Unit of competency Outline

Date retreived
22/07/2026 10:57 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.

Maximise participation in work by people with disabilities

Maximise participation in work by people with disabilities

Unit of competency
National Code
CHCDIS509E
State Code
WC890
TGA Status
Replaced
DTWD Status
Replaced
Current Release Number
1.00
Current Release Date
07/05/2012
View on TGA
State Implementation and Classification
Approved Date
21/07/2014
Field of Education
090509 - Care For The Disabled
Original Release Date
21/07/2014
Nominal Hours
45
Description
DescriptorThis unit describes the knowledge and skills required by staff to support people with disabilities in a workplace to prepare for employment and maximise their performance through working safely and effectively, matching jobs and people and understanding related industrial issues
Notes
Elements and Performance Criteria
1. Prepare people with disabilities to work in open and supported employment
  • 1.1 Identify and adapt various job search techniques and teach to people with disabilities where necessary
  • 1.2 Refer people with disabilities to, or register them with, appropriate agencies
  • 1.3 Provide people with disabilities with information about their working conditions, rights and responsibilities
  • 1.4 Assist clients to identify work health and safety (WHS) issues associated with work
2. Match workplace/job and person with a disability
  • 2.1 Assess work requirements, abilities and interests of person with disability in accordance with organisation procedures
  • 2.2 Follow relevant organisation procedures to match person with disability and job
  • 2.3 Redesign jobs where necessary to match ability of person and requirements of job or employer
  • 2.4 Provide information and/or training re disabilities as necessary, to others in selected workplace
  • 2.5 Ensure working conditions are negotiated between the relevant parties
  • 2.6 Ensure relevant parties are aware of specific WHS issues related to work for each client and potential co-workers
3. Assess skills and productivity for wages
  • 3.1 Analyse job and tasks involved to identify productive units and record information
  • 3.2 Determine the pro rata legal wage to be paid to workers with a disability who cannot work at full productive capacity, using a transparent wage assessment tool or process that complies with relevant legislation
  • 3.3 Conduct regular wage reviews according to the requirements of the legal wage agreement under which the worker with a disability is paid
4. Provide information on the industrial relations system as it relates to the employment of people with disabilities
  • 4.1 Provide people with disabilities with information about industrial awards and their implications for employment
  • 4.2 Provide people with disabilities with information about the role of relevant industrial parties
5. Monitor employment opportunities
  • 5.1 Develop and maintain positive relationships with (potential) employers of people with disabilities
  • 5.2 Evaluate job vacancies to determine their relevance to interests of people with disabilities
  • 5.3 Identify relevant job vacancies and refer to people with disabilities as appropriate
  • 5.4 Initiate, conduct and document research into identified employers' businesses and jobs
  • 5.5 Monitor and document trends in industry to enhance the placement of people with disabilities in the long term
  • 5.6 Evaluate job vacancies to determine their relevance to interests of people with disabilities
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.


Types of employment include:
Supported
Open


Relevant parties include:
Employer
Person with a disability
Support networks for workers
Union representative
Wage assessor
Carer


Industrial and statutory conditions include:
Awards
Registered agreements
Other relevant wage/salary systems relating to employment for people with disabilities
Knowledge of incentives and other assistance available to employer and apprentice including Disabled Apprentice Wage Support Scheme
Individual contracts


Industrial parties include:
Unions
Employer organisations
Industrial commissions


Others include:
People with disabilities
Other staff
Other organisations
Carers


Identify relevant job vacancies will consider:
Preferences of clients
Chosen career options of clients
Alternative opportunities


Potential employers include:
Community organisations
Private organisations
Government organisations
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 unit of competency:
The individual being assessed must provide evidence of specified essential knowledge as well as skills
This unit will be most appropriately assessed in the workplace or in a simulated workplace and under the normal range of workplace conditions
Consistency in performance should consider the requirements of particular work roles and responsibilities


Access and equity considerations:
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
Resources required for assessment of this unit include access to:
a relevant workplace or an appropriately simulated environment where assessment may take place


Method of assessment:
In cases where the learner does not have the opportunity to cover all relevant aspects in the work environment, the remainder should be assessed through realistic simulations, projects, previous relevant experience or oral questioning on 'What if?' scenarios
Assessment of this unit of competence will usually include observation of processes and procedures, oral and/or written questioning on Essential knowledge and skills and consideration of required attitudes
Where performance is not directly observed and/or is required to be demonstrated over a 'period of time' and/or in a 'number of locations', any evidence should be authenticated by colleagues, supervisors, clients or other appropriate persons
Replaces
State Code National Code Title Type
D2411 CHCDIS509D Maximise participation in work by people with disabilities Unit of competency
Replaced By
State Code National Code Title Type
AWB08 CHCECD007 Maximise participation in work by people with disability Unit of competency