Elements and Performance Criteria

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.
Interview plan may include:
allegation that is clear, unambiguous and concise, covering common proofs such as:
time
date
place
jurisdiction
identity
proofs of an offence, such as:
evidence
corroboration
admissibility
elements
criminal intent
competence (e.g. age requirements, mental faculty etc)
legal presumptions
any anticipated or known defences
exculpations
key questions in sequential order, highlighting main points
interview strategies appropriate to the situation and purpose of the interview, such as:
direct questioning
empathetic questioning
investigative interviewing
no leading questions
no double-barrelled questions
no cross-examination
safety requirements for interviewer, interviewee and others present
rapport building techniques
strategies for working with uncooperative interviewees
method of recording, and recordkeeping responsibilities
Equipment may include:
recording equipment for:
tape recording
videotaping
electronic equipment
computer equipment
stationery
Personnel may include:
second interviewer
legal representatives
consular representative
senior staff
colleagues
interpreter
Aboriginal support persons
independent person
family member
responsible adult in the case of juveniles
special requirements that may apply for:
minor
disabled
age
gender
ethnicity
those needing to be excluded to maintain the integrity of the investigation
Exhibits may include:
paper-based and electronic documents, including:
maps
photographs
videotapes
physical objects and materials
drugs
scientific evidence
Risks may include:
uncooperative or hostile interviewee
aggression
violence
distressed interviewee
diversity issues
Interviewee may include:
suspect (who may or may not be under arrest)
witness
informant
informer
complainant
victim
experts (such as persons with medical, scientific, legal or other specialist knowledge in the field)
Preliminary advice may cover:
interview process
interview time limits
effect of prior interview/s occurring within previous 48 hours
formal caution
allegation
voluntariness
recording requirements
tape protocols (for chain of evidence requirements)
number of interviewers
statutory rights
how the information gathered will be used
Interview process may include:
purpose
format/structure
identification and personal details of interviewee
roles of interviewers if more than one
formal identification of interviewers
full description of exhibits even if videotaped
recording process, including use of new tapes, to be opened in front of the interviewee
use of confirming questions, to obtain/record interviewee agreement regarding conduct of the interview and that the record of interview is accurate
Rights may include:
caution
legal representation
consular representation
interpreter
silence
notification of whereabouts to family/friends
opportunity to make a written statement
independent adult present (for juveniles)
support person present (for Indigenous peoples, intellectually disabled)
being treated with dignity and respect during searches and examinations
know the purpose and intended use of the interview
copy of taped record of interview within a given time
copy of transcript of interview within a given time, if applicable
sign/not sign statement
Questioning techniques may include:
summarising
re-phrasing
paraphrasing
clarifying questions
open and closed questions
cognitive interviewing
using silence
establishing event lines or time lines
non-leading questions
Conduct of interview includes:
no threat, promise or inducement
no unfair representation
no physical abuse
no acts of misconduct
no duress
no coercion
adherence to standard operating procedures
adherence to code/s of conduct and ethical requirements
Recording may include:
audiotaping
videotaping
electronic data
special arrangements, requests and activities not directly related to the interview such as:
persons present
times for breaks, such as toilet breaks
telephone calls
refreshments
medical attention
visitors
requests to see superiors
meeting all legal and administrative requirements
typewritten record of interview
hand written record of interview
Legal and organisational requirements may include:
complying with relevant Commonwealth, State/Territory legislation, such as Part 1C of the Crimes Act 1914
observation of statutory time limits
special arrangements for minors
interviewees' legal rights which must be accorded to them throughout the interview
ensuring suspects or witnesses understand their rights
interviewee access to legal advice
interviewee access to consular assistance
union representation at interview
presence of advocates for some groups, for example the intellectually disabled
special arrangements for the interview of Aboriginal and Torres Strait Islander peoples
special arrangements for the interview of people who do not speak English
unwrapping new tapes in front of interviewee at commencement of interview
implementation of organisation agreements
arrangements for written statement when appropriate
other jurisdictional requirements
Concluding the interview may include:
asking for a concluding statement
confirming that the information given was voluntary
agreement on time of conclusion of interview
Post-interview procedures may include:
clearly labelling tapes
providing a copy of the audio or video tape to the interviewee at the close of the interview or within statutory time limit
transcribing the record of interview
providing a copy of the transcribed record of interview or statement to the interviewee at the close of the interview or within statutory time limit
securing record of interview in accordance with legislative and organisational requirements
security classification of information
sealing and securing master tape or data
securing recording equipment
acknowledging, signing and verifying record of interview by interviewee, where appropriate
processing/referral of alleged offender
completing organisational records/reports/files

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:
PSPETHC401A Uphold and support the values and principles of public service
PSPLEGN401A Encourage compliance with legislation in the public sector
PSPGOV408A Value diversity
PSPGOV422A Apply government processes
PSPREG401C Exercise regulatory powers
PSPREG412A Gather and manage evidence
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)
formal records of interview produced in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, policy, procedures and protocols relating to formal records of interview
case studies and workplace scenarios to capture the range of situations likely to be encountered when conducting formal records of interview
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 conducting formal records of interview, including coping with difficulties, irregularities and breakdowns in routine
conduct of formal records of interview 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
demonstration
observation
questioning
scenarios
simulation or role plays
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