Establish a review body for staffing policy

3.2 Monitor and assess outside industrial influences and impacts relevant to the organisation

3.3 Ensure regular occupational health and safety checks of workplace are undertaken according to policy and procedures

3.4 Review grievance procedures regularly

3.5 Ensure all aspects of employment policy and procedures are audited independently

3.6 Evaluate results of reviews and audits, and propose changes to policy and procedures if necessary

Foundation Skills

This section describes language, literacy, numeracy and employment skills incorporated in the performance criteria that are required for competent performance.






1.1-1.3, 2.1, 2.2, 2.4, 2.5, 3.2-3.6

  • Gathers, interprets and analyses textual information from a range of sources and identifies relevant and key information


1.1, 1.2, 2.1-2.3, 2.5, 3.2, 3.3, 3.6

  • Demonstrates sophisticated writing skills by selecting appropriate conventions and stylistic devices to express precise meaning to relevant personnel

Oral Communication

1.2, 2.2-2.4, 3.5, 3.6

  • Uses appropriate techniques, including active listening and questioning to convey and clarify information and confirm understanding

Navigate the world of work

1.2, 2.5, 3.2, 3.3, 3.6

  • Keeps up-to-date with legislation or regulations relevant to own rights and responsibilities and considers implications of these when planning and developing organisational policies and procedures
  • Monitors adherence to organisational policies and procedures and considers own role in terms of its contribution to broader goals of work environment
  • May seek to make implicit protocols and expectations more explicit and may challenge those that appear to work against effective outcomes, or do not reflect stated values

Interact with others

1.2, 1.3, 2.1-2.4, 3.3,

  • Selects appropriate form, channel and mode of communication for a specific purpose relevant to own role
  • Collaborates with others to achieve joint outcomes, playing an effective role in facilitating effective group interaction, influencing direction and taking a leadership role on occasion

Get the work done

1.1, 2.2, 2.5, 3.1-3.6

  • Develops plans and processes to manage relatively complex, non-routine tasks with an awareness of how they may contribute to longer-term operational and strategic goals
  • Considers whether and how others should be involved, often using consultative or collaborative processes as an integral part of decision-making
  • When dealing with complex issues, may use intuition to identify the general problem, switching to analytical process to clarify goals and key issues and using lateral thinking processes to generate possible solutions

Unit Mapping Information

Code and title  

current version 

Code and title 

previous version 


Equivalence status 

BSBATSIM506 Develop employment policies

BSBATSIM506C Develop employment policies

Updated to meet Standards for Training Packages

Equivalent unit


Companion Volume implementation guides are found in VETNet - https://vetnet.education.gov.au/Pages/TrainingDocs.aspx?q=11ef6853-ceed-4ba7-9d87-4da407e23c10


Assessment requirements

Modification History



Release 1

This version first released with BSB Business Services Training Package Version 1.0.

Performance Evidence

Evidence of the ability to:

  • effectively work with others to develop and review employment policies and procedures
  • follow policies and procedures in relation to staff.

Note: If a specific volume or frequency is not stated, then evidence must be provided at least once.

Knowledge Evidence

To complete the unit requirements safely and effectively, the individual must:

  • explain board s responsibilities in relation to duty of care towards staff
  • explain concept of community control of organisations and how it may impact employment policies
  • describe cultural context in which Aboriginal and Torres Strait Islander boards operate, including their role in upholding traditional and cultural values, and how that might impact employment policies
  • outline importance of effective communication and negotiation strategies to disseminate information and negotiate policies and procedures
  • identify equity and diversity principles in relation to employment policies
  • describe geographic, social, economic and political contexts in which particular organisations operate and how these may impact employment policies
  • explain organisational policies and procedures in relation to staffing
  • outline process for developing policies and procedures
  • list relevant provisions of federal, state or territory legislation and funding body requirements that may influence employment policies, including industrial relations, occupational health and safety, and equal employment opportunity laws
  • identify relevant awards and employment conditions
  • outline relevant protocols and cultural responsibilities that might impact employment policies.

Assessment Conditions

Assessment must be conducted in a safe environment where evidence gathered demonstrates consistent performance of typical activities experienced in the regulation, licensing and risk ATSI governance field of work and include access to:

  • participation on an actual or simulated board
  • examples of legislation and policy affecting the employment of staff.

Assessors must satisfy NVR/AQTF assessor requirements.


Companion Volume implementation guides are found in VETNet - https://vetnet.education.gov.au/Pages/TrainingDocs.aspx?q=11ef6853-ceed-4ba7-9d87-4da407e23c10

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