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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 andor 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 himherself 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 andor 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

Range Statement



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 well-being, 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

Key people (to give feedback) may include:	Supervisor/manager Emergency action plan co-ordinator

Emergencies may include:	Any situations which require an urgent response, including: trauma experienced by community members and/or the community other situations that create personal distress to community members and/or the community hazardous environmental incidents car and other vehicle accidents plane crashes mining accidents epidemic diseases any other situations which require an urgent response bomb threats

Key people may include:	Key members of the community Community council Health service providers Health workers Other personnel

Emergency action plan refers to:	Guidelines and/or plans for responding to the various types of emergencies that might be predicted in the community or workplace

Strategies for responding to community emergencies may include:	Counselling Other responses to community trauma Provision of resources and services De-briefing Mobilising other service providers Raising awareness (both within and externally) of the emergency faced by the community Ceremonies Implementing actions requested by the community council Types of treatment Providing access to resources Co-operative arrangements with other service providers, including government and non-government organisations Evacuation

Resources may include:	Premises/facilities Equipment and supplies Vehicles/transport Specific skills in workers

Emergency Action Plan Co-ordinator is:	The person in the community or service who is assigned the responsibility of coordinating the full implementation of the emergency action plan

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HLTAHW310B - Respond to emergencies

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Elements and Performance Criteria

Required Skills

Evidence Required

Range Statement