Unit of competency Outline
Date retreived
22/07/2026 9:24 PM AWST
22/07/2026 9:24 PM AWST
Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.
Supervise new recruits
Supervise new recruits
Unit of competency
National Code
MTMP407B
MTMP407B
State Code
D8987
D8987
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
03/10/2011
Field of Education
080303 - Human Resource Management
Original Release Date
03/10/2011
Nominal Hours
30
Description
This unit covers the skills and knowledge required to support, mentor and develop new recruits. It includes an understanding of the roles and responsibilities of first line managers in defining and communicating expectations, providing an appropriate learning environment, and providing mentoring and feedback to support the retention and development of new recruits
Notes
Elements and Performance Criteria
1. Communicate work requirements and expectations
- 1.1. Information requirements of new recruits are identified.
- 1.2. Company policies, performance requirements and responsibilities are communicated to new recruits.
- 1.3. Information is made available in formats appropriate and accessible to new recruits.
- 1.4. Communication methods take into account the purpose and the audience, including social and cultural diversity.
- 1.5. Appropriate work behaviours and procedures are modelled in personal conduct.
- 1.6. Individual and team issues relating to developing and managing new recruits are identified, facilitated and resolved within level of responsibility.
2. Provide a learning environment for new recruits
- 2.1. Learning and development plans for new recruits are established and monitored in conjunction with human resources personnel.
- 2.2. Resources required to support informal and formal learning and training in the work area are estimated and secured.
- 2.3. Implementation of workplace policies is monitored to ensure the workplace and learning environment conforms with industrial, customer and legal requirements.
- 2.4. Opportunities for new recruits to develop and apply skills and knowledge are arranged.
- 2.5. Patterns of work organisation and job rotation are established to reinforce learning.
3. Provide regular and timely feedback on performance
- 3.1. Progress and performance of new recruits is monitored.
- 3.2. Signs of poor or unacceptable practices are identified.
- 3.3. Reasons for poor or unacceptable performance are investigated.
- 3.4. Structured feedback is provided to new recruits.
- 3.5. Strategies to address the performance gap are identified and agreed with the new recruit.
- 3.6. Progress and/or taking appropriate follow up action is confirmed though ongoing monitoring.
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, 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.
Communication may include:
interpretation and sensitive handling of non-verbal and visual clues and cues
non-verbal communication, including the use of signs, signals, symbols and pictures
speaking clearly and directly; listening and understanding
reading and interpreting workplace-related documentation
writing to audience needs
sharing information
use of negotiation and persuasion skills, and being appropriately assertive.
showing empathy.
Diversity of individuals may include:
ability
age
ethnicity, culture
gender
language group
social and economic background.
Resources may include:
equipment (e.g. maintenance, purchase, type, quantity and function)
finance (e.g. capital and cash flow)
ingredients and materials (e.g. supply, quantity, storage and rotation)
personnel (e.g. staffing levels, shifts and allocation to work areas)
specialist advice (e.g. industry associations, media organisations and marketing agencies).
Structured feedback may include:
performance appraisal
structured interviews.
Conflict management may include:
referral to more senior management and/or relevant industrial parties where conflicts are unable to be resolved.
OH&S requirements may include:
enterprise OH&S policies, procedures and programs
OH&S legal requirements
Personal Protective equipment (PPE) which may include:
coats and aprons
ear plugs or muffs
eye and facial protection
head-wear
lifting assistance
mesh aprons
protective boot covers
protective hand and arm covering
protective head and hair covering
uniforms
waterproof clothing
work, safety or waterproof footwear
requirements set out in standards and codes of practice.
Regulatory requirements may include:
animal welfare
environmental and waste management
equal opportunity, anti-discrimination and sexual harassment
hygiene and sanitation requirements
industrial awards and agreements
OH&S
relevant regulations and Australian Standards.
Workplace requirements will include:
enterprise-specific requirements
OH&S requirements
Quality Assurance (QA) requirements
Standard Operating Procedures (SOPs)
the ability to perform the task to production requirements
work instructions.
Industrial arrangements may include:
consultative processes
industrial agreements, awards, training agreements
pay scales and entitlements, qualifications, classification.
Training agreements and contracts may include:
cadetships
internships
traineeships and apprenticeships
training arrangements included in industrial agreements.
Strategies to address performance gap may include:
a clear statement of the problem, an explanation of why it is a problem, and the action or change required to address the problem and any follow up action required
a formal interview to counsel a new recruit on poor performance.
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.
Communication may include:
interpretation and sensitive handling of non-verbal and visual clues and cues
non-verbal communication, including the use of signs, signals, symbols and pictures
speaking clearly and directly; listening and understanding
reading and interpreting workplace-related documentation
writing to audience needs
sharing information
use of negotiation and persuasion skills, and being appropriately assertive.
showing empathy.
Diversity of individuals may include:
ability
age
ethnicity, culture
gender
language group
social and economic background.
Resources may include:
equipment (e.g. maintenance, purchase, type, quantity and function)
finance (e.g. capital and cash flow)
ingredients and materials (e.g. supply, quantity, storage and rotation)
personnel (e.g. staffing levels, shifts and allocation to work areas)
specialist advice (e.g. industry associations, media organisations and marketing agencies).
Structured feedback may include:
performance appraisal
structured interviews.
Conflict management may include:
referral to more senior management and/or relevant industrial parties where conflicts are unable to be resolved.
OH&S requirements may include:
enterprise OH&S policies, procedures and programs
OH&S legal requirements
Personal Protective equipment (PPE) which may include:
coats and aprons
ear plugs or muffs
eye and facial protection
head-wear
lifting assistance
mesh aprons
protective boot covers
protective hand and arm covering
protective head and hair covering
uniforms
waterproof clothing
work, safety or waterproof footwear
requirements set out in standards and codes of practice.
Regulatory requirements may include:
animal welfare
environmental and waste management
equal opportunity, anti-discrimination and sexual harassment
hygiene and sanitation requirements
industrial awards and agreements
OH&S
relevant regulations and Australian Standards.
Workplace requirements will include:
enterprise-specific requirements
OH&S requirements
Quality Assurance (QA) requirements
Standard Operating Procedures (SOPs)
the ability to perform the task to production requirements
work instructions.
Industrial arrangements may include:
consultative processes
industrial agreements, awards, training agreements
pay scales and entitlements, qualifications, classification.
Training agreements and contracts may include:
cadetships
internships
traineeships and apprenticeships
training arrangements included in industrial agreements.
Strategies to address performance gap may include:
a clear statement of the problem, an explanation of why it is a problem, and the action or change required to address the problem and any follow up action required
a formal interview to counsel a new recruit on poor performance.
EVIDENCE GUIDE
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
The meat industry has specific and clear requirements for evidence. A minimum of three forms of evidence is required to demonstrate competency in the meat industry. This is specifically designed to provide evidence that covers the demonstration in the workplace of all aspects of competency over time.
These requirements are in addition to the requirements for valid, current, authentic and sufficient evidence.
Three forms of evidence means three different kinds of evidence - not three pieces of the same kind. In practice it will mean that most of the unit is covered twice. This increases the legitimacy of the evidence.
All assessment must be conducted against Australian meat industry standards and regulations.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Competency must be demonstrated over time and under typical operating and production conditions for the enterprise.
Context of and specific resources for assessment
Assessment must occur in the workplace under normal enterprise or production conditions.
Method of assessment
Recommended forms of assessment are:
assignment
debrief
quiz of underpinning knowledge
simulation
workplace project
workplace referee report of performance over time.
Assessment practices should take into account any relevant language or cultural issues related to Aboriginality or Torres Strait Islander, gender, or language backgrounds other than English. Language and literacy demands of the assessment task should not be higher than those of the work role.
Guidance information for assessment
A current list of resources for this unit of competency is available from MINTRAC www.mintrac.com.au or telephone 1800 817 462.
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
The meat industry has specific and clear requirements for evidence. A minimum of three forms of evidence is required to demonstrate competency in the meat industry. This is specifically designed to provide evidence that covers the demonstration in the workplace of all aspects of competency over time.
These requirements are in addition to the requirements for valid, current, authentic and sufficient evidence.
Three forms of evidence means three different kinds of evidence - not three pieces of the same kind. In practice it will mean that most of the unit is covered twice. This increases the legitimacy of the evidence.
All assessment must be conducted against Australian meat industry standards and regulations.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Competency must be demonstrated over time and under typical operating and production conditions for the enterprise.
Context of and specific resources for assessment
Assessment must occur in the workplace under normal enterprise or production conditions.
Method of assessment
Recommended forms of assessment are:
assignment
debrief
quiz of underpinning knowledge
simulation
workplace project
workplace referee report of performance over time.
Assessment practices should take into account any relevant language or cultural issues related to Aboriginality or Torres Strait Islander, gender, or language backgrounds other than English. Language and literacy demands of the assessment task should not be higher than those of the work role.
Guidance information for assessment
A current list of resources for this unit of competency is available from MINTRAC www.mintrac.com.au or telephone 1800 817 462.
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AVW00 | AMPX423 | Supervise new recruits | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| D611 | MTM40411 | Certificate IV in Meat Processing (General) | Qualification |
| D608 | MTM40111 | Certificate IV in Meat Processing (Leadership) | Qualification |