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.
Stakeholders may include:
all those individuals and groups both inside and outside the organisation that have some direct interest in the organisation's behaviour, actions, products and services such as:
users of the human resource service
employees at all levels of the organisation
other public sector organisations
inter-agency forums
union and association representatives
boards of management
government
Ministers
Separation situations may relate to:
organisational restructure or down-sizing
redundancy as an individual or group where redeployment is not available under employment conditions
resignation
loss of essential skills required, e.g. technological change
retirement
termination at the end of a contract period
involuntary termination, such as dismissal due to misconduct
retirement on medical grounds
security-based redeployment
Other key human resource policiesmay include:
equity and diversity
workforce planning
knowledge management
staff/expertise retention
retention incentives
flexible working hours
retention of older workers
phased retirement arrangements
organisational development
career management
organisational design
redeployment
Legislation and policiesmay include:
Commonwealth and State/Territory legislation including equal employment opportunity, anti-corruption, anti-discrimination law, freedom of information and archives
national and international codes of practice and standards
the organisation's policies and practices
government policy
codes of conduct
codes of ethics
public sector standards
security requirements
Counselling and support services may be for:
employees and their immediate families
managers
other staff
Internal and external factors impacting upon separation strategies and plansmay include:
changed financial or political circumstances
downsizing or organisation restructuring
retention of high performing employees
opportunities for outsourcing changes in legislation or core business activities
changes in activities or aspirations of customers
organisational changes
labour market

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:
PSPETHC601B Maintain and enhance confidence in public service
PSPGOV601B Apply government systems
PSPLEGN601B Manage compliance with legislation in the public sector
PSPHR603B Provide advisory and mediation services
PSPHR615A Manage human resource development strategies
PSPHR616A Manage performance management system
PSPHR619A Manage remuneration strategies and plans
PSPMNGT602B Manage resources
PSPMNGT605B Manage diversity
PSPMNGT611A Manage evaluations
PSPPOL603A Manage policy implementation
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)
management of retention and separation strategies 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 relating to separation and retention
organisational plans and documents
workplace scenarios and case studies to capture the range of situations likely to be encountered when managing retention and separation
environmental factors and relevant workplace materials that might affect retention and separation

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 managing retention and separation, including coping with difficulties, irregularities and breakdowns in routine
management of retention and separation strategies 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
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