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, 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 and 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 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

Required Skills:

Build and motivate teams

Coach and mentor others

Communicate and negotiate effectively

Counsel others and provide feedback as required

Lead others

Manage personnel effectively

Monitor and review activities, processes, performance and plans

Plan and organise work and activities

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

Resolve conflict

Train others

Required Knowledge:

Consultation and communication techniques and strategies

Key result areas of crew and organisation

Organisational policies and procedures

Principles and techniques involved in:

performance management systems

leadership and mentoring

Processes for monitoring team and own performance

Relevant industry awards and enterprise agreements

Relevant legislation especially in relation to work health and safety (WHS)/occupational health and safety (OHS), environmental issues, equal opportunity, industrial relations, unfair dismissal and anti-discrimination

Safety management systems

Staff counselling, grievance and disciplinary procedures

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

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

The evidence required to demonstrate competence in this unit must be relevant to and satisfy all of the requirements of the Elements, Performance Criteria, Required Skills, Required Knowledge and include:

developing and maintaining crew performance to enhance business operations

developing effective planning documents

communicating effectively with others as required

producing accurate and reliable documentation.

Context of and specific resources for assessment

Performance is demonstrated consistently over time and in a suitable range of contexts.

Resources for assessment include access to:

industry-approved marine operations site where managing a small crew can be conducted

tools, equipment and personal protective equipment currently used in industry

relevant regulatory and equipment documentation that impacts on work activities

range of relevant exercises, case studies and/or other simulated practical and knowledge assessments

appropriate range of relevant operational situations in the workplace.

In both real and simulated environments, access is required to:

relevant and appropriate materials and equipment

applicable documentation including workplace procedures, regulations, codes of practice and operation manuals.

Method of assessment

Practical assessment must occur in an:

appropriately simulated workplace environment and/or

appropriate range of situations in the workplace.

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

direct observation of the candidate managing a small crew

direct observation of the candidate applying relevant WHS/OHS requirements and work practices.

Guidance information for assessment

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

In all cases where practical assessment is used it should be combined with targeted questioning to assess Required Knowledge.

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

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.

Organisational policies and procedures may include:

Anti-discrimination

Complaint and grievance procedures

Culturally appropriate entitlements

Employment conditions

Equal opportunity

Induction and training

Performance measures

Professional development

Recruitment and selection

WHS/OHS

Relevant documentation may include:

Employee records

Job/position descriptions

Records of taxation and superannuation payments

WHS/OHS records

Performance expectations may include:

Documented key performance indicators (KPIs) for:

individuals

individuals and crew

Informal KPIs developed by Master for:

individuals

individuals and crew

Strategies may include:

Coaching

Counselling

Disciplinary procedures

Discussions and meetings to resolve performance issues

Making adjustments to KPIs

Mentoring

Referral to more senior management/human resources support services

Shadowing

Training

Development plan may include:

Capacity for inserting ongoing evaluation, review and input

Codes of conduct

Crew competencies

Crew roles and responsibilities

KPIs

Learning opportunities

Negotiated agreements with individual

Performance standards

WHS/OHS requirements

Work allocation

Work outputs and processes

Potential and current, issues and problems may include:

Appeals against formal decisions such as assessments

Bullying

Discrimination and harassment

Dispute between individuals or parties

Grievances

Injury rehabilitation

Perceived or actual relating to:

work roles, job design and allocation of duties

work performance of self and others

Prejudice or racial vilification

Promotions

Stress or personal problems

Appropriate personnel may include:

Human resources manager and personnel

Management

Other crew members

Other Masters in the organisation

Union/employee representatives or groups