Unit of competency Outline
Date retreived
23/07/2026 4:16 PM AWST
23/07/2026 4:16 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.
Coordinate effective functioning of a medical practice
Coordinate effective functioning of a medical practice
Unit of competency
National Code
HLTMAMP405B
HLTMAMP405B
State Code
D8323
D8323
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
05/08/2014
Field of Education
080901 - Secretarial And Clerical Studies
Original Release Date
05/08/2014
Nominal Hours
20
Description
DescriptorThis competency unit describes the skills and knowledge required to coordinate functions of a small to medium size medical practice
Notes
Elements and Performance Criteria
1. Promote effective teamwork
- 1.1 Demonstrate understanding of different roles and functions within the team
- 1.2 Obtain and customise templates for contracts, position descriptions and duty statements at the request of appropriate personnel
- 1.3 Notify appropriate personnel of personal training needs
- 1.4 Participate in performance reviews as per practice protocols, providing and receiving feedback constructively
- 1.5 Participate in recruitment and induction training as requested
- 1.6 Prepare staff rosters in line with state award requirements
- 1.7 Encourage active participation in team meetings
- 1.8 Assist with conflict resolution, where required
2. Conduct financial administration
- 2.1 Apply principles of basic accounting and proper documentation to undertake financial administration tasks, as required
- 2.2 Remain abreast of and facilitate access to available government incentives
3. Utilise data to measure practice performance
- 3.1 Apply methods and tools to measure performance of the practice
- 3.2 Compare performance of the practice against relevant benchmarking tools
- 3.3 Provide business data to practice principals and other appropriate personnel to enable monitoring and improvement in practice performance
4. Promote innovation and change for improved outcomes
- 4.1 Identify opportunities for improved work practices in line with practice goals
- 4.2 Encourage participation in change processes by seeking opinions and suggestions of others in the work team
- 4.3 Clearly communicate goals and objectives of change
- 4.4 Evaluate change in conjunction with the practice team to ensure goal is achieved
5. Monitor systems and promote risk reduction strategies
- 5.1 Ensure client queries, feedback and complaints are addressed courteously and followed up carefully
- 5.2 Ensure results of follow up are provided to client in timely and sensitive manner
- 5.3 Monitor practice systems to ensure their adequacy for intended task
- 5.4 Monitor application of practice protocols to ensure they are clear, in keeping with legislative requirements and industry standards and that they are followed consistently
- 5.5 Bring areas of potential risk to the attention of appropriate personnel, including adverse incidents
- 5.6 Bring identified training needs to the attention of appropriate personnel
- 5.7 Participate in the improvement of systems and monitor for ongoing risk reduction
- 5.8 Monitor adequacy of indemnity/insurance policies in line with practice policies
6. Facilitate practice accreditation
- 6.1 Access current information regarding accreditation requirements
- 6.2 Facilitate practice accreditation processes
- 6.3 Promote compliance with practice accreditation requirements
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.
Roles may refer to:
Tasks required to perform
Influence and/or authority of position
Personal style/characteristics
Ability to relate to others in the team
Financial administration tasks may include:
Handle banking and accounts reconciliation
Manage accounts payable and accounts receivable
Age outstanding accounts and follow up as per practice protocols
Manage petty cash
Government incentives may include:
Practice Incentive Program (PIP)
Service Incentive Payments (SIP)
General Practice Immunisation Incentive (GPII)
Outer metropolitan program
Rural general practice incentives
Practice Nurse incentive
Business data may include:
Financial reports
Practice statistics
Service uptake
Customer satisfaction ratings
Staff satisfaction ratings
Data demonstrating systems performance including compliance with legislation and standards
Follow up may include:
Relaying information to appropriate personnel and ensuring response is obtained
Obtaining further information for client
Personnel may include:
Practice principal
Doctors in practice
Practice nurse
Practice manager
Practice staff
Medical assistant
Receptionist
Supervisor
Other health care professionals
Medical Defense Organisation
Systems may include:
Recall
Reminder
Follow-up of non-compliant clients
Records storage
Prioritisation of clients
Privacy
Confidentiality
Security
Appointment scheduling
Customer service
Infection control
Billing
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.
Roles may refer to:
Tasks required to perform
Influence and/or authority of position
Personal style/characteristics
Ability to relate to others in the team
Financial administration tasks may include:
Handle banking and accounts reconciliation
Manage accounts payable and accounts receivable
Age outstanding accounts and follow up as per practice protocols
Manage petty cash
Government incentives may include:
Practice Incentive Program (PIP)
Service Incentive Payments (SIP)
General Practice Immunisation Incentive (GPII)
Outer metropolitan program
Rural general practice incentives
Practice Nurse incentive
Business data may include:
Financial reports
Practice statistics
Service uptake
Customer satisfaction ratings
Staff satisfaction ratings
Data demonstrating systems performance including compliance with legislation and standards
Follow up may include:
Relaying information to appropriate personnel and ensuring response is obtained
Obtaining further information for client
Personnel may include:
Practice principal
Doctors in practice
Practice nurse
Practice manager
Practice staff
Medical assistant
Receptionist
Supervisor
Other health care professionals
Medical Defense Organisation
Systems may include:
Recall
Reminder
Follow-up of non-compliant clients
Records storage
Prioritisation of clients
Privacy
Confidentiality
Security
Appointment scheduling
Customer service
Infection control
Billing
EVIDENCE GUIDE
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 competency unit:
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
Method of assessment:
Assessment should involve written and/or oral examination as well as simulation, demonstration and production of simulated work samples.
Students are also to be assessed during practice placement through supervisor reports, self-reflective journals and observation
Resource implications
Assessment requires access to:
Scope of own medical assisting role
RACGP Standards for General Practices
National Health Privacy Principles
Legislation related to confidentiality, privacy and security of client information
Sample indemnity/insurance policies
Examples of employment contracts, position descriptions, duty statements, performance review templates, state employment awards
Computers and accounting software package(s)
Sample accounts
Sample performance benchmarking tools
Access and equity considerations:
All workers in the health industry should be aware of access and equity 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 health issues facing Aboriginal and Torres Strait Islander communities, workers should be aware of cultural, historical and current issues impacting on health of 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 health of Aboriginal and/or Torres Strait Islander clients and communities
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 competency unit:
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
Method of assessment:
Assessment should involve written and/or oral examination as well as simulation, demonstration and production of simulated work samples.
Students are also to be assessed during practice placement through supervisor reports, self-reflective journals and observation
Resource implications
Assessment requires access to:
Scope of own medical assisting role
RACGP Standards for General Practices
National Health Privacy Principles
Legislation related to confidentiality, privacy and security of client information
Sample indemnity/insurance policies
Examples of employment contracts, position descriptions, duty statements, performance review templates, state employment awards
Computers and accounting software package(s)
Sample accounts
Sample performance benchmarking tools
Access and equity considerations:
All workers in the health industry should be aware of access and equity 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 health issues facing Aboriginal and Torres Strait Islander communities, workers should be aware of cultural, historical and current issues impacting on health of 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 health of Aboriginal and/or Torres Strait Islander clients and communities
Replaces
| State Code | National Code | Title | Type |
|---|---|---|---|
| C9329 | HLTMAMP405A | Coordinate effective functioning of a medical practice | Unit of competency |
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| WD184 | HLTMAMP402C | Assist with clinical procedures in a medical practice | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| J095 | HLT43312 | Certificate IV in Medical Practice Assisting | Qualification |