Elements and Performance Criteria

The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance Criteria is explained here.
Stakeholders may include:
worker
employer
manager/supervisor
union representative
rehabilitation provider
case manager
return to work coordinator
claims manager
treating doctor
therapists
work colleagues, where necessary
Requirements may include:
goals
hours/days to be worked
duties, including restrictions or specific duties to be avoided
wages, including make up pay
length of program
commencement date
review dates
rehabilitation services/costs
Return to work plan may include:
specific return to work goals
objectives for injured worker to achieve
short-term and long-term goals
services to be provided
duration of services to be provided
estimates of costs of services to be approved
Rehabilitation goals may include:
return to pre-injury duties
an interim measure to assess capacity to return to pre-injury duties
an alternative position
Specific needs may include:
cultural considerations
language, literacy and numeracy
ethical considerations
personal circumstances of worker (separate to pre-injury duties) that may impact on suitable duties
arrangements to attend medical or medical appointments
training to prepare injured worker for commencement at the workplace
Issues may include:
workload impact on other workers
industrial issues in workplace
arrangements for modifications to the workplace or special/adaptive equipment
need for protective clothing, shoes, tools, etc
training and supervision if new job required
Suitable duties may include:
pre-injury duties with pre-injury employer
alternative duties with pre-injury employer
pre-injury duties with alternative employer
alternative duties with a alternative employer
new or alternative position
modified duties/environment
Advice on disagreements may be provided by:
case manager
return to work coordinator
injury management consultant
WorkCover
legal adviser
insurer
Legislation, policy and procedures may include:
workers rehabilitation/compensation legislation
allied legislation such as occupational health and safety acts, regulations and associated standards
privacy legislation
legislation and standards to ensure confidentiality and security of information
performance standards
rehabilitation and return to work manual
claims management manual
public sector legislation and standards
codes of conduct
codes of ethics
Parties signing return to work plan may include:
injured worker
supervisor/team leader/manager/delegate
return to work coordinator
rehabilitation case manager
approved rehabilitation provider
treating medical practitioner
union representative
Plan may be distributed to:
signatories
insurer/self-insurer
case file
treating medical practitioner

The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package.
Units to be assessed together
Pre-requisite units that must be achieved prior to this unit:Nil
Co-requisite units that must be assessed with this unit:Nil
Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:
PSPETHC401A Uphold and support the values and principles of public service
PSPGOV402B Deliver and monitor service to clients
PSPGOV406B Gather and analyse information
PSPGOV408A Value diversity
PSPGOV422A Apply government processes
PSPLEGN401A Encourage compliance with legislation in the public sector
Overview of evidence requirements
In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:
the knowledge requirements of this unit
the skill requirements of this unit
application of the Employability Skills as they relate to this unit (see Employability Summaries in Qualifications Framework)
return to work plans developed in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, policy, procedures and protocols relating to injury management
case studies and workplace scenarios to capture the range of situations likely to be encountered when developing return to work plans
Where and how to assess evidence
Valid assessment of this unit requires:
a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when developing return to work plans, including coping with difficulties, irregularities and breakdowns in routine
return to work plans developed in a range of (3 or more) contexts (or occasions, over time)
Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:
people with disabilities
people from culturally and linguistically diverse backgrounds
Aboriginal and Torres Strait Islander people
women
young people
older people
people in rural and remote locations
Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:
case studies
demonstration
observation
portfolios
projects
questioning
scenarios
simulation or role plays
authenticated evidence from the workplace and/or training courses
For consistency of assessment
Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments