Unit of competency details

PUADEFCM128A - Make a Defence administrative decision (Release 1)

Summary

Releases:
ReleaseStatusRelease date
1 1 (this release)Current 09/Feb/2011

Usage recommendation:
Deleted
The Deleted usage recommendation was implemented on 13 June 2017 to describe training components that have no replacement. Enrolments in training components and statements of attainment or qualifications issued before 13 June 2017 are valid. For any components marked as deleted after 13 June 2017, the applicable transition/teach-out periods apply. For specific questions regarding the enrolment, delivery or issuance of a statement of attainment/qualification, please contact your training regulator.
Mapping:
MappingNotesDate
DeletedDeleted from PUA00 Public Safety Training Package16/Aug/2012

Training packages that include this unit

Classifications

SchemeCodeClassification value
ASCED Module/Unit of Competency Field of Education Identifier 091199 Justice And Law Enforcement, N.e.c.  

Classification history

SchemeCodeClassification valueStart dateEnd date
ASCED Module/Unit of Competency Field of Education Identifier 091199 Justice And Law Enforcement, N.e.c.  03/Dec/2012 
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Modification History

Not applicable.

Unit Descriptor

Unit Descriptor 

This unit covers the competency required to manage quick assessment (QA) inquiries and to make administrative decisions in accordance with administrative law, policies and procedures.

In the context of this unit, administrative decisions are those that may adversely affect member's rights, interests and expectations and that are within the discretion of the commanding officer (CO) to make.

Application of the Unit

Application of the Unit 

This unit applies normally to Defence members who have been given command, either as an automatic consequence of appointment, or by an instrument of appointment, as a CO or as an administrative CO; in some circumstances it is by rank only, irrespective of the position held.

Licensing/Regulatory Information

Not applicable.

Pre-Requisites

Not applicable.

Employability Skills Information

Employability Skills 

This unit contains employability skills.

Pre-requisite Unit /

Nil

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 Required Skills and Knowledge and/or the Range Statement. Assessment of performance is to be consistent with the Evidence Guide.

Elements and Performance Criteria

ELEMENT 

PERFORMANCE CRITERIA 

1. Prepare for an administrative decision 

1.1 Initial action  is determined following an initiator 

1.2 Organisational policies  and procedures are complied with

1.3 Quick assessment is instigated 

1.4 Administrative sanction is initiated 

2. Make an administrative decision 

2.1 Factors  are considered

2.2 Administrative decision is made in accordance with decision making criteria  and policies

2.3 Stakeholders are informed of the decision and its reasons

2.4 Documentation is completed in accordance with organisational policies

Required Skills and Knowledge

REQUIRED SKILLS AND KNOWLEDGE 

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

Required Skills 

  • apply criteria and principles
  • communicate effectively in writing
  • communicate effectively orally
  • conduct interviews
  • interpret quick assessment and inquiry reports
  • interpret relevant policies
  • lead individuals and groups
  • make sound judgements
  • manage work effectively
  • undertake research

Required Knowledge 

  • administrative sanctions
  • closed inquiry (not public and results given to appointing commanding officer only)
  • complaints and redress of grievance (ROG)
  • evidence
  • imposing authority
  • initiating authority
  • inquiry instigation
  • inquiry monitoring
  • inquiry planning
  • relevant Australian Defence Force (ADF) policies
  • QAs
  • recommendation implementation
  • reports
  • tracking
  • witnesses and potentially affected persons

Evidence Guide

EVIDENCE GUIDE 

The evidence guide provides advice on assessment and must be read in conjunction with the Performance Criteria, Required Skills and Knowledge, the Range Statement and the Assessment Guidelines for this Training Package.

Critical aspects for assessment and evidence required to demonstrate competency in this unit 

Assessment must confirm the ability to:

  • locate and interpret appropriate guidance in relevant documents
  • apply administrative decision making criteria to an ROG of sufficient complexity for which QA and routine inquiry reports are available.

Consistency in performance 

Competency should be demonstrated in a range of situations that could be expected in the workplace.

Context of and specific resources for assessment 

Context of assessment 

Competency should be assessed in the workplace or in a simulated workplace environment.

Specific resources for assessment 

There are no specific resource requirements for this unit.

Method of assessment 

This unit may be assessed with the following unit/s:

  • PUADEFCM126A Conduct a quick assessment
  • PUADEFCM127A Conduct a Defence administrative inquiry.

In a public safety environment assessment is usually conducted via direct observation in a training environment or in the workplace via subject matter supervision and/or mentoring, which is typically recorded in a competency workbook.

Assessment is completed using appropriately qualified assessors who select the most appropriate method of assessment.

Assessment may occur in an operational environment or in an industry-approved simulated work environment. Forms of assessment that are typically used include:

  • direct observation
  • interviewing the candidate
  • journals and workplace documentation
  • third party reports from supervisors
  • written or oral questions.

Range Statement

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.

Administrative decisions may include 

Applying administrative sanctions as an imposing authority (from a request and submission from an initiating authority)

Approval to live beyond 30 km from position

Dealing with a complaint or ROG

Eligibility for higher duties allowance

Granting leave (such as short-term, carer, parental, maternity, compassionate, long service, leave without pay, leave with holiday pay)

Imposing a formal warning

Member with dependents (unaccompanied)

Recognising Interdependent relationships

Initial actions may include 

Determining decision is not within power (jurisdiction) to make

Determining whether the initiation has occurred within policy timeframes (for example, ROG for termination notice is submitted within fourteen days of notice issue, without exception)

Making a decision on a simple issue for which sufficient information has been supplied (resolution by the CO)

Making further examination of the issue

Offering alternative dispute resolution processes

Referring the matter to ADFIS and/or service police

Referring the matter to a superior authority

Taking no further action

Initiator may include 

Complaint or ROG being made

Incident occurring (for instance, an accident)

Request being made

Request for a review of a previous decision

Request for a decision as an imposing authority is received from an initiating authority

Organisational policies may include 

ADF publications

Defence Instructions

Instigating a QA may include 

Confirming issue is connected with the scope of the CO's command

Determining need for a QA

Selecting and briefing a QA officer

Monitoring timeliness of assessment

Considering next action upon receipt of QA brief

Initiating administrative sanctions may include 

Issuing a Notice to Show Cause as the initiating authority

Gathering evidence

Gathering specialist and required reports

Gathering statement of reasons from member

Considering response in determining next action

Monitoring timeliness of process

Referring collated material to an imposing authority for a decision

Factors may include 

Considering inquiry reports:

  • confirming Terms of Reference are satisfied and scope is not exceeded
  • confirming evidence supports the findings
  • accepting or rejecting the findings

Evidence/facts provided in performance appraisal reports, records of conversation, other official documentation

Matters raised in the member's response

Policy relied upon

Recommendations from subordinates/superiors

Specialist advice (legal, psychological, medical)

Decision making criteria include 

Applying policy but not inflexibly or without proper regard to the merits and circumstances of the matter

Decision being reasonable

Decision maker having the proper authority and jurisdiction (power)

Decision maker not being biased (perceived and actual)

Disregarding irrelevant factors while taking relevant considerations into account

Making decision after a fair hearing

Making decision while not under orders or dictation

Sufficient evidence (balance of probabilities [Briginshaw v Briginshaw])

Seeking legal advice where necessary

Unit Sector(s)

Not applicable.

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