Unit of competency details

Unit descriptor 

This unit covers the skills and knowledge required to create, monitor and maintain profiles.

In practice, creating and maintaining profiles overlaps with other generalist and specialist public sector work activities such as acting ethically, complying with legislation, applying government processes, using resources, gathering information, etc.

This is a new unit of competency, added to the Border Protection  Competency field of the Training Package in 2004.

Employability skills 

This unit contains employability skills.

Elements are the essential outcomes of the unit of competency.

Together, performance criteria specify the requirements for competent performance. Text in bold italics  is explained in the Range Statement following.

ELEMENT 

PERFORMANCE CRITERIA 

1 . Create profiles 

1.1 As appropriate, the profile  is input to the relevant system  or information is provided to the relevant personnel 

1.2 Validity dates and duration of the profile are established

1.3 Profile variables  are identified where required

1.4 Relevant policies and procedures are adhered to

1.5 Profiles are recorded  in accordance with organisational policy and procedures

2 . Maintain profiles 

2.1 Profiles are reviewed in accordance with organisational requirements

2.2 Frequency of matches is reviewed against objectives

2.3 Currency of risk indicators is considered

2.4 Performance indicators  and outputs  are documented

2.5 A decision is made to continue, discontinue or modify the profile in accordance with organisational policy and procedures

REQUIRED SKILLS AND KNOWLEDGE 

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

Skill requirements 

Look for evidence that confirms skills in:

• applying analysis and decision making using sound judgment
• applying time management
• using oral and written communication to create, maintain and monitor profiles
• applying occupational health and safety and environmental procedures to the process of creating and maintaining profiles

Knowledge requirements 

Look for evidence that confirms knowledge and understanding of:

• legislation relating to the creation and maintenance of profiles
• organisational and jurisdictional values/ethics and codes of conduct
• awareness of the organisation's corporate planning cycle and risk management policy and practices
• policy, procedures, guidelines, protocols and standard operating procedures
• workplace and industry environment
• electronic systems for profiles
• public sector legislation including occupational health and safety and environment related to creating and maintaining profiles

EVIDENCE GUIDE 

The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package.

Units to be assessed together

• Pre -requisite  unitsthat must  be achieved prior  to this unit:Nil 
• Co -requisite  unitsthat must  be assessed with  this unit:Nil 
• Co -assessed units  that may  be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:
• PSPETHC401A Uphold and support the values and principles of public service
• PSPGOV403B Use resources to achieve work unit goals
• PSPGOV406B Gather and analyse information
• PSPGOV422A Apply government processes
• PSPLEGN401A Encourage compliance with legislation in the public sector

Overview of evidence requirements

In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:

• the knowledge requirements of this unit
• the skill requirements of this unit
• application of the Employability Skills as they relate to this unit (see Employability Summaries in Qualifications Framework)
• creation and maintenance of profiles in a range of (3 or more) contexts (or occasions, over time)

Resources required to carry out assessment 

These resources include:

• legislation, policy, procedures and protocols relating to creation and maintenance of profiles
• case studies and workplace scenarios to capture the range of situations likely to be encountered when creating and maintaining profiles

Where and how to assess evidence 

Valid assessment of this unit requires:

• a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when creating and maintaining profiles, including coping with difficulties, irregularities and breakdowns in routine
• creation and maintenance of profiles in a range of (3 or more) contexts (or occasions, over time)

Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:

• people with disabilities
• people from culturally and linguistically diverse backgrounds
• Aboriginal and Torres Strait Islander people
• women
• young people
• older people
• people in rural and remote locations

Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:

• case studies
• demonstration
• observation
• portfolios
• projects
• questioning
• scenarios
• simulation or role plays
• authenticated evidence from the workplace and/or training courses

For consistency of assessment 

Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments

RANGE STATEMENT 

The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in italics  in the Performance Criteria is explained here.

Profiles  may include

• electronic profiles
• electronic alerts
• manual profiles used in work areas such as passenger processing and postal compliance
• manual alerts such as VOIs
• (for any of the above) a set of criteria established to be matched against a transaction in an attempt to identify high-risk transactions
• postal monitors

Relevant systems  may include

• electronic systems such as:
• SCA
• ACA
• INTERCEPT
• EXIT
• PACE
• CLEAR

Relevant personnel  may include

• managers or supervisors
• relevant systems administrators
• analysts
• RIUs and liaison officers
• colleagues

Profile variables  are

• used to accommodate data integrity issues in electronic systems and may include:
• consignee name and address
• consignor name and address
• description
• customs value
• data mismatching
• alphanumeric variations

Recording  may include

• electronically
• manually on organisational files

Performance indicators  may include

• number of matches
• number of no matches
• number of targets selected

Outputs  may include

• number of searches
• number of results
• increased efficiency of screening
• revised profiles

Competency field 

Border Protection