Elements and Performance Criteria

RANGE STATEMENT
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.
Legislative, financial and procedural requirements may be outlined and reflected in:
relevant commonwealth, state and territory legislation and regulations that affect organisational operation including:
anti-discrimination and diversity
OHS
building access
environmental
equal employment opportunity
industrial relations
public health
taxation
relevant common law
trade practices laws and guidelines
consumer protection laws and guidelines
Australian standards
business or occupational licensing requirements
quality assurance and certification requirements
relevant industry codes of practice and ethics
privacy/confidentiality requirements and laws applying to owners, contractors and tenants
relevant local government policies and regulations
freedom of information documents
tribunal and court precedents.
Clients may include:
building owners and managers
building designers
architects
builders
owners of transport conveyances
managers of transport conveyances
educational services providers
organisations developing Disability Discrimination Act (DDA) Action Plans
other access consultants.
Organisational requirements may be outlined and reflected in:
access and equity policy, principles and practices
business and performance plans
client service policies, procedures and standards
codes of conduct and codes of practice
communication channels and reporting procedures
communication of services offered
complaint and dispute resolution procedures
compliance with legislation, codes and workplace standards
continuous improvement processes and standards
defined resource parameters
duty of care
employer and employee rights and responsibilities
ethical standards
legal policies and guidelines
OHS policies, procedures and programs
organisational mission statement, goals, objectives, plans, systems and processes
policies and procedures relating to the setting of fees and the negotiation and management of contracts
policies and procedures relating to own role, responsibilities and delegation
privacy and confidentiality policies and procedures
quality assurance and procedures manuals
records and information management systems and processes
style guides and other guides used to prepare documents.
Relevant persons may include:
business partners
supervisors
colleagues
clients
legal representatives
industry association representatives
consumers.
Specialist advice may be sought from:
supervisors and colleagues
business partners
architects
owners and developers
builders
designers
solicitors
government officials
industry associations
OHS representatives.
Regulatory, industry and association standards and procedures may include:
industry codes of conduct and ethical practices
legislative and statutory requirements outlined in relevant legislation (e.g. licensing, anti-discrimination and building access)
tribunal and court precedents
industry standards
OHS standards.
Codes of ethics, practice and/or conduct may relate to:
maintaining confidentiality
use of organisational property
duty of care
individual behaviour
non-discriminatory practices
misrepresentation of personal or business competencies or the nature of the services being offered
clear communication regarding services offered and fee for services
clear negotiation of fees.
Specific needs may relate to:
language (verbal, non-verbal and written)
traditional practices and observations
beliefs and values
food and diet
dress
religious and spiritual observances
social conventions
cultural stereotypes
conventions of gender and sexuality.
Feedback may include:
formal and informal discussions, reviews and evaluations with:
existing and previous clients
peers, colleagues and managers
information provided by others involved in a professional capacity, both internal and external to the organisation.
Risks may relate to:
physical, financial or human resources
competition
client/staff dissatisfaction (e.g. complaints)
health and safety
project control and cash flow
suppliers and contractors
changes to regulations and legislation
time constraints.
And may be identified through:
regular formal and informal consultation/meetings with colleagues
regular housekeeping activities
ongoing training
audits and review of audit reports
inspections in area of responsibility
checking work area and/or equipment before and during work
review of OHS records.
Limitations may relate to:
job role and responsibilities
quality processes
own competency level
industry requirements
own understanding of risk identification processes
own interpretation of legislation, regulations and procedures
complying with OHS requirements
legal responsibilities.
Information collection processes may include:
questionnaires
documentation and reports
quality assurance data
regular meetings
comments from business partners, supervisors and colleagues.
Competency standards and other relevant benchmarks may relate to:
personal and technical knowledge, skills and attitudinal aspects (competencies) required to effectively and efficiently undertake the day-to-day tasks and duties of the work function and specifically:
competency standards for the access consulting industry
other relevant industry, cross-industry and enterprise competency standards
other benchmarks such as industry codes of practice and ethics, and statutory and legislative requirements for working in the access consulting sector.
Professional development strategies may include:
formal and informal learning programs
work rotation to facilitate changing work priorities
using existing strengths to focus future career development
involvement in community/industry activities
coaching, mentoring and supervision
updating and maintaining knowledge base on current issues for work/professional practice
identifying and establishing new career paths.
People may include:
clients, their staff and contractors
building owners and managers
property developers
service groups
community groups
government agencies
building and construction industry personnel
building certifiers
regulatory authorities.
Legislative requirements for the provision of access may include:
Australian standards
Building Code of Australia
DDA
DDA Premises, Transport and Education Standards
commonwealth, state and territory anti-discrimination legislation and regulations
state and territory building legislation.
Interpersonal skills and communication techniques may include:
active listening to clarify and confirm understanding
control of tone of voice and body language
culturally aware/sensitive use of language and concepts
demonstrating flexibility and a willingness to negotiate
presenting options and consequences
providing constructive feedback
reflection
seeking feedback to confirm understanding of needs
summarising and paraphrasing to check understanding
using effective presentation aids (e.g. audiovisual slides, diagrams, photographs and pictures)
using language that is:
accurate, articulate and concise
positive, confident and cooperative
verbal or non-verbal.
Capability includes:
personal competencies
organisational competencies.
Standard documentation may include:
organisational, industry and other contracts
building codes
licences
specifications
plans and maps.
Business equipment/ technology may include:
computers
email
internet, extranet and intranet
facsimile machines
printers, photocopiers and scanners
data storage devices
software applications such as databases and word applications.

EVIDENCE GUIDE
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 of competency could be assessed on its own or as part of an integrated assessment activity involving other competencies relevant to the job function.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
A person who demonstrates competency in this unit must be able to provide evidence of:
recognising the needs and desires of people with disabilities to engage fully in all aspects of society, and their right to do so
interpreting accurately the impacts of the full range of disabilities and the limitations that each disability places on the individual's ability to access the environment

interpreting accurately how the full range of environmental barriers impact on any of the impairments that people with disabilities might have
complying with OHS regulations applicable to workplace operations
applying organisational management policies and procedures, including quality assurance requirements
interpreting accurately and complying with relevant legislative requirements and confirming own understanding and application with relevant persons
interpreting accurately and complying with ethical practices and codes of conduct and checking own understanding and application with relevant persons
identifying a range of potential risks using appropriate information collection techniques, and discussing recommendations on strategies to minimise risks with relevant persons
identifying opportunities to promote the provision of access for people with disabilities and providing information and advice based on legislative requirements
completing standard contractual documentation ensuring adherence to legislative and procedural requirements and maintaining information securely
interpreting accurately and using industry employment and professional development guidelines and benchmarks, and seeking assistance from key industry and statutory organisations to ensure own continuous professional development
interpreting and verifying own role and responsibilities and demonstrating an understanding of and respect for individual differences when carrying out work tasks.
Context of and specific resources for assessment
Resource implications for assessment include:
a registered provider of assessment services
competency standards
assessment materials and tools
suitable assessment venue/equipment
workplace documentation
candidate special requirements
cost and time considerations.
Validity and sufficiency of evidence requires that:
competency will need to be demonstrated over a period of time reflecting the scope of the role
where the assessment is part of a structured learning experience the evidence collected must relate to a number of performances assessed at different points in time and separated by further learning and practice with a decision of competence only taken at the point when the assessor has complete confidence in the person's competence
all assessment that is part of a structured learning experience must include a combination of direct, indirect and supplementary evidence
where assessment is for the purpose of recognition (RCC/RPL), the evidence provided will need to be current and show that it represents competency demonstrated over a period of time
assessment can be through simulated project-based activity and must include evidence relating to each of the elements in this unit.