Google links for CPPACC4014A - Facilitate the development of Disability Discrimination Act 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. Bold italicised wording in the performance criteria is detailed below. 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.

Clients may include:	companies government departments and agencies building owners service providers.
Organisational requirements may be outlined and reflected in:	access and equity policy, principles and practices business and performance plans client service policies, procedures and standards codes of conduct and codes of practice communication channels and reporting procedures communication of services offered complaint and dispute resolution procedures compliance with legislation, codes and workplace standards continuous improvement processes and standards defined resource parameters duty of care employer and employee rights and responsibilities ethical standards legal policies and guidelines occupational health and safety (OHS) policies, procedures and programs organisational mission statement, goals, objectives, plans, systems and processes policies and procedures relating to the setting of fees and the negotiation and management of contracts policies and procedures relating to own role, responsibilities and delegation privacy and confidentiality policies and procedures quality assurance and/or procedures manuals records and information management systems and processes style guides and other guides used to prepare documents.
Interpersonal skills and communication techniques may include:	active listening to clarify and confirm understanding control of tone of voice and body language culturally aware/sensitive use of language and concepts demonstrating flexibility and a willingness to negotiate presenting options and consequences providing constructive feedback reflection seeking feedback to confirm understanding of needs summarising and paraphrasing to check understanding using effective presentation aids (e.g. audiovisual slides, diagrams, photographs and pictures) using language that is: accurate, articulate and concise positive, confident and cooperative verbal or non-verbal.
Legislative requirements may relate to:	relevant commonwealth, state and territory legislation that affects organisational operation: OHS environmental equal employment opportunity industrial relations anti-discrimination and diversity licensing arrangements trade practices privacy requirements freedom of information Australian standards, quality assurance and certification requirements relevant industry codes of practice and ethics award and enterprise agreements.
Clientbrief may include:	written instructions detailing requirements of the access consultant.
Action Plan includes:	goals and targets to ensure that the results are measurable timeframes suggested evaluation techniques. And is developed through: a review of current business practices devising policies and programs setting goals, targets and timeframes devising and incorporating evaluation strategies appointing persons to be responsible for the implementation of the Action Plan communicating the Action Plan to the people in the client's business.
Customer profile includes:	the range of potential customers the changing nature of the potential customer base the frequency of known use of services by customers with disabilities.
Communication barriers may be influenced by:	the portrayal of people with disabilities in information produced by the company the availability of information produced by the company in alternative formats (e.g. large print, braille, computer disk and audio tape) the availability of information in language suitable for people with learning disabilities or intellectual disabilities captioning on video displays company marketing strategies that advertise the availability of its business services to people with disabilities the familiarity of company personnel with technology and practices such as telephone typewriters, audio-induction loops and sign language the availability of company information in a format suitable for people who are blind or vision impaired.
Attitudinal barriers may:	be based on stereotypes that set people apart as being different or perceived as less capable stereotype people according to their disabling condition rather than treating them as individuals. And may include: fear of the unknown or anxiety associated with being unsure of how to behave and what to expect from a person with a disability fear of becoming disabled or feelings of vulnerability guilt or why did this misfortune happen to this person and not to me, he/she is no more deserving of it aversion to difficulties, weakness and a less than perfect body.
Physical barriers restrict access to premises and may involve:	all areas to which customers are entitled to have access physical structures such as doors, steps and stairs structures designed to deliver services or promote goods such as service counters, information counters and display units confusing or inadequate signage confusing décor that may disorientate customers with vision impairment lack of non-visual guides to assist customers with vision impairment in wayfinding lack of adequate paths of travel and warning systems, such as visual fire alarms to assist with emergency evacuation.
Policies and programs may include:	removal of physical barriers to access - supporting programs could include conducting an access audit and implementing the correctional renovations removal of communication barriers - supporting programs could include providing information in alternative formats, improved information technology, appropriate signage for the vision impaired and training staff in sign language increased disability awareness amongst staff - supporting programs could include regular disability awareness training for all existing staff, disability awareness training as a component of new staff induction procedures, mentoring staff, and the active recruitment and employment of people with disabilities
	the review and evaluation of progress of the Action Plan - supporting programs could include program implementation monitoring against targets and timeframes, and evaluation against Action Plan goals incorporation of the Action Plan into mainstream business planning - supporting programs could include the integration of Action Plan considerations into business marketing, communication and training programs informing employees about the Action Plan - supporting programs could include disability awareness training to educate staff about their role in implementing the Action Plan, and supervisors being accountable for the performance of staff in relation to the Action Plan publicising the organisation's commitment to people with disabilities - supporting programs could include the removal of physical access barriers, the removal of communication barriers, marketing the organisation's disability awareness initiatives, the employment of people with disabilities, and disability awareness training for staff the development of a complaints procedure for staff and customers - supporting programs could include publicising the complaints procedure to staff and customers, and training staff to handle complaints appropriately.
Legislative objectives will be included in:	the DDA commonwealth, state and territory anti-discrimination legislation and regulations.

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CPPACC4014A - Facilitate the development of Disability Discrimination Act Action Plans

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Elements and Performance Criteria

Required Skills

Evidence Required

Range Statement