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.
Advisory service may be provided to:
court users
government agencies
heads of jurisdiction
presiding officials
public sector officials
service providers
staff
Issues may include:
case flow management
enquiries and complaints from court users
implementation of change
listing practices and procedures
media liaison
release of information
technology
Changes may include:
administration
jurisdiction
operation
wording
Stakeholders may include:
court users
judicial officers
media
other public sector departments and agencies
presiding officials
private and public partnership parties
service providers
staff
Systems and procedures may include:
building management
case management
court administration
customer focus
jurisdictional practices
listing practices
personnel management practices
staff development
system design
workforce planning
Strategies may include:
action learning/research
process consultation
staff development and training
Leadership strategies may include:
coaching
mentoring
offering guidance and direction
positive role modelling
training and support

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
Competency must be demonstrated in implementing legislative change as it applies to courts, in conjunction with judicial officers
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Assessment must confirm the ability to:
interpret, explain and apply legislation
consult with a range of stakeholders on court operation
assess impact of legislative change on relevant policies and procedures
evaluate policies and procedures to identify problems
manage staff to achieve required outcomes
implement strategies to improve policies and procedures
apply strategies to foster effective management of change
Consistency in performance
Competency should be demonstrated by managing court practice and process on a range of occasions, over time.
Context of and specific resources for assessment
Assessment must comply with:
applicable regulations and codes
workplace procedures and protocols
Access may be required to:
a workplace environment or one that closely resembles normal work practices and replicates the range of conditions likely to be encountered when managing court practice and process, including coping with difficulties, irregularities and breakdowns in routine
legislation, policy, procedures and protocols relating to managing court practice and process
case studies and workplace scenarios to capture the range of situations likely to be encountered when managing court practice and process
internal operational manuals and training publications
Guidance information for assessment
The following assessment methods are suggested:
oral questioning about relevant legislation, acting ethically, and applying processes
observation of the candidate responding to a range of contexts to ensure achievement of the unit outcomes
feedback from peers and/or supervisor that the candidate consistently applies relevant workplace procedures
review of records completed by candidate or reports of performance
In all cases, practical assessment should be supported by questions to assess underpinning knowledge and those aspects of competency that are difficult to assess directly. Questioning techniques should suit the language and literacy levels of the candidate.