Unit of competency details

Elements describe the essential outcomes of a Unit of Competency

Performance criteria describe the required performance needed to demonstrate achievement of the element. Where bold italicised  text is used, further information is detailed in the Range Statement. Assessment of performance is to be consistent with the Evidence Guide.

ELEMENT 

PERFORMANCE CRITERIA 

1 Assist in developing recruitment strategy 

1.1 Job and person specifications are reviewed on a regular basis as set by council policy.

1.2 Processes and procedures are developed that ensure council and legislative regulations and human resource good practice are met.

1.3 Methods of recruiting  are identified.

1.4 Selection process is determined to comply with legal requirements and to select the most meritorious applicant according to selection criteria and equal employment opportunity legislation.

1.5 Various selection techniques  are incorporated into the selection process as appropriate to the position .

1.6 Specification of time frames is included in the strategy.

2 Implement recruitment strategy 

2.1 Selection process is in line with predetermined methodology and criteria are established on a merit basis.

2.2 All applicants  are assessed against the same selection criteria.

2.3 Principles of confidentiality are maintained throughout the process.

2.4 Legal and award requirements, including equal employment opportunity legislation, are met by the selection process.

2.5 Selection process is fair, equitable  and justifiable from the evidence gained and process used.

2.6 Applicants are informed promptly and accurately of the selection process and its outcomes.

2.7 Unsuccessful applicants are provided with feedback in line with council policy and procedures.

2.8 Recruitment and selection process  is clearly documented.

3 Establish selection panel 

3.1 Selection panel is composed of members with the required attributes and selection techniques training.

3.2 Location and format of interviews are planned to ensure an efficient, effective and fair process.

3.3 Selection brief is supplied to ensure compliance with merit principles and selection criteria.

4 Participate in appeal process when required 

4.1 Detailed, accurate response is prepared on request from legislative authority or in accordance with council grievance procedures.

4.2 Council is represented in any negotiation and/or conciliation processes.

4.3 Council recruitment and selection procedures are evaluated in terms of appeal outcome and necessary modifications are implemented.

5 Induct successful applicant 

5.1 Confirmation of applicant is sought and an entry on duty is arranged.

5.2 Appropriate administrative action is monitored to assist line managers in ensuring a smooth entry on duty.

5.3 Induction program  is organised for successful applicant.

This describes the essential skills and knowledge and their level, required for this unit

Required Skills 

• advertising design and placement
• assessment of competence
• interviewing techniques
• report writing
• record keeping

Required Knowledge 

• human resources strategic plan
• principles and practices of:

• equal employment opportunity legislation
• affirmative action
• merit principles

• corporate plan and organisational structure and culture
• recruitment policies and procedures
• selection tools and techniques
• awards and salary structures
• job descriptions
• freedom of information
• competency standards
• council code of conduct and confidentiality procedures

Overview of assessment requirements 

A person who demonstrates competency in this unit will be able to perform the outcomes described in the Elements to the required performance level detailed in the Performance Criteria. The knowledge and skill requirements described in the Range Statement must also be demonstrated. For example, knowledge of the legislative framework and safe work practices that underpin the performance of the unit are also required to be demonstrated.

Critical aspects of evidence to be considered 

Legal requirements are met.

Induction program is organised.

Induction plan is developed.

Information package for each position is provided.

Review of job and person specifications is conducted.

Recruitment documentation checklist is completed.

Selection techniques training is delivered.

Adoption of merit principles is monitored.

Context of assessment 

On the job or in a simulated work environment.

Method of assessment 

The following assessment methods are suggested:

• observation of the learner performing a range of workplace tasks over sufficient time to demonstrate handling of a range of contingencies
• written and/or oral questioning to assess knowledge and understanding
• completion of workplace documentation
• third-party reports from experienced practitioners
• completion of self-paced learning materials including personal reflection and feedback from trainer, coach or supervisor

Evidence required for demonstration of consistent performance 

Evidence will need to be gathered over time across a range of variables.

Resource implications 

Access to a workplace or simulated case study that incorporates a range of recruitment scenarios covering:

• employment requirements
• selection processes
• appeal processes
• induction

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 in the Performance Criteria is detailed below.

Methods of recruiting  may include:

• open market
• in-house
• expression of interest
• secondment

Selection techniques  may include:

• workplace assessment
• qualifications
• weighting of criteria
• licensing requirements
• tests
• demonstration
• case study

Positions  may include:

• internal
• external
• permanent
• temporary
• casual
• part time
• job sharing
• contract

Fair and equitable process  may include:

• bias and discrimination is avoided as set out in anti-discrimination legislation and merit principles

Recruitment and selection process  may include:

• job and person specifications
• method of recruitment
• selection panels
• selection tools to be used
• time frames for the recruitment and selection
• location and format of interview

Implement recruitment strategy  may include:

• human resources officer
• manager or team leader
• external contractor or consultant

Induction program  may be on or off the job and include:

• employment responsibilities
• performance management
• organisational structure
• policies regarding occupational health and safety, equal employment opportunity and harassment