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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 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 |
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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 |
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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 |
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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 employer Points related specifically to the needs of individual employers Points 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 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 |
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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 |
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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 |
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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) |
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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 |
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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 |
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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 records Use of contact management systems for employers |
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