Assessor Resource

PSPHR613A
Manage retention and separation

Assessment tool

Version 1.0
Issue Date: May 2024


Not applicable.

This unit covers management of retention and separation of people in the organisation. It includes developing strategies for retention and separation and managing implementation of the strategies.

In practice, managing retention and separation overlaps with other generalist and specialist workplace activities such as managing diversity, managing policy implementation, managing resources, managing risk.

No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication

You may want to include more information here about the target group and the purpose of the assessments (eg formative, summative, recognition)

Prerequisites

Not applicable.

Employability Skills

This unit contains employability skills.



Evidence Required

List the assessment methods to be used and the context and resources required for assessment. Copy and paste the relevant sections from the evidence guide below and then re-write these in plain English.

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.

Units to be assessed together

Pre-requisite units that must be achieved prior to this unit:Nil

Co-requisite units that must be assessed with this unit:Nil

Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:

PSPETHC601B Maintain and enhance confidence in public service

PSPGOV601B Apply government systems

PSPLEGN601B Manage compliance with legislation in the public sector

PSPHR603B Provide advisory and mediation services

PSPHR615A Manage human resource development strategies

PSPHR616A Manage performance management system

PSPHR619A Manage remuneration strategies and plans

PSPMNGT602B Manage resources

PSPMNGT605B Manage diversity

PSPMNGT611A Manage evaluations

PSPPOL603A Manage policy implementation

Overview of evidence requirements

In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:

the knowledge requirements of this unit

the skill requirements of this unit

application of the Employability Skills as they relate to this unit (see Employability Summaries in Qualifications Framework)

management of retention and separation strategies in a range of (3 or more) contexts (or occasions, over time)

Resources required to carry out assessment

These resources include:

legislation, policies and procedures relating to separation and retention

organisational plans and documents

workplace scenarios and case studies to capture the range of situations likely to be encountered when managing retention and separation

environmental factors and relevant workplace materials that might affect retention and separation

Where and how to assess evidence

Valid assessment of this unit requires:

a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when managing retention and separation, including coping with difficulties, irregularities and breakdowns in routine

management of retention and separation strategies in a range of (3 or more) contexts (or occasions, over time)

Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:

people with disabilities

people from culturally and linguistically diverse backgrounds

Aboriginal and Torres Strait Islander people

women

young people

older people

people in rural and remote locations

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:

case studies

portfolios

questioning

scenarios

authenticated evidence from the workplace and/or training courses

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

Submission Requirements

List each assessment task's title, type (eg project, observation/demonstration, essay, assingnment, checklist) and due date here

Assessment task 1: [title]      Due date:

(add new lines for each of the assessment tasks)

Assessment Tasks

Copy and paste from the following data to produce each assessment task. Write these in plain English and spell out how, when and where the task is to be carried out, under what conditions, and what resources are needed. Include guidelines about how well the candidate has to perform a task for it to be judged satisfactory.

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

Skill requirements

Look for evidence that confirms skills in:

undertaking effective consultation, counselling and negotiation

assessing separation situations to see whether retention options are relevant/preferred

interpreting and explaining complex requirements and assisting others to apply them in the workplace

using a variety of words and language structures to explain complex ideas to different audiences

preparing written advice requiring reasoning and precision of expression

engaging in discussion using exchange of complex oral information

responding to diversity, including gender and disability

applying occupational health and safety and environmental procedures in the context of managing separation and retention

Knowledge requirements

Look for evidence that confirms knowledge and understanding of:

alternatives to dismissal

award interpretation and employee entitlements

concept of misconduct in the context of public sector employment

concept of redundancy

concept of retirement

concept of voluntary termination

concepts of dismissal and suspension

concepts of natural justice and procedural fairness

disputes and grievance procedures

employment contracts

equal employment opportunity, equity and diversity principles

jurisdictional legislation applying to human resources including environmental and occupational health and safety requirements

national and/or international models of good practice in the separation and retention of employees

organisational goals, policies and procedures relating to separation and retention

retention purposes and strategies

the organisation's employee assistance programs

workers compensation and superannuation schemes

employment law

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.

Stakeholders may include:

all those individuals and groups both inside and outside the organisation that have some direct interest in the organisation's behaviour, actions, products and services such as:

users of the human resource service

employees at all levels of the organisation

other public sector organisations

inter-agency forums

union and association representatives

boards of management

government

Ministers

Separation situations may relate to:

organisational restructure or down-sizing

redundancy as an individual or group where redeployment is not available under employment conditions

resignation

loss of essential skills required, e.g. technological change

retirement

termination at the end of a contract period

involuntary termination, such as dismissal due to misconduct

retirement on medical grounds

security-based redeployment

Other key human resource policiesmay include:

equity and diversity

workforce planning

knowledge management

staff/expertise retention

retention incentives

flexible working hours

retention of older workers

phased retirement arrangements

organisational development

career management

organisational design

redeployment

Legislation and policiesmay include:

Commonwealth and State/Territory legislation including equal employment opportunity, anti-corruption, anti-discrimination law, freedom of information and archives

national and international codes of practice and standards

the organisation's policies and practices

government policy

codes of conduct

codes of ethics

public sector standards

security requirements

Counselling and support services may be for:

employees and their immediate families

managers

other staff

Internal and external factors impacting upon separation strategies and plansmay include:

changed financial or political circumstances

downsizing or organisation restructuring

retention of high performing employees

opportunities for outsourcing changes in legislation or core business activities

changes in activities or aspirations of customers

organisational changes

labour market

Copy and paste from the following performance criteria to create an observation checklist for each task. When you have finished writing your assessment tool every one of these must have been addressed, preferably several times in a variety of contexts. To ensure this occurs download the assessment matrix for the unit; enter each assessment task as a column header and place check marks against each performance criteria that task addresses.

Observation Checklist

Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice Yes No Comments/feedback
Rates of staff retention/turnover/separation and exit data are assessed, and government and organisational policies affecting retention/separation are analysed to identify factors to be taken into account 
Strategies are developed with key stakeholders to address organisational requirements for staff retention and the full range of separation situations 
Strategies are structured to provide sufficient time and information for employees to make well-considered decisions 
Strategies are integrated with other key human resource policies and meet legislation and policy requirements 
Strategies are developed based on the principles of natural justice, equity and fairness, and provide for access to counselling and support services 
Information and advice are provided to facilitate implementation and monitoring of strategies for retention and separation 
Systems are managed to monitor the effectiveness of strategies for retention and separation in accordance with contractual obligations, legislation, organisational policy and needs, and in consultation with managers 
Retention and separation strategies are monitored to gauge their effectiveness in meeting organisational requirements and providing support to staff involved 
External and/or internal trends or events which have an effect on the organisation's retention and separation strategies and plans are monitored and responses are formulated 
Adjustments to strategies are implemented as a result of monitoring and/or changed internal/external factors 
Rates of staff retention/turnover/separation and exit data are assessed, and government and organisational policies affecting retention/separation are analysed to identify factors to be taken into account. 
Strategies are developed with key stakeholders to address organisational requirements for staff retention and the full range of separation situations. 
Strategies are structured to provide sufficient time and information for employees to make well-considered decisions. 
Strategies are integrated with other key human resource policies and meet legislation and policy requirements. 
Strategies are developed based on the principles of natural justice, equity and fairness, and provide for access to counselling and support services. 
Information and advice are provided to facilitate implementation and monitoring of strategies for retention and separation. 
Systems are managed to monitor the effectiveness of strategies for retention and separation in accordance with contractual obligations, legislation, organisational policy and needs, and in consultation with managers. 
Retention and separation strategies are monitored to gauge their effectiveness in meeting organisational requirements and providing support to staff involved. 
External and/or internal trends or events which have an effect on the organisation's retention and separation strategies and plans are monitored and responses are formulated. 
Adjustments to strategies are implemented as a result of monitoring and/or changed internal/external factors. 

Forms

Assessment Cover Sheet

PSPHR613A - Manage retention and separation
Assessment task 1: [title]

Student name:

Student ID:

I declare that the assessment tasks submitted for this unit are my own work.

Student signature:

Result: Competent Not yet competent

Feedback to student

 

 

 

 

 

 

 

 

Assessor name:

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Assessment Record Sheet

PSPHR613A - Manage retention and separation

Student name:

Student ID:

Assessment task 1: [title] Result: Competent Not yet competent

(add lines for each task)

Feedback to student:

 

 

 

 

 

 

 

 

Overall assessment result: Competent Not yet competent

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Student signature:

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