Unit of competency Outline
Date retreived
22/07/2026 3:15 PM AWST
22/07/2026 3:15 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.
Develop a disaster plan
Develop a disaster plan
Unit of competency
National Code
HLTPOP523C
HLTPOP523C
State Code
D8468
D8468
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
12/08/2014
Field of Education
080399 - Business And Management, N.e.c.
Original Release Date
12/08/2014
Nominal Hours
90
Description
DescriptorThis unit describes the competencies required to develop in consultation with other agencies and key people, a plan which sets out the roles and responsibilities of workers and others in the community, for responding to a disaster
Notes
Elements and Performance Criteria
1. Liaise with relevant government agencies
- 1.1 Identify and document government policies which affect the organisation
- 1.2 Consult with government agencies in relation to different roles in the local disaster plan
2. Identify and liaise with appropriate community organisations
- 2.1 Identify community organisations and develop an information database
- 2.2 Establish contact through a variety of communication strategies
- 2.3 Identify restrictions to effective liaison and develop processes to promote communication with other agencies
3. Incorporate local requirements for disaster planning and relief into a plan
- 3.1 Collect information on local requirements and resources from the key people and organisations
- 3.2 Clarify roles and responsibilities of other organisations are clarified
- 3.3 Write plan
- 3.4 Establish and implement a promotions strategy
4. Coordinate volunteer support
- 4.1 Seek volunteers for disaster plan designated roles, via identified organisations and public processes
- 4.2 Clarify roles and responsibilities are clarified
- 4.3 Identify team leaders by discussion with organisations
- 4.4 Hold meetings to discuss disaster plan and personnel requirements
5. Ensure training for volunteers and staff
- 5.1 Establish training requirements for volunteers and staff
- 5.2 Develop training programs
- 5.3 Undertake promotion of training
- 5.4 Develop and promote training schedule
- 5.5 Provide training
- 5.6 Evaluate and modify training as required
6. Evaluate and modify disaster plan
- 6.1 Consult key people about effectiveness of the disaster plan
- 6.2 Adapt the disaster plan to meet community needs
- 6.3 Distribute the amended disaster plan to key people
- 6.4 Provide additional training as required
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.
Disastersmay include:
Floods
Cyclones
Fires
Earth quakes
Nuclear accidents
Riots, raids
A disaster plan(s) is:
Guidelines and/or plans for responding to various types of disaster, detailing the roles and responsibilities of workers, resource needs and sources and situation management strategies
Government agencies may include:
State/territory health department
Police
Social Security
Local Government
Emergency Services
Community organisations may include:
Government and non-government agencies
Health care service providers
Other service providers
Tradespeople
Community groups who provide care to the community
Resources may include:
Premises
Grounds
Accommodation
Workplace equipment
Materials
Plant vehicles
Exclusive use
Occupation
Key people will include:
Those within and external to organisation
Community leaders and representatives
Agencies/service representatives
Trade and professional services
Cultural context:
The competency standards are based upon acknowledgment and support of the diverse cultural and traditional values of communities that the health worker works in. Health workers are upholders of traditional and cultural values. Their behaviour and practice 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:
In this document, references to supervision describe supervision of work by more experienced workers, supervisors, managers or other health professionals, either directly or indirectly.
Legislativerequirements:
Clinical practice may be governed by federal, state or territory legislation, which defines workers' roles and responsibilitiesImplementation of the competency standards must reflect the legislative framework in which a health worker operates
Lack of resources, remote locations and community needs often require health workers to operate in situations which do not constitute "usual practice"Because of this, health workers may need to possess more competencies than described by "usual practice circumstances"Lack of resources or the environment in which the health worker works does not negate the requirement for the worker to work within a legislative framework, and be enabled by the employer to do so
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.
Disastersmay include:
Floods
Cyclones
Fires
Earth quakes
Nuclear accidents
Riots, raids
A disaster plan(s) is:
Guidelines and/or plans for responding to various types of disaster, detailing the roles and responsibilities of workers, resource needs and sources and situation management strategies
Government agencies may include:
State/territory health department
Police
Social Security
Local Government
Emergency Services
Community organisations may include:
Government and non-government agencies
Health care service providers
Other service providers
Tradespeople
Community groups who provide care to the community
Resources may include:
Premises
Grounds
Accommodation
Workplace equipment
Materials
Plant vehicles
Exclusive use
Occupation
Key people will include:
Those within and external to organisation
Community leaders and representatives
Agencies/service representatives
Trade and professional services
Cultural context:
The competency standards are based upon acknowledgment and support of the diverse cultural and traditional values of communities that the health worker works in. Health workers are upholders of traditional and cultural values. Their behaviour and practice 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:
In this document, references to supervision describe supervision of work by more experienced workers, supervisors, managers or other health professionals, either directly or indirectly.
Legislativerequirements:
Clinical practice may be governed by federal, state or territory legislation, which defines workers' roles and responsibilitiesImplementation of the competency standards must reflect the legislative framework in which a health worker operates
Lack of resources, remote locations and community needs often require health workers to operate in situations which do not constitute "usual practice"Because of this, health workers may need to possess more competencies than described by "usual practice circumstances"Lack of resources or the environment in which the health worker works does not negate the requirement for the worker to work within a legislative framework, and be enabled by the employer to do so
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 competency unit:
The individual being assessed must provide evidence of specified essential knowledge as well as skills
Access and equity considerations:
All workers in the health industry should be aware of access and equity 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 health issues facing Aboriginal and Torres Strait Islander communities, workers should be aware of cultural, historical and current issues impacting on health of 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 health of Aboriginal and/or Torres Strait Islander clients and communities
Context of and specific resources for assessment:
The workplace is recommended for assessment including by supervisor and peers, by observation and inquiries, and from written and other sources
Off-the-job role plays and exercises may also be used
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 competency unit:
The individual being assessed must provide evidence of specified essential knowledge as well as skills
Access and equity considerations:
All workers in the health industry should be aware of access and equity 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 health issues facing Aboriginal and Torres Strait Islander communities, workers should be aware of cultural, historical and current issues impacting on health of 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 health of Aboriginal and/or Torres Strait Islander clients and communities
Context of and specific resources for assessment:
The workplace is recommended for assessment including by supervisor and peers, by observation and inquiries, and from written and other sources
Off-the-job role plays and exercises may also be used
Replaces
| State Code | National Code | Title | Type |
|---|---|---|---|
| C9472 | HLTPOP523B | Develop a disaster plan | Unit of competency |
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AVZ40 | HLTPOP024 | Develop a disaster plan | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| J586 | HLT60113 | Advanced Diploma of Aboriginal and/or Torres Strait Islander Health Care | Qualification |
| J584 | HLT50113 | Diploma of Aboriginal and/or Torres Strait Islander Primary Health Care | Qualification |
| J585 | HLT50213 | Diploma of Aboriginal and/or Torres Strait Islander Primary Health Care Practice | Qualification |
| J045 | CHC52312 | Diploma of Community Services (Development and or Humanitarian Assistance) | Qualification |
| J107 | HLT51112 | Diploma of Indigenous Environmental Health | Qualification |
| J106 | HLT51012 | Diploma of Population Health | Qualification |