This unit involves the skills and knowledge required to lead and develop small crews.

It includes inducting and training crew, allocating crew workload, monitoring crew performance, addressing performance related issues, addressing issues and problems of crew and individual crew members, and building support and commitment within crew.

This unit applies to people working in the maritime industry in the capacity of:

Master of a commercial vessel less than 35 metres in length within the exclusive economic zone (EEZ)

Master of a vessel less than 80 meters in length in inshore waters

Chief Mate or Deck Watchkeeper on a vessel less than 80 meters in length within the EEZ.

Licensing/Regulatory Information

Legislative and regulatory requirements are applicable to this unit.

This unit is one of the requirements to obtain Australian Maritime Safety Authority (AMSA) certification as a Master less than 35 meters Near Coastal and a Mate less than 80 metres Near Coastal, as defined in the National Standard for Commercial Vessels (NSCV) Part D.

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1

Induct and train crew

1.1

Crew member is introduced to key personnel and areas on vessel

1.2

Performance requirements and responsibilities of the position are explained

1.3

Legislative requirements and organisational policies and procedures are explained

1.4

Initial training in relevant safety management systems (SMS), equipment and work practices is arranged and conducted

1.5

Training opportunities for development of the individual’s job role are identified

1.6

Relevant documentation is completed and submitted to appropriate personnel

2

Allocate crew workload

2.1

Current workload of crew is assessed

2.2

Workload is scheduled effectively to facilitate operational efficiency of vessel

2.3

Duties, rosters and responsibilities are assessed against and matched to crew capabilities according to legislative and organisational requirements

2.4

Crew are allocated a workload priority

2.5

Workload of crew is continuously assessed according to agreed objectives and timelines

3

Monitor crew performance

3.1

Performance expectations are communicated clearly to crew and individual crew members

3.2

Performance of crew and individuals is systemically monitored against defined measurable performance criteria to ensure satisfactory completion of assigned workloads

3.3

Performance expectations are assessed objectively against workloads and crew and individual capabilities

3.4

Strategies are developed to ensure crew and individuals are actively encouraged and supported in assessing their own competence and identifying their learning needs

4

Address performance-related issues

4.1

Systems are established to ensure efforts of crew are monitored, and formal and informal feedback is provided in a constructive manner

4.2

Performance above expectations is identified and reinforced through recognition and continuous feedback

4.3

Performance below expectations is identified and development plan for improved performance is negotiated, agreed on and documented according to organisational requirements

4.4

Action plans for improving performance are established and monitored according to organisational requirements

5

Address issues and problems of crew and individual crew members

5.1

Potential and current issues and problems arising within crew and/or individuals are identified and acted on according to organisational and legislative requirements

5.2

Advice, support and expertise is sought from appropriate personnel, as required, to resolve issues and problems

5.3

Issues and problems that impact on individual crew members are followed through and resolved with concerned individuals

6

Build support and commitment within crew

6.1

Organisational requirements are met through personal performance, behaviour and leadership, which serves as a positive role model for other crew members

6.2

Own performance is monitored and adjusted to ensure it aligns with key performance indicators (KPIs) and organisational goals

6.3

Crew members are treated in a fair and equal manner and individual differences are identified and accommodated

6.4

Effective communication is developed and maintained with crew and management

Evidence required to demonstrate competence in this unit must be relevant to and satisfy all of the requirements of the elements and performance criteria on at least one occasion and include:

building and motivating teams

coaching and mentoring others

communicating and negotiating effectively

communicating effectively with other appropriate personnel, including:

human resources manager and personnel

management

other crew members

other Masters in the organisation

union/employee representatives or groups

counselling others and providing feedback, as required

developing and maintaining crew performance to enhance business operations

developing effective planning documents

developing individual development plans

developing strategies, including:

coaching

counselling

disciplinary procedures

discussions and meetings to resolve performance issues

adjusting key performance indicators (KPIs)

mentoring

referral to more senior management/human resources support services

shadowing

training

leading others

managing personnel effectively

monitoring and reviewing activities, processes, performance and plans

planning and organising work and activities

producing accurate and reliable documentation, including:

employee records

job/position descriptions

records of taxation and superannuation payments

work health and safety (WHS)/occupational health and safety (OHS) records

relating to people from a range of social, cultural and ethnic backgrounds

resolving conflict

setting performance expectations, including:

documented KPIs for:

individuals

individuals and crew

informal KPIs developed by Master for:

individuals

individuals and crew

training others.

Evidence required to demonstrate competence in this unit must be relevant to and satisfy all of the requirements of the elements and performance criteria and include knowledge of:

anti-discrimination

complaint and grievance procedures

consultation and communication techniques and strategies

culturally appropriate entitlements

employment conditions

equal opportunity

induction and training

key result areas of crew and organisation

organisational policies and procedures

performance measures

principles and techniques involved in:

leadership and mentoring

performance management systems

processes for monitoring team and own performance

professional development

recruitment and selection

relevant industry awards and enterprise agreements

relevant international maritime conventions

relevant legislation especially in relation WHS/OHS, environmental issues, equal opportunity, industrial relations, unfair dismissal and anti-discrimination

safety management systems (SMS)

staff counselling, grievance and disciplinary procedures, including:

appeals against formal decisions such as assessments

bullying

discrimination and harassment

disputes between individuals or parties

grievances

injury rehabilitation

perceived or actual responsibilities relating to:

work roles, job design and allocation of duties

work performance of self and others

potential and current, issues and problems, including:

prejudice or racial vilification

promotions

stress or personal problems

WHS/OHS requirements.

Assessors must satisfy applicable regulatory requirements, which include requirements in the Standards for Registered Training Organisations current at the time of assessment.

As a minimum, assessment must satisfy applicable regulatory requirements, which include requirements in the Standards for Registered Training Organisations current at the time of assessment.

Assessment processes and techniques must be appropriate to the language, literacy and numeracy requirements of the work being performed and the needs of the candidate.

Practical assessment must occur in a workplace, or realistic simulated workplace, under the normal range of workplace conditions.

Simulations and scenarios may be used where situations cannot be provided in the workplace or may occur only rarely, in particular for situations relating to emergency procedures and adverse weather conditions where assessment would be unsafe, impractical or may lead to environmental damage.

Resources for assessment must include access to:

a commercial vessel greater than or equal to 12 metres in length

tools, equipment, machinery, materials and personal protective equipment (PPE) currently used in industry

applicable documentation, such as legislation, regulations, codes of practice, workplace procedures and operational manuals.

Foundation skills essential to performance are explicit in the performance criteria of this unit of competency.

Range is restricted to essential operating conditions and any other variables essential to the work environment.

Not applicable.

G – Teamwork