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Elements and Performance Criteria

Required Skills

This describes the essential skills and knowledge and their level required for this unit

The candidate must be able to demonstrate essential knowledge required to effectively do the task outlined in elements and performance criteria of this unit manage the task and manage contingencies in the context of the identified work role

This includes knowledge of

Cultural safety principles practices and issues

Scope of own professional role and roles of associated health professionals

Components of culturally safe health care

Effective strategies to handle conflict and difficult situations in the workplace

Techniques for informing and empowering clients to make choices relating to health care

Assertive communication techniques

Essential skills

It is critical that the candidate demonstrate the ability to

Work effectively within the structure and culture of a mainstream health institution

Apply appropriate strategies for protection of self and others in a culturally unsafe work environment

Contribute to enhancing cultural safety within a mainstream organisation

Access information about and analyse organisation management structures professional hierarchies and interprofessional dynamics

Evidence Required



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

Factors which may impact provision of culturally safe care may include:	Racism Discriminatory behaviour Tokenism Institutional isolation Exclusion from team meetings, planning processes, Access to care Language and communication barriers Lack of cultural respect/recognition Devaluing worker's skills/knowledge/culture

Organisational approach and values may include:	Implicit as well as explicitly stated organisational values Awareness of, openness to and active seeking to understand cultural difference (or lack of these) Practices that reflect insensitivity to cultural difference Provision of cultural safety programs

The impact of immersion in a foreign cultural environment may include:	Isolation Downturn in performance Drop in self esteem Absenteeism Burnout Disillusionment Physical violence Lack of understanding of dominant culture Opportunity to broaden cultural knowledge and contribute to change

Constructive, self-protective behaviours may include:	Debriefing Assertive communication Building support network Access family and community support Access organisational support, such as external counselling support

The potential impacts of providing client advocacy from inside an institution may include:	Conflict between the worker and staff/management of the health institution Resentful treatment of the worker Personal and/or organisational retribution against the worker Negative treatment of client Unrealistic expectations of the worker's role and ability to cope Isolation Changes to processes/practices to prevent future event Effective outcome for client

Explaining potential consequences of available options may include:	Checking client's understanding of available options Reviewing available options and their potential consequences in relation to cultural issues

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HLTAHW510B - Function effectively as an Aboriginal and/or Torres Strait Islander worker in a mainstream health institution

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Elements and Performance Criteria

Required Skills

Evidence Required

Range Statement