Unit of competency details

CPCCBS8009 - Lead a building surveying team (Release 1)


Usage recommendation:
Release Status:
ReleaseRelease date
1 1 (this release) 05/Jun/2015


SchemeCodeClassification value
ASCED Module/Unit of Competency Field of Education Identifier 040305 Building Surveying  

Classification history

SchemeCodeClassification valueStart dateEnd date
ASCED Module/Unit of Competency Field of Education Identifier 040305 Building Surveying  04/Sep/2015 
The content being displayed has been produced by a third party, while all attempts have been made to make this content as accessible as possible it cannot be guaranteed. If you are encountering issues following the content on this page please consider downloading the content in its original form

Unit Of competency

Modification History

Release 1.

This version first released with CPC Construction, Plumbing and Services Training Package Version 1.


This unit of competency specifies the outcomes required by senior building surveyors to lead a team of building surveyors in the performance of a range of advisory and statutory responsibilities. The unit supports taking steps to ensure adequate resources are available to complete specified work, developing and implementing operational and performance objectives, providing strategies that assist staff to carry out their duties professionally and ethically, and developing a culture that services clients in a regulated environment.

The unit supports the work of senior private and municipal building surveyors who oversee and manage the performance of others, whilst ensuring the work of the team complies with regulatory constraints.

Licensing, legislative, regulatory or certification requirements apply to this unit in some States. Relevant state and territory regulatory authorities should be consulted to confirm those requirements.

Pre-requisite Unit


Competency Field

Building surveying

Unit Sector


Elements and Performance Criteria

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions.


Manage resource requirements of a building surveying team.


Scope and nature of work undertaken by the practice are reviewed and range of expertise required is identified and analysed to ensure sufficient resourcing.


Competence of existing staff  to perform tasks is assessed and gaps in competence required by the practice are identified.


Strategies to address skill and knowledge gaps, including the planned recruitment of staff with additional expertise, are formulated and implemented.


Development and implementation of human resource policies are managed to ensure effective resourcing of the practice.


Practice workload is assessed and work is allocated to building surveyors according to level of competence and relevant licensing requirements.


Develop and implement service standards.


Operational policies and processes  are developed and implemented to ensure work complies with legal and organisational requirements.


Professional standards  are sourced or developed and communicated to staff.


Service levels  consistent with statutory guidelines are established and monitored to ensure work is undertaken in line with agreed service levels and legislative and regulatory requirements where appropriate.


Internal complaints resolution process is developed and details provided to staff to ensure consistent access to the process when required.


Service standards are communicated to staff, and training is conducted or arranged where necessary to develop shared knowledge of organisational requirements.


Monitor and manage staff performance.


Performance objectives are developed, negotiated and agreed to by individual staff.


Work undertaken by staff is monitored to identify areas for improvement and used to formulate targeted professional development activities.


Annual performance reviews are conducted, and structured feedback aligned to job role and performance objectives is provided to individuals according to organisational procedures.


Strategies to improve underperformance are developed in conjunction with relevant individuals and monitored according to workplace procedures.


Reward and recognition processes are implemented according to workplace procedures.


Respond to staff professional development needs.


Individual staff development plans  are formulated and implemented to encourage ongoing learning and professional development.


Staff meetings, feedback sessions and mentoring opportunities are developed and implemented to promote knowledge sharing and consistent application of policies and processes.


Opportunities for staff to develop new skills and knowledge are identified and managed.


Skills and competencies of junior staff are monitored to identify opportunities for extending the range of work undertaken, within licensing limitations.


Manage team effectiveness.


Strategies to facilitate effective communication within and across teams are developed and implemented.


Regular feedback and direction are provided to the team to reinforce successful work and to correct underperformance.


Teams are equipped with required human and technical resources to ensure effective performance.


Conflict within or between teams is identified and addressed according to organisational procedures.


Own leadership style is monitored and revised where appropriate to suit different workplace and staff management challenges.

Foundation Skills

This section describes the language, literacy, numeracy and employment skills essential to performance in this unit but not explicit in the performance criteria.


Performance feature 

Numeracy skills to:

  • use a variety of methods to estimate the number of staff and business hours required to complete projects.

Oral communication skills to:

  • engage in complex oral negotiations, such as exploring issues related to client feedback and problem solving to improve internal work processes
  • use specialised vocabulary readily understood by a team of building surveyors to explain or describe standards and role expectations.

Reading skills to:

  • understand specialised vocabulary found in building legislation, codes and regulations as relevant to building surveying tasks and processes.

Writing skills to:

  • organise content appropriately in policies, standards and internal procedures
  • use a variety of strategies for planning, drafting, reviewing and proofreading the policies and procedures developed for the building surveying team.

Planning and organising skills to:

  • lead teams, facilitating the achievement of outcomes through highly developed interpersonal, planning and time-management skills and team leadership.

Self-management skills to:

  • contribute to effective team interactions by clarifying tasks and expectations and negotiating roles.

Range of Conditions

This section specifies work environments and conditions that may affect performance. Essential operating conditions that may be present (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) are included. Bold italicised wording, if used in the performance criteria, is detailed below.

Competence of existing staff  must include consideration of:

  • experience
  • licence status
  • qualifications
  • skills and knowledge.

Operational policies and processes  must include:

  • customer service standards
  • dispute resolution
  • privacy and confidentiality
  • records management, including planning and building approvals received
  • risk management
  • safe work practices.

Professional standards  must include:

  • code of conduct
  • conflict of interest
  • ethical standards
  • privacy and confidentiality agreements
  • quality standards
  • service standards.

Service levels  must include:

  • accuracy
  • timeliness
  • responsiveness to enquiries.

Development plans  must include:

  • a range of on-the-job and off-the-job activities designed to develop the skills or knowledge required
  • actions to be taken by the manager and the staff member
  • identification of the skill or knowledge to be developed
  • timeframe for skill or knowledge development.

Unit Mapping Information

No equivalent unit.


Companion Volume implementation guides are found in VETNet - https://vetnet.gov.au/Pages/TrainingDocs.aspx?q=7e15fa6a-68b8-4097-b099-030a5569b1ad


Assessment requirements

Modification History

Release 1.

This version first released with CPC Construction, Plumbing and Services Training Package Version 1.

Performance Evidence

A person demonstrating competency in this unit must satisfy all of the elements, performance criteria and foundation skills of this unit. The person must lead a team of building surveyors in:

  • identifying the staff resourcing needs for three building surveying projects of varying complexity:
  • range of skills and expertise required to complete the projects
  • approximate number of staff required to complete the projects
  • report that identifies and explains two strategies that could be employed to address any identified gaps in skill and knowledge requirements and the expected timeframe to implement one preferred strategy in order to meet staffing requirements
  • developing the following professional standards and related policies and processes that address building surveying practice requirements and are consistent with relevant legislative and regulatory requirements set out in building control legislation:
  • privacy and confidentiality policy and procedure for managing project-related documentation
  • minimum service standards for assessing and issuing planning or building approval permits, as appropriate to the scope of work undertaken by the building surveying team
  • complaints-handling procedure for receiving, investigating and responding to complaints
  • code of conduct that covers the ethical and professional standards to be demonstrated by the team of building surveyors
  • participating in the implementation of performance reviews for at least three building surveyors with a mix of licensing authorities, including:
  • establishing and implementing a methodology for monitoring and recording feedback on staff performance
  • formulating individual development plans that respond to the professional development needs of the staff and which outline:
  • a method for identifying their skill and knowledge needs
  • a range of measures that may be used to redress skill and knowledge gaps
  • a plan for monitoring the effectiveness of the identified performance improvement measures over an agreed timeframe.

Knowledge Evidence

A person demonstrating competency in this unit must demonstrate knowledge of:

  • building control legislation, codes and regulations relevant to the scope of work undertaken by the building surveying practice or team
  • leadership styles and practices appropriate to leading a team of building surveyors
  • methods for providing feedback to individuals and managing team performance
  • methods used to identify and address skill and knowledge gaps across individuals and teams
  • policy formulation required for the effective operation of a team of building surveyors
  • methods of performance review practices applicable to leading a team of building surveyors
  • communication techniques that facilitate the provision of evidence-based feedback to individuals in a professional services context.

Assessment Conditions

Suitable assessment of performance requires:

  • equipment:
  • computer with internet access and business software currently in use in building surveying practices
  • specifications:
  • access to relevant and current building control legislation, codes and standards
  • HR and operational policies applicable to leading a building surveying team
  • relationships with team members and supervisor:
  • access to a team of building surveyors with various levels of experience and approval authority.

Assessor requirements 

Assessors must satisfy the assessor requirements in the Standards for Registered Training Organisations (RTOs) current at the time of assessment.

In addition, assessors must also demonstrate current membership of a relevant industry association and have current registration on the National Building Professionals Register in the Building Industry Control category (level 1) or be accredited under the Australian Institute of Building Surveyors (AIBS) National Accreditation Scheme at Building Surveyor level.


Companion Volume implementation guides are found in VETNet - https://vetnet.gov.au/Pages/TrainingDocs.aspx?q=7e15fa6a-68b8-4097-b099-030a5569b1ad