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Elements and Performance Criteria

  1. Develop redeployment strategies and processes
  2. Manage implementation of redeployment processes

Required Skills

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

Skill requirements

Look for evidence that confirms skills in

using effective consultation and negotiation with stakeholders

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

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

preparing written strategies requiring reasoning and precision of expression

responding to diversity including gender and disability

applying occupational health and safety and environmental guidelines relating to redeployment

Knowledge requirements

Look for evidence that confirms knowledge and understanding of

contemporary industrial relations issues

employee rehabilitation procedures

employment relations issues

equal employment opportunity equity and diversity principles

grievanceappeals procedures

jurisdictional legislation applying to redeployment including occupational health and safety and environment

national andor international models of good practice in redeployment

organisational goals policies and procedures relating to redeployment

redeployment processes

work design and organisation

Evidence Required

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

Prerequisite units that must be achieved prior to this unitNil

Corequisite units that must be assessed with this unitNil

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

PSPETHCB Maintain and enhance confidence in public service

PSPETHC601B Maintain and enhance confidence in public service

PSPGOVB Apply government systems

PSPGOV601B Apply government systems

PSPGOVA Persuade and influence opinion

PSPGOV605A Persuade and influence opinion

PSPHRA Manage retention and separation

PSPHR613A Manage retention and separation

PSPHRA Manage employment relations

PSPHR614A Manage employment relations

PSPHRA Manage performance management system

PSPHR616A Manage performance management system

PSPLEGNB Manage compliance with legislation in the public sector

PSPLEGN601B Manage compliance with legislation in the public sector

PSPMNGTB Manage diversity

PSPMNGT605B Manage diversity

PSPMNGTA Manage evaluations

PSPMNGT611A Manage evaluations

PSPPOLA Manage policy implementation

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 redeployment processes in a range of or more contexts or occasions over time

Resources required to carry out assessment

These resources include

legislation policies and procedures relating to redeployment

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

environmental factors and relevant workplace materials that relate to redeployment

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 redeployment including coping with difficulties irregularities and breakdowns in routine

management of redeployment processes in a range of 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 or more of

case studies

portfolios

questioning

scenarios

authenticated evidence from the workplace andor 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


Range Statement

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.

Information sourcesmay include:

basic statistical analyses

surveys

focus groups interviews

research on existing programs

solicited and unsolicited feedback

organisational reviews

workforce management data

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

employee assistance providers

union and association representatives

boards of management

government

Ministers

Redeployment refers to:

internal movement of human resources as a consequence of changed organisational needs, performance issues and employee rehabilitation

Other key human resource strategiesmay include:

recruitment

career management

equity and diversity

workforce planning

succession planning

organisational development

probation

organisational design

Legislation and policy may include:

Commonwealth and State/Territory legislation including equal employment opportunity and anti-discrimination law

national and international codes of practice and standards

the organisation's policies and practices

government policy

codes of conduct

Information in relation to redeployment processesmay be distributed though:

written documentation

manuals

policy and procedure statements, guides

information brochures and pamphlets

oral advice and guidance

one-on-one meetings

small group meetings

telephone contact and/or electronic mail

training programs

Internal and external factors impacting upon redeployment processesmay 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