Unit of competency Outline
Date retreived
22/07/2026 2:15 PM AWST
22/07/2026 2:15 PM AWST
Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.
Provide leadership as a practitioner in community services
Provide leadership as a practitioner in community services
Unit of competency
National Code
CHCORG701C
CHCORG701C
State Code
WC968
WC968
TGA Status
Deleted
Deleted
DTWD Status
Deleted
Deleted
State Implementation and Classification
Approved Date
21/07/2014
Field of Education
090515 - Welfare Studies
Original Release Date
21/07/2014
Nominal Hours
75
Description
DescriptorThis unit describes the knowledge and skills required to provide leadership in the practice of one or more disciplines in the community sectorThe leadership role includes the development and promotion of effective and where appropriate innovative approaches to achieving outcomes for clients, providing practice supervision of other practitioners and influencing policy and system change
Notes
Elements and Performance Criteria
1. Identify opportunities for effective leadership as a practitioner in the community sector
- 1.1 Identify role, responsibilities and parameters for exercising influence in own area of practice
- 1.2 Clarify own vision, values and key strengths in relation to advancing practice in the current environment for future benefits to the community sector
- 1.3 Identify areas of practice in need of improvement and explore innovative approaches to achieve enhanced outcomes for individuals, groups and communities
- 1.4 Identify key people and processes in own and other organisations to support advances in the community sector
- 1.5 Identify barriers and strategies to influence change in an organisation or between organsiations
- 1.6 Identify leadership approach to suit the current context and build on own strengths
- 1.7 Assess factors that may impact on leadership style and role and address in developing aspects of own and organisation practice
2. Work collaboratively with colleagues and other stakeholders
- 2.1 Develop and maintain consultation structures to support coordinated planning and decision-making in relation to enhancing practice to achieve identified outcomes with individuals, groups and communities
- 2.2 Develop and maintain strategic alliances with key people to maximise personal and organisation effectiveness
- 2.3 Routinely model and promote effective practice in the community sector
- 2.4 Implement appropriate continuous improvement processes to ensure ongoing practice effectiveness
- 2.5 Provide guidance, coaching and mentoring as appropriate to enhance practice in the sector
3. Promote and maintain quality performance in community sector work
- 3.1 Research and analyse factors that influence effectiveness of performance
- 3.2 Develop and implement strategies to promote effectiveness of community sector practice
- 3.3 Research and establish strategies to develop and maintain quality performance
- 3.4 Develop, negotiate, promote performance standards and requirements and use to guide organisation and personal practice
- 3.5 Negotiate implementation of changes to practices, policies and procedures and promote to gain support
- 3.6 Provide individual or group supervision for other staff
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.
Factors that may impact on practice will include:
Attitudes, values, beliefs of stakeholders
Composition and nature of the service system
Government role and policies
Organisation policy and principles
Other organisations, networks, services
Resources
Roles, relationships, obligations, accountability and protocol
Review of practice situation may include:
Client, carer and worker feedback
Continuous improvement processes
Internal and external research
Internal evaluation
Literature review
Specifically commissioned research
Leadership may include:
Direct and indirect influence on attitudes, decisions and action
Formal and informal roles and positions
Individual and group roles and positions
Influencing policy development
Influencing structures and processes
Factors influencing effective community services may include:
Career structures
Competence
Coordination/leadership
Culture
Economic and financial factors
Flexibility/adaptability
Government directions and initiatives
Image/morale
Industrial structures
Organisation structures and relationships with other organisations
Performance standards
Policy
Resources
Service standards
Service system structure and gaps
Skills
Social and family relationships
Social/community/political/economic trends
Training/education/development
Strategies to promote effectiveness of community sector practicemay include:
Evidence gathering
Giving and receiving mentoring and/or coaching
Presentation in relevant forums and to key people
Situation analysis
Strategies to develop and maintain quality performancemay include:
Appropriate utilisation of existing structures and processes
The development and maintenance of relevant industry and practice standards
Training and professional development
Development strategies may be based upon:
Appeals mechanisms
Appraisal/recognition of prior learning
Assessment models/tools
Curriculum/teaching/education provision
Recognition/accreditation
Research/publications/promotion/information Use of existing standards such as:
organisation
sector
industry
national
enterprise
government
Factors that may impact on practice will include:
Attitudes, values, beliefs of stakeholders
Composition and nature of the service system
Government role and policies
Organisation policy and principles
Other organisations, networks, services
Resources
Roles, relationships, obligations, accountability and protocol
Review of practice situation may include:
Client, carer and worker feedback
Continuous improvement processes
Internal and external research
Internal evaluation
Literature review
Specifically commissioned research
Leadership may include:
Direct and indirect influence on attitudes, decisions and action
Formal and informal roles and positions
Individual and group roles and positions
Influencing policy development
Influencing structures and processes
Factors influencing effective community services may include:
Career structures
Competence
Coordination/leadership
Culture
Economic and financial factors
Flexibility/adaptability
Government directions and initiatives
Image/morale
Industrial structures
Organisation structures and relationships with other organisations
Performance standards
Policy
Resources
Service standards
Service system structure and gaps
Skills
Social and family relationships
Social/community/political/economic trends
Training/education/development
Strategies to promote effectiveness of community sector practicemay include:
Evidence gathering
Giving and receiving mentoring and/or coaching
Presentation in relevant forums and to key people
Situation analysis
Strategies to develop and maintain quality performancemay include:
Appropriate utilisation of existing structures and processes
The development and maintenance of relevant industry and practice standards
Training and professional development
Development strategies may be based upon:
Appeals mechanisms
Appraisal/recognition of prior learning
Assessment models/tools
Curriculum/teaching/education provision
Recognition/accreditation
Research/publications/promotion/information Use of existing standards such as:
organisation
sector
industry
national
enterprise
government
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 for assessment and evidence required to demonstrate this unit of competency:
The individual being assessed must provide evidence of specified essential knowledge as well as skills
This unit can be assessed in the workplace, in the community or in a relevant simulated environment e.g. use of case studies, use of role plays
Consistency in performance should relate to outcomes required by leadership in area of practice
Access and equity considerations:
All workers in community services should be aware of access, equity and human rights issues in relation to their own area of work
All workers should develop their ability to work in a culturally diverse environment
In recognition of particular issues facing Aboriginal and Torres Strait Islander communities, workers should be aware of cultural, historical and current issues impacting on Aboriginal and Torres Strait Islander people
Assessors and trainers must take into account relevant access and equity issues, in particular relating to factors impacting on Aboriginal and/or Torres Strait Islander clients and communities
Context of and specific resources for assessment:
This unit can be assessed independently, however holistic assessment practice with other community services units of competency is encouraged
Resource requirements for assessment of this unit include access to:
an appropriate workplace or community
an environment capable of accurately simulating these
assessor with a relevant professional background and experience as a practitioner
self assessment exercises
Method of assessment:
In cases where the learner does not have the opportunity to cover all relevant aspects in the work environment, the remainder should be assessed through realistic simulations, projects, previous relevant experience or oral questioning on 'What if?' scenarios
Assessment of this unit of competence will usually include observation of processes and procedures, oral and/or written questioning on Essential knowledge and skills and consideration of required attitudes
Where performance is not directly observed and/or is required to be demonstrated over a 'period of time' and/or in a 'number of locations', any evidence should be authenticated by colleagues, supervisors, clients or other appropriate persons
Critical aspects for assessment and evidence required to demonstrate this unit of competency:
The individual being assessed must provide evidence of specified essential knowledge as well as skills
This unit can be assessed in the workplace, in the community or in a relevant simulated environment e.g. use of case studies, use of role plays
Consistency in performance should relate to outcomes required by leadership in area of practice
Access and equity considerations:
All workers in community services should be aware of access, equity and human rights issues in relation to their own area of work
All workers should develop their ability to work in a culturally diverse environment
In recognition of particular issues facing Aboriginal and Torres Strait Islander communities, workers should be aware of cultural, historical and current issues impacting on Aboriginal and Torres Strait Islander people
Assessors and trainers must take into account relevant access and equity issues, in particular relating to factors impacting on Aboriginal and/or Torres Strait Islander clients and communities
Context of and specific resources for assessment:
This unit can be assessed independently, however holistic assessment practice with other community services units of competency is encouraged
Resource requirements for assessment of this unit include access to:
an appropriate workplace or community
an environment capable of accurately simulating these
assessor with a relevant professional background and experience as a practitioner
self assessment exercises
Method of assessment:
In cases where the learner does not have the opportunity to cover all relevant aspects in the work environment, the remainder should be assessed through realistic simulations, projects, previous relevant experience or oral questioning on 'What if?' scenarios
Assessment of this unit of competence will usually include observation of processes and procedures, oral and/or written questioning on Essential knowledge and skills and consideration of required attitudes
Where performance is not directly observed and/or is required to be demonstrated over a 'period of time' and/or in a 'number of locations', any evidence should be authenticated by colleagues, supervisors, clients or other appropriate persons
Replaces
| State Code | National Code | Title | Type |
|---|---|---|---|
| D8604 | CHCORG701B | Provide leadership as a practitioner in community services | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| D331 | CHC70208 | Graduate Certificate In Community Services Practice (Client assessment and case management) | Qualification |
| D330 | CHC70108 | Graduate Certificate In Community Services Practice (Statutory child protection) | Qualification |