Modification History
Release |
TP Version |
Comments |
3 |
PSP12V1 |
Unit descriptor edited. |
2 |
PSP04V4.2 |
Layout adjusted. No changes to content. |
1 |
PSP04V4.1 |
Primary release. |
Unit Descriptor
This unit covers the coordination of strategies for employee support services to underpin an effective and healthy working environment. It includes identifying support needs and coordinating support arrangements.
In practice, coordinating employee support overlaps with other generalist and specialist work activities in the public sector such as working ethically, complying with legislation, capitalising on diversity, coordinating resources.
No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication
Application of the Unit
Not applicable.
Licensing/Regulatory Information
Not applicable.
Pre-Requisites
Not applicable.
Employability Skills Information
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 bold italics is explained in the Range Statement following. |
Elements and Performance Criteria
ELEMENT |
PERFORMANCE CRITERIA |
1 . Identify employee support needs |
1.1 The present and future employee support needs of individuals, specific occupational groups and the organisation are identified through consultation with key stakeholders . 1.2 Analysis of organisational information is conducted to identify trends that may be addressed/reversed through employee support services. 1.3 Employee support needs are prioritised in accordance with organisational policy and procedures. |
2 . Coordinate employee support |
2.1 Employee support is provided to meet the specific present and future needs of individuals, occupational groups and the organisation in accordance with legislation and guidelines . 2.2 Support services are based on good practice models and contemporary theories and practices of employee support and are integrated with other key human resource services. 2.3 The principles of natural justice, equity and fairness are used as the basis for determining access to employee support. 2.4 The availability of employment support is promoted within the organisation to facilitate awareness and access, and advice is provided on employee eligibility. 2.5 Systems are developed and implemented to monitor the effectiveness of employment support in accordance with contractual obligations, legislation, organisational policy and needs, and in consultation with managers. |
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:
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Knowledge requirements Look for evidence that confirms knowledge and understanding of:
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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. |
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Units to be assessed together |
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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
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 bold italics in the Performance Criteria is explained here. |
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Employee support may include: |
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Stakeholders may include: |
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Trends may include: |
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Legislation and guidelines may include: |
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Promotion methods may include: |
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Unit Sector(s)
Not applicable.
Competency field
Human Resource Management.