Unit of competency Outline
Date retreived
23/07/2026 5:05 AM AWST
23/07/2026 5:05 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.
Conduct situational workplace assessments
Conduct situational workplace assessments
Unit of competency
National Code
PSPIM404A
PSPIM404A
State Code
C8169
C8169
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
29/07/2014
Field of Education
061703 - Occupational Therapy
Original Release Date
29/07/2014
Nominal Hours
40
Description
This unit covers situational assessment of the workplace from the viewpoint of suitability for a worker being rehabilitated. This may be initial or ongoing assessment as the injured worker's capacity changes. It includes conducting workplace and job analyses and negotiating work duties.In practice, conducting situational workplace assessments may overlap with other generalist or specialist public sector work activities such as acting ethically, complying with legislation, applying government processes, delivering client services, gathering and analysing information.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication
Notes
Elements and Performance Criteria
1. Conduct workplace and job analyses
- 1.1 Workplace supervisor is consulted to obtain access to the workplace and information on work demands and duties .
- 1.2 Injured worker's capacity to perform tasks is assessed/clarified in accordance with current physical ability and medical certification.
- 1.3 Workplace environment is assessed in relation to the injured worker's capacity and expert advice is obtained if required.
- 1.4 Information is gathered regarding the operation of the workplace.
- 1.5 Risk assessment of the work site is conducted in relation to the injured worker including the potential for exacerbating the injury or further injury.
2. Negotiate work duties
- 2.1 Liaison is undertaken with the employer and other parties to identify suitable duties, alternative duties or job redesign and a staged return to normal duties whenever necessary.
- 2.2 Alternative duties are analysed if necessary and recommendations made.
- 2.3 Knowledge of safe work practices is applied.
- 2.4 The need for modifications to the workplace or the use of adaptive equipment is assessed and recommendations made.
- 2.5 Results of workplace assessment are applied to the return to work process in accordance with legislation, policy and procedures, taking into account long-term and short-term needs of the injured worker.
- 2.6 Offers of suitable duties are obtained in writing 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.
Information may include:
personnel in the workplace
workplace dynamics
type of industry/production
external demands on employer
access requirements
safety
security
support for rehabilitation/return to work activities
Tasks may include:
physical
environmental
cognitive demands
Assessment of worker's capacity may include:
clinical observation
analytical and professional judgment
Clarification of injured worker's capacity may include:
functional capacity evaluation
independent medical examination
vocational assessment
support counselling
vocational counselling
referral for external assistance
Expert advicemay be obtained from:
professionals such as:
occupational health and safety experts
ergonomist
physiotherapist
occupational therapist
psychologist
Operation of the workplace may include:
hours of work
normal shifts
rosters
designated work breaks
Risk assessment is undertaken in terms of:
workplace safety
capacity of worker
ergonomic set up
Other parties may include:
worker
manager
treating doctor
physiotherapist
occupational therapist
psychologist
Suitable duties may include:
same duties with same employer
alternative duties with same employer
same duties with different employer
different duties with a different employer
new or alternative funded position
modified duties/environment
Alternative duties may be:
required if usual duties/placement are inappropriate
short-term to assist recovery and return to work
long-term if retraining is required
subject of a vocational assessment
Job redesign is:
the process of modifying or redesigning the job to the injured person's physical, functional, cognitive or psychological abilities
applicable for workers with:
acquired brain impairment
spinal chord injuries
post traumatic stress disorder
hearing impairment
visual impairment
Analysis of suitable duties may include:
the nature of the worker's incapacity
details of physical restrictions given in the medical certificate supplied by the treating doctor
the worker's age, education, skills and work experience
the worker's pre-injury employment
where the worker lives
the provisions of any injury management plan for the worker
any suitable employment for which the worker has received training
the length of time the worker has been seeking suitable employment
Suitable duties should be productive and meaningful, not demeaning to the worker and must be leading to the long-term return to work goal
Legislation, policy and procedures may include:
workers rehabilitation/compensation legislation
allied legislation such as occupational health and safety legislation, regulations and associated standards
privacy legislation
legislation and standards to ensure confidentiality and security of information
occupation health/occupational therapy guidelines for manual handling
work demands for functional capacity evaluation
DSM IV (psychological tool from USA)
organisation policy, particularly human resources policy in the areas of redeployment and recruitment
industrial awards, different classification levels and merit principles
performance standards
rehabilitation and return to work manual
claims management manual
public sector legislation and standards
codes of conduct
codes of ethics
Offers of suitable duties should include:
list of duties to be performed
working hours
physical/medical restrictions
Information may include:
personnel in the workplace
workplace dynamics
type of industry/production
external demands on employer
access requirements
safety
security
support for rehabilitation/return to work activities
Tasks may include:
physical
environmental
cognitive demands
Assessment of worker's capacity may include:
clinical observation
analytical and professional judgment
Clarification of injured worker's capacity may include:
functional capacity evaluation
independent medical examination
vocational assessment
support counselling
vocational counselling
referral for external assistance
Expert advicemay be obtained from:
professionals such as:
occupational health and safety experts
ergonomist
physiotherapist
occupational therapist
psychologist
Operation of the workplace may include:
hours of work
normal shifts
rosters
designated work breaks
Risk assessment is undertaken in terms of:
workplace safety
capacity of worker
ergonomic set up
Other parties may include:
worker
manager
treating doctor
physiotherapist
occupational therapist
psychologist
Suitable duties may include:
same duties with same employer
alternative duties with same employer
same duties with different employer
different duties with a different employer
new or alternative funded position
modified duties/environment
Alternative duties may be:
required if usual duties/placement are inappropriate
short-term to assist recovery and return to work
long-term if retraining is required
subject of a vocational assessment
Job redesign is:
the process of modifying or redesigning the job to the injured person's physical, functional, cognitive or psychological abilities
applicable for workers with:
acquired brain impairment
spinal chord injuries
post traumatic stress disorder
hearing impairment
visual impairment
Analysis of suitable duties may include:
the nature of the worker's incapacity
details of physical restrictions given in the medical certificate supplied by the treating doctor
the worker's age, education, skills and work experience
the worker's pre-injury employment
where the worker lives
the provisions of any injury management plan for the worker
any suitable employment for which the worker has received training
the length of time the worker has been seeking suitable employment
Suitable duties should be productive and meaningful, not demeaning to the worker and must be leading to the long-term return to work goal
Legislation, policy and procedures may include:
workers rehabilitation/compensation legislation
allied legislation such as occupational health and safety legislation, regulations and associated standards
privacy legislation
legislation and standards to ensure confidentiality and security of information
occupation health/occupational therapy guidelines for manual handling
work demands for functional capacity evaluation
DSM IV (psychological tool from USA)
organisation policy, particularly human resources policy in the areas of redeployment and recruitment
industrial awards, different classification levels and merit principles
performance standards
rehabilitation and return to work manual
claims management manual
public sector legislation and standards
codes of conduct
codes of ethics
Offers of suitable duties should include:
list of duties to be performed
working hours
physical/medical restrictions
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
PSPGOV408A Value diversity
PSPGOV422A Apply government processes
PSPLEGN401A Encourage compliance with legislation in the public sector
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 the Employability Skills as they relate to this unit (see Employability Summaries in Qualifications Framework)
situational workplace assessments conducted in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, policy, procedures and protocols relating to injury management
case studies and workplace scenarios to capture the range of situations likely to be encountered when conducting situational workplace assessments
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 conducting situational workplace assessments, including coping with difficulties, irregularities and breakdowns in routine
situational workplace assessments conducted 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
portfolios
projects
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
PSPGOV408A Value diversity
PSPGOV422A Apply government processes
PSPLEGN401A Encourage compliance with legislation in the public sector
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 the Employability Skills as they relate to this unit (see Employability Summaries in Qualifications Framework)
situational workplace assessments conducted in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, policy, procedures and protocols relating to injury management
case studies and workplace scenarios to capture the range of situations likely to be encountered when conducting situational workplace assessments
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 conducting situational workplace assessments, including coping with difficulties, irregularities and breakdowns in routine
situational workplace assessments conducted 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
portfolios
projects
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 |
|---|---|---|---|
| AWU89 | PSPINM005 | Conduct situational workplace assessments | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| J283 | PSP40112 | Certificate IV in Government | Qualification |
| AWF5 | FNS41915 | Certificate IV in Personal Injury Management | Qualification |
| AZI3 | FNS42115 | Certificate IV in Personal Injury Management | Qualification |
| S703 | FNS40410 | Certificate IV in Personal Injury Management (ReturntoWork) | Qualification |