Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners

PSPHR619A Mapping and Delivery Guide
Manage remuneration strategies and plans

Version 1.0
Issue Date: May 2024


Qualification -
Unit of Competency PSPHR619A - Manage remuneration strategies and plans
Description This unit covers the management of the organisation's remuneration strategies and plans. It includes determining remuneration options, and negotiating and managing implementation of the strategies and plans.In practice, managing remuneration strategies and plans overlaps with other generalist and specialist workplace activities such as managing policy implementation, managing resources, managing employment relations, managing recruitment etc.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication
Employability Skills This unit contains employability skills.
Learning Outcomes and Application Not applicable.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.
Prerequisites/co-requisites Not applicable.
Competency Field Human Resource Management.
Development and validation strategy and guide for assessors and learners Student Learning Resources Handouts
Activities 		Slides
PPT 		Assessment 1 Assessment 2 Assessment 3 Assessment 4
Elements of Competency Performance Criteria              
Element: Determine options for remunerating employees
  • Options for remunerating employees are developed through consultation with key stakeholders.
  • Remuneration options are identified through analysis of good practice models of remuneration.
  • An analysis of information acquired through consultation and research is conducted to prioritise options for remuneration strategies and plans.
       
Element: Negotiate remuneration strategies and plans
  • Remuneration strategies and plans are negotiated and developed in consultation with key stakeholders to meet present and future needs of the organisation including the attraction and retention of high performing employees.
  • Internal and external factors are considered in preparing strategies and plans.
  • Information and advice are provided to facilitate effective implementation, monitoring and evaluation of strategies and plans.
  • Strategies and plans are prepared based on the principles of natural justice, equity and fairness.
  • Strategies and plans are integrated with other key human resource policies.
  • Relevant legislation and policy requirements are complied with in developing remuneration strategies and plans.
       
Element: Manage the implementation of remuneration strategies and plans
  • Information in relation to remuneration strategies and plans is made available to employees.
  • Systems are developed and implemented to monitor the effectiveness of remuneration strategies and plans in accordance with contractual obligations, legislation, organisational policy and needs, and in consultation with managers.
  • External and/or internal trends or events which have an effect on the organisation's remuneration strategies and plans are monitored and responses are formulated.
  • Strategies and plans are monitored to gauge their effectiveness in meeting organisational requirements and providing support to staff involved in using them.
  • Adjustments to strategies and plans are implemented as a result of monitoring and/or changed internal/external factors.
       


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

PSPHR612A Manage recruitment

PSPHR614A Manage employment relations

PSPHR616A Manage performance management system

PSPLEGN601B Manage compliance with legislation in the public sector

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)

remuneration strategies and plans managed 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 remuneration

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

environmental factors and relevant workplace materials that might influence remuneration strategies and plans

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 remuneration strategies and plans, including coping with difficulties, irregularities and breakdowns in routine

remuneration strategies and plans managed 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

projects

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, assignment, 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.

Skillrequirements

Look for evidence that confirms skills in:

undertaking effective negotiation and consultation with stakeholders

using numeracy for assessing and designing remuneration strategies

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

interpreting and explaining complex, formal documents and assisting others to apply them in the workplace

preparing written strategies and plans requiring reasoning and precision of expression

responding to diversity, including gender and disability

observing occupational health and safety and environmental requirements in the context of managing remuneration strategies and plans

Knowledge requirements

Look for evidence that confirms knowledge and understanding of:

types of remuneration structures

design of remuneration structures

national and/or international good practice models applicable to public sector remuneration

concept of retaining an organisation's human/intellectual capital through effective remuneration strategies and plans

remuneration in the context of enterprise/workplace agreements

awards, legislation and agreements pertaining to employment framework and conditions

employment contracts

organisational goals, policies and procedures

equal employment opportunity, equity and diversity principles

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

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

union and association representatives

boards of management

government

Ministers

Remuneration refers to:

non-financial rewards

wages, salaries, allowances and other forms of monetary payments

employment benefits to reward and recognise the performance of employees

Remuneration strategies and plans may include:

types of remuneration structures

job and role analysis

job description

job and role evaluation

job grading

development of work level standards

skills-based remuneration

competency-based remuneration

remuneration tied to work level

enterprise/workplace agreements

salary packaging

incentive schemes

salary progression requirements (such as linking to performance or time served)

salary scales/tables

arrangements for ongoing versus non-ongoing employment

arrangements for temporary higher duties

arrangements for paying above/below the salary band

allowances and special payments (such as those for remote placements, overseas service or life-threatening environments)

atypical work issues

Internal and external factorsmay include:

available funds

political pressures

operational context

workforce issues such as attraction, reward and retention of high performing employees

outsourcing options

Other key human resource policiesmay include:

equity and diversity

workforce planning

organisational development

career management

organisational design

redeployment

learning and development

Legislation and policymay include:

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

national and international codes of practice and standards

the organisation's policies and practices

government policy

codes of conduct

contractual obligations

Information may be made available to employees through:

written documentation

manuals

policy and procedure statements

guides

information brochures and pamphlets

oral advice and guidance

individual and group meetings

telephone contact and/or electronic mail

training programs

Factors impacting on implementationmay 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
Options for remunerating employees are developed through consultation with key stakeholders. 
Remuneration options are identified through analysis of good practice models of remuneration. 
An analysis of information acquired through consultation and research is conducted to prioritise options for remuneration strategies and plans. 
Remuneration strategies and plans are negotiated and developed in consultation with key stakeholders to meet present and future needs of the organisation including the attraction and retention of high performing employees. 
Internal and external factors are considered in preparing strategies and plans. 
Information and advice are provided to facilitate effective implementation, monitoring and evaluation of strategies and plans. 
Strategies and plans are prepared based on the principles of natural justice, equity and fairness. 
Strategies and plans are integrated with other key human resource policies. 
Relevant legislation and policy requirements are complied with in developing remuneration strategies and plans. 
Information in relation to remuneration strategies and plans is made available to employees. 
Systems are developed and implemented to monitor the effectiveness of remuneration strategies and plans in accordance with contractual obligations, legislation, organisational policy and needs, and in consultation with managers. 
External and/or internal trends or events which have an effect on the organisation's remuneration strategies and plans are monitored and responses are formulated. 
Strategies and plans are monitored to gauge their effectiveness in meeting organisational requirements and providing support to staff involved in using them. 
Adjustments to strategies and plans are implemented as a result of monitoring and/or changed internal/external factors. 

Forms

Assessment Cover Sheet

PSPHR619A - Manage remuneration strategies and plans
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:

Signature:

Date:

Assessment Record Sheet

PSPHR619A - Manage remuneration strategies and plans

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

Assessor name:

Signature:

Date:

Student signature:

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