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CHCECD006 — Develop and monitor employment plans

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What an assessment for CHCECD006 must cover

70 assessable components: 4 elements (17 performance criteria), 2 performance evidence and 51 knowledge evidence requirements. An audit-defensible tool maps every question and task back to these — that mapping is the coverage matrix Auditori generates alongside the assessment.

Elements & performance criteria

1 Assess job seeker attributes and needs

  • 1.1Conduct and record assessment according to organisation procedures
  • 1.2Identify job seeker knowledge, skills, attitudes and circumstances against labour market requirements
  • 1.3Assess employment related strengths and barriers to effective entry into employment
  • 1.4Assess job seeker’s current job search skills, resources and employment barriers to identify areas for development

2 Develop employment plans

  • 2.1Discuss, agree and document realistic employment goals with the job seeker, based on assessment conducted and employment opportunities
  • 2.2Source and analyse information to identify appropriate training, job search activities and resources that move the job seeker towards employment goals
  • 2.3Identify strategies to address non-vocational barriers which may affect employment opportunities
  • 2.4Include in the employment plan achievable, measurable steps with clear timelines and responsibilities
  • 2.5Use appropriate communication skills to involve the job seeker and gain their agreement and commitment
  • 2.6Ensure relevant legislation and contractual requirements are met

3 Support job seekers

  • 3.1Facilitate job seeker access to services information according to their needs
  • 3.2Assist job seekers to prepare and present materials that highlight key skills
  • 3.3Support job seekers to present themselves effectively

4 Monitor employment plans

  • 4.1Review and record job seeker progress toward achievement of objectives at regular intervals
  • 4.2Where progress is not achieved, review and amend plan and strategies in collaboration with job seeker
  • 4.3Provide feedback to support the job seeker’s progress toward achievement of goals
  • 4.4Identify and report non-compliance with obligations to relevant authorities in accordance with contractual, legislative and organisation requirements

Performance evidence

  • developed, documented and monitored individualised employment plans according to organisation policies and procedures and relevant legal requirements for at least 5 different job seekers where at least 3 of those job seekers present with multiple barriers to employment
  • used communication skills to involve and engage a job seeker in the employment planning process and provide constructive feedback and support.

Knowledge evidence

  • legal and ethical considerations (national, state/territory), and how these are applied in organisations:
  • codes of practice
  • equal employment opportunity (EEO)
  • privacy, confidentiality and disclosure
  • records management
  • work role boundaries – responsibilities and limitations
  • common effects of unemployment on job seekers
  • diversity of job seekers and their needs, including those who present with barriers to employment and complex needs
  • processes, tools and support mechanisms used to support disadvantaged job seekers
  • principles of strengths-based assessment and planning
  • employment information including:
  • current knowledge of the world of work
  • accepted methods for defining jobs
  • current labour market trends and information sources, including local, regional and national
  • occupational groups, clusters and networks
  • pathways to occupational areas (training and other)
  • local options and support networks available
  • role of key players such as recruitment agencies, professional associations, employment services and funding bodies
  • training and education information:
  • options and pathways
  • funded training opportunities
  • effects of unemployment on job seekers and barriers to employment and retention
  • format and documentation of employment plans
  • content included in employment plans, including:
  • intensive assistance activity agreements
  • intensive assistance support plans
  • job search skills plan
  • job seeker action plans
  • return to work plans
  • job seeker activity plans
  • plans of the support and assistance to be provided to the job seeker by the organisation
  • job search strategies and their application to different job seeker situations, including:
  • preparing applications, resumes and portfolios
  • accessing online services
  • social media
  • registration with employment agencies
  • work experience or trial work placements
  • job search activities
  • job search training
  • voluntary work
  • community participation
  • training to address barriers to employment
  • researching labour markets or training options appropriate to needs
  • type of monitoring activities:
  • monitoring against timeframes, outcomes and activities included in the employment plan
  • regular contact with job seeker via mail, telephone, email and interviews
  • checking of relevant documentation
  • job search diaries and other proforma recording details of activities undertaken
  • checking of organisation information systems and databases
  • feedback from employers and providers of training and other assistance
  • services and agencies for referral when job seeker needs cannot be met by the organisation or are outside the scope of job role.

Unit content sourced from training.gov.au — © Commonwealth of Australia, licensed under CC BY 4.0. Auditori is not affiliated with the Department of Employment and Workplace Relations.

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Real, unedited Auditori output (RIIHAN201E shown), branded for a sample RTO:

Questions about assessing CHCECD006

What does an assessment tool for CHCECD006 need to cover?

To satisfy the Principles of Assessment and Rules of Evidence, an assessment for CHCECD006 needs to address all 70 unit components: 4 elements with 17 performance criteria, 2 performance evidence requirements, 51 knowledge evidence requirements, and the foundation skills. A coverage matrix mapping each question and task to these components is what an auditor looks for.

How does Auditori generate an assessment tool for CHCECD006?

Auditori pulls the current release of CHCECD006 from training.gov.au and generates a complete package: candidate assessment, assessor guide with model answers and observation criteria, and a coverage matrix mapping every component. A suitably qualified person then reviews and approves the draft in a built-in workflow — consistent with ASQA's guidance on AI use in VET — before export as branded PDF and editable Word.

Is the first assessment tool really free?

Yes. Every new account includes one free credit — enough to generate the complete assessment tool for CHCECD006 — with no card and no subscription required. After that it's pay-as-you-go per unit.

Can I check my existing CHCECD006 assessment instead of generating a new one?

Yes — upload your existing assessment or learner guide and Auditori maps it against every element, performance criterion, PE and KE of CHCECD006, showing exactly what's covered and what's missing. Mapping costs a quarter of a credit.

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