This unit applies to individuals who are required to maintain and manage their professional development at a high standard. Its application in the workplace will be determined by the job role of the individual and the legislation, rules, regulations and codes of practice relevant to different jurisdictions.

ELEMENT

PERFORMANCE CRITERIA

1. Model high standards of performance

1.1. Ensure personal performance is consistent with the organisation's goals and objectives

1.2. Ensure work goals and plans reflect individual responsibilities in accordance with organisational and legal requirements

2. Determine personal development needs

2.1. Assess personal skills and knowledge against relevant benchmarks to determine development needs and priorities

2.2. Identify changes in professional practices and codes of conduct

2.3. Use feedback from colleagues and clients to identify personal learning needs and areas of professional development

2.4. Identify future career options

2.5. Update and document personal learning needs

2.6. Discuss personal development needs with relevant personnel for inclusion in professional development plan

3. Participate in professional development activities

3.1. Select development opportunities suitable to personal learning styles to support continuous learning and maintain currency of professional practice

3.2. Participate in professional networks to support continuous learning and to maintain professional practice

3.3. Use technology to maintain regular communication with relevant networks, organisations and individuals

4. Reflect on and evaluate professional practice

4.1. Research developments and trends impacting on professional practice and integrate them into work performance

4.2. Use feedback from colleagues, supervisors, staff and clients to identify and introduce improvements in work performance

4.3. Identify innovative and responsive approaches for improving professional practice through the use of continuous improvement techniques and processes

4.4. Track progress through a personal portfolio or other mechanism

4.5. Manage records, reports and recommendations for improvement

Required skills

self-management skills to:

systematically evaluate personal work practices to improve performance or understanding

identify gaps in skills or knowledge

obtain competencies or capabilities to meet current and future organisational objectives

research skills to:

keep up with trends in professional development in current and future roles

identify relevant industry affiliations

communication skills to:

obtain feedback from colleagues and clients

participate in professional networks

interpersonal skills to:

participate in industry events and activities

build professional relationships

build an industry network

participate in communities of practice

literacy skills to:

document personal learning needs

read and interpret information, such as legal and organisational policy documents

complete and maintain records relating to professional development

time-management skills to:

organise professional development activities

analyse and identify career options

Required knowledge

organisational goals and objectives

organisational processes, procedures and opportunities relating to professional development

range of continuous improvement techniques and processes, and their application

social and education trends and changes impacting on legal practices and legal profession

networks relevant to professional practice

ethical and inclusive standards, principles and practices

types and availability of training development activities and opportunities

relevant policies, legislation, codes of practice and national standards, including commonwealth, state or territory legislation, for example:

industry and workplace requirements

duty of care under common law

recording information and confidentiality requirements

anti-discrimination, including equal opportunity, racial vilification and disability discrimination

workplace relations

industrial awards and enterprise agreements

relevant OHS knowledge relating to work role and work context, and OHS when managing own professional practice and performance

The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.

Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the ability to:

document personal learning needs

research networks, developments and trends

apply continuous improvement techniques and processes

reflect on own professional practice

obtain feedback from clients and colleagues

identify and address professional development needs.

Context of and specific resources for assessment

Assessment must ensure access to:

relevant organisational and legal documentation

networks, technology and modes of communication

contemporary information on professional development and career planning relevant to occupation.

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:

professional development portfolio and/or self-reflection journal maintained over a period of time

case studies

evidence of networking and using technology to gain information and other support

evidence of feedback from colleagues and clients on professional practice.

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.

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.

Organisation's goals and objectives may relate to:

business plan

client satisfaction

financial performance

flexibility and client responsiveness

marketing and client service

operational plan

organisation's code of conduct

people management

quality and quality assurance

strategic plan.

Organisational and legal requirements may include:

administrative and records management system, for example:

document version control

maintenance, retention, archiving, retrieval, storage and security of assessment information

reporting and recording requirements and arrangements

access and equity

availability of policies and procedures

client selection, enrolment and induction/orientation

collaborative and partnership arrangements

confidentiality and privacy requirements

customer complaints, grievances and appeals

defined resource parameters

ethical standards

financial management, including refund policies and systems to protect fees paid in advance (if appropriate)

recognition of qualifications issued by other training and/or assessment organisations

risk identification and management, including OHS quality and continuous improvement processes and standards, such as validation systems

staff recruitment, induction and ongoing development and monitoring.

Feedback may include:

comments from clients

comments from supervisors and colleagues

formal and informal performance appraisals

personal reflective behaviour strategies

routine organisational methods for monitoring service delivery.

Relevant personnel may include:

career development professional

coach

human resource personnel

mentor

supervisor.

Professional development plan refers to:

organisation's professional development plan for each individual staff member, outlining:

work and personal career objectives

identified areas requiring development

learning opportunities and activities

relevant work activities and projects

links to organisational training needs profile.

Development opportunities may include:

attending relevant conferences, seminars and workshops

coaching and mentoring

internal training and development programs

networking with internal and external colleagues

reading relevant journals and literature

undertaking higher education or further VET qualifications

undertaking professional development in specific areas of practice.

Professional networks may include:

informal networks, such as:

contacts in vocational education and training

other employees in the same or different organisation

people working in industry or vocational area

formal networks, such as:

communities of practice

interest and support groups, e.g. alumni groups

professional and occupation associations

regional, specialist and peak associations.

Developments and trends may include:

legislative and regulatory changes affecting legal practices

new developments, directions and trends affecting job role

new or revised Training Packages in vocational area of expertise

policy changes in the legal profession.

Continuous improvement techniques and processes may include:

limited and systemic evaluation

ongoing education and training

review and maintenance of records

self-assessment

strategic business and operational planning

team meetings and networking.

Unit sector

Leadership

This unit contains employability skills.