Unit of competency Outline
Date retreived
23/07/2026 4:45 PM AWST
23/07/2026 4:45 PM 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.
Implement staffing policies
Implement staffing policies
Unit of competency
National Code
PSPHR505A
PSPHR505A
State Code
C8149
C8149
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 implementation by human resource specialists of organisational staffing policies and procedures for recruitment, selection, induction, redeployment, retention and separation. It includes coordinating recruitment, selection, induction and redeployment, and assisting with retention/separation of employees.In practice, the implementation of staffing policies overlaps with other generalist and specialist workplace activities such as promoting ethical behaviour and compliance with legislation, capitalising on diversity, providing client service, maintaining workplace safety.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication
Notes
Elements and Performance Criteria
1. Coordinate recruitment and selection
- 1.1 A consultancy/advisory service is provided on recruitment and selection policies and processes for business unit/line managers and questions are clarified to ensure compliance with legislative and organisational requirements.
- 1.2 Job specifications, position descriptions and selection criteria are developed in accordance with public sector standards in consultation with business unit/line managers to reflect current and desired competencies and behaviours in line with organisational requirements, equity and diversity management guidelines.
- 1.3 Advertisements for job vacancies and recruitment information are coordinated in consultation with business unit/line managers in accordance with organisational policy and procedures.
- 1.4 A quality assurance role is undertaken, providing assistance with short-listing applicants and organising, undertaking and finalising the selection process to ensure compliance with legislation, policy and organisational standards.
- 1.5 Recruitment and selection processes are monitored, appeals are handled in accordance with set processes, and issues/suggested improvements identified and referred to human resource decision makers.
- 1.6 Where probation periods are a condition of employment, assistance and advice are provided on interpreting and implementing the requirements of public sector and organisational policies and procedures.
2. Implement induction for new staff
- 2.1 Objectives, content and methodology for induction are confirmed in accordance with organisational and business unit needs.
- 2.2 Induction programs are coordinated and delivery options are determined in line with organisational policy and value for money considerations.
- 2.3 Feedback is obtained from participants and managers on the quality of delivery and content of induction programs.
- 2.4 Evaluation is undertaken of the extent to which the induction processes are meeting their objectives, and results are reported in accordance with organisational policy and procedures.
- 2.5 Improvements are suggested to the induction process in accordance with feedback received and organisational policy and procedures.
3. Coordinate redeployment
- 3.1 Redeployment policy and processes are confirmed and communicated to staff in ways suited to the needs of a diverse workforce.
- 3.2 Redeployed staff and those likely to be redeployed are consulted and their understanding of the process, their rights and responsibilities are confirmed.
- 3.3 Redeployees are managed in accordance with redeployment policy and processes to ensure their access to support services, learning and development and new job opportunities.
- 3.4 The redeployment pool is managed in accordance with organisational policy and procedures.
- 3.5 Processes are monitored to gauge their effectiveness in providing support to redeployed staff and adjustments are suggested and implemented in line with management advice.
4. Assist with staff retention/ separation
- 4.1 Policies and procedures for the retention and separation of staff are accessed and organisational requirements for staff retention and the full range of separation situations are clarified and confirmed.
- 4.2 Staff seeking voluntary separation are assisted to consider and accept other options in accordance with the organisation's retention policy.
- 4.3 Exit interviews for staff separation are conducted/facilitated and exit data is collected, analysed and reported in accordance with organisational policy and procedures.
- 4.4 Access to support services is facilitated for employees and their immediate families, as required.
- 4.5 Separation documents are completed and processed in accordance with legislative and organisational requirements.
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.
Recruitment and selection processesmay include:
job analysis
job design
job evaluation/job classification
competency profiling
benchmarking
diversity targeting
job description
streamlining processes
use of external agencies
recruitment advertising
application processing
short-listing
selection panel training
selection panel formation
merit selection
interviews
assessment centres
psychometric assessment
advising success and unsuccessful applicants
selection process reports
appeals
grievance/complaints procedures
advertising selection outcomes
Recruitment information may include:
organisation profile
business unit profile
organisational/business unit structure
job description
competency profile
description of the recruitment process
application guidelines
selection criteria
interview/panel makeup and process
interview questions
case studies/workplace scenarios
skills tests
Legislation and policymay include:
Commonwealth and State/Territory legislation including equal employment opportunity, anti-corruption, privacy and anti-discrimination law
national and international codes of practice and standards
the organisation's policies and practices
government policy
codes of conduct
codes of ethics
Monitoring may include:
managing information on:
selection panel composition
panel members trained in merit selection
diversity of applicants
duration of recruitment/selection
grievances/complaints in relation to recruitment and selection
conflicts of interest
Induction contentmay include:
public sector values
public sector ethics
code/s of conduct
organisational policies and procedures
public sector legislative requirements
the organisation's enabling legislation
organisational environment, culture, structure and protocols
occupational health and safety related to working in the public sector, and particular to the organisation
environmental and sustainability issues/requirements
standard operating procedures
equity and diversity
delegations
grievance procedures
career management/progression
learning and development
Induction methodologymay include:
face-to-face information sessions
brochures/handouts
organisational manuals
intranet
organisational tour
shadowing
mentoring
supervision
assessment
probation
Induction delivery optionsmay include:
in-house delivery
use of contractors
specialist input
guest speakers
senior management input
occupational health and safety input
Redeployment refers to:
internal movement of human resources as a consequence of:
changed organisational needs
loss of essential skills
performance issues
employee rehabilitation
Separation situationsmay include:
organisational restructure or down-sizing
redundancy as an individual or group
voluntary severance/termination such as resignation and retirement
termination at the end of a contract period
retirement on medical grounds
involuntary termination (such as dismissal due to misconduct)
Options other than separationmay include:
phased retirement
flexible working hours
part-time employment
fractional employment
working from home
retention incentives
Recruitment and selection processesmay include:
job analysis
job design
job evaluation/job classification
competency profiling
benchmarking
diversity targeting
job description
streamlining processes
use of external agencies
recruitment advertising
application processing
short-listing
selection panel training
selection panel formation
merit selection
interviews
assessment centres
psychometric assessment
advising success and unsuccessful applicants
selection process reports
appeals
grievance/complaints procedures
advertising selection outcomes
Recruitment information may include:
organisation profile
business unit profile
organisational/business unit structure
job description
competency profile
description of the recruitment process
application guidelines
selection criteria
interview/panel makeup and process
interview questions
case studies/workplace scenarios
skills tests
Legislation and policymay include:
Commonwealth and State/Territory legislation including equal employment opportunity, anti-corruption, privacy and anti-discrimination law
national and international codes of practice and standards
the organisation's policies and practices
government policy
codes of conduct
codes of ethics
Monitoring may include:
managing information on:
selection panel composition
panel members trained in merit selection
diversity of applicants
duration of recruitment/selection
grievances/complaints in relation to recruitment and selection
conflicts of interest
Induction contentmay include:
public sector values
public sector ethics
code/s of conduct
organisational policies and procedures
public sector legislative requirements
the organisation's enabling legislation
organisational environment, culture, structure and protocols
occupational health and safety related to working in the public sector, and particular to the organisation
environmental and sustainability issues/requirements
standard operating procedures
equity and diversity
delegations
grievance procedures
career management/progression
learning and development
Induction methodologymay include:
face-to-face information sessions
brochures/handouts
organisational manuals
intranet
organisational tour
shadowing
mentoring
supervision
assessment
probation
Induction delivery optionsmay include:
in-house delivery
use of contractors
specialist input
guest speakers
senior management input
occupational health and safety input
Redeployment refers to:
internal movement of human resources as a consequence of:
changed organisational needs
loss of essential skills
performance issues
employee rehabilitation
Separation situationsmay include:
organisational restructure or down-sizing
redundancy as an individual or group
voluntary severance/termination such as resignation and retirement
termination at the end of a contract period
retirement on medical grounds
involuntary termination (such as dismissal due to misconduct)
Options other than separationmay include:
phased retirement
flexible working hours
part-time employment
fractional employment
working from home
retention incentives
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
PSPGOV502B Develop client services
PSPGOV505A Promote diversity
PSPGOV507A Undertake negotiations
PSPGOV512A Use complex workplace communication strategies
PSPLEGN501B Promote compliance with legislation in the public sector
PSPOHS501A Monitor and maintain workplace safety
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)
implementation of staffing policies in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, policies and procedures
workplace scenarios and case studies relating to staffing policies and procedures
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 implementing staffing policies, including coping with difficulties, irregularities and breakdowns in routine
implementation of staffing policies 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
PSPGOV502B Develop client services
PSPGOV505A Promote diversity
PSPGOV507A Undertake negotiations
PSPGOV512A Use complex workplace communication strategies
PSPLEGN501B Promote compliance with legislation in the public sector
PSPOHS501A Monitor and maintain workplace safety
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)
implementation of staffing policies in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, policies and procedures
workplace scenarios and case studies relating to staffing policies and procedures
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 implementing staffing policies, including coping with difficulties, irregularities and breakdowns in routine
implementation of staffing policies 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 |
|---|---|---|---|
| AWV01 | PSPHRM005 | Implement staffing policies | 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 |