This unit of competency covers the ability to manage learning and skill development for employees within an organisation implementing competitive systems and practices. The unit includes effective communication, teamwork, and problem solving skills, initiative and enterprise in order to assess and address skill needs for an individual and organisation. Planning and organising is required to ensure that skill development meets the needs of the organisation; and aspects of self-management and learning are required to ensure improvement of performance.

This unit of competency applies to people with responsibility for managing the identification of skills required by employees to participate in implementing competitive systems and practices; and arranging any associated learning. The unit does not cover trainer and assessor skills.

No licensing, legislative or certification requirements apply to this unit at the time of publication.

Evidence required to demonstrate competence in this unit must be relevant to and satisfy the requirements of the elements and performance criteria and include the ability, for one (1) or more workplace areas or workgroups, to:

identify the processes used and scope of products/services supplied by the organisation and the deliverables expected by customers

relate processes and products/services to the competitive systems and practices implementation process and the stage of implementation

establish skill needs from processes/products and competitive implementation process in the organisation

use formal and informal channels of communication, including feedback mechanisms to assist in identification of skill needs

manage delivery and recording of training to ensure required skills are gained by employees.

Must provide evidence that demonstrates sufficient knowledge to interact with relevant personnel and be able to manage workplace learning, including knowledge of:

features and benefits of common competitive operational practices in own workplace

skills analysis methods and how to access skill analysis from relevant experts

skill development methods and how to access skill development programs from relevant experts

electronic and other systems to record and maintain training and skills records

formal qualifications and units of competency relevant to competitive systems and practices and the processes and products of the organisation

current processes and principles of operation sufficient to enable communication with others on the impact of competitive operational changes

sources of data on the processes and/or products of the organisation and implications for workplace learning.

The unit should be assessed holistically and the judgement of competence shall be based on a holistic assessment of the evidence.

The collection of performance evidence is best done from a report and/or folio of evidence drawn from:

a single project which provides sufficient evidence of the requirements of all the elements and performance criteria

multiple smaller projects which together provide sufficient evidence of the requirements of all the elements and performance criteria.

A third-party report, or similar, may be needed to testify to the work done by the individual, particularly when the project has been done as part of a project team.

Assessment should use a real project where managing workplace learning occurs in an operational workplace.

Knowledge evidence may be collected concurrently with performance evidence or through an independent process such as workbooks, written assessments or interviews (provided a record is kept).

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.

Conditions for assessment must include access to all tools, equipment, materials and documentation required, including relevant workplace procedures, product and manufacturing specifications associated with this unit.

Foundation skills are integral to competent performance of the unit and should not be assessed separately.

Assessors must satisfy the assessor competency requirements that are in place at the time of the assessment as set by the VET regulator.

The assessor must demonstrate both technical competency and currency.

Technical competence can be demonstrated through:

relevant VET or other qualification/Statement of Attainment AND/OR

relevant workplace experience

Currency can be demonstrated through:

performing the competency being assessed as part of current employment OR

having consulted with an organisation providing relevant environmental monitoring, management or technology services about performing the competency being assessed within the last twelve months.

This section describes those required skills (language, literacy and numeracy) that are essential to performance.

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

Not applicable

Competitive systems and practices