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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. 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. |
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Labour market information may include but is not limited to: | Composition of the labour marketInformation 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)TrendsCurrent statusIndustrial frameworkEmployer expectations |
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Target employment market may include, but is not limited to: | Industries where skills and abilities of client are applicableEmployers that offer employment in appropriate occupationsEmployers with a history of offering opportunities to clients with barriers to employmentEmployers with current job opportunities that sufficiently align with skills and abilities of client |
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Contact approach to promote client can include, but is not limited to: | Appointments and interviews with employersTelemarketingTelephone communicationCorrespondenceCold canvassing (door knocking)AdvertisingBusiness cardsPersonal profiles and resumes |
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Selling points include, but are not limited to: | Examples of relevant knowledge and experience and personal qualities likely to be valued by the employerPoints related specifically to the needs of individual employersPoints to answer any employer queries or concerns about the client |
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Persuasive communication techniques may include, but are not limited to: | Negotiation techniquesSales techniquesAssertivenessAbility to communicate benefits of non discrimination and diversity in the workplaceAbility to explain legislative requirementsAbility to present viable, realistic options to the employer |
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Employer resistance may relate to, but is not limited to these barriers to employment: | Skills level, type and currencyLimited work experience or gaps in work historyLack of transportLiteracy and numeracy skill levelFactors such as self-esteem, motivation, attitudeFactors such as hygiene, grooming, dress and appearance |
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Outcome may include, but is not limited to: | Interview appointment for the clientTrial workplacementJob placement (e.g. permanent, temporary, full time, part time; casual or contract)Forwarding of resume or profile for employer to retain on file |
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Provide appropriate support may include, but is not limited to: | Role plays, mock interviews for clientCoaching (e.g. in negotiation skills, assertiveness skills, sales skills, preparation of correspondence and forms, interview techniques, telephone interactions with employers)Assistance with scriptsProviding regular practice opportunitiesDebriefing and constructive feedbackProvision of wage subsidies or negotiation of supported wage with employerProvision of other assistance available to the employer if hiring takes place (e.g. workplace support, training of client, funding of workplace aids and adjustments) |
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Information that may be provided to the employer may relate to, but is not limited to: | Forms of assistance availableSources of further information, e.g. on workplace relations matters, awards and conditionsMarketing material relating to products and services of the organisation |
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Feedback to client may relate to, but is not limited to: | Interview performance and resultsRelevant information regarding the employer, (e.g. culture, performance requirements, pay and conditions, job role and responsibilities)Future assistance available to them through the organisationSources of assistance outside the organisationAction to take if difficulties arise with the placement |
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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 recordsUse of contact management systems for employers |
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