Elements and Performance Criteria

RANGE STATEMENT
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. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.
Organisational requirements may relate to:
client service standards
OHS
organisational goals and objectives
policies for ensuring privacy and confidentiality of information
procedures for archiving electronic and hard-copy records
procedures for ensuring environmentally sustainable practices, including:
efficient water usage
energy efficiency
waste minimisation
procedures for recording, storing and destroying information
procedures for reporting and recording information
use of organisational equipment and resources.
Legislative and procedural requirements may relate to:
applicable commonwealth, state or territory legislation which affects security work such as:
workplace safety
environmental issues
equal employment opportunity
industrial relations
anti-discrimination and diversity
Australian standards and quality assurance
award and enterprise agreements
evidence collection
freedom of information
licensing arrangements and certification requirements
privacy requirements
relevant industry codes of practice
trade practices
use of force.
Assignment instructionsmay relate to:
assignment objectives and timeframes
back-up support
client identification and information details
communication equipment and procedures
instructions from client, supervisor or colleagues
legislative requirements relating to work tasks
OHS including use of personal protective equipment
preferred investigative methods
resource and equipment needs
site layout including access points
use of force
use of workplace documentation
verbal and non-verbal reporting
work schedules including budget
work tasks and procedures.
Relevant persons may include:
clients
colleagues
legal representatives
management
supervisor
technical experts
workplace trainer or mentor.
Work performance and conduct may relate to:
code of conduct and ethics
professionalism
use of initiative to improve own performance
use of initiative to update knowledge-base and information related to work tasks and security issues
use of interpersonal skills and communication skills which show respect for individual cultural and social differences and the principles of access and equity.
Work tasksmay involve:
control of access to and exit from premises
crowd control
escort of people and property
operation, installation and storage of security equipment
screening or inspection of property and people
security monitoring or guarding of premises.
Factorsmay include:
budget constraints
competing work demands
environmental factors (time, weather)
lack of back-up support
unforeseen incidents
limits defined through common law, contract law or statutes which apply to the nature of the work being performed
limits described in job specifications or organisational policies and procedures
non-availability of resources or materials
own competency level
technology or equipment faults
unforeseen incidents
workplace hazards, risks or controls.
Occupational Health and Safety (OHS) requirementsmay relate to:
identifying hazards or risks
safety of self and others.
Business equipment and technologymay include:
computers and software applications
databases
email
facsimile machines
internet, extranet or intranet
modems
personal schedulers
photocopiers
printers
scanners.
Feedbackmay be sought from:
comments from supervisor, colleagues, trainer or clients
formal or informal performance appraisals
personal reflection
workplace assessment.
Opportunities for professional developmentmay include:
career planning or development
internal or external training provision
participating in formal or informal learning programs
performance appraisals
personal study
quality assurance assessments and recommendations
Recognition of Prior Learning assessment
work experience or exchange opportunities
workplace coaching, mentoring or supervision
workplace skills assessment.
Appropriate supportmay relate to:
allocation of a workplace trainer or mentor
feedback on performance
leave from duties to undertake learning or study program
provision of funding or resources
provision of learning materials.

EVIDENCE GUIDE
The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
A person who demonstrates competency in this unit must be able to provide evidence of:
accessing, understanding and complying with a range of legislative and procedural requirements relevant to security work functions
using business equipment and technology to organise, prioritise and complete work tasks within designated timeframes
communicating with relevant persons to facilitate information exchange and safety, and reporting personal limitations in the conduct and completion of work tasks
actively seeking feedback own work performance to identify skill development requirements and to access opportunities for learning.
Context of and specific resources for assessment
Context of assessment includes:
a setting in the workplace or environment that simulates the conditions of performance described in the elements, performance criteria and range statement.
Resource implications for assessment include:
access to a registered provider of assessment services
access to a suitable venue and equipment
access to plain English version of relevant statutes and procedures
assessment instruments including personal planner and assessment record book
work schedules, organisational policies and duty statements.
Reasonable adjustments must be made to assessment processes where required for people with disabilities. This could include access to modified equipment and other physical resources, and the provision of appropriate assessment support.
Method of assessment
This unit of competency should be assessed using questioning of underpinning knowledge and skills.
Guidance information for assessment
Assessment processes and techniques must be culturally appropriate and suitable to the language, literacy and numeracy capacity of the candidate and the competency being assessed. In all cases where practical assessment is used, it should be combined with targeted questioning to assess the underpinning knowledge.
Oral questioning or written assessment may be used to assess underpinning knowledge. In assessment situations where the candidate is offered a choice between oral questioning and written assessment, questions are to be identical.
Supplementary evidence may be obtained from relevant authenticated correspondence from existing supervisors, team leaders or specialist training staff.