The evidence guide provides advice on assessment and must be read in conjunction with the Performance Criteria, Required Skills and Knowledge, the Range Statement and the Assessment Guidelines for this Training Package.

Critical aspects of assessment:

The individual being assessed must provide evidence of specified essential knowledge as well as skills

Consistency of performance should be demonstrated over the required range of situations relevant to the workplace

Where, for reasons of safety, space, or access to equipment and resources, assessment takes place away from the workplace, the assessment environment should represent workplace conditions as closely as possible

Conditions of assessment:

This unit includes skills and knowledge specific to Aboriginal and/or Torres Strait Islander culture

Assessment must therefore be undertaken by a workplace assessor who has expertise in the unit of competency or who has the current qualification being assessed and who is:

Aboriginal or Torres Strait Islander him/herself

or:

accompanied and advised by an Aboriginal or Torres Strait Islander person who is a recognised member of the community with experience in primary health care

Context of assessment:

Competence should be demonstrated working individually, under supervision or as part of a primary health care team working with Aboriginal and/or Torres Strait Islander clients

Assessment should replicate workplace conditions as far as possible

Related units:

This unit may be assessed independently or in conjunction with other units with associated workplace application

This describes the essential skills and knowledge and their level required for this unit.

Essential knowledge:

The candidate must be able to demonstrate essential knowledge required to effectively do the task outlined in elements and performance criteria of this unit, manage the task and manage contingencies in the context of the identified work role

This includes knowledge of:

Client confidentiality requirements

Key community networks

Legislation, protocols and policies or guidelines

Local cultural and community knowledge

Local disaster planning processes

Local resources, suppliers and trades people

Networks development

Relevant equipment and technology (types, sources, operation and maintenance)

Relevant policies, protocols and procedures of the organisation

Small group facilitation

Essential skills:

It is critical that the candidate demonstrate the ability to:

Consult appropriately with the community to ensure local issues are addressed, to clarify roles and responsibilities and promote community involvement

Coordinate and ensure training for volunteer support

Plan and prepare health-related aspects of a disaster plan for Aboriginal and/or Torres Strait Islander communities

In addition, the candidate must be able to effectively do the task outlined in elements and performance criteria of this unit, manage the task and manage contingencies in the context of the identified work role

This includes the ability to:

Assess competence

Communicate effectively

Manage human resources

Network, negotiate, consult effectively

Train personnel

Write reports and document action plans

The Range Statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Add any essential operating conditions that may be present with training and assessment depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts.

Cultural respect

This competency standard supports the recognition, protection and continued advancement of the inherent rights, cultures and traditions of Aboriginal and Torres Strait Islander peoples

It recognises that the improvement of the health status of Aboriginal and Torres Strait Islander people must include attention to physical, spiritual, cultural, emotional and social wellbeing, community capacity and governance

Its application must be culturally sensitive and supportive of traditional healing and health, knowledge and practices

Community control

Community participation and control in decision-making is essential to all aspects of health work, and the role of the health worker is to support the community in this process

Supervision

Supervision must be conducted in accordance with prevailing state/territory and organisation legislative and regulatory requirements

References to supervision may include either direct or indirect supervision of work by more experienced workers, supervisors, managers or other health professionals

A person at this level should only be required to make decisions about clients within the organisation's standard treatment protocols and associated guidelines

Legislative requirements

Federal, state or territory legislation may impact on workers' practices and responsibilities. Implementation of the competency standards should reflect the legislative framework in which a health worker operates. It is recognised that this may sometimes reduce the application of the Range of Variables in practice. However, assessment in the workplace or through simulation should address all essential skills and knowledge across the Range of Variables

Aboriginal and/or Torres Strait Islander Health Workers may be required to operate in situations that do not constitute 'usual practice' due to lack of resources, remote locations and community needs. As a result, they may need to possess more competencies than described by 'usual practice circumstances'

Under all circumstances, the employer must enable the worker to function within the prevailing legislative framework

Community emergencies may include:

Riots, raids and other community disturbances

Non-medical aspects of other emergencies

Any other community situations which require an urgent response

Relevant agencies may include:

Community organisations

Government organisations

Emergency services

Key people may include, for example:

The local community

Key members of the community

Community council

Health service providers

Health workers

Resources may include:

Premises/facilities

Equipment and supplies

Vehicles/transport

Specific skills in workers

Emergency action plans may include:

Plans or protocols for securing and mobilising the skills and resources needed to respond to specific types of emergency.

Strategies for responding to community emergencies may include:

Lobbying and advocacy

Educating others; providing information

Mobilising resources

Co-operative arrangements with other service providers, including government and non-government organisations

Evaluation of the issues and development of a response

Ceremony

Counselling

Support

Emergency Action Plan Co-ordinator is:

The person in the community or service who is assigned the responsibility of co-ordinating the full implementation of the emergency action plan.