21408 version 1
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Apply foreperson leadership and communication skills on roofing
construction projects
Level
4
Credits
6
Purpose
This unit standard is for people who work in the roofing industry. People
credited with this unit standard are able to: demonstrate knowledge of the
role of forepersons; assess job requirements, hazards, and resources;
communicate instructions to a small group of roofing workers; and
demonstrate leadership skills with a small group of roofing workers.
Subfield
Plumbing, Gasfitting and Drainlaying
Domain
Roofing
Status
Registered
Status date
27 October 2006
Date version published
27 October 2006
Planned review date
31 December 2011
Entry information
Open.
Accreditation
Evaluation of documentation and visit by NZQA and
industry.
Standard setting body (SSB)
The Skills Organisation
Accreditation and Moderation Action Plan (AMAP) reference
0227
This AMAP can be accessed at http://www.nzqa.govt.nz/framework/search/index.do.
Special notes
1
Legislation relevant to this unit standard includes but is not limited to the Health and
Safety in Employment Act 1992, Building Act 2004.
2
Performance must comply with current legislation, regulations, and codes. For more
detailed information about which regulations and codes are relevant, please refer to
the assessors’ page of The Skills Organisation Ltd website http://www.skills.org.nz.
 New Zealand Qualifications Authority 2016
21408 version 1
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Definitions
company requirements include the policy, procedures, and methodologies of the
company. They include requirements documented in company and site health and
safety plans, quality assurance documents, and contract work programmes;
job specifications refer to the documented information found in construction
drawings, project specification documents, legislation, regulations and codes;
a small group of roofing workers means the team working under the supervision of a
foreperson.
Elements and performance criteria
Element 1
Demonstrate knowledge of the role of forepersons.
Performance criteria
1.1
The role of a foreperson is described in terms of on-site responsibilities.
Range
1.2
responsibilities include but are not limited to – job organisation, job
safety, documentation, accountability, issuing instructions,
production, work performance, quality control, on-job training.
The role of a foreperson is described in terms of on-site authority.
Range
formal, informal, delegation, decision-making, hierarchy, limits.
1.3
Employer expectation of foreperson’s performance is described in terms of
productivity, safety, personal image, company image, and good housekeeping.
1.4
Work force expectation of foreperson’s performance is described in terms of
clear instructions, fair treatment, availability, training, encouragement,
delegation, setting an example, appropriate equipment, workload, protection
from criticism, incentives, and feedback.
Element 2
Assess job requirements, hazards, and resources.
Performance criteria
2.1
Requirements of the job are analysed and a method is selected to achieve
roofing task in accordance with company requirements and job specifications.
2.2
Capabilities of workers are assessed and their skills and knowledge are utilised
on jobs that require those skills and that knowledge.
2.3
Site hazards are assessed daily and individuals associated with the company
are advised of hazards and management procedures in accordance with
company requirements.
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21408 version 1
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2.4
If resources do not match job requirements, supervisor is notified in accordance
with company requirements.
Element 3
Communicate instructions to a small group of roofing workers.
Performance criteria
3.1
Oral instructions and explanations are delivered in accordance with the needs of
the workers.
3.2
Written instructions are issued in accordance with company requirements.
Element 4
Demonstrate leadership skills with a small group of roofing workers.
Performance criteria
4.1
Work staff are directed to tasks in accordance with company requirements.
4.2
Work staff are encouraged and motivated in accordance with company
requirements.
4.3
Work staff are disciplined and disputes are negotiated in accordance with
company requirements.
4.4
Work staff are trained in accordance with company requirements.
4.5
Work staff are guided and counselled in accordance with company
requirements.
4.6
Positive working relationships are maintained with staff in accordance with
company requirements.
Please note
Providers must be accredited by the Qualifications Authority, or an inter-institutional body
with delegated authority for quality assurance, before they can report credits from
assessment against unit standards or deliver courses of study leading to that assessment.
Industry Training Organisations must be accredited by the Qualifications Authority before
they can register credits from assessment against unit standards.
Accredited providers and Industry Training Organisations assessing against unit standards
must engage with the moderation system that applies to those standards.
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Accreditation requirements and an outline of the moderation system that applies to this
standard are outlined in the Accreditation and Moderation Action Plan (AMAP). The
AMAP 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.
Comments on this unit standard
Please contact The Skills Organisation info@skills.org.nz if you wish to suggest changes
to the content of this unit standard.
 New Zealand Qualifications Authority 2016