Modification History
Not applicable.
Unit Descriptor
Unit descriptor |
This unit covers achievement of operational results and effective working relationships through leadership, feedback and support of individuals in a workgroup that may exist in the workplace, be formed for a special purpose or project, or consist of community members, volunteers, interagency members, etc. It includes facilitating commitment to objectives and required standards; contributing to the development of a cooperative, high performance workgroup; giving and receiving feedback on performance; supporting and participating in development activities; and providing leadership, direction and guidance in the workgroup. In practice, leading a workgroup may overlap with other generalist or specialist public sector work activities such as acting ethically, complying with legislation, providing client service, developing policy, building community relationships, improving workplace legislative performance, providing technical expertise, etc. This is one of 6 units in the Working in Government and Management Competency Fields that deal with working with others. Related units are: PSPGOV302B Contribute to workgroup activities PSPGOV404B Develop and implement work unit plans PSPGOV516A Develop and use emotional intelligence PSPGOV604A Foster leadership and innovation PSPMNGT701B This unit replaces, and for qualification purposes is equivalent to PSPGOV501A Coordinate a workgroup |
Application of the Unit
Not applicable.
Licensing/Regulatory Information
Not applicable.
Pre-Requisites
Not applicable.
Employability Skills Information
Employability skills |
This unit contains employability skills. |
Elements and Performance Criteria Pre-Content
Elements are the essential outcomes of the unit of competency. |
Together, performance criteria specify the requirements for competent performance. Text in italics is explained in the Range Statement following. |
Elements and Performance Criteria
ELEMENT |
PERFORMANCE CRITERIA |
1 . Facilitate commitment to objectives and required standards |
1.1 The organisation's vision, strategic objectives and required standards of performance are discussed and clarified with others in accordance with the needs, communication and learning styles of workgroup members 1.2 Establishment of the purpose, objectives, roles and responsibilities in the workgroup is facilitated in accordance with organisational requirements and objectives 1.3 Commitment to objectives and standards is modelled to provide leadership and develop workgroup commitment 1.4 Equal employment opportunity, occupational health and safety, diversity management and participative work practices are modelled and promoted within the workgroup in accordance with legislation , policy and procedures |
2 . Contribute to the development of a co-operative , high performance workgroup |
2.1 Work contributions or suggestions are encouraged, acknowledged and considered constructively 2.2 Workgroup members are supported to use, share and develop their skills according to work requirements 2.3 Work allocation is facilitated within the group on the basis of current skills and development needs 2.4 Implementation of new work practices is undertaken in consultation with workgroup members 2.5 Conflict and other issues which affect the performance of the workgroup are resolved within the workgroup wherever possible, or referred in accordance with organisational policy and procedures |
3 . Give and receive feedback on performance |
3.1 Feedback is obtained from others outside the workgroup on personal and workgroup performance, and open and constructive responses to feedback are given 3.2 Regular constructive feedback on all aspects of work performance is gathered from and provided to the workgroup 3.3 Performance is assessed and addressed in a fair and timely manner and where possible notable performance is recognised/rewarded in accordance with organisational policy and procedures 3.4 Under-performance of self and others is addressed in accordance with relevant legislation, guidelines and procedures 3.5 Feedback is used to continuously improve performance and outcomes |
4 . Support and participate in development activities |
4.1 An action plan to meet individual and group learning and development needs is developed, agreed and implemented 4.2 Individuals are supported to identify their specific learning/development needs 4.3 Workgroup members are encouraged and supported to take advantage of development opportunities in accordance with their needs and organisational requirements 4.4 Learning and development opportunities are accessed to continuously improve own leadership skills and other identified development needs 4.5 On-the-job learning opportunities are provided for in accordance with individual needs and to the required standard 4.6 Workgroup members are encouraged and supported in applying new skills and knowledge in the workplace |
5 . Provide leadership , direction and guidance in the workgroup |
5.1 Participative decision making is used routinely in developing, implementing and reviewing the work of the group and the distribution of responsibilities, where appropriate 5.2 Opportunities and encouragement are given to workgroup members to develop new and innovative work practices and strategies 5.3 Workgroup members are provided with the support, leadership, advice and policy direction necessary to perform work safely and effectively 5.4 Tasks are allocated in accordance with the competencies of workgroup members, and autonomy and authority are delegated as appropriate 5.5 Leadership and guidance strategies are varied to meet changing priorities and situations, and take into account the differing needs and skills of individuals and the requirements of the tasks and workplace |
Required Skills and Knowledge
REQUIRED SKILLS AND KNOWLEDGE |
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This section describes the essential skills and knowledge and their level, required for this unit. |
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Skill requirements Look for evidence that confirms skills in:
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Knowledge requirements Look for evidence that confirms knowledge and understanding of:
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Evidence Guide
EVIDENCE GUIDE |
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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. |
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Units to be assessed together |
PSPETHC501B Promote the values and ethos of public service PSPGOV503B Coordinate resource allocation and usage PSPGOV504B Undertake research and analysis PSPGOV505A Promote diversity PSPGOV506A Support workplace coaching and mentoring PSPGOV507A Undertake negotiations PSPGOV508A Manage conflict PSPGOV512A Use complex workplace communication strategies PSPGOV514A Facilitate change PSPGOV517A Coordinate risk management PSPLEGN501B Promote compliance with legislation in the public sector PSPOHS501A Monitor and maintain workplace safety PSPWPI502B Facilitate improvement in workplace legislative performance |
Overview of evidence requirements |
In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:
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Resources required to carry out assessment |
These resources include:
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Where and how to assess evidence |
Valid assessment of this unit requires:
Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:
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:
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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
RANGE STATEMENT |
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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. |
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Workgroup may include |
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Information affecting the workgroup /organisation may include |
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Legislation , policy and procedures may include |
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Work allocation may include |
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Individual learning needs includes |
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Learning and development opportunities may include |
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Unit Sector(s)
Not applicable.
Competency field
Competency field |
Working in Government |