Elements and Performance Criteria

Labour markets can be defined by, but are not limited to:
Geographic location
Client demographics
Industry and industry sectors
Seasonal factors
Agricultural crops

Labour market information may includes but is not limited to:
Information regarding industries and industry sectors (e.g. workforce size, recruitment methods, conditions of employment, prospects for growth/reduction in labour force)
Information regarding occupations (e.g. prospects of employment, type of work undertaken, workforce size, hiring methods, conditions of employment, employer expectations of workers)
Labour market trends
Peak and trough periods in demand for labour/ seasonality
Areas of high employment and unemployment
Current labour market conditions
Business and economic forecasts
Emerging labour market developments
Industrial framework
Other distinguishing characteristics

Information sources may include, but are not limited to:
Publications, industry journals, articles
Internet websites
Telephone directories
Commercial databases of business and industry information
Australian Bureau of Statistics
Department of Employment and Workplace Relations
Workplace Agreements; information on Federal and State awards
Visits to workplaces
Business cards
Industry Associations
Employee Associations
Chambers of Commerce
Grower Associations
State government departments of employment and training
Information available from within own organisation
Newspapers, e.g. recruitment advertisements and articles
Community organisations
University and other research facilities

Appropriate methods to gather information may include, but are not limited to:
Use of internet
Surveys
Client interviews
Focus groups
Individual research
Questioning during marketing activities to employers
Use of libraries
Publications
Attendance at meetings
Networking
Workplace visits
Communication with colleagues and experts

Advice to clients and employers includes, but is not limited to:
Employability, prospects of employment
Barriers to employment
Suitable employment opportunities for clients
Advice to employers on availability of suitable labour
Recruitment strategies to source suitable labour

Planning activities include, but are not limited to:
Business planning and forecasting
Job search planning
Promotional plans
Marketing plans
Contact plans
Employment plans for individual clients

Reporting labour market information can utilise, but is not limited to:
Tables and charts
Software applications
Reports, written or verbal
Hard copy files

Organisational policies and processes may include, but are not limited to:
Recording of information against client and employer files and database records
Use of Contact Management Systems for employers
Preparation of reports on labour market intelligence and information

Critical aspects of assessment must include:
Demonstrates understanding of labour market composition; national and industry trends and emerging issues
Demonstrates knowledge of local labour market composition, size, characteristics, issues and trends
Ability to plan and carry out workplace activities using labour market information

Essential knowledge required includes:
The composition and working of labour markets
Current and emerging issues relating to the labour market on a national, state and local level
Understanding of characteristics of local labour market
Unemployment figures for local area
Current and projected skills shortages
Occupations within key employing industries in local area
Seasonal fluctuations impacting on recruitment

Essential skills required include:
Literacy skills to read and understand a variety of texts; prepare labour market summaries; produce grammatically correct information
Planning skills to organise information and plan activities
Problem solving skills to deal with contradictory and ambiguous information
Oral and written communication skills to communicate advice and information effectively

Resource implications:
Access to appropriate workplace where assessment can be conducted or simulation of realistic workplace setting for assessment
Access to equipment and resources normally used in the workplace

Method of assessment:
Observations
Questioning
Project
Written assignment
Evidence gathered from the workplace environment
Demonstration over a period of time to ensure consistency of performance

Context of assessment:
Evidence must include observation of performance in the work environment or in a simulated work setting.