Unit of competency Outline
Date retreived
21/07/2026 11:21 PM AWST
21/07/2026 11:21 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.
Manage teamwork through delegations
Manage teamwork through delegations
Unit of competency
National Code
CSCORG506A
CSCORG506A
State Code
S5999
S5999
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
22/07/2014
Field of Education
080303 - Human Resource Management
Original Release Date
22/07/2014
Nominal Hours
20
Description
This unit of competency describes the outcomes required to delegate responsibility and authority at a senior level. It involves giving responsibility and authority for substantial pieces of work - whole or part programs and priority one-off tasks - to others, through a consultative and equitable process. It involves negotiating targets for delegated work and providing advice and support.This is a generic management unit that will need to be significantly contextualised for the specific requirements and context of the organisation and work unit. It should be assessed on the basis of evidence gathering through direct workplace applications.
Notes
Elements and Performance Criteria
1Delegate responsibility and authority to others.
- 1.1 Ensure that delegations are consistent with organisational policies and procedures and the authority contained in legislation.
- 1.2 Delegate authority and responsibilities to people able to deliver the required outcomes.
- 1.3 Ensure information and instruction about the work delegated is clear, explicit and allows sufficient time for the work to be carried out.
- 1.4 Ensure that delegations take account of the developmental needs of the people involved and give equal opportunities to develop skills and experience.
- 1.5 Provide sufficient resources to ensure that the delegated work can be completed in the time required and the quality specified.
- 1.6 Review delegations at suitable intervals and revise arrangements where necessary.
2Negotiate targets for delegated work.
- 2.1 Ensure targets are realistic and achievable within organisational resources and conditions and are consistent with the organisation's objectives and priorities.
- 2.2 Ensure targets take into account the competencies and experience of the individuals and teams involved.
- 2.3 Negotiate targets using methods that promote commitment, enthusiasm and creative approaches from the people involved.
- 2.4 Identify measures to be used to determine progress and the times at which the targets and progress will be reviewed.
- 2.5 Inform all relevant parts of the organisation about delegated work, targets and the review of targets.
3Provide advice and support.
- 3.1 Provide advice and support to individuals and teams working under delegation to ensure understanding, cooperation, commitment and quality of performance.
- 3.2 Provide advice and support based on accurate analysis of the issues, obstacles and problems and their possible solutions.
- 3.3 Ensure advice and support give encouragement and positive direction to people involved in the delegated work.
- 3.4 Ensure that the nature and timing of advice takes account of the need for people to work autonomously and control their own work responsibilities.
- 3.5 Foster and promote the interests of delegated individuals and work teams in the organisation.
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 in the performance criteria is detailed below. Add any 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.
Delegations:
are
functions or powers under an Act assigned by the Minister to others
made to specified limits
made to persons in specified positions (i.e. made to the position rather than the individual)
and may include:
internal secondments
temporary positions
acting positions
internal and external contracted services
extension of routine duties and responsibilities
allocation to new duties
introduction of new programs or requirements.
Organisational policies and procedures may include:
human resources and personnel
occupational health and safety
reporting and recording procedures
equal employment opportunities
anti-discrimination
code of conduct
induction and training/staff development
regulations specific to the area of work
operational procedures
work transfers
performance management
protocols
contracts
environmental and sustainability practices.
Legislation may include:
federal, and state or territory legislation related to:
public service
financial management
worker's compensation
workplace relations
equal employment opportunity
contract law.
Resources may include:
human
physical
financial
technological and information resources.
Delegations:
are
functions or powers under an Act assigned by the Minister to others
made to specified limits
made to persons in specified positions (i.e. made to the position rather than the individual)
and may include:
internal secondments
temporary positions
acting positions
internal and external contracted services
extension of routine duties and responsibilities
allocation to new duties
introduction of new programs or requirements.
Organisational policies and procedures may include:
human resources and personnel
occupational health and safety
reporting and recording procedures
equal employment opportunities
anti-discrimination
code of conduct
induction and training/staff development
regulations specific to the area of work
operational procedures
work transfers
performance management
protocols
contracts
environmental and sustainability practices.
Legislation may include:
federal, and state or territory legislation related to:
public service
financial management
worker's compensation
workplace relations
equal employment opportunity
contract law.
Resources may include:
human
physical
financial
technological and information resources.
The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, the range statement and the Assessment Guidelines for this Training Package.
Overview of assessment
This unit should be assessed in the workplace or in a simulated workplace environment using material drawn from the range statement. The material should be relevant to organisational requirements and defined work role.
Evidence should be gathered over time in a range of contexts to ensure the candidate can achieve the unit outcome and apply the competency in different situations or environments.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
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 employability skills as they relate to this unit
ability to manage teamwork through delegations in a range of (two or more) contexts or occasions, over time.
Context of and specific resources for assessment
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 managing teamwork through delegations, including coping with difficulties, irregularities and breakdowns in routine
copies of legislation, policies, procedures and guidelines relating to delegations
access to appropriate learning and assessment support when required.
Method of assessment
Evidence must include observation and information generated in the workplace as well as observation of performance in routine work functions or, where this is not possible, in a simulated exercise.
The following assessment methods are suggested:
observation of performance in routine workplace activities within a range of agreed responsibilities and in various work locations
written and/or oral questioning to assess knowledge and understanding
completion of workplace documents and reports produced as part of routine work activities
third-party reports from experienced practitioners
completion of performance feedback from supervisors and colleagues
scenarios
simulations or role plays.
Guidance information for assessment
Assessment methods should reflect workplace demands, and any identified special needs of the candidate, including language and literacy implications and cultural factors that may affect responses to the questions.
In all cases where practical assessment is used it will be combined with targeted questioning to assess the underpinning knowledge.
Overview of assessment
This unit should be assessed in the workplace or in a simulated workplace environment using material drawn from the range statement. The material should be relevant to organisational requirements and defined work role.
Evidence should be gathered over time in a range of contexts to ensure the candidate can achieve the unit outcome and apply the competency in different situations or environments.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
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 employability skills as they relate to this unit
ability to manage teamwork through delegations in a range of (two or more) contexts or occasions, over time.
Context of and specific resources for assessment
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 managing teamwork through delegations, including coping with difficulties, irregularities and breakdowns in routine
copies of legislation, policies, procedures and guidelines relating to delegations
access to appropriate learning and assessment support when required.
Method of assessment
Evidence must include observation and information generated in the workplace as well as observation of performance in routine work functions or, where this is not possible, in a simulated exercise.
The following assessment methods are suggested:
observation of performance in routine workplace activities within a range of agreed responsibilities and in various work locations
written and/or oral questioning to assess knowledge and understanding
completion of workplace documents and reports produced as part of routine work activities
third-party reports from experienced practitioners
completion of performance feedback from supervisors and colleagues
scenarios
simulations or role plays.
Guidance information for assessment
Assessment methods should reflect workplace demands, and any identified special needs of the candidate, including language and literacy implications and cultural factors that may affect responses to the questions.
In all cases where practical assessment is used it will be combined with targeted questioning to assess the underpinning knowledge.
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AUZ48 | CSCORG019 | Manage teamwork through delegations | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| W996 | CSC50112 | Diploma of Correctional Administration | Qualification |