Modification History
CHC08 Version 3 |
CHC08 Version 4 |
Description |
CHCORG406B Supervise work |
CHCORG406C Supervise work |
Unit updated in V4. ISC upgrade changes to remove references to old OHS legislation and replace with references to new WHS legislation. No change to competency outcome. |
Unit Descriptor
Descriptor |
This unit describes the skills and knowledge required of a worker with responsibility for supervising the work of workers who are part of a team/workgroup or working alone It includes induction of new staff, planning work, monitoring performance and supporting workers to manage their workload |
Application of the Unit
Application |
The skills described in this unit may be applied across a range of community services workplace contexts and may involve supervision of work undertaken within an organisation by staff or contract workers Work to be supervised may be undertaken in a range of locations including 'in-house', in other venues or agencies and/or in clients' homes |
Licensing/Regulatory Information
Not Applicable
Pre-Requisites
Not Applicable
Employability Skills Information
Employability Skills |
This unit contains Employability Skills |
Elements and Performance Criteria Pre-Content
Elements define the essential outcomes of a unit of competency. |
The Performance Criteria specify the level of performance required to demonstrate achievement of the Element. Terms in italics are elaborated in the Range Statement. |
Elements and Performance Criteria
ELEMENT |
PERFORMANCE CRITERIA |
1. Induct and orient staff |
1.1 Establish and maintain working relationship with workers 1.2 Provide new workers with information about the organisation, team/workgroup and their work roles and responsibilities 1.3 Provide workers with access to resources, support and networks required in their role 1.4 Ensure new workers have a job description and work plan 1.5 Provide new workers with information about available skills development options if required |
2. Clarify and review work plan with worker and/or team / workgroup |
2.1 Discuss and clarify implications, expectations and potential issues arising from work plan from the perspective of the worker, the organisation and, where appropriate, clients 2.2 Consult with individual worker and associated workgroup where appropriate and clarify how work plan is to be implemented to address identified objectives in accordance with organisation values, standards and guidelines and specific work role requirements 2.3 Review work plan regularly in discussion with worker and workgroup, where appropriate 2.4 Discuss work role, functions and issues and adjust work plan if necessary |
3. Monitor performance in consultation with worker |
3.1 Identify, agree and document performance goals 3.2 Regularly review worker's performance against agreed criteria/expectations in line with organisation guidelines 3.3 Provide feedback to worker on performance and discuss 3.4 Identify short and longer term skills and knowledge development needs or preferences in consultation with worker 3.5 Develop and document individual training and development plans in consultation with worker 3.6 Develop strategies and provide support for ongoing development of worker and/or workgroup |
4. Support workers in their work role |
4.1 Discuss work load and other work-related issues with workers on a regular basis 4.2 Explore and implement support mechanisms to address issues in line with individual, workgroup and organisation requirements 4.3 Support workers and workgroup to identify and resolve work-related issues 4.4 Support workers to establish and maintain effective relationships with colleagues, clients, communities and other service providers in line with requirements of their work role 4.5 Identify areas of tension or conflict in relationships and take steps to address contributing factors and issues 4.6 Provide coaching as required to develop and enhance workers' skills and knowledge in line with work role requirements |
5. Provide leadership to the team |
5.1 Assist team to identify and work towards goals and objectives in line with organisation's values and directions 5.2 Provide support and encouragement to the team and take steps to maintain or improve cooperation and cohesiveness 5.3 Identify barriers to team effectiveness and potential causes or factors contributing to those barriers 5.4 Put in place strategies to enhance team effectiveness by addressing identified barriers |
6. Assist workers to plan career paths |
6.1 Discuss worker's career options and preferences 6.2 Identify opportunities for career progression or development 6.3 Identify training and development needs in line with individual preferences and organisation requirements 6.4 Develop and document an individual training and development plan to reflect individual and organisation requirements 6.5 Assist workers to develop their skills and knowledge in line with individual and organisation guidelines |
Required Skills and Knowledge
This describes the essential skills and knowledge and their level required for this unit. |
Essential knowledge: The candidate must be able to demonstrate essential knowledge required to effectively do the task outlined in elements and performance criteria of this unit, manage the task and manage contingencies in the context of the identified work role These include knowledge of:
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Essential skills: It is critical that the candidate demonstrate the ability to:
In addition, the candidate must be able to effectively do the task outlined in elements and performance criteria of this unit, manage the task and manage contingencies in the context of the identified work role These include the ability to:
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Evidence Guide
The evidence guide provides advice on assessment and must be read in conjunction with the Performance Criteria, Required Skills and Knowledge, the Range Statement and the Assessment Guidelines for this Training Package. |
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Critical aspects for assessment and evidence required to demonstrate this unit of competency: |
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Access and equity considerations: |
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Context of and specific resources for assessment: |
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Method of assessment: |
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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. Add any 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. |
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Teams/workgroup may include: |
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Organisation values, standards and guidelines may relate to: |
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Work plan may be operational or strategic and may include: |
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Monitor performance will take into account: |
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Strategies to enhance team effectiveness may include: |
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Unit Sector(s)
Not Applicable