The Range Statement provides advice to interpret the scope and context of this unit of competency, allowing for differences between enterprises and workplaces. It relates to the
unit as a whole and facilitates holistic assessment. In addition, the following variables may be present for this particular unit:
Legislation, codes and national standards relevant to the workplace which may include: | • award and enterprise agreements and relevant industrial instruments • relevant legislation from all levels of government which affect business operation, especially in regard to Occupational Health and Safety and environmental issues, equal opportunity, industrial relations, anti-discrimination and diversity • relevant industry codes of practice |
Organisation’s requirements may be included in: | • organisational policies and guidelines • common organisational practice • performance plans • Occupational Health and Safety policies, procedures and programs |
Appropriate persons may include: | • supervisors, mentors or trainers • colleagues |
Rights and responsibilities of employees may relate to: | • attendance • punctuality • obeying lawful orders • confidentiality and privacy of enterprise, client and colleague’s information • safety and care with respect to Occupational Health and Safety • knowing the terms and conditions of own employment • the right to union representation • protection from discrimination and sexual harassment |
Rights and responsibilities of employers include: | • the right to dismiss an employee if they: • commit a criminal offence • are negligent, careless or cause an accident • commit acts of disloyalty such as revealing confidential information (see the Commonwealth Workplace Relations Act 1996) • responsibility of providing a safe environment free from discrimination and sexual harassment (see relevant State and Commonwealth anti-discrimination legislation) |
The organisation’s goals and objectives may be: | • stated or implied by the way the organisation conducts its business including: • organisational values and behaviours • flexibility, responsiveness, financial performance • work procedures and/or procedures manuals • people management, interpersonal communication • business planning, marketing and customer service |
Behaviour which contributes to a safe work environment may include: | • discussing and negotiating problems and tasks with other team members • sharing knowledge and skills • identifying and reporting any risks or hazards • using business equipment according to instructions |
Non discriminatory attitudes may include: | • all contacts with other staff, clients or management • verbal or non verbal communication |
Work and personal priorities relate to a work/life balance and may include work and other commitments including: | • school/homework • home/family/parties/friends • other jobs • culture • disability |
Appropriate dress and behaviour may relate to: | • personal dress, presentation and hygiene • demeanour in the workplace and attitude displayed to customers and other team members |
and may vary according to: | • organisation requirements • type of work • degree of client/customer contact |
Additional skills may be acquired by: | • on-the-job coaching or mentoring • presentations/demonstrations • formal course participation • work experience |