Unit of competency Outline
Date retreived
22/07/2026 8:14 AM AWST
22/07/2026 8:14 AM 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.
Prepare for work in the community sector
Prepare for work in the community sector
Unit of competency
National Code
CHCCS211B
CHCCS211B
State Code
WC840
WC840
TGA Status
Deleted
Deleted
DTWD Status
Deleted
Deleted
State Implementation and Classification
Approved Date
20/07/2012
Field of Education
090515 - Welfare Studies
Original Release Date
20/07/2012
Nominal Hours
30
Description
DescriptorThis unit describes the knowledge and skills required by those people who may be undertaking preliminary training to enter the community services industryIt requires the ability to access industry information and applicable legislative guidelines as well as knowledge of identifying and accessing future learning opportunities
Notes
Elements and Performance Criteria
1. Identify and apply industry information
- 1.1 Identify current issues that impact on the work area/organisation and differentmodels of work in community services
- 1.2 Access a range of legislation and procedural requirements relevant to employment in the community services industry
- 1.3 Identify key community services industry organisations able to provide information and assist individuals and enterprise
- 1.4 Identify various roles and demonstrate an understanding of rightsand responsibilities of employee and employer
- 1.5 Demonstrate commitment to comply with applicable legislative and procedural requirements through own conduct and/or ethics
2. Demonstrate commitment to values and philosophiesunderpinning work in the sector
- 2.1 Demonstrate in work undertaken, consideration and understanding of the underpinning values and philosophy of the sector
- 2.2 Demonstrate a commitment to access and equity principles in work in the sector
- 2.3 Identify personal values and attitudes and take into account when implementing work activities
3. Identify future career opportunities
- 3.1 Identify key industry sectors and occupations
- 3.2 Identify possible career directions in the community services industry or organisation and discuss with appropriate persons
- 3.3 Take into account personal values and attitudes regarding work and business when planning future work/career directions
- 3.4 Assess current skills and knowledge against a checklist of target competencies
- 3.5 Identify opportunities for additional skills in consultation with appropriate persons
4. Work in a team
- 4.1 Display courteous and helpful manner at all times
- 4.2 Complete allocated tasks as required
- 4.3 Seek assistance when difficulties arise
- 4.4 Use questioning to clarify instructions or responsibilities
- 4.5 Identify and display non-discriminatory attitudes
- 4.6 Identify work and personal priorities and demonstrate a balance achieved between competing priorities
- 4.7 Apply time-management strategies to work duties
- 4.8 Observe appropriate dress and behaviour in the workplace
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.
Different models of work in the sector may include:
Developmental
Service delivery
Client-centred
Participatory
Community development
Community education
Case management
Working with families
Values and philosophies underpinning work in the sector may include:
A holistic and client-centred approach (i.e. promotion of health and well being; early identification of problems; delivery of appropriate services; commitment to meeting the needs and upholding the rights of clients; commitment to empowering the client and ethical behaviour)
Commitment to access and equity principles must be demonstrated by:
A non-discriminatory approach to all people using the service, their family and friends, the general public and co-workers
Applicable legislation, codes and national standards may relate to:
Relevant Commonwealth/state/territory legislation which affect organisation operation:
WHS
equal employment opportunity
industrial relations
anti-discrimination and diversity
Australian standards, quality assurance and certification requirements
Relevant industry codes of practice
Award and enterprise agreements
Industry procedures may involve legislation relating to:
Duty of care
Emergency and evacuation procedures
Privacy
Workplace practices
Human and civil rights
Rights and responsibilities of employee may relate to:
Obeying lawful orders
Confidentiality and privacy rights
Safety and care with respect to WHS requirements
Knowing the terms and conditions of own employment
Protection from discrimination and sexual harassment
Rights and responsibilities of employer may relate to:
The right to dismiss you if you (see the Commonwealth Workplace Relations Act 1996):
commit a criminal offence
are negligent, careless or cause an accident
commit acts of disloyalty, such as revealing confidential information
Responsibility for providing a safe environment free from discrimination and sexual harassment (see relevant state/territory and Commonwealth anti-discrimination legislation)
Appropriate persons may include:
Supervisors
Colleagues
Trainer
Assessor
Opportunities for additional skills may include:
Coaching, mentoring and/or supervision
Formal/informal learning programs
Internal/external training provision
Work experience/exchange opportunities
Personal study
Career planning/development
Workplace skills assessment
Quality assurance assessments and recommendations
Recognition of prior learning assessment
Recognition of current competency assessment
Non-discriminatory attitudes may include:
All contacts with other staff, clients or management
Verbal or non-verbal communication
Work and personal priorities relate to a work/life balance and may include work and other commitments including:
School/homework
Home/family/parties/friends
Other jobs
Culture
Disability
Appropriate dress and behaviour may include:
Personal dress, presentation and hygiene
Demeanour in the workplace and attitude displayed to customers and other team members
And may vary according to:
Organisation requirements
Type of work
Degree of client/customer contact
Additional skills may be acquired by:
On-the-job coaching or mentoring
Presentations/demonstrations
Formal course participation
Work experience
The organisation goals and objectives may be:
Stated or implied by the way the organisation conducts its business including:
Organisation values and behaviours
Flexibility, responsiveness and financial performance
Work procedures and/or procedures manuals
People management and interpersonal communication
Business planning, marketing and customer service
Behaviour which contributes to a safe work environment may include:
Discussing and negotiating problems and tasks with other team members
Sharing knowledge and skills
Identifying and reporting any risks or hazards
Using business equipment according to instructions
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.
Different models of work in the sector may include:
Developmental
Service delivery
Client-centred
Participatory
Community development
Community education
Case management
Working with families
Values and philosophies underpinning work in the sector may include:
A holistic and client-centred approach (i.e. promotion of health and well being; early identification of problems; delivery of appropriate services; commitment to meeting the needs and upholding the rights of clients; commitment to empowering the client and ethical behaviour)
Commitment to access and equity principles must be demonstrated by:
A non-discriminatory approach to all people using the service, their family and friends, the general public and co-workers
Applicable legislation, codes and national standards may relate to:
Relevant Commonwealth/state/territory legislation which affect organisation operation:
WHS
equal employment opportunity
industrial relations
anti-discrimination and diversity
Australian standards, quality assurance and certification requirements
Relevant industry codes of practice
Award and enterprise agreements
Industry procedures may involve legislation relating to:
Duty of care
Emergency and evacuation procedures
Privacy
Workplace practices
Human and civil rights
Rights and responsibilities of employee may relate to:
Obeying lawful orders
Confidentiality and privacy rights
Safety and care with respect to WHS requirements
Knowing the terms and conditions of own employment
Protection from discrimination and sexual harassment
Rights and responsibilities of employer may relate to:
The right to dismiss you if you (see the Commonwealth Workplace Relations Act 1996):
commit a criminal offence
are negligent, careless or cause an accident
commit acts of disloyalty, such as revealing confidential information
Responsibility for providing a safe environment free from discrimination and sexual harassment (see relevant state/territory and Commonwealth anti-discrimination legislation)
Appropriate persons may include:
Supervisors
Colleagues
Trainer
Assessor
Opportunities for additional skills may include:
Coaching, mentoring and/or supervision
Formal/informal learning programs
Internal/external training provision
Work experience/exchange opportunities
Personal study
Career planning/development
Workplace skills assessment
Quality assurance assessments and recommendations
Recognition of prior learning assessment
Recognition of current competency assessment
Non-discriminatory attitudes may include:
All contacts with other staff, clients or management
Verbal or non-verbal communication
Work and personal priorities relate to a work/life balance and may include work and other commitments including:
School/homework
Home/family/parties/friends
Other jobs
Culture
Disability
Appropriate dress and behaviour may include:
Personal dress, presentation and hygiene
Demeanour in the workplace and attitude displayed to customers and other team members
And may vary according to:
Organisation requirements
Type of work
Degree of client/customer contact
Additional skills may be acquired by:
On-the-job coaching or mentoring
Presentations/demonstrations
Formal course participation
Work experience
The organisation goals and objectives may be:
Stated or implied by the way the organisation conducts its business including:
Organisation values and behaviours
Flexibility, responsiveness and financial performance
Work procedures and/or procedures manuals
People management and interpersonal communication
Business planning, marketing and customer service
Behaviour which contributes to a safe work environment may include:
Discussing and negotiating problems and tasks with other team members
Sharing knowledge and skills
Identifying and reporting any risks or hazards
Using business equipment according to instructions
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 may be assessed on the job or through simulation
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 culturally and linguistically diverse (CALD) environments
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 include access to human resources consistent with those outlined in the Assessment Guidelines
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 may be assessed on the job or through simulation
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 culturally and linguistically diverse (CALD) environments
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 include access to human resources consistent with those outlined in the Assessment Guidelines
Replaces
| State Code | National Code | Title | Type |
|---|---|---|---|
| D2320 | CHCCS211A | Prepare for work in the community sector | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| J002 | CHC20112 | Certificate II in Community Services | Qualification |
| D264 | CHC10108 | Certificate I in Work Preparation (Community services) | Qualification |