Unit of competency Outline

Date retreived
23/07/2026 1:39 AM AWST

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Maintain an effective community sector work environment

Maintain an effective community sector work environment

Unit of competency
National Code
CHCCS513C
State Code
WC864
TGA Status
Deleted
DTWD Status
Deleted
Current Release Number
1.00
Current Release Date
07/05/2012
View on TGA
State Implementation and Classification
Approved Date
17/07/2014
Field of Education
090515 - Welfare Studies
Original Release Date
17/07/2014
Nominal Hours
30
Description
DescriptorThis unit of competency describes the skills and knowledge required by those working at a management level to maintain an effective work environment in a community sector work context It includes monitoring, coordinating and promoting ethical, safe and effective work practices in line with established work requirements
Notes
Elements and Performance Criteria
1. Promote ethical work practices
  • 1.1 Monitor decision-making to ensure ethical guidelines are followed and underlying ethical complexity is recognised
  • 1.2 Ensure staff understanding and compliance with the principles of duty of care and legal responsibilities in all work undertaken
  • 1.3 Ensure appropriate action is taken to address any breach or non adherence to standard procedures or adverse event
  • 1.4 Monitor work practices to ensure confidentiality of any client matter in line with organisation policy and procedure, regulatory requirements and/or code of practice
  • 1.5 Promote respect for rights and responsibilities of others through considered application of work practices
  • 1.6 Apply and promote knowledge and understanding of employee and employer rights and responsibilities in all work practices
  • 1.7 Identify potential conflict of interest in the workplace and take action to avoid and/or address
2. Support culture of effective communication
  • 2.1 Monitor and address communication issues in the workplace
  • 2.2 Monitor oral and written communication in the workplace to ensure confidentiality of client and staff matters
  • 2.3 Monitor workplace communication to support accuracy and understanding of information provided and received
  • 2.4 Promote recognition of individual and cultural differences in the workplace and support any adjustments to communication needed to facilitate the achievement of identified outcomes
  • 2.5 Promote and support a client-centred approach to community services work throughout interpersonal communication with clients and colleagues
  • 2.6 Promote and assist with the resolution of conflict and interpersonal differences in the workplace
3. Facilitate staff education relevant to the community sector
  • 3.1 Contribute to staff knowledge of different sectors within community services and how the inter-relationships between these sectors may be used to enhance their work
  • 3.2 Maintain and share knowledge of current issues which impact on community services in own work area/organisation and as related to different models of work
  • 3.3 Promote greater understanding of community services work and issues among key stakeholders and representatives from relevant target groups
  • 3.4 Facilitate staff knowledge of and commitment to the central philosophies and values of the community services industry
4. Monitor professional work standards
  • 4.1 Monitor implementation of organisation policies and procedures relating to awards, standards and legislative requirements of staff
  • 4.2 Identify areas for improving work practices and support implementation in line with organisation policies and procedures
  • 4.3 Check compliance of work undertaken with relevant accreditation and professional standards applying to work undertaken and address issues where pertinent
  • 4.4 Facilitate staff understanding and focus on achieving organisation goals and objectives in work undertaken
  • 4.5 Ensure issues requiring mandatory notification are identified and reported appropriately and within organisation's specified timeframes
5. Work effectively within the community services system
  • 5.1 Establish effective relationships with workers from different sectors and levels of the industry in line with work role requirements
  • 5.2 Apply knowledge of the roles and functions of relevant community services structures, organisations and systems
  • 5.3 Maintain knowledge of current issues influencing the community services system, including issues for Aboriginal and Torres Strait Islander people and contemporary cultural issues
  • 5.4 Work with an understanding of funding mechanisms, and how the organisation's operations are financed
6. Take opportunities to develop own competence
  • 6.1 Monitor own skills/knowledge in relation to ongoing and changing work requirements
  • 6.2 Identify areas for personal development in line with community services industry developments, organisation requirements and personal interest
  • 6.3 Take initiative to access and/or create development opportunities to support organisation need and personal career development
  • 6.4 Undertake available formal and informal skill/knowledge development and maintenance activities
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.


Work role requirements may include:
Accreditation standards
Individual awards and benchmarks
Legislation relevant to work area
Level of responsibility
Organisation guidelines


Organisation policy on confidentiality may relate to:
Access to records
Destruction of records
Release of information
Storage of records
Verbal and written communication


Organisation procedures, policies, awards, standards and legislation may include:
Accreditation and service provision standards of other relevant industry organisations
Current Australian standards
Federal and state legislation
Quality management policy and practice
Sector specific legislation and standards, for example:
home and community care standards
aged care accreditation standards
disability service standards
housing regulation and standards


Client may include:
Communities or groups
Family and/or significant others
Individual clients


Stakeholders and representatives may include:
Clients
Community organisations
Families and care givers
Friends, peers and target group
Government representatives and service providers
Local community
Management, colleagues, supervisor, team members
Peak bodies and networks in the sector
Services
Specialists/experts


Different sectors within community services may include but are not limited to:
Aged care
Alcohol and other drugs
Child protection
Children's services
Community development
Community work
Disability services
Employment services
Family and domestic violence
Housing
Mental health
Youth work and juvenile justice


Different models of work in the sector may include:
Case management
Client-centred
Community development
Community education
Developmental
Participatory
Service delivery
Working with families


The central values and philosophies may include:
A holistic and person-centred approach, embracing:
promotion of well being of staff, clients and communities
early identification of problems
delivery of appropriate services
commitment to meeting the needs and upholding the rights of people
commitment to empowering the person and/or the community
ethical behaviour
preventative strategies
exercise of responsibilities and accountabilities within the context of duty of care for clients


A commitment to access and equity must be demonstrated by:
A non-discriminatory approach to all people using the service, their family and friends, the general public and co-workers


Employee rights and responsibilities may relate to:
Adherence to WHS
Attendance requirements
Confidentiality and privacy of organisation, client and colleague information
Duty of care responsibilities
Leave entitlements
Obeying lawful orders
Organisation policies and procedures
Protection from discrimination and sexual harassment in the workplace
The right to union representation


Employer rights and responsibilities may relate to:
Enterprise workplace agreements
Legislative requirements for employee dismissal i.e. Workplace Relations Act
Legislative requirements to provide a safe work environment free from discrimination and sexual harassment (see State and Commonwealth anti-discrimination legislation)
Relevant State and Territory employment legislation i.e. wage rates, employment conditions


Issues requiring mandatory notification may include:
Issues defined by jurisdictional legislation and/or regulatory requirements
Issues specifically identified by under organisation policies
Protection of children and others identified to be at risk


Identifying and implementing improved work practices may include:
Application of safety practices, including for work in a range of contexts, such the client's home
Assessing/observing/measuring environmental factors
Checking equipment
Developing and implementing child safe, child friendly resources, environment and work tools to support staff and volunteers working with people under 18 years of age
Monitoring tasks
Reporting and implementing suggested improvements
Responding to surveys and questionnaires
Seeking and addressing customer feedback


Basic home fire safety includes knowledge of:
Behaviour that may contribute to fire injury and/or fatality
High fire risk groups
Optimum placement of smoke alarms
Referring client for smoke alarm installation and maintenance
Role of a working smoke alarm
Smoke alarm testing and cleaning
Types of smoke alarms


Designated knowledge/skill development may relate to:
Cardiopulmonary resuscitation emergency response and notification protocols
Child protection
Communication, conflict resolution
Cultural awareness
Customer service, including the provision of a child friendly environment that values, respects and welcomes children and young people
Discrimination, harassment and bullying in the workplace
Fire emergency response procedures for notification and containment of fire, use of fire fighting equipment and fire safety procedures
First aid
Formal and informal resolution of grievances
Hazard control
Infection control
Manual handling
WHS
Quality improvement policy and practice
Security procedures
Waste management


Communication strategies may include:
Active listening
Appropriate communication aids
Appropriate demeanour and body language
Appropriate language
Appropriate modes of communication
Appropriate tone and presentation
Observation
Providing appropriate and accurate information
Questioning, clarifying, advising
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 unit of competency:
The individual being assessed must provide evidence of specified essential knowledge as well as skills
This unit is most appropriately assessed in the workplace or in a simulated workplace setting under the normal range of workplace conditions
Consistency in performance should consider the work environment, worker's role and responsibilities in the workplace


Context of and specific resources for assessment:
Assessment should relate to an identified work role and associated workplace conditions
Resources essential for assessment include any documents specific to the work context such as:
instructions for the use of equipment
specific instructions for staff
emergency response procedures
safety policies and procedures
security procedures
relevant accreditation standards
waste management policies and procedures


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
Resources required for assessment include access to relevant workplace or simulated realistic workplace setting where assessment may take place


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
D8559 CHCCS513B Maintain an effective community sector work environment Unit of competency