Unit of competency Outline

Date retreived
22/07/2026 10:59 PM AWST

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Promote and facilitate organisational performance

Promote and facilitate organisational performance

Unit of competency
National Code
LGACORE602B
State Code
C0975
TGA Status
Deleted
DTWD Status
Deleted
Current Release Number
2.00
Current Release Date
11/09/2012
View on TGA
State Implementation and Classification
Approved Date
15/08/2014
Field of Education
080313 - Public And Health Care Administration
Original Release Date
15/08/2014
Nominal Hours
50
Description
This unit covers developing, maintaining and reviewing organisational structure, employment relations and communication strategies and promoting a fair and equitable workplace. The importance of effective employee relations and communication strategies in facilitating organisational performance is recognised. It is acknowledged that organisational cultures that encourage, support and reward staff achievements provide the right environment for staff to achieve competence and therefore enhance organisational performance. The unit is appropriate for senior management.
Notes
Elements and Performance Criteria
1. Review organisational structure
  • 1.1 Organisational structure is reviewed for its strengths and weaknesses.
  • 1.2 Organisational structure is analysed for its capacity to support the goals and objectives of the organisation.
  • 1.3 Effective, continuous monitoring, review and improvement procedures are implemented with the involvement and participation of staff.
  • 1.4 Information gained from continuous review is evaluated and used to improve the organisation.
2. Develop, maintain and review an effective communication strategy
  • 2.1 Communication strategies are developed that ensure elected members, staff and the public are informed of key activities and decisions relevant to them.
  • 2.2 Communication strategies are monitored for successful and effective implementation.
  • 2.3 Feedback on the effectiveness of the communication strategy is regularly sought and required changes are implemented.
3. Contribute to the development of organisational innovation, creativity and excellence
  • 3.1 Innovative contributions and achievements are acknowledged and rewarded in accordance with council requirements.
  • 3.2 Strategies are implemented that encourage group approaches to problem solving.
  • 3.3 Ideas are valued and assessed objectively against council's goals and objectives.
  • 3.4 Staff members are encouraged and supported in undertaking personal development activities through the allocation of resources.
4. Contribute to the development of a productive and ethical work culture
  • 4.1 Council's goals and objectives are achieved to the best ability of individual staff members working cooperatively with others and within codes of conduct.
  • 4.2 Work decisions made by staff within their agreed range of responsibility and council's code of conduct are supported.
5. Develop and maintain relevant competencies in a changing environment
  • 5.1 Current knowledge of the issues facing council's operations and environment and of local, regional, national and international innovations is maintained.
  • 5.2 Evaluation of own management practices and development needs is regularly undertaken and strategies to achieve own development objectives are developed and implemented.
6. Promote and monitor a fair and equitable workplace
  • 6.1 Equal employment opportunity and anti-discrimination policies are developed that clearly outline council's commitment to them and how the relevant legislation is implemented.
  • 6.2 Equal employment opportunity and anti-discrimination policies are implemented.
  • 6.3 Compliance with equal employment opportunity and anti-discrimination legislation is assessed and corrective action is undertaken when necessary.
  • 6.4 Specialist advice is obtained in a timely manner to meet legislative, staff and council policy requirements.
  • 6.5 Policies and procedures are reviewed to ensure they support the achievement of council's goals and objectives and meet legislative requirements.
  • 6.6 Consultative structures are developed and maintained in accordance with legislative and council policy requirements.
  • 6.7 Council's reward and pay structure is developed, maintained and regularly reviewed to support the achievement of council's goals and objectives and the career needs of employees.
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 in the Performance Criteria is detailed below.
Goals and objectives of the organisation may relate to:
productivity
career development opportunities for staff
efficiency
quality services and facilities
succession planning
Feedback may include:
periodic performance appraisal reviews
individual informal discussions
staff surveys and questionnaires
Specialist advice may be obtained from:
internal human resources specialists
external consultants
Overview of assessment requirements
A person who demonstrates competency in this unit will be able to perform the outcomes described in the Elements to the required performance level detailed in the Performance Criteria. The knowledge and skill requirements described in the Range Statement must also be demonstrated. For example, knowledge of the legislative framework and safe work practices that underpin the performance of the unit are also required to be demonstrated
Critical aspects of evidence to be considered
The demonstrated ability to:
design and implement organisational structures, policies, processes and activities to ensure achievement of council's goals and objectives
be significantly involved in the development, support and encouragement of council staff
establish and maintain effective relations with peers and other managers
Context of assessment
May be undertaken on the job or in a simulated work environment.
Method of assessment
The following assessment methods are suggested:
observation of the learner performing a range of workplace tasks over sufficient time to demonstrate handling of a range of contingencies
written and/or oral questioning to assess knowledge and understanding
completion of workplace documentation
third-party reports from experienced practitioners
completion of self-paced learning materials including personal reflection and feedback from trainer, coach or supervisor.
Evidence required for demonstration of consistent performance
Consistent evidence across a range of human resources management and organisational improvement activities and practices.
Resource implications
Access to a workplace or case study that provides the following resources:
copies of relevant legislation
council policies and procedures with special reference to industrial relations, human resources, competitive tendering and competition, equal employment opportunity, anti-discrimination and education and training
strategic plans
real or simulated consultation process
Replaces
State Code National Code Title Type
C3815 LGACORE602A Promote and facilitate organisational performance Unit of competency