ELEMENT

PERFORMANCE CRITERIA

1. Negotiate content of return to work plan

1.1 All relevant stakeholders are consulted to clarify and negotiate requirements of return to work plan.

1.2 Agreement is reached on the worker's capacity and the short-term and long-term rehabilitation goals.

1.3 Any specific needs or issues are identified and accommodated, guided by medical evidence.

1.4 Approval for suitable duties in accordance with medical restrictions is obtained from the nominated treating doctor or using other medical advice.

1.5 Disagreements on suitable duties or other aspects to be included in the return to work plan are resolved or referred for advice and resolution.

2. Document return to work plan

2.1 Return to work plan is prepared in accordance with legislation, policy and procedures.

2.2 The return to work plan is developed in accordance with the requirements of the rehabilitation case management plan and the organisation's legislative obligations, standards and overall return to work policy and program.

2.3 Agreement on the plan is obtained from the worker, employer and rehabilitation provider and signed by the parties in accordance with policy and procedures.

2.4 Copies of the plan are distributed in accordance with organisational policy and procedures.

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

Skill requirements

Look for evidence that confirms skills in:

reading and applying legislation, regulations and policies relating to development of return to work plans

identifying requirements and incorporating them in the return to work plan

using communication with a diverse range of people, including the injured worker, supervisor, work colleagues, medical adviser etc

responding to diversity, including gender and disability

applying procedures relating to occupational health and safety and environment in the context of injury management

Knowledge Requirements

Look for evidence that confirms knowledge and understanding of:

legislation, regulations, policies, procedures and guidelines relating to injury management

privacy legislation

freedom of information legislation

procedures to ensure confidentiality and security of information

legislated requirements of the return to work plan

requirements of organisation's return to work policy and procedures

stakeholders who need to be included/have ownership of the plan

typical suitable duties for a range of workplace injuries/illnesses

equal employment opportunity, equity and diversity principles

public sector legislation such as occupational health and safety and environment in the context of injury management

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

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