Unit of competency Outline

Date retreived
23/07/2026 1:32 AM AWST

Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.

Manage own work performance

Manage own work performance

Unit of competency
National Code
MTMCOR401C
State Code
D8755
TGA Status
Replaced
DTWD Status
Replaced
Current Release Number
1.00
Current Release Date
22/07/2011
View on TGA
State Implementation and Classification
Approved Date
30/06/2014
Field of Education
080305 - Personal Management Training
Original Release Date
30/06/2014
Nominal Hours
20
Description
This unit covers the skills and knowledge required for personnel in leadership positions to assume responsibility for their own work and performance, and provide role models for others. This unit covers the competencies to set work goals and plans, manage and improve own work performance and provide an example to other members of the work team/area.
Notes
Elements and Performance Criteria
1. Set and achieve personal goals
  • 1.1. Personal performance standards reflect pride in achievement, commitment to customer service and enterprise requirements.
  • 1.2. Personal goals reflect roles and responsibilities within the organisation.
  • 1.3. Opportunities to extend personal performance and goals are identified and used.
  • 1.4. Personal qualities and workplace relationships provide a role model to others.
  • 1.5. Personal performance is consistent over changes in workplace conditions and contexts.
2. Establish and achieve personal work priorities
  • 2.1. Responsibilities, duties and tasks are prioritised to achieve personal, team and organisational goals.
  • 2.2. Work plans and schedules are developed and followed to achieve personal and enterprise targets.
  • 2.3. Technology is used efficiently and effectively to manage work priorities and commitments.
  • 2.4. Strategies for minimising and managing stress are implemented.
3. Maintain and update professional skills and knowledge
  • 3.1. Personal skill and knowledge is assessed against position/job description, competency standards and personal goals to identify areas and priorities for development.
  • 3.2. Feedback from clients, customers and colleagues is used to improve competence.
  • 3.3. Opportunities for professional development are identified and utilised.
4. Review own work performance
  • 4.1. Personal performance is analysed.
  • 4.2. Personal goals are reviewed according to changing industry directions, enterprise goals and personal performance.
  • 4.3. New skills and knowledge are identified to maintain professional excellence and competitive edge.
  • 4.4. Strategies for achieving personal goals are prepared.
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.
Technology may include:
information and communication technologies including:
diaries or organisers
computerised equipment
personal computers
online services
telephone
fax
automatic and semi-automatic machinery
robotic equipment.
Feedback may be:
formal and informal, and include performance appraisals.
Professional development opportunities may include:
participation in industry networks, conferences and seminars
membership of industry and professional associations
structured training
mentoring
rotation
action learning
use of competency standards
professional and technical journals
articles and magazines.
OH&S requirements may include:
enterprise OH&S policies, procedures and programs
hygiene and sanitation requirements
OH&S legal requirements
Personal Protective Equipment (PPE) which may include:
coats and aprons
ear plugs or muffs
eye and facial protection
head-wear
lifting assistance
mesh aprons
protective boot covers
protective hand and arm covering
protective head and hair covering
uniforms
waterproof clothing
work, safety or waterproof footwear
requirements set out in standards and codes of practice.
Regulatoryrequirements may include:
animal welfare
Australian Standards pertaining to the meat industry
commercial law, including fair trading and trade practices
consumer law
corporate law, including registration, licensing and financial reporting
environmental and waste management
Equal Employment Opportunity (EEO), anti-discrimination and sexual harassment
export requirements
Export Control Act
food safety
food standards
hygiene and sanitation requirements
industrial awards and agreements
OH&S
relevant regulations
requirements set out in AS 4696:2007 Australian Standard for Hygienic Production and Transportation of Meat and Meat Products for Human Consumption
processing
taxation
traineeships.
Workplacerequirements may include:
enterprise ethical standards, values and obligations
enterprise-specific procedures, policies and plans
Standard Operating Procedures (SOPs)
work instructions.
Communication skills may include:
applying numeracy skills to workplace requirements
being appropriately assertive
empathising
establishing/using networks
interpreting the needs of internal/external customers
listening and understanding
negotiating responsively
persuading effectively
reading and interpreting workplace documentation
sharing information
speaking clearly and directly
working with diverse individuals and groups
writing to audience needs.
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.
Overview of assessment
The meat industry has specific and clear requirements for evidence. A minimum of three forms of evidence is required to demonstrate competency in the meat industry. This is specifically designed to provide evidence that covers the demonstration in the workplace of all aspects of competency over time. These requirements are in addition to the requirements for valid, current, authentic and sufficient evidence.

Three forms of evidence means three different kinds of evidence - not three pieces of the same kind. In practice it will mean that most of the unit is covered twice. This increases the legitimacy of the evidence.

All assessment must be conducted against Australian meat industry standards and regulations.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Competency must be demonstrated in the workplace and supported by a referee's report.
Context of and specific resources for assessment
Assessment must demonstrate actual management of a work load at an appropriate level.
Method of assessment
Recommended methods of assessment include:
assignment
quiz of underpinning knowledge
simulation
verified work log or diary
workplace demonstration
workplace project
workplace referee or third-party report of performance over time.

Assessment practices should take into account any relevant language or cultural issues related to Aboriginality or Torres Strait Islander, gender, or language backgrounds other than English. Language and literacy demands of the assessment task should not be higher than those of the work role.
Guidance information for assessment
A current list of resources for this unit of competency is available from MINTRAC www.mintrac.com.au or telephone 1800 817 462.
Replaces
State Code National Code Title Type
W6851 MTMCOR401B Manage own work performance Unit of competency
Replaced By
State Code National Code Title Type
AVX07 AMPCOR401 Manage own work performance Unit of competency