This unit of competency supports individuals responsible for leading team members in a business committed to economic, social and environmental sustainability.

Nil

ELEMENT

PERFORMANCE CRITERIA

1. Support the building of skills to reflect sustainability principles.

1.1 Purpose, benefits and practices of sustainability are researched and analysed.

1.2 Government policies and incentives regarding the implementation of sustainable business practices are accessed and reviewed.

1.3 Current organisational strategies, policies and procedures regarding the implementation of sustainable practices are accessed and reviewed.

1.4 Information is gathered on existing staff skills, knowledge and behaviours in relation to sustainability, and gaps are identified, within organisational policies and guidelines.

1.5 Contribution is made to the development and documentation of a strategy to build required staff skills and understanding of the purpose, benefits and practices of sustainability.

2. Support the implementation of sustainable practices.

2.1 Organisational goals and objectives related to sustainability are communicated to staff.

2.2 Individuals and teams are provided with guidance to establish goals, responsibilities and performance indicators related to sustainability, within organisational policies and guidelines.

2.3 Support is provided to individuals and teams to enhance performance and achievement of organisation's goals, including effective implementation of sustainability processes, policies and procedures.

2.4 Performance is managed in line with organisational and legal requirements.

3. Lead the team effectively.

3.1 Updates on the organisation's plans and approach to the implementation of sustainability processes are communicated to staff using effective and open communication channels.

3.2 Staff are coached and mentored to develop understanding of sustainability issues and improve the implementation and performance of workplace processes.

3.3 Effective strategies to facilitate team growth and increase motivation are developed, trialled and implemented.

3.4 Outcomes of sustainability initiatives in the workplace are communicated and effective performance is recognised and supported within organisational policies and guidelines.

4. Contribute to staff development needs.

4.1 Current and future staff development needs related to sustainability are identified and documented within organisational policies and guidelines.

4.2 Staff members are provided with opportunities to develop skills and knowledge related to sustainability.

4.3 Training and development needs of staff are accounted for in relevant budgets and operational plans.

Required skills

change-management skills to respond to new opportunities and implement sustainable business solutions

coaching and mentoring skills to:

create a supportive environment for discussion

listen actively

provide constructive feedback

model positive behaviour

language, literacy and numeracy skills to:

communicate clearly and concisely verbally and in writing

consult with individuals and work team

read and interpret documentation

report against identified performance indicators

seek and receive feedback

review budgets to ensure sufficient training allocation

initiative and enterprise skills to build and lead teams

Required knowledge

concepts and models of sustainability

concepts and models of team leadership

organisational policies and procedures related to sustainable practices

strategies, tools and products to support sustainable practices

adult learning and development principles and processes

legislative and regulatory requirements related to sustainability and OHS

techniques for identifying training needs

theories of motivation

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

This unit of competency could be assessed by observing at least two instances of the implementation and monitoring of integrated economic, social and environmental sustainability policies and procedures in an organisation.

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

A person who demonstrates competency in this unit must be able to provide evidence of the required skills and knowledge specified in this unit.

In particular the person should demonstrate the ability to:

research and identify good workplace practices and programs that support improved sustainability

lead and motivate a team

put in place staff development strategies that build workplace performance related to sustainability.

Context of and specific resources for assessment

Assessment of essential underpinning knowledge may be conducted in an off-site context. It is to comply with relevant regulatory or Australian standards' requirements.

Resource implications for assessment include access to:

relevant legislation, standards and guidelines

workplace documentation and personnel

reports from other parties involved in the process of identifying and implementing improvements.

Method of assessment

Assessment methods must:

satisfy the endorsed Assessment Guidelines of the Property Services Training Package

include direct observation of tasks in real or simulated work conditions, with questioning to confirm the ability to consistently identify and correctly interpret the essential underpinning knowledge required for practical application

reinforce the integration of employability skills with workplace tasks and job roles

confirm that competency is verified and able to be transferred to other circumstances and environments.

This unit could be assessed on its own or in combination with other units relevant to the job function.

Guidance information for assessment

Reasonable adjustments for people with disabilities must be made to assessment processes where required. This could include access to modified equipment and other physical resources, and the provision of appropriate assessment support.

Assessment processes and techniques should as far as is practical take into account the language, literacy and numeracy capacity of the candidate in relation to the competency being assessed.

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.

Sustainability is broadly defined as having three separate but inter-related components with characteristics including:

economic sustainability, demonstrated by:

cost-effective use of resources

ensuring costs of 'green' solutions are properly accounted for and recovered

growing market share by appealing to socially aware customers

purchasing locally to reduce transport costs

seeking to participate in government schemes that reward or fund sustainable operations

social sustainability, demonstrated by:

building community involvement

communicating benefits of sustainable products and services to customers

purchasing locally and using local and community-based products and services

using 'fair trade' products

environmental sustainability, demonstrated by:

efficient use of resources

eliminating hazardous and toxic materials

identifying strategies to offset or mitigate environmental impacts, such as purchasing carbon credits

making more efficient use of energy

maximising opportunities to re-use and recycle materials

preventing and minimising risks and maximising opportunities, such as use of solar or other alternative forms of energy where appropriate

purchasing renewable energy

reducing emissions of greenhouse gases

reducing use of non-renewable resources

waste reduction.

Research data may be sourced from:

'think tanks' and research houses

industry associations

primary research, such as surveys and focus groups

publicly available data, such as Australian Bureau of Statistics (ABS)

regional economic development plans

secondary research, such as national and international literature searches.

Gaps in the skills, knowledge and behaviours of staff:

may arise as a result of:

changes to work practices and processes

introduction of new technologies or software applications

may be identified through:

customer feedback

feedback from performance reviews

individual staff requests for training

observation of workplace practices

staff survey

training needs analysis.

Performance indicators may include:

benchmarks achieved against external certification process requirements

costs measured against performance targets

level of:

recycling achieved

reduction of waste

response to marketing and communication strategies

sales achieved measured against performance targets.

Motivation of staff may be understood by reference to theories, including:

David C. McClelland's theories of achievement motivation

Herzberg's motivation theory

Maslow's hierarchy of needs

Theory X

Theory Y.

Opportunities for skill development may include:

'buddy' systems

coaching

job rotation

mentoring

participation in structured training

structured and specific feedback and work instruction.

Unit sector

Common

This unit contains employability skills.