Unit of competency Outline
Date retreived
23/07/2026 1:32 AM AWST
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.
Coordinate employment relations
Coordinate employment relations
Unit of competency
National Code
PSPHR506A
PSPHR506A
State Code
C8150
C8150
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
26/06/2013
Field of Education
080303 - Human Resource Management
Original Release Date
26/06/2013
Nominal Hours
50
Description
This unit covers the implementation of strategies for employment relations to underpin an effective and harmonious working environment. It includes contributing to employment arrangements, advising on employment matters and coordinating grievance procedures.In practice, coordinating employment relations overlaps with other generalist and specialist work activities in the public sector such as working ethically, complying with legislation, promoting diversity, coordinating resources.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication
Notes
Elements and Performance Criteria
1. Contribute to employment arrangements
- 1.1 Ongoing liaison with industrial parties is undertaken to identify employment related issues, and action to respond is initiated in accordance with organisational policy and procedures.
- 1.2 Workforce data is analysed to identify strengths, weaknesses and trends to inform negotiations on employment arrangements.
- 1.3 Support is provided as required for negotiations relating to employment arrangements, and information is provided on the outcomes and implications for management and staff.
2. Advise on employment matters
- 2.1 Employment structures are implemented and guidance on classification and re-classification is provided to managers and staff in accordance with legislation, organisational policy and procedures.
- 2.2 Interpretation and ongoing advice is provided on individuals' terms and conditions of employment in accordance with employment. arrangements.
- 2.3 Guidance on remuneration arrangements is provided to managers and staff in accordance with jurisdictional guidelines and organisational policy and procedures.
- 2.4 Requirements of employment-related legislation, industrial instruments, policies and procedures are identified and communicated to managers and staff to ensure compliance.
- 2.5 Advice is provided and disciplinary procedures are implemented as required in accordance with organisational policy and procedures.
3. Coordinate grievance procedures
- 3.1 Information, explanation and advice are provided to stakeholders about the organisation's procedures for appeals, grievances and dispute resolution.
- 3.2 Employees are supported to use and comply with organisational dispute resolution processes in accordance with employment relations agreements, organisational policy and procedures.
- 3.3 Grievance procedures are coordinated and investigations are pursued in accordance with organisational policy and procedures to substantiate and act on/refer claims.
- 3.4 Grievances and disputes outside limits of authority/expertise are referred for resolution in accordance with organisational policy and procedures.
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.
Industrial partiesmay include:
employees
employee advocates or representatives
employers
unions
legal advisers
Employment issues may include:
terms and conditions of employment
national legislative and compliance requirements
awards
collective/workplace bargaining
enterprise bargaining
certified agreements
Australian workplace agreements
conciliation and arbitration
impact of labour market forces especially on equity and diversity
work value
classification of jobs, roles, levels
linking pay to performance
unfair dismissals
grievances
disciplinary procedures
Trends may include:
casualisation of the workforce
part-time/fractional-time workers
diversity issues
gender issues
generational issues e.g. ageing of the workforce
Support may include:
research
administrative assistance
advice
Employment arrangementsmay include:
industrial instruments:
awards
workplace and enterprise bargains
certified agreements
Australian workplace agreements
public service agreements
Legislation, organisational policy proceduresmay 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
Terms and conditions of employmentmay include:
appeal procedures
casual work
classification/seniority-based remuneration
competency-based remuneration
contract work
displaced or excess employees
employment benefits to reward and recognise the performance of employees
flexible work arrangements
full-time work
incentive schemes
leave entitlements
non-financial rewards
part-time/ fractional-time
permanent positions
redundancy conditions and payment
salary packaging
salary sacrifice
shift work
skills-based remuneration
temporary positions
wages, salaries, allowances and other forms of monetary payments
workers compensation
working hours
Guidance on remunerationmay relate to:
advice to specialist staff, such as sworn police, Australian Defence Force personnel
allowances and payments
calculations for leave at half pay
leave entitlements
long service entitlements
ongoing versus contract or casual
overseas service entitlements
overtime
paying above the band
remuneration assessments
salary packaging arrangements
salary progression requirements
salary scales/tables
superannuation
temporary higher duties
Disciplinary proceduresmay result in:
exoneration
file notation
supervision
demotion
dismissal
Grievance proceduresmay include:
mediation
timetable for resolution
formally documented procedures
written reports and statements/evidence
interviews
legal advice
appeal process
Claims may include:
breach of public sector standards
breach of awards/requirements of agreements
breach of organisational policy or procedures
denial of natural justice
wrongful dismissal
discrimination
bias
sexual harassment
Industrial partiesmay include:
employees
employee advocates or representatives
employers
unions
legal advisers
Employment issues may include:
terms and conditions of employment
national legislative and compliance requirements
awards
collective/workplace bargaining
enterprise bargaining
certified agreements
Australian workplace agreements
conciliation and arbitration
impact of labour market forces especially on equity and diversity
work value
classification of jobs, roles, levels
linking pay to performance
unfair dismissals
grievances
disciplinary procedures
Trends may include:
casualisation of the workforce
part-time/fractional-time workers
diversity issues
gender issues
generational issues e.g. ageing of the workforce
Support may include:
research
administrative assistance
advice
Employment arrangementsmay include:
industrial instruments:
awards
workplace and enterprise bargains
certified agreements
Australian workplace agreements
public service agreements
Legislation, organisational policy proceduresmay 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
Terms and conditions of employmentmay include:
appeal procedures
casual work
classification/seniority-based remuneration
competency-based remuneration
contract work
displaced or excess employees
employment benefits to reward and recognise the performance of employees
flexible work arrangements
full-time work
incentive schemes
leave entitlements
non-financial rewards
part-time/ fractional-time
permanent positions
redundancy conditions and payment
salary packaging
salary sacrifice
shift work
skills-based remuneration
temporary positions
wages, salaries, allowances and other forms of monetary payments
workers compensation
working hours
Guidance on remunerationmay relate to:
advice to specialist staff, such as sworn police, Australian Defence Force personnel
allowances and payments
calculations for leave at half pay
leave entitlements
long service entitlements
ongoing versus contract or casual
overseas service entitlements
overtime
paying above the band
remuneration assessments
salary packaging arrangements
salary progression requirements
salary scales/tables
superannuation
temporary higher duties
Disciplinary proceduresmay result in:
exoneration
file notation
supervision
demotion
dismissal
Grievance proceduresmay include:
mediation
timetable for resolution
formally documented procedures
written reports and statements/evidence
interviews
legal advice
appeal process
Claims may include:
breach of public sector standards
breach of awards/requirements of agreements
breach of organisational policy or procedures
denial of natural justice
wrongful dismissal
discrimination
bias
sexual harassment
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
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 employment relations 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 employment relations
workplace scenarios and case studies to capture the range of situations likely to be encountered when coordinating employment relations
industrial instruments
materials relating to organisational employment arrangements
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 employment relations, including coping with difficulties, irregularities and breakdowns in routine
coordination of employment relations 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
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
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 employment relations 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 employment relations
workplace scenarios and case studies to capture the range of situations likely to be encountered when coordinating employment relations
industrial instruments
materials relating to organisational employment arrangements
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 employment relations, including coping with difficulties, irregularities and breakdowns in routine
coordination of employment relations 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
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AWU99 | PSPHRM006 | Coordinate employment relations | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| J306 | PSP50812 | Diploma of Government (Human Resources) | Qualification |
| C809 | PSP50804 | Diploma of Government (Human Resources) | Qualification |