Domain H · Area H-CA2 · Communication, collaboration, supervision and professional development

H.9Supervise, review and maintain professional competence

Working Draft version 1.1

Purpose and scope

This unit covers the capability to delegate, instruct, supervise and review sustainability reporting work according to the competence, experience and risk of the person and task, provide evidence-based feedback and support development. It also covers maintaining professional currency through planned learning, practical application, reflection, peer and specialist input and documented response to changes in reporting requirements, methods and professional practice.

Applied competency statement

Can supervise and review sustainability reporting work proportionately, provide constructive development feedback and maintain and demonstrate current professional competence through planned learning, application and reflection.

Boundary and escalation

This unit owns competence-based delegation, supervision, review, feedback, professional currency and reflective development. H.1 owns individual due care and competence limits and D.8 owns process-level lessons learned and cycle improvement. Formal HR, academic accreditation, trainer qualification, assessor authorisation and specialist credential requirements remain separate.

Key quality risks

Delegating work beyond the person's competence without review; instructions that omit purpose, criteria or evidence; reviewer sign-off without understanding or sufficient time; over-review that removes ownership or under-review that misses material risk; feedback based on style or personality rather than evidence; junior staff unable to raise concerns; CPD measured only by hours or certificates; reliance on outdated standards, methods or prior experience; learning not applied; and professional-development records overstating competence or specialist status.

Required knowledge · 6

H.9-K01

Understands task risk, complexity, competence, experience, authority, instructions, resources, availability, review depth, escalation and retained accountability.

Knowledge Type: Delegation and supervision · Normative Weight: Core

H.9-K02

Understands review purpose, criteria, evidence, sampling where relevant, challenge, re-performance, comments, closure, unresolved matters and the difference between coaching and approval.

Knowledge Type: Review quality · Normative Weight: Core

H.9-K03

Understands specific, timely, evidence-based and respectful feedback, learning goals, mentoring, practice opportunities and psychological safety for questions and concerns.

Knowledge Type: Feedback and development · Normative Weight: Core

H.9-K04

Understands the relationship among knowledge, applied skill, behaviour, experience, current practice, specialist boundaries and the evidence needed to support a competence claim.

Knowledge Type: Professional competence · Normative Weight: Core

H.9-K05

Understands monitoring of reporting standards, regulation, methodologies, assurance, legal and market developments and the need to evaluate relevance before changing practice.

Knowledge Type: Professional currency · Normative Weight: Core

H.9-K06

Understands learning plans, CPD, practical application, reflection, peer review, error and feedback analysis, development evidence and reassessment of competence limits.

Knowledge Type: Learning and reflection · Normative Weight: Core

Applied skills · 5

H.9-S01

Assess task risk and the individual's competence, experience, authority, capacity and development needs before delegation.

Skill Type: Core applied capability · Observable Output or Result: Delegation, supervision and review plan

H.9-S02

Provide clear purpose, criteria, scope, resources, evidence, deadlines, review and escalation instructions and monitor progress proportionately.

Skill Type: Instruction and supervision · Observable Output or Result: Task instruction and supervision record

H.9-S03

Review work against criteria and evidence, distinguish correction from development and provide specific feedback and required follow-up.

Skill Type: Review and feedback · Observable Output or Result: Work-quality, feedback and development record

H.9-S04

Assess current and required capability, define learning objectives and select appropriate study, practice, mentoring, peer and specialist activities.

Skill Type: Competence and learning planning · Observable Output or Result: Professional development, currency and competence record

H.9-S05

Apply learning, obtain feedback, document changes in practice and reassess competence, supervision and specialist needs.

Skill Type: Application and reassessment · Observable Output or Result: Learning application and reassessment record

Professional behaviours · 3

H.9-B01

Does not delegate material work without considering competence, capacity, instructions, review and retained accountability.

Behaviour Type: Responsible delegation · Non-compensable Requirement: No

H.9-B02

Provides specific, respectful and evidence-based feedback and does not penalise good-faith questions, uncertainty or escalation.

Behaviour Type: Developmental fairness · Non-compensable Requirement: No

H.9-B03

Does not rely on past experience, certificates or seniority as proof of current competence and updates or limits practice where knowledge is outdated.

Behaviour Type: Currency and humility · Non-compensable Requirement: No

Typical tasks · 4

H.9-T01

Assess the task, person, competence, risk, authority, resources, development need and required supervision and review.

Primary Output Link: H.9-O01

H.9-T02

Issue clear instructions, monitor work, answer questions and adjust supervision when risk, performance or circumstances change.

Primary Output Link: H.9-O01

H.9-T03

Review work and evidence, provide feedback, require correction or development and document unresolved matters and approval.

Primary Output Link: H.9-O02

H.9-T04

Monitor professional developments, maintain a learning plan, apply learning and evidence how competence and practice changed.

Primary Output Link: H.9-O03

Expected outputs · 3

H.9-O01

Delegation, supervision and review plan

Output Type: Professional work product

H.9-O02

Work-quality, feedback and development record

Output Type: Professional work product

H.9-O03

Professional development, currency and competence record

Output Type: Professional work product

Proficiency indicators

Level 1 · Foundation

H.9-L1-01

Can receive and follow supervision appropriately, maintain a learning record and provide structured peer feedback on defined work.

Indicator Dimension: Task execution

H.9-L1-02

Can identify personal competence gaps, seek guidance and demonstrate application of relevant learning.

Indicator Dimension: Quality, judgement and accountability

Level 2 · Practitioner

H.9-L2-01

Can independently supervise and review a moderately complex reporting task and maintain a role-relevant professional-development plan.

Indicator Dimension: Task execution

H.9-L2-02

Can adjust review to risk and competence, provide constructive feedback and explain personal and team development needs to management.

Indicator Dimension: Quality, judgement and accountability

Level 3 · Advanced Practitioner

H.9-L3-01

Can design or critically review organisation-wide supervision, review, competence and professional-development methods for complex reporting teams.

Indicator Dimension: Method design and review

H.9-L3-02

Can address systemic capability gaps, challenge unsupported competence claims and advise governance bodies on resourcing, succession, learning and quality implications.

Indicator Dimension: Leadership and governance

Illustrative evidence · 6

H.9-E01

Delegation, supervision and review plan linked to task risk and competence.

Evidence Type: Work product

H.9-E02

Work-quality, feedback and development record.

Evidence Type: Work product

H.9-E03

Professional development, currency and competence record.

Evidence Type: Work product

H.9-E04

Instruction, review, feedback, learning, application and reassessment trail.

Evidence Type: Process evidence

H.9-E05

Documented supervisee, peer, manager, trainer, specialist or quality review and the practitioner's response.

Evidence Type: Review evidence

H.9-E06

Observed supervision, feedback or professional-development discussion.

Evidence Type: Observed performance

Assessment · 3

H.9-A-L1

Competence self-assessment, supervision scenario and situational judgement

Self-awareness; supervision and escalation needs; learning relevance and application.

H.9-A-L2

Integrated supervision and review case with observed feedback

Delegation and instruction; review proportionality; feedback quality; competence and learning planning.

H.9-A-L3

Complex capability-governance case, portfolio and oral defence

Method design; capability and succession judgement; learning effectiveness; governance communication and oral defence.

Relationships · 5

From	To	Type	Rationale
D.8	H.9	Change and lifecycle linkage	Lessons learned and recurring issues feed continuing professional and process improvement.
H.1	H.9	Professional conduct and collaboration linkage	Due care depends on current competence, appropriate supervision and professional development.
H.9	D.8	Change and lifecycle linkage	Review findings and lessons learned inform supervision, development and professional improvement.
H.9	F.2	Risk and control linkage	Supervision and review quality affect the design, operation and evidence of reporting controls.
H.9	A.5	Change and lifecycle linkage	Monitoring changes in reporting requirements is a core input to maintaining professional currency.

Role profiles for this unit

Role	Target level	Relevance	Evidence expectation
Corporate Sustainability Reporting Practitioner	Foundation	Supporting?	A supervised or defined work sample showing correct application, traceability and recognition of escalation needs.
Sustainability Reporting Manager or Lead	Advanced Practitioner	Role-defining?	A complex case or verified portfolio, supplemented by oral or observed defence, demonstrating method design, challenge and governance capability.
Sustainability Reporting Adviser or Consultant	Advanced Practitioner	Role-defining?	A complex case or verified portfolio, supplemented by oral or observed defence, demonstrating method design, challenge and governance capability.
Sustainability Data, Systems and Controls Specialist	Practitioner	Required?	A case or work sample demonstrating independent performance, documented judgement and a reviewable professional output.
Assurance Readiness and Reporting Quality Specialist	Advanced Practitioner	Role-defining?	A complex case or verified portfolio, supplemented by oral or observed defence, demonstrating method design, challenge and governance capability.
Investor, Capital Markets and Ratings Disclosure Specialist	Practitioner	Required?	A case or work sample demonstrating independent performance, documented judgement and a reviewable professional output.