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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, if used in the performance criteria, is detailed below. 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) may also be included. |
Staffing requirements may include: | full-time, part-time, permanent, temporary or casualnumber of staffresponsibilities, competencies requiredself, other owners, family and/or friendssub-contractors or external advisors/consultants time commitment, performance expectations |
Policies and procedures must include: | complaint and grievance procedures culturally appropriate entitlements e.g. funeral leave, national/religious daysculturally appropriate procedures e.g. how business will enact cultural requirements for relationships between owner/operator, employees and service providersemployment conditions, equal opportunity, anti-discrimination, cultural diversityinduction and training OHSrecruitment and selectionperformance measuresprofessional development |
Staff development program and career paths may include | attendance at coursescareer planningcoachingflexible learningjob rotationmentoringon-the-job trainingprofessional developmentstaff exchangessuccession planning |
Advertising staff vacancies may include: | electronic (radio, television and internet)noticeboardsprint mediaword-of-mouth |
Industrial relations may include: | awards and/or industrial agreements and relevant industrial instrumentscounselling, dismissal procedures |
Legal requirements and codes of practice may include: | award and enterprise agreements and relevant industrial instrumentscommonwealth, state/territory and local government legislative requirements affecting business operation, especially in regard to OHS and environmental issues, EEO, industrial relations and anti-discriminationrelevant industry codes of practice |
Staff records system must include: | disciplinary and grievance proceduresemployee records (including tax file number, remuneration, leave and training records)job/position descriptionsOHS record records of taxation and superannuation payments made |
Performance measures may include: | overall staff productivitypercentage of chargeable hours/days per week performance of key peopleratio of direct workers to those who support, supervise or manage themratio of sales dollars per employeestaff morale, work ethic, work satisfaction |
Contingency plans may include: | accidents or emergencies environmental issuesfluctuating workloadsOHS unpredicted customer demand/busy periodsunpredicted staff shortages |
Team members may include: | employees, trainees/apprentices, sub-contractors or external advisers/consultantsowner/s, partners, family members |