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 this unit of competency:

The individual being assessed must provide evidence of specified essential knowledge as well as skills

Evidence must include observation of performance in the work environment or in a simulated work setting

Access and equity considerations:

All workers in community services should be aware of access, equity and human rights issues in relation to their own area of work

All workers should develop their ability to work in a culturally diverse environment

In recognition of particular issues facing Aboriginal and Torres Strait Islander communities, workers should be aware of cultural, historical and current issues impacting on Aboriginal and Torres Strait Islander people

Assessors and trainers must take into account relevant access and equity issues, in particular relating to factors impacting on Aboriginal and/or Torres Strait Islander clients and communities

Context of and specific resources for assessment:

This unit can be assessed independently, however holistic assessment practice with other community services units of competency is encouraged
This unit is related to:

CHCES401A Analyse and apply labour market information

sales units contained within the Business Services Training Package

Resource requirements for assessment include access to:

a relevant workplace or an appropriately simulated environment where assessment may take place

equipment and resources normally used in the workplace

Method of assessment may include:

Evidence gathered from the workplace environment

Structured interviews

Observations

Written assignment

Project

Questioning

Demonstration over a period of time to ensure consistency of performance

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

Essential knowledge:

The candidate must be able to demonstrate essential knowledge required to effectively do the task outlined in elements and performance criteria of this unit, manage the task and manage contingencies in the context of the identified work role

These include knowledge of:

Expectations and needs of both clients and potential employers

Current and emerging characteristics and requirements of local labour markets

Relevant legislative requirements, e.g. Disability Services Act, Federal and State anti-discrimination legislation, Workplace Relations Act

Knowledge of incentives and other assistance available to employer and New Apprentice including Disabled Apprentice Wage Support Scheme

Organisation policies on assistance available to clients and potential employers to secure and maintain an employment placement or trial workplacement

Essential skills:

It is critical that the candidate demonstrate the ability to:

Identify appropriate target employment markets that align with individual client needs and circumstances

Use advanced communication and sales skills to negotiate an appropriate outcome for both client and employer

Inform client and employer of appropriate forms of assistance and provide as required

Take follow up action to assist in sustaining the employment

In addition, the candidate must be able to effectively do the task outlined in elements and performance criteria of this unit, manage the task and manage contingencies in the context of the identified work role

These include the ability to:

Demonstrate application of skills, including:

skills to analyse labour market information so that appropriate employers are targeted

sales skills to identify viable options, handle objections, sell a solution, and take follow up action as required

advanced communication skills, including the ability to negotiate a realistic outcome that sufficiently meets the needs of all parties; to impart and elicit information effectively; to listen actively and to be assertive when required

interpersonal skills to empathise and effectively interact with people from diverse backgrounds

technology skills to use business equipment and software

The Range Statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Add any essential operating conditions that may be present with training and assessment depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts.

Labour market information may include but is not limited to:

Composition of the labour market

Information regarding industries and industry sectors (e.g. workforce size, recruitment methods, conditions of employment, prospects for growth/reduction in labour force, hiring processes and patterns)

Information regarding occupations (e.g. prospects of employment, type of work undertaken, conditions of employment)

Trends

Current status

Industrial framework

Employer expectations

Target employment market may include, but is not limited to:

Industries where skills and abilities of client are applicable

Employers that offer employment in appropriate occupations

Employers with a history of offering opportunities to clients with barriers to employment

Employers with current job opportunities that sufficiently align with skills and abilities of client

Contact approach to promote client can include, but is not limited to:

Appointments and interviews with employers

Telemarketing

Telephone communication

Correspondence

Cold canvassing (door knocking)

Advertising

Business cards

Personal profiles and resumes

Selling points include, but are not limited to:

Examples of relevant knowledge and experience and personal qualities likely to be valued by the employer

Points related specifically to the needs of individual employers

Points to answer any employer queries or concerns about the client

Persuasive communication techniques may include, but are not limited to:

Negotiation techniques

Sales techniques

Assertiveness

Ability to communicate benefits of non discrimination and diversity in the workplace

Ability to explain legislative requirements

Ability to present viable, realistic options to the employer

Employer resistance may relate to, but is not limited to these barriers to employment:

Skills level, type and currency

Limited work experience or gaps in work history

Lack of transport

Literacy and numeracy skill level

Factors such as self-esteem, motivation, attitude

Factors such as hygiene, grooming, dress and appearance

Outcome may include, but is not limited to:

Interview appointment for the client

Trial workplacement

Job placement (e.g. permanent, temporary, full time, part time; casual or contract)

Forwarding of resume or profile for employer to retain on file

Provide appropriate support may include, but is not limited to:

Role plays, mock interviews for client

Coaching (e.g. in negotiation skills, assertiveness skills, sales skills, preparation of correspondence and forms, interview techniques, telephone interactions with employers)

Assistance with scripts

Providing regular practice opportunities

Debriefing and constructive feedback

Provision of wage subsidies or negotiation of supported wage with employer

Provision of other assistance available to the employer if hiring takes place (e.g. workplace support, training of client, funding of workplace aids and adjustments)

Information that may be provided to the employer may relate to, but is not limited to:

Forms of assistance available

Sources of further information, e.g. on workplace relations matters, awards and conditions

Marketing material relating to products and services of the organisation

Feedback to client may relate to, but is not limited to:

Interview performance and results

Relevant information regarding the employer, (e.g. culture, performance requirements, pay and conditions, job role and responsibilities)

Future assistance available to them through the organisation

Sources of assistance outside the organisation

Action to take if difficulties arise with the placement

Organisation policies and procedures relating to recording of information may include, but are not limited to:

Recording of information against client and employer files and database records

Use of contact management systems for employers