ELEMENT

PERFORMANCE CRITERIA

1. Contribute to employment arrangements

1.1 Ongoing liaison with industrial parties is undertaken to identify employment related issues, and action to respond is initiated in accordance with organisational policy and procedures.

1.2 Workforce data is analysed to identify strengths, weaknesses and trends to inform negotiations on employment arrangements.

1.3 Support is provided as required for negotiations relating to employment arrangements, and information is provided on the outcomes and implications for management and staff.

2. Advise on employment matters

2.1 Employment structures are implemented and guidance on classification and re-classification is provided to managers and staff in accordance with legislation, organisational policy and procedures.

2.2 Interpretation and ongoing advice is provided on individuals' terms and conditions of employment in accordance with employment. arrangements.

2.3 Guidance on remuneration arrangements is provided to managers and staff in accordance with jurisdictional guidelines and organisational policy and procedures.

2.4 Requirements of employment-related legislation, industrial instruments, policies and procedures are identified and communicated to managers and staff to ensure compliance.

2.5 Advice is provided and disciplinary procedures are implemented as required in accordance with organisational policy and procedures.

3. Coordinate grievance procedures

3.1 Information, explanation and advice are provided to stakeholders about the organisation's procedures for appeals, grievances and dispute resolution.

3.2 Employees are supported to use and comply with organisational dispute resolution processes in accordance with employment relations agreements, organisational policy and procedures.

3.3 Grievance procedures are coordinated and investigations are pursued in accordance with organisational policy and procedures to substantiate and act on/refer claims.

3.4 Grievances and disputes outside limits of authority/expertise are referred for resolution in accordance with organisational policy and procedures.

This section describes the essential skills and knowledge and their level, required for this unit.

Knowledge requirements

Look for evidence that confirms knowledge and understanding of:

Australian industrial relations system/s, legislation and processes

unions and tribunals

industrial instruments: awards, agreements, enterprise bargaining arrangements relevant to the organisation

range of possible employee entitlements and conditions

workforce development as an employee entitlement

human resource policies and practices relating to employment relations

privacy legislation and its application

jurisdictional legislation applying to human resources including occupational health and safety and environment

equal employment opportunity, equity and diversity principles

national and/or international models of good practice in employment relations

Skill requirements

Look for evidence that confirms skills in:

undertaking effective liaison, negotiation and consultation with stakeholders

using a variety of words and language structures to explain ideas to different audiences

interpreting and explaining formal documents and assisting others to apply them in the workplace

preparing written advice and reports requiring reasoning and precision of expression

responding to diversity, including gender and disability

The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package.

Units to be assessed together

Pre-requisite units that must be achieved prior to this unit:Nil

Co-requisite units that must be assessed with this unit:Nil

Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:

PSPETHC501B Promote the values and ethos of public service

PSPGOV503B Coordinate resource allocation and usage

PSPGOV505A Promote diversity

PSPGOV507A Undertake negotiations

PSPGOV509A Conduct evaluations

PSPGOV511A Provide leadership

PSPGOV512A Use complex workplace communication strategies

PSLEGN501B Promote compliance with legislation in the public sector

Overview of evidence requirements

In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:

the knowledge requirements of this unit

the skill requirements of this unit

application of the Employability Skills as they relate to this unit (see Employability Summaries in Qualifications Framework)

coordination of employment relations in a range of (3 or more) contexts (or occasions, over time)

Resources required to carry out assessment

These resources include:

legislation policies, procedures and guidelines relating to employment relations

workplace scenarios and case studies to capture the range of situations likely to be encountered when coordinating employment relations

industrial instruments

materials relating to organisational employment arrangements

Where and how to assess evidence

Valid assessment of this unit requires:

a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when coordinating employment relations, including coping with difficulties, irregularities and breakdowns in routine

coordination of employment relations in a range of (3 or more) contexts (or occasions, over time)

Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:

people with disabilities

people from culturally and linguistically diverse backgrounds

Aboriginal and Torres Strait Islander people

women

young people

older people

people in rural and remote locations

Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:

case studies

portfolios

projects

questioning

scenarios

authenticated evidence from the workplace and/or training courses

For consistency of assessment

Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments

The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance Criteria is explained here.

Industrial partiesmay include:

employees

employee advocates or representatives

employers

unions

legal advisers

Employment issues may include:

terms and conditions of employment

national legislative and compliance requirements

awards

collective/workplace bargaining

enterprise bargaining

certified agreements

Australian workplace agreements

conciliation and arbitration

impact of labour market forces especially on equity and diversity

work value

classification of jobs, roles, levels

linking pay to performance

unfair dismissals

grievances

disciplinary procedures

Trends may include:

casualisation of the workforce

part-time/fractional-time workers

diversity issues

gender issues

generational issues e.g. ageing of the workforce

Support may include:

research

administrative assistance

advice

Employment arrangementsmay include:

industrial instruments:

awards

workplace and enterprise bargains

certified agreements

Australian workplace agreements

public service agreements

Legislation, organisational policy proceduresmay include:

Commonwealth and State/Territory legislation including equal employment opportunity, privacy legislation, anti-discrimination and employment law

national and international codes of practice and standards

the organisation's policies and practices

government policy

codes of conduct

codes of ethics

Terms and conditions of employmentmay include:

appeal procedures

casual work

classification/seniority-based remuneration

competency-based remuneration

contract work

displaced or excess employees

employment benefits to reward and recognise the performance of employees

flexible work arrangements

full-time work

incentive schemes

leave entitlements

non-financial rewards

part-time/ fractional-time

permanent positions

redundancy conditions and payment

salary packaging

salary sacrifice

shift work

skills-based remuneration

temporary positions

wages, salaries, allowances and other forms of monetary payments

workers compensation

working hours

Guidance on remunerationmay relate to:

advice to specialist staff, such as sworn police, Australian Defence Force personnel

allowances and payments

calculations for leave at half pay

leave entitlements

long service entitlements

ongoing versus contract or casual

overseas service entitlements

overtime

paying above the band

remuneration assessments

salary packaging arrangements

salary progression requirements

salary scales/tables

superannuation

temporary higher duties

Disciplinary proceduresmay result in:

exoneration

file notation

supervision

demotion

dismissal

Grievance proceduresmay include:

mediation

timetable for resolution

formally documented procedures

written reports and statements/evidence

interviews

legal advice

appeal process

Claims may include:

breach of public sector standards

breach of awards/requirements of agreements

breach of organisational policy or procedures

denial of natural justice

wrongful dismissal

discrimination

bias

sexual harassment