NZQA Expiring unit standard
4287 version 4
Page 1 of 5
Title
Determine employment arrangements for forestry personnel
Level
5
Credits
7
Purpose
People credited with this unit standard are able to: determine
job requirements; identify and apply application and selection
requirements for forestry personnel; plan employee induction to
forestry work; establish employment contracts; and arrange
termination procedures.
Classification
Forestry > Forestry Business Management
Available grade
Achieved
Explanatory notes
1
All explanations, descriptions, and plans must meet the documentation requirements
established by the assessing body, and comply with relevant legislative and
regulatory requirements including Health and Safety in Employment Act 1992, and
the Resource Management Act 1991, Employment Relations Act 2000, and their
subsequent amendments.
2
Case studies may be used as the basis for this unit standard.
Outcomes and evidence requirements
Outcome 1
Determine job requirements.
Evidence requirements
1.1
Assessment of the work situation identifies where additional labour is required
and provides details to develop a job description to cover that requirement.
Range
1.2
skills and knowledge required, experience preferred, starting date
and duration of work, conditions of employment.
Evaluation of work situation needs provides information for development of a
person specification.
Range
Competenz
SSB Code 101571
work conditions, nature of work relationships, physical demands
on workers, desirable personal characteristics of new employee.
 New Zealand Qualifications Authority 2016
NZQA Expiring unit standard
1.3
4287 version 4
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Job description and person specification developed conform with the
requirements of applicable employment legislation and company policies.
Range
Employment Relations Act 2000, company equal employment
opportunities policy, company affirmative action policy.
Outcome 2
Identify and apply application and selection requirements for forestry personnel.
Evidence requirements
2.1
Material prepared to publicise work opportunities provides definition of the work
to be done by successful applicants.
2.2
Material contains all information interested parties will require to apply for the
job.
Range
2.3
sources of further information, application method, closing date,
person receiving applications, information to accompany the
application.
Information for applicants to submit as part of their application is identified in the
publicity material.
Range
contact details, education and/or training, work experience,
employment record, referees, health information.
2.4
Evaluation of material submitted by applicants and information from referees
provides the basis for selecting applicants for interview.
2.5
Advice to applicants to be interviewed details interview arrangements made for
them.
2.6
Method adopted for interviews provides each applicant with equal opportunity
for consideration for selection, and ensures each applicant receives all relevant
job information.
Range
working environments, physical demands, employer expectations,
career paths and prospects.
2.7
Assessment of findings from applicant interviews, information submitted in
interviews, and referee report material identifies most appropriate appointee.
2.8
Procedures adopted ensure all applicants are advised of the outcomes of the
selection process.
2.9
Notification to successful applicant provides work commencement details and
procedures.
Competenz
SSB Code 101571
 New Zealand Qualifications Authority 2016
NZQA Expiring unit standard
4287 version 4
Page 3 of 5
Outcome 3
Plan employee induction to forestry work.
Evidence requirements
3.1
Planned induction provides orientation to the forest industry and the employing
organisation, and explains the way in which the new employee's work fits into
each.
3.2
Planned induction ensures new employee meets work colleagues and has
details of workplace organisation and procedures explained to them.
3.3
Arrangements ensure answers to questions posed by new employee are open
and directed at enhancing the new employee's readiness for work.
Range
3.4
Planned induction provides new employee with any material required to perform
work to employer expectations.
Range
3.5
site procedures, safety requirements, lines of responsibility,
reporting requirements.
policies, manuals, guides, codes, record books.
Planned induction evaluates new employee’s response to questions relating to
the induction to assess level of assimilation of information provided.
Outcome 4
Establish employment contracts.
Evidence requirements
4.1
Employment contract developed complies with the requirements of the
Employment Relations Act 2000.
4.2
Methods used to establish agreement on terms and conditions of the agreement
comply with the requirements of the Employment Relations Act 2000.
Range
4.3
union involvement as appropriate, good faith bargaining.
Developed contract addresses issues of significance in the forest industry.
Range
Competenz
SSB Code 101571
parties to the contract, job title and description, duration of contract
and
commencement
date,
employer
and
employee
responsibilities, conditions of work, pay rates and methods of
payment, leave and allowances, company rules, grievance and
disputes procedures applying, appeals, place for service of notice,
termination and redundancy provisions, confidentiality details
applying.
 New Zealand Qualifications Authority 2016
NZQA Expiring unit standard
4287 version 4
Page 4 of 5
4.4
Procedures adopted in the management of the agreement assist parties to the
contract to meet their obligations and contracted performance agreements.
4.5
Where contractual agreements are not met, procedures adopted ensure
conditions detailed in the contract are applied in resolving the situation.
Outcome 5
Arrange termination procedures.
Evidence requirements
5.1
Termination procedures arranged provide the last option to be applied only after
all other problem resolution options have been used.
5.2
Arrangements for termination procedure implementation are supported by full
documentation of events leading to the implementation, and are to be done in
accordance with the conditions of contract and the requirements of the
Employment Relations Act 2000.
5.3
Procedures adopted ensure the employee is fairly treated and disruption to the
workforce and work operations is minimised.
This unit standard is expiring. Assessment against the standard must take place by
the last date for assessment set out below.
Status information and last date for assessment for superseded versions
Process
Version Date
Last Date for Assessment
Registration
1
7 August 1995
31 December 2017
Review
2
27 May 1998
31 December 2017
Review
3
27 May 2002
31 December 2017
Review
4
10 December 2015
31 December 2017
Consent and Moderation Requirements (CMR) reference
0173
This CMR can be accessed at http://www.nzqa.govt.nz/framework/search/index.do.
Please note
Providers must be granted consent to assess against standards (accredited) by NZQA,
before they can report credits from assessment against unit standards or deliver courses
of study leading to that assessment.
Industry Training Organisations must be granted consent to assess against standards by
NZQA before they can register credits from assessment against unit standards.
Providers and Industry Training Organisations, which have been granted consent and
which are assessing against unit standards must engage with the moderation system that
applies to those standards.
Competenz
SSB Code 101571
 New Zealand Qualifications Authority 2016
NZQA Expiring unit standard
4287 version 4
Page 5 of 5
Requirements for consent to assess and an outline of the moderation system that applies
to this standard are outlined in the Consent and Moderation Requirements (CMR). The
CMR also includes useful information about special requirements for organisations wishing
to develop education and training programmes, such as minimum qualifications for tutors
and assessors, and special resource requirements.
Competenz
SSB Code 101571
 New Zealand Qualifications Authority 2016