Elements and Performance Criteria

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, if used in the performance criteria, is detailed below. 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) may also be included.
Plans and objectives may:
be:
short
medium
longterm
relate to:
contingency management
increased productivity
meeting Key Performance Indicators (KPI)
operational activities
organisational strategies
performance targets for a particular project
sales targets
task management.
Team may be:
contractors
paid employees
permanent teams
project or eventbased
volunteers.
Expectations, roles and responsibilities may include:
adherence to policies and procedures
cooperative and open communication
nature and scope of work
relationships with others in the workplace and interdependent areas of activity
reporting requirements
roles of leaders and managers, including:
decision making
delegation of tasks
information provision
monitoring staff
planning and organising.
Innovative approaches may include:
alerting colleagues to the potential of new technologies
making suggestions about better ways of doing things
seeking information or ideas from unexpected places
trying new approaches to old problems.
Open and supportive communicationmay involve:
being prepared to declare own need for assistance
involving others in developing solutions
planned and unplanned exchanges of information
providing constructive feedback
providing open access to documents
using technology to support effective communication, e.g. email groups.
Information may include:
organisation performance, including financial
changes in organisational policies
marketing information and targets
overall organisational objectives
plans for new equipment
rationale for management decisions
technology updates
training developments.
Feedback may be about:
allocation of tasks
effectiveness of communication:
from the leader
within the team
within the enterprise
performance of:
individuals
self
team
the enterprise
interaction between:
different departments
different teams
other supervisors and managers
workplace practices:
efficiency
deficiencies.
Opportunities for individual development may include:
change in job responsibilities
external training and professional development
formal promotion
internal training and professional development
opportunity for greater autonomy or responsibility.
Recognition and reward for team members may include:
acknowledgment to the whole team of individual good performance
incentive initiatives
informal acknowledgment
presentation of awards
written reports to management.

The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.
Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the ability to:
lead by example and build positive team culture through effective leadership
monitor individual and team performance over a period of time and motivate individuals and teams to achieve optimum performance
integrate knowledge of leadership, motivation and teamwork principles.
Context of and specific resources for assessment
Assessment must ensure use of:
a real or simulated tourism, hospitality or event industry business operation, project or event for which a team is managed
a team whose overall performance is the responsibility of the individual.
Method of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
project or event activities to assess the individual’s ability to:
model high standards of performance and behaviour
communicate expectations, roles and responsibilities of team members
delegate individual tasks
coach and support team members to achieve optimum performance
evaluation of reports prepared by the individual detailing how team commitment was encouraged and how team performance was managed during the conduct of operational activities
use of, case studies and problem-solving exercises so the individual can suggest methods to overcome problematic performance issues for individuals and the team
oral or written questioning to assess knowledge of leadership, motivation and teamwork principles
review of portfolios of evidence and thirdparty workplace reports of onthejob performance by the individual.
Guidance information for assessment
The assessor should design integrated assessment activities to holistically assess this unit with other units relevant to the industry sector, workplace and job role, for example:
BSBPMG501A Manage projects
SITXCOM201 Show social and cultural sensitivity
SITXHRM503 Monitor staff performance
SITXMGT401 Monitor work operations.