Application
Not applicable.
Prerequisites
Not applicable.
Elements and Performance Criteria
Elements and Performance Criteria | |||
Element | Performance Criteria | ||
1 | 1. Develop and maintain appropriate networks | 1.1 | Organisational, professional and Individual networking needs are identified, prioritised and appropriate new networks are established as required to meet client needs and organisational objectives |
1.2 | Significant cultural practices, needs and traditions are incorporated into the networking strategy and its development | ||
1.3 | Strategies to develop effective new networks are implemented in consultation with key people and in accordance with organisational objectives | ||
1.4 | Information about new network is made available to other staff and others as appropriate | ||
1.5 | Processes for engaging relevant community members in collection and dissemination of information are developed and implemented as appropriate to ensure effective operation of the network | ||
2 | 2. Reflect social and cultural awareness in developing and maintaining networks | 2.1 | Potential discrimination or culturally based obstacles to effective networks are identified and strategies to avoid them are developed and implemented |
2.2 | Cultural differences and diversity are valued as a resource in networks and integrated into practices, relationships and strategies wherever relevant | ||
2.3 | Where individual relationships interfere with the effective operation of networks, timely remedial action is taken in accordance with organisational procedures, to ensure maximum benefit to clients | ||
2.4 | Effectiveness and relevance of networks is regularly evaluated against organisational goals and client needs in consultation with key people, and appropriate modifications are made as necessary | ||
2.5 | Evaluation of the effectiveness of networks includes consideration of issues related to cultural expectations, client needs and organisation's philosophy |
Required Skills
Not applicable.
Evidence Required
The Evidence Guide identifies the critical aspects of assessment, and the essential knowledge and skills to be demonstrated to confirm competency in this unit. The Evidence Guide is an integral part of the assessment of competency and it should be read carefully in conjunction with the Range Statement, elements and performance criteria.
Critical aspects of assessment:
Networks developed meet the needs of the organisation and its clients.
Essential knowledge:
Power relationships within and between organisations
The values and limitations of networks
The dynamics of networks
Processes of initiating and supporting community development planning
Strategic planning
Existing relevant networks
Lobbying in the context of organisational protocols
Essential skills:
Negotiation
Reporting and record keeping
Lobbying
Dealing with diverse and/or specific cultural groups
Resource implications:
Access to appropriate workplace where assessment can be conducted, or
Simulation of realistic workplace setting for assessment
Consistency in performance:
Assessment may include observations, questioning and evidence gathered from the workplace
Assessment may take place on one occasion
Context of assessment:
This unit is most appropriately assessed in the workplace or in a simulated workplace and under the normal range of workplace conditions. This may include the use of languages other than English and alternative communications systems.
The Evidence Guide identifies the critical aspects of assessment, and the essential knowledge and skills to be demonstrated to confirm competency in this unit. The Evidence Guide is an integral part of the assessment of competency and it should be read carefully in conjunction with the Range Statement, elements and performance criteria.
Critical aspects of assessment:
Networks developed meet the needs of the organisation and its clients.
Essential knowledge:
Power relationships within and between organisations
The values and limitations of networks
The dynamics of networks
Processes of initiating and supporting community development planning
Strategic planning
Existing relevant networks
Lobbying in the context of organisational protocols
Essential skills:
Negotiation
Reporting and record keeping
Lobbying
Dealing with diverse and/or specific cultural groups
Resource implications:
Access to appropriate workplace where assessment can be conducted, or
Simulation of realistic workplace setting for assessment
Consistency in performance:
Assessment may include observations, questioning and evidence gathered from the workplace
Assessment may take place on one occasion
Context of assessment:
This unit is most appropriately assessed in the workplace or in a simulated workplace and under the normal range of workplace conditions. This may include the use of languages other than English and alternative communications systems.
Range Statement
The Range Statement explains the scope and context of the unit of competency allowing for differences between workplaces. The scope of variables chosen for training and assessment requirements will depend on the particular work situation.
Formal networks may include:
Key people
Local organisations
Interest and support groups
Lobby groups
Regional specialist and peak associations
Advisory committees
Associations
Businesses
Law enforcement agencies
Government ministers/departments
Networks may serve the purpose of:
Achieving corporate objectives
Accessing the services and resources of other organisations
Promotion of organisation and/or programs
Strategic planning
Encouraging coordination amongst organisations and workers
Enhancing service delivery
Networking needs may be as a result of, or leading to:
New government policies
New or reviewed strategic plan
New organisations/services starting up
Restructuring of organisation
Enhanced service delivery
Funding imperatives
Strategies for the development of new networks may include:
Liaison with relevant government, community, business and other representatives
Participating and managing formal network committees
Negotiating with relevant organisations for network participation
Liaison with other network organisations
The Range Statement explains the scope and context of the unit of competency allowing for differences between workplaces. The scope of variables chosen for training and assessment requirements will depend on the particular work situation.
Formal networks may include:
Key people
Local organisations
Interest and support groups
Lobby groups
Regional specialist and peak associations
Advisory committees
Associations
Businesses
Law enforcement agencies
Government ministers/departments
Networks may serve the purpose of:
Achieving corporate objectives
Accessing the services and resources of other organisations
Promotion of organisation and/or programs
Strategic planning
Encouraging coordination amongst organisations and workers
Enhancing service delivery
Networking needs may be as a result of, or leading to:
New government policies
New or reviewed strategic plan
New organisations/services starting up
Restructuring of organisation
Enhanced service delivery
Funding imperatives
Strategies for the development of new networks may include:
Liaison with relevant government, community, business and other representatives
Participating and managing formal network committees
Negotiating with relevant organisations for network participation
Liaison with other network organisations
Sectors
Not applicable.
Employability Skills
Not applicable.
Licensing Information
Not applicable.