Unit of competency Outline

Date retreived
22/07/2026 7:00 AM AWST

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Provide supervision support to community sector workers

Provide supervision support to community sector workers

Unit of competency
National Code
CHCCS505B
State Code
WC863
TGA Status
Deleted
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
090515 - Welfare Studies
Original Release Date
21/07/2014
Nominal Hours
40
Description
DescriptorThis unit describes the knowledge and skills required to provide supervision as a support for workers in the community services industry, including providing backup support, performing a range of administrative tasks and providing a structured debriefing process
Notes
Elements and Performance Criteria
1. Provide supervision support for community service workers
  • 1.1 Maintain regular contact with workers to demonstrate availability for back-up at all times
  • 1.2 Monitor workers to ensure their conduct maintains physical and psychological safety of clients, self and other workers
  • 1.3 Promote and maintain a high level of care consistent with work role practice and ethical guidelines
  • 1.4 Provide coaching as required to support work strategies in line with organisation and/or practice guidelines
  • 1.5 Assist worker to provide referral support for clients as required and within organisation guidelines
  • 1.6 Instigate interventions as required to address emergency situations
  • 1.7 Collaboratively establish the goals and purpose of each supervision event with the worker
  • 1.8 Ensure supervision is used in a way that best helps clients and fulfils duty of care obligations
2. Provide administrative assistance in community service work context
  • 2.1 Provide administrative support if required to ensure availability of services in line with organisation policy
  • 2.2 Monitor technical aspects in the workplace and report on related issues in line with organisation policies and procedures
  • 2.3 Complete supervision reports after each contact to reflect significant interventions
  • 2.4 Maintain ongoing communication with workers' line manager as required regarding supervision contacts
3. Provide structured debriefing
  • 3.1 Evaluate worker's supervision needs and identify any areas for skills development
  • 3.2 Provide a structured debriefing process for workers requiring assistance to address needs and within organisation guidelines
  • 3.3 Provide constructive feedback about the worker's performance and the supervision process as appropriate within organisation guidelines
  • 3.4 Review the supervision process with the worker and seek feedback about effectiveness
  • 3.5 Provide limited and structured skills-based supervision as appropriate in line with scope of own work role and organisation guidelines
  • 3.6 Refer workers for further skills-based supervision where needs identified in line with organisation policies and procedures
  • 3.7 Report any breach of ethics or professional practice, or significant disagreement regarding supervision to manager (or equivalent) in line with organisation's dispute resolution policy
4. Maintain professionalism and skills development
  • 4.1 Regularly update own knowledge and skills in supervision practice and procedures in line with organisation guidelines
  • 4.2 Regularly attend supervision meetings, seek additional supervision and undergo performance appraisals as required to maintain necessary skills and up-to-date knowledge of organisation policies and procedures
  • 4.3 Ensure own supervision practice is in keeping with and promotes the values, ethical guidelines, policies and procedures of the organisation
  • 4.4 Consistently set and maintain boundaries between workplace and supervision processes, so performance responsibility remains with worker
  • 4.5 Ensure supervision process remains confidential in relation to information pertaining to worker, client and workplace
  • 4.6 Take all reasonable steps to ensure that any personal or social contact with workers does not adversely affect the supervision process
  • 4.7 Work with respect for the value and dignity of workers and clients with due regard for policy and standards relating to discrimination of all forms, and equal rights and opportunities
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.


Significant interventions may include:
Crisis concerns
Emergency interventions
Debriefing


Structured debriefing may be provided, for example:
After a difficult interaction with a client
At the end of a program, project or work period
During implementation of a new program or service
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
The candidate must provide evidence of a high level of experience in the workplace prior to undertaking assessment in this unit of competency
This unit is best assessed in the workplace or in a simulated workplace under the normal of range conditions
Assessment should be gathered on one or more occasions but must reflect the normal range of client situations encountered in the workplace


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 for training in and assessment of crisis intervention competencies needs to be available to:
provide initial and ongoing training
ensure baseline knowledge and skills following basic training
observe implementation of these competencies in actual work situations and simulated role plays
facilitate learning through reflection on practice and integration of supervisory feedback


Method of assessment:
Consistent performance and development would be expected to be demonstrated involving a combination of oral and written media while also featuring simulated and actual practiceExamples might include:
group exercises
written (e.g. journal) and verbal responses to questioning
simulated exercises
observation of work practice
response to and integration of supervisory feedback
Replaces
State Code National Code Title Type
D2351 CHCCS505A Provide supervision support to community sector workers Unit of competency