Elements and Performance Criteria

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.
Employee supportmay include:
counselling services
rehabilitation services
compensation
preventative education
support networks
provision of contact officers
safety programs
flexible working arrangements
provision of child care
health care
family support
relief services
sports and fitness facilities and/or activities
social facilities
addiction support (alcohol, drugs)
support for postings
employment assistance program
Stakeholders may include:
all those individuals and groups both inside and outside the organisation that have some direct interest in the organisation's behaviour, actions, products and services, such as:
employees at all levels of the organisation
other public sector organisations
union and association representatives
users of the human resource service
regulators
boards of management
government
Ministers
Trends may include:
increase/decrease in stress-related leave
high turnover of certain demographic groups
unrepresentative numbers of particular demographics at certain classification levels
increased/decreased number of accidents
increased/decreased complaints or grievance reports
Legislation and guidelinesmay 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
Promotion methodsmay include:
written documentation
manuals
policy and procedure statements
guides
information brochures and pamphlets
oral advice and guidance
one-on-one meetings
small group meetings
telephone contact and/or electronic mail
training programs

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
PSPGOV504B Undertake research and analysis
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 employee support 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 employee support
information relating to employee assistance schemes
workplace scenarios and case studies to capture the range of situations likely to be encountered when coordinating employee support
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 employee support, including coping with difficulties, irregularities and breakdowns in routine
coordination of employee support 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