Unit of competency details

Unit descriptor 

This unit describes the performance outcomes, skills and knowledge required to organise own work schedules, to monitor and obtain feedback on work performance, and to maintain required levels of competence.

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

Application of the unit 

This unit applies to individuals who are skilled operators and apply a broad range of competencies in various work contexts. They may exercise discretion and judgement using appropriate theoretical knowledge of work scheduling and performance improvement to provide technical advice and support to a team.

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. Organise and complete own work schedule

1.1. Ensure that work goals and objectives  are understood, negotiated and agreed in accordance with organisational requirements 

1.2. Assess and prioritise workload to ensure tasks are completed within identified timeframes

1.3. Identify factors affecting the achievement of work objectives  and incorporate contingencies into work plans

1.4. Use business technology  efficiently and effectively to manage and monitor scheduling and completion of tasks

2. Monitor own work performance

2.1. Accurately monitor and adjust personal work performance through self-assessment to ensure achievement of tasks

2.2. Ensure that feedback on performance  is actively sought and evaluated from colleagues and clients in the context of individual and group requirements

2.3. Routinely identify and report on variations in the quality of service and products in accordance with organisational requirements

2.4. Identify signs of stress  and effects on personal wellbeing 

2.5. Identify sources of stress  and access appropriate supports and resolution strategies 

3. Coordinate personal skill development and learning

3.1. Identify personal learning needs and skill gaps using self-assessment and advice from colleagues and clients in relation to role and organisational requirements

3.2. Identify, prioritise and plan opportunities for undertaking personal skill development activities in liaison with work groups and relevant personnel

3.3. Access, complete and record professional development opportunities  to facilitate continuous learning and career development

3.4. Incorporate formal and informal feedback into review of further learning needs

REQUIRED SKILLS AND KNOWLEDGE 

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

Required skills 

• literacy skills to read and understand the organisation's procedures, own work goals and objectives
• planning skills to organise work priorities and arrangements
• problem-solving skills to solve routine problems
• communication skills to give and receive constructive feedback relating to development needs.

Required knowledge 

• key provisions of relevant legislation from all levels of government that may affect aspects of business operations, such as:

• anti-discrimination legislation
• ethical principles
• codes of practice
• privacy laws
• occupational health and safety (OHS)

• organisational policies, plans and procedures
• methods to elicit, analyse and interpret feedback
• principles and techniques of goal setting, measuring performance, time management and personal assessment
• competency standards and how to interpret them in relation to self
• methods to identify and prioritise personal learning needs.

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:

• preparing work plans
• scheduling and prioritising work objectives and tasks
• knowledge of the principles and techniques of goal setting, measuring performance, time management and personal assessment.

Context of and specific resources for assessment 

Assessment must ensure:

• access to an actual workplace or simulated environment
• access to office equipment and resources
• examples of work schedules and performance improvement plans.

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:

• direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
• review of self-assessment documentation outlining learning and development needs
• analysis of responses to case studies and scenarios
• demonstration of techniques
• oral or written questioning to assess knowledge of methods to identify and prioritise personal learning needs
• evaluation of planning for personal skill development activities and professional development opportunities.

Guidance information for assessment 

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

• other industry capability units.

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.

Work goals and objectives  may include:

• budgetary targets
• production targets
• reporting deadlines
• sales targets
• team and individual learning goals
• team participation

Organisational requirements  may include:

• access and equity principles and practice
• business and performance plans
• defined resource parameters
• ethical standards
• goals, objectives, plans, systems and processes
• legal and organisational policies, guidelines and requirements
• OHS policies, procedures and programs
• quality and continuous improvement processes and standards
• quality assurance and/or procedures manuals

Factors affecting the achievement of work objectives  may include:

• budget constraints
• competing work demands
• environmental factors such as time, weather
• resource and materials availability
• technology/equipment breakdowns
• unforeseen incidents
• workplace hazards, risks and controls

Business technology  may include:

• computer applications
• computers
• email
• facsimile machines
• internet/extranet/intranet
• modems
• personal schedulers
• photocopiers
• printers
• scanners

Feedback on performance  may include:

• formal/informal performance appraisals
• obtaining feedback from clients
• obtaining feedback from supervisors and colleagues
• personal, reflective behaviour strategies
• routine organisational methods for monitoring service delivery

Signs of stress  may include:

• absence from work
• alcohol or other substance abuse
• conflict
• poor work performance

Personal wellbeing  may include:

• cultural
• emotional
• social
• spiritual

Sources of stress  may include:

• complex tasks
• cultural issues
• work and family conflict
• workloads

Supports and resolution strategies  may include:

• awareness raising
• counselling
• employee assistance programs (EAP)
• family support
• group activities
• job design
• mediation
• sharing load
• time off
• training

Professional development opportunities  may include:

• career planning/development
• coaching, mentoring and/or supervision
• formal/informal learning programs
• internal/external training provision
• performance appraisals
• personal study
• quality assurance assessments and recommendations
• recognition of current competence/skills recognition
• work experience/exchange/opportunities
• workplace skills assessment

Unit sector 

Competency field 

Industry Capability - Workplace Effectiveness

Co-requisite units