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 Page 2 of 5 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