Unit of competency Outline

Date retreived
23/07/2026 6:54 AM AWST

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Work autonomously

Work autonomously

Unit of competency
National Code
CHCORG502B
State Code
WC957
TGA Status
Deleted
DTWD Status
Deleted
Current Release Number
1.00
Current Release Date
07/05/2012
View on TGA
State Implementation and Classification
Approved Date
21/07/2014
Field of Education
120505 - Work Practices Programmes
Original Release Date
21/07/2014
Nominal Hours
40
Description
DescriptorThis unit describes the knowledge and skills required to work as a member of a team or as an individual for periods of time without direct supervision and for coaching and mentoring colleagues
Notes
Elements and Performance Criteria
1. Undertake work activities
  • 1.1 Identify and address work requirements within own role and area of responsibility
  • 1.2 Demonstrate understanding of instructions and directions, clarify where necessary, and implement appropriately
  • 1.3 Undertake responsibilities and duties consistent with decisions made by the team, instructions given by management and agreed policies and procedures
  • 1.4 Maintain communication with team leader advising of progress of task/activity
  • 1.5 Modify tasks or performance if required in line with approved procedures and, if possible, agreed in advance with the appropriate person
  • 1.6 Determine needs for additional support and communicate clearly and in a suitable format to management or appropriate person
  • 1.7 Provide reports about progress and completion of work clearly in a form and at times and frequencies as agreed
  • 1.8 Share information about own area of work and responsibility with colleagues in a way which helps them to carry out their own work and to put agreed plans into action
  • 1.9 Ensure sharing of information complies with agreed boundaries of confidentiality
  • 1.10 Maintain personal safety and safety of others
  • 1.11 Communicate to team leader any legal requirements and/or ramifications of activities
2. Accept responsibilities
  • 2.1 Accept responsibilities according to organisation's policy and procedures
  • 2.2 Ensure team leader is appraised of outcome/s of tasks or activities in line with agreed guidelines
  • 2.3 Ensure any activity that exceeds the scope of the defined task is referred to the team leader
3. Set performance requirements
  • 3.1 Set performance requirements based on objectives and goals
  • 3.2 Ensure performance requirements are agreed with team leader
4. Maintain team performance
  • 4.1 Monitor individual performance against defined performance requirements and take appropriate action to maintain performance if required
  • 4.2 Monitor performance of others and take appropriate action through coaching and mentoring to ensure objectives and goals are met
  • 4.3 Respond to unsatisfactory practice of colleagues in a manner that balances organisation needs and goals with consideration for the individual
  • 4.4 Provide team leader with feedback, positive support and clear accurate advice
  • 4.5 Refer performance issues which cannot be rectified or addressed to appropriate personnel according to organisation policy
  • 4.6 Advise team leader of any changes in priorities or tasks
  • 4.7 Complete all required documentation relevant to performance
5. Act as a team leader as required
  • 5.1 Identify work requirements and present to team members
  • 5.2 Communicate instructions and directions to team members clearly and unambiguously
  • 5.3 Recognise, discuss and deal with team members' concerns and queries
  • 5.4 Adhere to equal opportunities codes of practice and respond to cultural and religious beliefs and practices of colleagues in a way that demonstrates that diversity is valued and that discrimination and prejudice will be challenged
  • 5.5 Communicate any legal requirements and/or ramifications of team activities to team members
  • 5.6 Allocate duties, rosters and responsibilities to team members having regard to the skills and knowledge required to properly undertake the assignment or task and according to organisation policy and procedures
  • 5.7 Make comments and give constructive criticism to colleagues in a manner which identifies their good practice and reinforces their self confidence
  • 5.8 Use opportunities to communicate informally with colleagues as far as possible within the time constraints of the work environment to develop shared attitudes and to extend relationships
  • 5.9 If colleagues experience discrimination, offer support that helps them assert their individual rights and sustain their confidence and self-esteem
6. Contribute to team meetings
  • 6.1 Undertake adequate meeting preparation to enable the supply of suitable information and effective contribution to discussion
  • 6.2 Participate in meetings, planning and decision-making consistent with own role and the role of other members of the team
  • 6.3 Ensure information given and views expressed to those outside the team are consistent with the decisions of the team
  • 6.4 Manage any decisions made which conflict with own viewpoint in a manner which is likely to promote the aims of the team and organisation
7. Respond to stress and conflict in the team
  • 7.1 Respond to indications that colleagues are stressed or need support in a manner that encourages them to share their concerns and difficulties
  • 7.2 Ensure any offers made in a work context to help colleagues alleviate stress or develop support are within own area of responsibility and competence
  • 7.3 Share information to help colleagues identify sources of support or expertise and further training opportunities, if it can potentially enhance their competence and ability to cope
  • 7.4 Respond to conflict with colleagues or between colleagues in a manner that does not disrupt the work of the organisation
  • 7.5 Promptly refer to an appropriate person if conflict cannot readily be resolved
  • 7.6 Respond to solutions proposed to reduce conflict in a way that demonstrates willingness to compromise and to amend practices in a flexible and positive manner in the interests of the effective working of the organisation
  • 7.7 Where there is evidence of prejudice and/or discrimination on the part of a team member, challenge behaviour in a manner likely to bring about change
  • 7.8 Offer support to colleagues in conflict with others consistent with organisation requirements and procedures, and in a manner that balances needs of the individual colleague with the maintenance of quality of 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. 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.


Activities may include:
Non operational activities (tasks, projects, preparing documentation)
Operational activities (responding to emergencies and non-emergency operations including sport and recreation events, public relations activities, special events and activities)


Appropriate personnel may include:
Manager
Human resource personnel
Team leader
Supervisor


Colleagues may include:
Experienced colleagues
New or inexperienced colleagues
Work experience students/trainees


Conflict may be:
Between the learner and a colleague or colleagues
Between two or more colleagues


Meetings may include:
Regular full meetings of the team
Special meetings related to specific tasks
Meetings of part of the team only


Performance issues may include:
WHS
Hours of work details
Concerns about ability to complete work
Inadequate resources


Performance requirements include:
Goals
Objectives
Plans
Standards


Required documentation may include:
Forms
Proformas
Incident reports
Rosters
Timesheets
Written reports
Logs


Work requirements may include:
Tasks
Projects
Activities
Timelines
Other personnel involved
Equipment to be used
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.

Critical aspects for assessment and evidence required to demonstrate this unit of competency:
The individual being assessed must provide evidence of specified essential knowledge as well as skills
This unit will be most appropriately assessed in the workplace or in a simulated workplace and under the normal range of workplace conditions
Assessment of performance should be over a period of time covering all categories of the range of variable statements that are applicable in the learners environment


Access and equity considerations:
All workers in community services should be aware of access, equity and human rights issues in relation to their own area of work
All workers should develop their ability to work in a culturally diverse environment
In recognition of particular issues facing Aboriginal and Torres Strait Islander communities, workers should be aware of cultural, historical and current issues impacting on Aboriginal and Torres Strait Islander people
Assessors and trainers must take into account relevant access and equity issues, in particular relating to factors impacting on Aboriginal and/or Torres Strait Islander clients and communities


Context of and specific resources for assessment:
This unit can be assessed independently, however holistic assessment practice with other community services units of competency is encouraged
Resources required for assessment include access to:
an appropriate workplace and/or simulation of realistic workplace setting where assessment can take place
human resources consistent with the range of workplace variables


Method of assessment:
Observation in the workplace
In cases where the learner does not have the opportunity to cover all categories of the range of variables statements in the work environment, the remainder should be assessed through realistic simulations, projects, previous relevant experience or oral questioning on 'What if?' scenarios
Assessment of this unit of competence will usually include observation of processes and procedures, oral and/or written questioning on underpinning knowledge and skills and consideration of required attitudes
Where performance is not directly observed and/or is required to be demonstrated over a 'period of time' and/or in a 'number of locations', any evidence should be authenticated by colleagues, supervisors, clients or other appropriate persons
Replaces
State Code National Code Title Type
D2632 CHCORG502A Work autonomously Unit of competency