Modification History
LGAGOVA503A Release 2: Layout adjusted.
LGAGOVA503A Release 1: Primary release.
Unit Descriptor
This unit covers the development of a recruitment, selection and induction strategy.
Application of the Unit
This unit supports the attainment of skills and knowledge required for competent workplace performance in councils of all sizes. Knowledge of the legislation and regulations within which councils must operate is essential. The unique nature of councils, as a tier of government directed by elected members and reflecting the needs of local communities, must be appropriately reflected.
Licensing/Regulatory Information
Not applicable.
Pre-Requisites
Not applicable.
Employability Skills Information
This unit contains employability skills.
Elements and Performance Criteria Pre-Content
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. |
Elements and Performance Criteria
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. |
Required Skills and Knowledge
This describes the essential skills and knowledge and their level, required for this unit |
Required Skills |
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Required Knowledge |
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Evidence Guide
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:
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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:
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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. Bold italicised wording in the Performance Criteria is detailed below. |
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Methods of recruiting may include: |
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Selection techniques may include: |
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Positions may include: |
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Fair and equitable process may include: |
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Recruitment and selection process may include: |
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Implement recruitment strategy may include: |
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Induction program may be on or off the job and include: |
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Unit Sector(s)
Administration Units