Unit of competency details

Unit descriptor 

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.

Application of the unit 

This unit applies to individuals who contribute their skills and knowledge to monitoring and guiding the activities of organisations that are involved in the recruitment and induction of voluntary or paid staff where a manager does not exist.

This function may be undertaken by the board when a manager does not exist. Generally, the manager or chief executive officer is responsible for recruiting and supervising junior staff.

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 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

REQUIRED SKILLS AND KNOWLEDGE 

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

Required skills 

• communication, teamwork and negotiation skills to work cooperatively with other board members, management and staff of the organisation, members, community and key stakeholders
• culturally appropriate communication skills to relate to people from diverse backgrounds and with diverse abilities
• evaluation and decision-making skills to monitor and review information presented to the board and enact decisions
• mentoring skills to support and develop new staff
• problem-solving skills to identify and manage real and perceived conflict of interest between parties
• oral and written communication skills to document duty statements and induct staff

Required knowledge 

• concept of community control of organisations and how it may impact on staff recruitment and induction processes
• 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 on recruitment and induction processes
• equity and diversity principles in relation to staffing
• geographic, social, economic and political contexts in which particular organisations operate and how these may impact on recruitment and induction processes
• organisationalpolicies, procedures and codes of conduct in relation to staff recruitment and induction, including recruitment and induction procedures
• provisions of federal, state or territory legislation and funding body requirements that may impact on recruitment and induction processes
• relevant protocols and cultural responsibilities that impact on recruitment and induction processes
• training options suitable to staff and board members

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.

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.

Unit sector 

Competency field 

Regulation, licensing and risk - ATSI governance

Co-requisite units