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.
Legislation may include:
anti-discrimination
duty of care
employee relations
employment
equal employment opportunity
fraud control
freedom of information
government security management
occupational health and safety
privacy
public sector management
whistleblowers protection
workplace diversity
workplace harassment
international legislation/codes of practice
Guidelines may include:
public sector standards
relevant public sector code of ethics
organisational code of conduct
organisational mission and values statements
organisational procedures/guidelines
government policy
Ministerial directions
directives from head of organisation
standard operational procedures
Key principles may include:
honesty and integrity
confidentiality and non-disclosure of official information
security of information, resources, facilities and people
due care and diligence
avoiding conflicts of interest
obeying lawful and reasonable direction
compliance with the law
Clients may include:
the public
private enterprise
other public sector organisations
internal clients
the Minister
Sources of assistance may include:
colleagues
immediate supervisor
line management
human resources personnel
workplace representatives/union personnel
Organisational procedures may include:
mission and values statements
organisational charts
strategic plans
business unit and work area plans
customer service charters
induction materials
standard operating procedures
relevant workplace agreements
disciplinary processes
grievance procedures
advertising materials
Internet and/or intranet web pages
Individual differences may include:
age
cultural background
disability
educational level
ethnicity
expertise
family responsibilities
gender
interests
interpersonal approach
language
life experience
marital status
personality
physical ability
political orientation
religious belief
sexual orientation
socio-economic background
thinking/learning styles
work experience
working styles
Colleagues may include:
peers
junior staff
internal stakeholders
external stakeholders/clients/customers
supervisors and senior management
Emotional intelligence is:
widely recognised as the ability of an individual to monitor their own and others' emotions in a social or work environment, to discriminate among the emotions and to use the information to guide their thinking and actions
characterised by self-awareness (personal), self-management (personal), social awareness (social) and relationship management (social)
Advice may include:
formal/informal performance appraisals
feedback from supervisors and colleagues
reflection/comment on personal goals
vocational/career counselling

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:
PSPGOV202B Use routine workplace communication techniques
PSPGOV203B Deliver a service to clients
PSPGOV204B Access and use resources
PSPGOV205B Participate in workplace change
PSPGOV206B Handle workplace information
PSPGOV208A Write routine workplace materials
PSPOHS201B Follow workplace safety procedures
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 Employability Skills as they relate to this unit
completing work in a range of (3 or more) public sector contexts, such as different work functions or roles (or 3 or more occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, policy, procedures and protocols relating to work in the public sector
case studies and workplace scenarios to capture the range of situations likely to be encountered when working in a public sector environment
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 working in a public sector environment, including coping with difficulties, irregularities and breakdowns in routine
completing work in a range of (3 or more) public sector contexts, such as different work functions or roles (or 3 or more 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
simulation or role plays
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