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.
Staffing requirements may include:
full-time, part-time, permanent, temporary or casual
number of staff
responsibilities, competencies required
self, other owners, family and/or friends
sub-contractors or external advisors/consultants
time commitment, performance expectations
Policies and procedures must include:
complaint and grievance procedures
culturally appropriate entitlements e.g. funeral leave, national/religious days
culturally appropriate procedures e.g. how business will enact cultural requirements for relationships between owner/operator, employees and service providers
employment conditions, equal opportunity, anti-discrimination, cultural diversity
induction and training
OHS
recruitment and selection
performance measures
professional development
Staff development program and career paths may include
attendance at courses
career planning
coaching
flexible learning
job rotation
mentoring
on-the-job training
professional development
staff exchanges
succession planning
Advertising staff vacancies may include:
electronic (radio, television and internet)
noticeboards
print media
word-of-mouth
Industrial relations may include:
awards and/or industrial agreements and relevant industrial instruments
counselling, dismissal procedures
Legal requirements and codes of practice may include:
award and enterprise agreements and relevant industrial instruments
commonwealth, state/territory and local government legislative requirements affecting business operation, especially in regard to OHS and environmental issues, EEO, industrial relations and anti-discrimination
relevant industry codes of practice
Staff records system must include:
disciplinary and grievance procedures
employee records (including tax file number, remuneration, leave and training records)
job/position descriptions
OHS record
records of taxation and superannuation payments made
Performance measures may include:
overall staff productivity
percentage of chargeable hours/days per week
performance of key people
ratio of direct workers to those who support, supervise or manage them
ratio of sales dollars per employee
staff morale, work ethic, work satisfaction
Contingency plans may include:
accidents or emergencies
environmental issues
fluctuating workloads
OHS
unpredicted customer demand/busy periods
unpredicted staff shortages
Team members may include:
employees, trainees/apprentices, sub-contractors or external advisers/consultants
owner/s, partners, family members

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

Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the following is essential:
managing a small team including staff selection, staff records, induction, training and development
developing and maintaining team performance to enhance business operations
knowledge of relevant legislative requirements affecting business operation.
Context of and specific resources for assessment
Assessment must ensure:
access to relevant documentation
candidate's individual circumstances and work in the context of running a small business, are the basis for assessment.
Method of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
portfolio of evidence including staff policies and records, and contingency plans
oral or written questioning to assess knowledge of staff recruitment procedures, staff development and review programs
review of job/position descriptions and selection criteria developed
review of documentation monitoring and reviewing staff turnover rate.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
BSBSMB405A Monitor and manage small business operations.