Application
Not applicable.
Prerequisites
Not applicable.
Elements and Performance Criteria
ELEMENT | PERFORMANCE CRITERIA |
1. Model and encourage compliance with legislative requirements | 1.1 Personal work practices are used to provide a consistent model of compliance with current public sector legislation and guidelines. 1.2 Responses to staff enquiries about the legislative requirements of the workplace are provided in a timely, consistent and constructive manner. 1.3 The consequences of non-compliance relating to a range of legislation are explained to staff using language and materials suited to their levels of experience, learning styles and individual needs. 1.4 Compliance strategies are used to encourage compliance with legislation, policies and guidelines in accordance with the situation at hand. |
2. Monitor compliance with legislative requirements | 2.1 Compliance with legislative requirements is monitored in accordance with organisational procedures. 2.2 Compliance issues are resolved or referred in accordance with organisational policy and procedures. 2.3 Inadequacies in workplace procedures which may contribute to non-compliance are raised promptly and addressed in accordance with organisational procedures. 2.4 Compliance with legislative requirements is reported on, in accordance with organisational policy and procedures. |
Required Skills
This section describes the essential skills and knowledge and their level, required for this unit. |
Skill requirements Look for evidence that confirms skills in: applying research and evaluation assisting other people in areas such as conflict resolution, coaching, problem solving reading and explaining complex and formal documents such as legislation and codes of ethics and applying them to work practices communicating with others involving exchanges of complex oral and written information responding to diversity, including gender and disability using technology skills to access legislation and guidelines electronically applying environmental and occupational health and safety procedures and promoting their use by others |
Knowledge requirements Look for evidence that confirms knowledge and understanding of: legislation relating to the public sector (including occupational health and safety and environment) regulations, guidelines, policy, practices public sector codes of ethics/conduct government processes governance practices equal employment opportunity, equity and diversity principles |
Evidence Required
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 PSPGOV502B Develop client services PSPGOV503B Coordinate resource allocation and usage PSPGOV507A Undertake negotiations PSPGOV511A Provide leadership PSPGOV519A Manage performance PSPPM502B Manage complex projects PSPPROC502A Establish contract management arrangements |
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 Employability Skills as they relate to this unit compliance with legislation promoted in a range of (3 or more) contexts (or occasions, over time) |
Resources required to carry out assessment | These resources include: public sector legislation, regulations and guidelines procedures and protocols scenarios and case studies to capture the range of situations likely to be encountered when promoting compliance with legislation |
Where and how to assess evidence | Valid assessment of this unit requires: an environment that closely resembles normal work practice and replicates the range of conditions likely to be encountered when promoting compliance with legislation, including coping with difficulties, irregularities and apparently conflicting requirements compliance with legislation promoted 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 questioning scenarios simulation or role plays 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 |
Range Statement
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. | |
Legislation and guidelines may include: | public sector standards: codes of conduct/ethics guarantee of service legislated standards State/Territory/Commonwealth/organisational standards technical/industrial standards professional standards industry competency standards anti-corruption legislation whistleblowers' protection public sector employment: employee relations chief executive officer's instructions Commissioner's instructions public sector notices workplace environment: equal employment opportunity affirmative action workplace diversity anti-discrimination workplace harassment occupational health and safety duty of care security, storage, handling and classification of documents financial management and accountability: Treasurer's instructions contractual obligations transparency: freedom of information professional reporting accountability fair trading business and community: privacy trade practices competition road transport legislation information and records management standards and legislation the organisation's enabling legislation, regulations aspects of common law, criminal law, contract law, employment law and administrative law, including judges' rules international legislation/codes of behaviour |
Consequences of non-compliance may include: | for individuals: counselling disciplinary action transfer demotion dismissal legal liability fine external consequences, for example: to clients customer service to the organisation's reputation |
Compliance strategies may include: | education mentoring coaching shadowing supervision taking disciplinary or legal action |
Inadequacies in workplace procedures may include: | insufficient financial/other controls insecure Internet/fax access non-auditable records processes ambiguous guidelines no guidelines unnecessary complexity use of non-current legislation |
Sectors
Not applicable.
Competency Field
Legislation and Compliance.
Employability Skills
This unit contains employability skills.
Licensing Information
Not applicable.