Unit of competency Outline
Date retreived
22/07/2026 9:03 PM AWST
22/07/2026 9:03 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.
Establish and maintain mental health peer work
Establish and maintain mental health peer work
Unit of competency
National Code
CHCPW601A
CHCPW601A
State Code
WC993
WC993
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
19/10/2012
Field of Education
120505 - Work Practices Programmes
Original Release Date
19/10/2012
Nominal Hours
45
Description
This unit describes the knowledge and skills required to work collaboratively with consumer workers and carer workers to maximise their employment in mental health peer work
Notes
Elements and Performance Criteria
Undertake peer worker planning and recruitment
- 1.1 Identify and assess mental health peer participation requirements in collaboration with consumer and carer leaders
- 1.2 Plan processes and recruitment strategies that align with national policy and recommendations of the consumers and carers in service delivery
- 1.3 Develop job specifications and position responsibilities in collaboration with consumer and carer leaders
- 1.4 Determine and address reasonable adjustment needs in all aspects of recruitment and employment
- 1.5 Recruit peer workers as required using timely and appropriate processes and providing all relevant documentation as required by the organisation
- 1.6 Provide relevant induction, orientation and training plans for new peer workers
- 1.7 Establish a work plan in consultation with the peer worker
- 1.8 Promote to others positive inclusion of peer workers in the organisation
Support peer work
- 2.1 Create work practices that optimise the intended objectives, values and ethics of mental health peer work
- 2.2 Define, agree and communicate peer worker roles, responsibilities
- 2.3 Develop work practices that are equitable for peer workers, including the same access to resources and work related facilities and opportunities as other workers
- 2.4 Provide peer workers with appropriate access to supervision, mentoring and debriefing by experienced peer workers and other people best able to satisfy their agreed work and development needs
- 2.5 Provide opportunities as appropriate for peer workers to operate in leadership and management roles
- 2.6 Ensure that peer workers are supported and have access to peer mentoring and peer networking opportunities on an ongoing basis
- 2.7 Put in place mechanisms to continually evaluate support strategies and ongoing skills development available to peer worker
- 2.8 Ensure peer work plans and organisational policy are consistent with peer worker frameworks and principles
- 2.9 Identify and address risks and evidence of role strain, role conflict and role confusion in relation to peer worker role
- 2.10 Recognise performance achievement and encourage self-assessment and reflective practice
Promote and support the inclusion of peer workers in the workplace
- 3.1 Promote the value of peer work to all staff
- 3.2 Identify and manage service culture issues and procedures that are barriers to effective peer work
- 3.3 Consult with peer leaders in the development and delivery of staff training
- 3.4 Provide support and training about peer work to staff to clarify role delineation and minimise the risk of role strain, role conflict and role confusion
- 3.5 Encourage all staff to attend consumer and carer events
- 3.6 Collaborate with peer workers to establish a self-directed workplace wellness plan to assist maintaining employment
Promote and champion peer work
- 4.1 Develop, manage and review policies and procedures to support the delivery and promotion of peer work within the organisation
- 4.2 Advocate with peer workers within the organisation and sector
- 4.3 Ensure peer worker participation in all relevant planning, implementation, education and evaluation activities, both within the organisation and sector
- 4.4 Ensure information about peer work programs appear in organisational brochures, promotional materials and annual reports
- 4.5 Seek or allocate funding for peer worker driven resource and program development and other initiatives
- 4.6 Maintain current knowledge of peer work developments and innovations
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.
Job specifications and position responsibilities include:
Job functions reflective of the intentions of employing the knowledge and skills of an individual based on their lived experience
Clear and intentional descriptions of the duties/work to be undertaken and how this role fits within the broader scope of service delivery
Accountability processes and decision making
Specifications are to clearly identify "lived experience" as employment criteria
Induction, orientation and training plans may include:
WHS systems and equipment orientation
Access to policies and procedures, ethics and codes of conduct including confidentiality, record keeping
Establishing a training plan in collaboration with the individual and relative to the work role expectations and outcomes
Work plan is defined in this context as:
A work plan is an outline of all tasks that need to be completed over a specified period of time and/or project negotiated between employee and employer and accommodates reasonable adjustment where this is preferred by the consumer or carer peer worker
Promote to others positive inclusion may include:
Developing policies on consumer/carer participation
Modelling inclusive practices
Demonstrating and leading by example to others in the team the importance and value of consumer/carer participation in the work environment
Planning for consumer worker/carer workers to provide education and information to other workers and services based on their lived experience
Appropriate access to supervision ,mentoring and debriefing may include:
Peer supervision
Group supervision
Team leader supervision
Peer coordinator supervision
Determined as appropriate by the individual
Reflective practice opportunities
Counselling
Peer mentoring/ co-worker debriefing
Peer worker networks and forums
Mechanisms to continually evaluate support strategies may include:
Review of management systems
Worker feedback processes
Intentional inclusion of seeking effectiveness of support provided to consumer/carer workforce
Ongoing skills development may include:
Work place training opportunities
Mentoring
Coaching
External training opportunities
Research
Conference attendance
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.
Job specifications and position responsibilities include:
Job functions reflective of the intentions of employing the knowledge and skills of an individual based on their lived experience
Clear and intentional descriptions of the duties/work to be undertaken and how this role fits within the broader scope of service delivery
Accountability processes and decision making
Specifications are to clearly identify "lived experience" as employment criteria
Induction, orientation and training plans may include:
WHS systems and equipment orientation
Access to policies and procedures, ethics and codes of conduct including confidentiality, record keeping
Establishing a training plan in collaboration with the individual and relative to the work role expectations and outcomes
Work plan is defined in this context as:
A work plan is an outline of all tasks that need to be completed over a specified period of time and/or project negotiated between employee and employer and accommodates reasonable adjustment where this is preferred by the consumer or carer peer worker
Promote to others positive inclusion may include:
Developing policies on consumer/carer participation
Modelling inclusive practices
Demonstrating and leading by example to others in the team the importance and value of consumer/carer participation in the work environment
Planning for consumer worker/carer workers to provide education and information to other workers and services based on their lived experience
Appropriate access to supervision ,mentoring and debriefing may include:
Peer supervision
Group supervision
Team leader supervision
Peer coordinator supervision
Determined as appropriate by the individual
Reflective practice opportunities
Counselling
Peer mentoring/ co-worker debriefing
Peer worker networks and forums
Mechanisms to continually evaluate support strategies may include:
Review of management systems
Worker feedback processes
Intentional inclusion of seeking effectiveness of support provided to consumer/carer workforce
Ongoing skills development may include:
Work place training opportunities
Mentoring
Coaching
External training opportunities
Research
Conference attendance
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 and under the normal range of workplace conditionsThis may include the use of languages other than English and alternative communication systems
Assessment may be conducted over more than one occasion or use material drawn from the workplace for a period of time
The candidate must show evidence of planning, promoting and supporting peer work within their management area of responsibility
Access and equity considerations:
All workers in community and health services should be aware of access, equity and human rights issues in relation to their own area of work, in particular people with mental health problems or psychosocial dysfunction
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
Resource requirements for assessment of this unit include access to an appropriate workplace where assessment can be conducted
Method of assessment:
Assessment may include observations, questioning and evidence gathered from the workplace
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 and under the normal range of workplace conditionsThis may include the use of languages other than English and alternative communication systems
Assessment may be conducted over more than one occasion or use material drawn from the workplace for a period of time
The candidate must show evidence of planning, promoting and supporting peer work within their management area of responsibility
Access and equity considerations:
All workers in community and health services should be aware of access, equity and human rights issues in relation to their own area of work, in particular people with mental health problems or psychosocial dysfunction
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
Resource requirements for assessment of this unit include access to an appropriate workplace where assessment can be conducted
Method of assessment:
Assessment may include observations, questioning and evidence gathered from the workplace
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AVB38 | CHCPWK006 | Promote and conduct mental health peer work | Unit of competency |
