Unit of competency Outline
Date retreived
22/07/2026 6:04 PM AWST
22/07/2026 6:04 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.
Work with interpreters
Work with interpreters
Unit of competency
National Code
PSPGOV419A
PSPGOV419A
State Code
C8029
C8029
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
04/07/2014
Field of Education
080313 - Public And Health Care Administration
Original Release Date
04/07/2014
Nominal Hours
40
Description
This unit covers the requirements for working with interpreters in an official capacity. It includes identifying interpreting needs, making preparations for using interpreting services, conducting a meeting/interview using interpreting services and monitoring the safety and well-being of interpreters.In practice, working with interpreters may overlap with other generalist and specialist public sector work activities such as working ethically, complying with legislation, providing client services, gathering and analysing information, conducting interviews, etc.This is one of 2 units of competency in the Working in Government Competency Field that deal with interpreting and translating. The related unit is:PSPGOV420A Use translation servicesNo licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication
Notes
Elements and Performance Criteria
1. Identify interpreting needs
- 1.1 The need for interpreting services, the type of service and client preferences are identified in consultation with the client or client representative.
- 1.2 The purpose of interpreting is determined to ensure the competency of the interpreter meets organisational requirements.
- 1.3 Interpreting language is identified and any specific requirements to support interpreting service are determined.
- 1.4 Where clients refuse interpreting services but they are needed for communication, the client is advised that communication cannot proceed and access to interpreting services at least for interviewer is negotiated or communication deferred in accordance with legal and organisational requirements.
- 1.5 Details of interpreting needs are recorded in accordance with organisational policy and procedures.
2. Make preparations for using interpreting services
- 2.1 Legal and ethical responsibilities relating to the use of interpreters are identified and clarified if necessary.
- 2.2 Client appointments are coordinated with interpreter bookings to ensure the need for interpreting services is met in accordance with client needs.
- 2.3 Additional time is allocated to appointments to allow for interpreting needs.
- 2.4 Full details of interpreting requirements are provided at time of booking to ensure efficiency and effectiveness of process.
- 2.5 Any specific requirements to support interpreting service are arranged in accordance with client and organisational needs.
3. Conduct a meeting/interview using interpreting services
- 3.1 Positioning arrangements are made in consultation with the interpreter, and the role and ethical requirements of the interpreter are confirmed.
- 3.2 Introductions are made, and time is provided for the interpreter and client to familiarise themselves to ensure a good understanding of language and other cultural issues.
- 3.3 Communication is directed to the client, not the interpreter, in a manner that allows for effective exchanges of dialogue.
- 3.4 If clarification/explanations are needed from the interpreter, the client is informed first that this is to happen.
- 3.5 Judgment is used to address or refer problems resulting from cultural/societal differences, situational or ethical issues in accordance with organisational policy and procedures.
- 3.6 The meeting is closed in accordance with organisational protocols and the interpreter debriefed as required.
4. Monitor the safety and well-being of interpreters
- 4.1 Induction of interpreters into environment/situation is conducted in accordance with legal requirements and organisational policy and procedures.
- 4.2 Safety of interpreters is monitored in terms of occupational health and safety responsibilities.
- 4.3 Safety equipment is provided as required in accordance with the environment/situation.
- 4.4 Interpreters are protected from physical contact/violence or harassment from clients in accordance with workplace safety requirements.
- 4.5 Stress of interpreters is monitored and debriefing/counselling services are offered/arranged for interpreters in accordance with organisational policy and procedures.
The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance Criteria is explained here.
Interpreting is:
the rendering of an oral or visual gesture communication from one language (the source language) into another (the target language) - languages include community and Aboriginal languages and Auslan (Australian sign language)
Type of service may include:
face-to-face
telephone interpreting service
business interpreting
conference interpreting
tele-typing
speech-to-speech relay (SSR)
Client preferences may include:
right to choose their own interpreter, subject to organisational requirements for qualified interpreters to be used
right to reject interpreter offered and ask for substitute
gender of interpreter
age of interpreter
cultural background of interpreter
religious persuasion of interpreter
Purpose of interpreting may include:
general conversations
non-specialised dialogue
formal interviews
consultations involving specialised terminology
in one language direction/in both language directions
complex, technical and sophisticated interpreting
Competency of interpreters may include:
community language aide
paraprofessional level
professional level
advanced professional level
international standard
accreditation with National Accreditation Authority for Translators and Interpreters (NAATI) - a requirement for interpreting in some jurisdictions
recognition by NAATI - a requirement for interpreting in community languages in some jurisdictions
international credentials
Auslan interpreter (membership of Australian Sign Language Interpreters Association)
degree of difficulty of spoken language
Language may include:
major language plus dialect
community languages
Aboriginal languages
Auslan
Specific requirements may include:
cultural issues
gender of interpreter
equipment for simultaneous interpreting
access to equipment such as teletypewriter
adjustment for visual impairment
need for more than one interpreter for longer sessions
recording of interview/meeting (audio or videotape)
police clearance for interpreter
security constraints
safe environment for interpreter especially in:
workplaces where interpreter will not be aware of dangers
hospitals (especially with people with mental illnesses)
isolated circumstances
home visits
workplaces subject to harassment or violence
Ethical responsibilities may include:
ensuring impartiality of interpreter by:
not asking their opinion
not having them act for the client (fill in forms, pass on messages etc)
not asking for their advice
interpretation of everything that is said including:
judging and including register in interpreting
derogatory or vulgar remarks
non-verbal clues
patent untruths
confidentiality of client and organisational information
Additional time may be required for:
briefing of interpreter on:
purpose of the interview or meeting
subject matter
vocabulary likely to be used
technical terms
complex concepts.
briefing by interpreter on:
role of interpreter
interpreter's code of ethics
cultural issues
positioning arrangements.
assessment prior to commencement by interpreter, of client:
language
communication
general knowledge
interpreting time
alternate methods of explaining concepts such as diagrams, real life examples (rather than general principles)
rest breaks for interpreter, particularly Auslan (restricted to 50 minutes with 10 minute break or two interpreters used in 20 minute rotations) for longer sessions
Full details of interpreting requirements may include:
correct language and dialect
male or female interpreter
contact details for booking organisation
exact time and location for meeting/interview
purpose of meeting/interview:
subject matter
background material
vocabulary likely to be used
technical terms
complex concepts to be interpreted
duration of meeting/interview
more than one interpreter for longer sessions
any specific requirements
Positioning requirements may include:
equal access to hands-free telephone or opposite each other using double adapter for 2 telephones
circular seating arrangement for face-to-face meetings
triangular seating arrangement
seating equal distance apart
interpreter seated behind and to one side of professional for Auslan, to allow client to see both professional's face and interpreter's signing
interpreter in close contact for Auslan tactile method
Manner of communication may include:
speaking clearly and directly to client
slowing rate of speech
choosing language to suit educational level of client
avoiding slang, sayings, idioms, jargon, acronyms
eye contact with client except when not culturally appropriate
using first person, not third person
short exchanges
allowing time for interpreter to finish interpretation of each exchange
responding to interruptions by interpreter if exchanges are too long
using simple, plain language
explaining technical language and concepts
using diagrams, pictures
writing information such as:
dates
numbers
names
allowing for requirements for interpreter's rest breaks
Interpreting situation may include:
legal:
courts
police
compliance (for example, taxation)
corrections
health:
general
mental
specialist
commerce:
delegations
import/export
meetings
conferences
tourism
social welfare
education
immigration
customs
employment:
applications
injury management
Stress may be caused by:
interpreting in:
court cases
police interviews
unpleasant medical cases.
informing relatives of death or injury
Interpreting is:
the rendering of an oral or visual gesture communication from one language (the source language) into another (the target language) - languages include community and Aboriginal languages and Auslan (Australian sign language)
Type of service may include:
face-to-face
telephone interpreting service
business interpreting
conference interpreting
tele-typing
speech-to-speech relay (SSR)
Client preferences may include:
right to choose their own interpreter, subject to organisational requirements for qualified interpreters to be used
right to reject interpreter offered and ask for substitute
gender of interpreter
age of interpreter
cultural background of interpreter
religious persuasion of interpreter
Purpose of interpreting may include:
general conversations
non-specialised dialogue
formal interviews
consultations involving specialised terminology
in one language direction/in both language directions
complex, technical and sophisticated interpreting
Competency of interpreters may include:
community language aide
paraprofessional level
professional level
advanced professional level
international standard
accreditation with National Accreditation Authority for Translators and Interpreters (NAATI) - a requirement for interpreting in some jurisdictions
recognition by NAATI - a requirement for interpreting in community languages in some jurisdictions
international credentials
Auslan interpreter (membership of Australian Sign Language Interpreters Association)
degree of difficulty of spoken language
Language may include:
major language plus dialect
community languages
Aboriginal languages
Auslan
Specific requirements may include:
cultural issues
gender of interpreter
equipment for simultaneous interpreting
access to equipment such as teletypewriter
adjustment for visual impairment
need for more than one interpreter for longer sessions
recording of interview/meeting (audio or videotape)
police clearance for interpreter
security constraints
safe environment for interpreter especially in:
workplaces where interpreter will not be aware of dangers
hospitals (especially with people with mental illnesses)
isolated circumstances
home visits
workplaces subject to harassment or violence
Ethical responsibilities may include:
ensuring impartiality of interpreter by:
not asking their opinion
not having them act for the client (fill in forms, pass on messages etc)
not asking for their advice
interpretation of everything that is said including:
judging and including register in interpreting
derogatory or vulgar remarks
non-verbal clues
patent untruths
confidentiality of client and organisational information
Additional time may be required for:
briefing of interpreter on:
purpose of the interview or meeting
subject matter
vocabulary likely to be used
technical terms
complex concepts.
briefing by interpreter on:
role of interpreter
interpreter's code of ethics
cultural issues
positioning arrangements.
assessment prior to commencement by interpreter, of client:
language
communication
general knowledge
interpreting time
alternate methods of explaining concepts such as diagrams, real life examples (rather than general principles)
rest breaks for interpreter, particularly Auslan (restricted to 50 minutes with 10 minute break or two interpreters used in 20 minute rotations) for longer sessions
Full details of interpreting requirements may include:
correct language and dialect
male or female interpreter
contact details for booking organisation
exact time and location for meeting/interview
purpose of meeting/interview:
subject matter
background material
vocabulary likely to be used
technical terms
complex concepts to be interpreted
duration of meeting/interview
more than one interpreter for longer sessions
any specific requirements
Positioning requirements may include:
equal access to hands-free telephone or opposite each other using double adapter for 2 telephones
circular seating arrangement for face-to-face meetings
triangular seating arrangement
seating equal distance apart
interpreter seated behind and to one side of professional for Auslan, to allow client to see both professional's face and interpreter's signing
interpreter in close contact for Auslan tactile method
Manner of communication may include:
speaking clearly and directly to client
slowing rate of speech
choosing language to suit educational level of client
avoiding slang, sayings, idioms, jargon, acronyms
eye contact with client except when not culturally appropriate
using first person, not third person
short exchanges
allowing time for interpreter to finish interpretation of each exchange
responding to interruptions by interpreter if exchanges are too long
using simple, plain language
explaining technical language and concepts
using diagrams, pictures
writing information such as:
dates
numbers
names
allowing for requirements for interpreter's rest breaks
Interpreting situation may include:
legal:
courts
police
compliance (for example, taxation)
corrections
health:
general
mental
specialist
commerce:
delegations
import/export
meetings
conferences
tourism
social welfare
education
immigration
customs
employment:
applications
injury management
Stress may be caused by:
interpreting in:
court cases
police interviews
unpleasant medical cases.
informing relatives of death or injury
The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package.
Units to be assessed together
Pre-requisite units that must be achieved prior to this unit:Nil
Co-requisite units that must be assessed with this unit:Nil
Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:
PSPETHC401A Uphold and support the values and principles of public service
PSPGOV402B Deliver and monitor service to clients
PSPGOV406B Gather and analyse information
PSPGOV412A Use advanced workplace communication strategies
PSPGSD403A Conduct government service delivery interviews
PSPLEGN401A Encourage compliance with legislation in the public sector
PSPREG411A Gather information through interviews
Overview of evidence requirements
In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:
the knowledge requirements of this unit
the skill requirements of this unit
application of Employability Skills as they relate to this unit
working with interpreters in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, organisational policy, procedures and protocols relating to working with interpreters
code of ethics for interpreters
guides for working with interpreters, such as those produced by multicultural affairs agencies
case studies and workplace scenarios, with role players in languages other than English, to capture the range of interpreting situations likely to be encountered.
Where and how to assess evidence
Valid assessment of this unit requires:
a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when working with interpreters, including coping with difficulties, irregularities and breakdowns in routine
working with interpreters in a range of (3 or more) contexts (or occasions, over time).
Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:
people with disabilities
people from culturally and linguistically diverse backgrounds
Aboriginal and Torres Strait Islander people
women
young people
older people
people in rural and remote locations.
Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:
case studies
demonstration
observation
portfolios
questioning
scenarios
simulation or role plays
authenticated evidence from the workplace and/or training courses
For consistency of assessment
Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments
Units to be assessed together
Pre-requisite units that must be achieved prior to this unit:Nil
Co-requisite units that must be assessed with this unit:Nil
Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:
PSPETHC401A Uphold and support the values and principles of public service
PSPGOV402B Deliver and monitor service to clients
PSPGOV406B Gather and analyse information
PSPGOV412A Use advanced workplace communication strategies
PSPGSD403A Conduct government service delivery interviews
PSPLEGN401A Encourage compliance with legislation in the public sector
PSPREG411A Gather information through interviews
Overview of evidence requirements
In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:
the knowledge requirements of this unit
the skill requirements of this unit
application of Employability Skills as they relate to this unit
working with interpreters in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, organisational policy, procedures and protocols relating to working with interpreters
code of ethics for interpreters
guides for working with interpreters, such as those produced by multicultural affairs agencies
case studies and workplace scenarios, with role players in languages other than English, to capture the range of interpreting situations likely to be encountered.
Where and how to assess evidence
Valid assessment of this unit requires:
a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when working with interpreters, including coping with difficulties, irregularities and breakdowns in routine
working with interpreters in a range of (3 or more) contexts (or occasions, over time).
Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:
people with disabilities
people from culturally and linguistically diverse backgrounds
Aboriginal and Torres Strait Islander people
women
young people
older people
people in rural and remote locations.
Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:
case studies
demonstration
observation
portfolios
questioning
scenarios
simulation or role plays
authenticated evidence from the workplace and/or training courses
For consistency of assessment
Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AWV61 | PSPGEN040 | Work with interpreters | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| J283 | PSP40112 | Certificate IV in Government | Qualification |
| C768 | PSP40104 | Certificate IV in Government | Qualification |
| J839 | PSP41912 | Certificate IV in Government (School Support Services) | Qualification |
| J296 | PSP42012 | Certificate IV in School Support Services | Qualification |