Unit of competency details

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.

1

Identify industry information

1.1

Applicable waste management legislative, procedural and OHS requirements are identified.

1.2

Range of issues relevant to employment in the waste management industry is assessed, including applicable legislation and national standards , industry procedures , and environmental and OHS requirements .

1.3

Rights and responsibilities of employees  and rights and responsibilities of employers  are identified.

2

Identify future career opportunities.

1.1

Key industry sectors and occupations are identified.

1.2

Possible career directions in the waste management industry are discussed with appropriate persons .

1.3

Personal values and attitudes are taken into account regarding work and business when planning future work and career directions.

1.4

Opportunities for development  are identified, in consultation with appropriate persons.

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

Required skills 

• interpersonal skills to work in a team environment in a range of waste management activities
• oral communication skills to:

• follow instructions
• request advice or further information

• reading skills to interpret work requirements and material safety data sheets (MSDS)
• self-management skills to:

• identify hazards and risks
• plan and undertake routine tasks
• organise work methodically
• source and organise information
• use applicable information technology for specific tasks

• written communication skills to:

• process documentation
• record information

Required knowledge 

• identification of:

• types of waste management situations and responses
• waste non-conformances
• waste types, streams and characteristics

• OHS requirements relating to:

• dangerous goods and hazardous substances
• OHS hierarchy of control
• potential hazards and risks in a waste management environment

• service requirements for working in waste management industry, including:

• duty of care
• legislation, regulations and codes of practice applicable to specific waste management functions
• organisational requirements and structure, including workplace communication channels and procedures
• terms and conditions of employment
• waste management hierarchy

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

This unit of competency could be assessed by observation of practical demonstration in the workplace or in discussion in a training environment.

Critical aspects for assessment and evidence required to demonstrate competency in this unit

A person who demonstrates competency in this unit must be able to provide evidence of the required skills and knowledge specified in this unit.

In particular the person should demonstrate the ability to:

• interpret organisational information to understand roles and responsibilities
• access, interpret and comply with a range of legislative and procedural requirements relevant to the waste management industry
• observe OHS requirements.

Context of and specific resources for assessment

Assessment of essential underpinning knowledge may be conducted in an off-site context. It is to comply with relevant regulatory or Australian standards’ requirements.

Resource implications for assessment include:

• work plans and approved specifications
• forms and procedures manuals
• reports.

Method of assessment

The process of preparing for work in the waste management industry must comply with industry expectations in the particular client environment. If the environment is narrowly defined or is not representative of industry needs, it may be necessary to refer to portfolio case studies to assess competency in the preparation for work in the waste management industry.

Assessment methods must:

• satisfy the endorsed Assessment Guidelines of the Property Services Training Package
• include direct observation of tasks in real or simulated work conditions, with questioning to confirm the ability to consistently identify and correctly interpret the essential underpinning knowledge required for practical application
• reinforce the integration of employability skills with workplace tasks and job roles
• confirm that competency is verified and able to be transferred to other circumstances and environments.

Guidance information for assessment

Reasonable adjustments for people with disabilities must be made to assessment processes where required. This could include access to modified equipment and other physical resources, and the provision of appropriate assessment support.

Assessment processes and techniques should as far as is practical take into account the language, literacy and numeracy capacity of the candidate in relation to the competency being assessed.

This unit could be assessed on its own or in combination with other units of competency relevant to the job function, for example:

• CPPCMN2002A Participate in workplace safety arrangements
• CPPCMN2003A Provide effective client service
• CPPCMN3001B Participate in environmentally sustainable work practices
• CPPWMT3044A Identify wastes and hazards.

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.

Applicable legislation and national standards  may include:

• Australian standards
• award and enterprise agreements
• codes of practice
• commonwealth, state and territory legislation that affects organisational operation, including:

• anti-discrimination and diversity
• environmental
• equal employment opportunity
• industrial relations
• OHS

• licensing arrangements.

Industry procedures  may include:

• acceptable waste types
• carbon trading emissions policy
• compacting waste
• dealing with contaminated waste
• dispatching processed waste
• identification of waste types:

• liquid (non-hazardous), e.g. chemical and aqueous
• solid (non-hazardous), e.g. construction and demolition
• hazardous – regulated, prescribed, quarantined, medical and clinical
• recoverable resources, e.g. recyclable and green waste

• maintaining waste processing plant and equipment
• manual sorting of waste
• monitoring and maintaining waste disposal site
• moving waste
• operating waste processing plant
• preparing waste for re-use
• rehabilitating landfill site
• resource recovery
• responding to waste emergency
• segregating waste
• selling recoverable waste to the public in a tip shop environment
• storage of waste
• waste audit
• waste minimisation
• waste receival
• waste recovery
• waste recycle
• unacceptable levels of contamination.

OHS requirements  may include:

• identification of hazardous waste:

• clinical-related
• prescribed
• quarantined
• regulated

• understanding of organisational OHS guidelines, such as the use of personal protective equipment (PPE), including:

• communications equipment
• eye protection, such as goggles and protective glasses
• eyewash kit
• footwear
• fire extinguishers
• first aid kit
• gloves
• overalls and protective clothing
• breathing apparatus
• emergency procedure guides
• face shield or mask
• hard hats
• hearing protection
• material safety data sheets
• spill kit.

Rights and responsibilities of employees  may include:

• confidentiality and privacy rights
• knowing terms and conditions of own employment
• protection from discrimination and sexual harassment
• safety and care with respect to OHS requirements
• taking direction from supervisors.

Rights and responsibilities of employers  may include:

• responsibility for providing a safe environment free from:

• discrimination
• sexual harassment (see state and commonwealth anti-discrimination legislation)

• right to dismiss employees if they:

• are negligent
• are careless
• cause an accident
• commit a criminal offence
• commit acts of disloyalty, such as revealing confidential information (see Commonwealth Fair Work Act 2009).

Appropriate persons  may include: 

• supervisor
• team member
• team leader.

Opportunities for development  may include:

• access and equity policy, principles and practice
• career planning and development
• coaching, mentoring and supervision
• formal and informal learning programs
• internal and external training provision
• personal study
• quality assurance assessment and recommendations
• recognition of current competency assessment
• recognition of prior learning assessment
• records and information systems and processes
• work experience and exchange opportunities
• workplace skills assessment.