Cert IV Frontline
Management - Course
Unit BSBMGT404A
Lead and facilitate
off-site staff
(information sourced
from NTIS website
http://www.ntis.gov.au/)
Description
This unit describes the
performance outcomes,
skills and knowledge
required to supervise
staff who perform agreed
duties at an alternative
site (usually home)
during some or all of
the scheduled work
hours. OFF SITE WORK is
a flexible employment
option that meets all
legal and regulatory
employment requirements.
No licensing,
legislative, regulatory
or certification
requirements apply to
this unit at the time of
endorsement.
Employability Skills
This unit contains
employability skills.
Application Of Unit
This unit applies to
frontline managers who
may be supervisors or
team leaders who have
responsibility for
overseeing the work of
off site staff.
Increasingly,
managers and staff are
at different locations
and the opportunities
for face to face
communication are
reduced. In these cases
managers must develop
different techniques and
approaches to ensure
quality standards and
work outcomes are met.
Unit Sector
No sector assigned
Performance criteria
|
Element |
|
Performance
criteria |
| 1. |
Facilitate
off site work
outcomes |
|
|
1.1 |
Clarify
roles
and
responsibilities
of
off-site
work
supervisors
with
management
and
off-site
staff
|
|
1.2 |
Provide
leadership
and
direction
to
off-site
staff to
foster
independent
self-managed
work
practices
that
address
agreed
outcomes
in terms
of
quality
and
milestones
|
|
1.3 |
Ensure
that
work
objectives
for
off-site
staff
are
linked
to
measurable
targets
and
include
agreed
timeframes
|
|
1.4 |
Use
participative,
transparent
decision
making
to
review
work
allocation
responsibilities
of
off-site
staff
and
related
on-site
staff
|
|
| 2. |
Support off
site staff |
|
|
2.1 |
Provide
guidance
to
off-site
staff to
establish
and
maintain
a
supportive
working
environment
in
accordance
with
legal
and
organisational
requirements
|
|
2.2 |
Assign
key
personnel/mentors
to
support
off-site
staff
and to
provide
a link
between
off-site
staff
and the
organisation
|
|
2.3 |
Establish
and
maintain
effective
working
relations
between
on-site
staff
and
off-site
staff
through
regular
meetings
and
other
occasions
used to
build
organisational
culture
and
values
|
|
| 3. |
Manage off
site staff
performance |
|
|
3.1 |
Plan and
conduct
regular
meetings
to
determine
individual
progress,
identify
needs,
clarify
and
solve
issues,
and
provide
networking
opportunities
|
|
3.2 |
Evaluate
performance
against
agreed
goals
and
targets,
and
address
in
accordance
with
organisational
policy
and
practice
|
|
3.3 |
Address
problems
in work
performance
through
constructive
solutions
identified
with
off-site
staff
|
|
3.4 |
Ensure
evidence
relating
to
performance
is
valid,
documented
and
evaluated
to
identify
learning
and
development
requirements
|
|
Skills and Knowledge
Required skills
-
communication
skills to negotiate
and manage conflict
and to manage
performance
-
computer skills
to undertake online
communication
-
literacy skills
to interpret
requirements and to
document performance
management outcomes
-
numeracy skills
to determine time
lines and
milestones.
Required knowledge
-
e-work policy and
practices
-
legal and ethical
requirements for
e-work
-
occupational
health and safety
-
relationship
management.
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.
|
|
|
|
|
Role
and
responsibilities
of supervisors
of off-sit
e work
supervisors may
include:
|
|
-
assessing
progress
-
coaching
-
early
identification
and handling
of problems
-
flexibility
in
supervisory
practices
-
focus on
quality of
work rather
than time
spent
-
goal
setting
-
including
off-site
staff in
office
meetings,
both
official and
social
-
off-site
visits
-
management
based on
outcomes
-
recruitment
and
selection
-
regular
feedback
-
telephone
supervision
|
|
Off-site work
may include:
|
|
-
home-based
work where
staff
members work
at home with
access to
various
types of
employer
equipment,
databases
and networks
-
hotelling
or hot-desking
where
employees
work out of
the office
for
significant
periods of
time but can
reserve a
workspace,
for example
office or
workstation
in the
organisation's
facilities
-
staff who
travel and
work in
remote
locations
-
telecommuting
where
employees
are
physically
situated at
an
alternative
workplace
such as a
home office
and continue
to carry out
their duties
-
virtual
office,
which is a
remote
electronic
work station
for
employees or
work station
for
self-employed
workers
|
|
Legal
and
organisational
requirements
of off-site work
may include:
|
|
-
business
contents
insurance
against
damage and
theft
-
other
insurance
e.g. travel
-
public
liability
-
taxation
law
-
workers
compensation
for work
related
injury/accident
|
|
Regular
meetings
may involve:
|
|
-
meeting
with
mentor/supervisor
or with
other team
members or
stakeholders
-
periodic
meetings at
the off-site
workplace
-
periodic
meetings at
the
organisation's
premises
|
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 |
|
|
| Critical
aspects for
assessment and
evidence
required to
demonstrate
competency in
this unit |
|
Evidence of
the following is
essential:
-
strategies
to
facilitate
work and
provide
support for
off-site
staff
-
methods
for
providing
feedback and
adapting the
performance
management
system so
that work
outcomes are
met
-
knowledge
of legal and
ethical
requirements
for e-work.
|
| Context
of and specific
resources for
assessment |
|
Assessment
must ensure:
|
| 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:
-
analysis
of responses
to case
studies and
scenarios
-
assessment
of written
reports
-
demonstration
of
techniques
-
direct
questioning
combined
with review
of
portfolios
of evidence
and third
party
workplace
reports of
on-the-job
performance
by the
candidate
|
| Guidance
information for
assessment |
|
|
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