Unit of competency details

Version 

Comments 

CUAPRF305A

This version first released with CUA11 Live Performance Training Package version 1.0

Element 

Performance Criteria 

Elements describe the essential outcomes of a unit of competency.

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the required skills and knowledge section and the range statement. Assessment of performance is to be consistent with the evidence guide.

1. Apply principles of Aboriginal and Torres Strait Islander customary law to performing arts practice

1.1. Seek advice from relevant personnel  where appropriate to establish how principles of customary law  affect own dance practice

1.2. Take guidance and direction from cultural mentors

2. Behave ethically and with respect for tradition

2.1. Provide rationale and scope for a code of ethics  in a particular sector of the arts

2.2. Consult where relevant to determine parameters and contents of code of ethics

2.3. Compile a code of ethics and test it in the community to determine its workability

2.4. Act in terms of personal, professional and cultural values and principles 

2.5. Advocate for and support the maintenance and renewal of traditions  in appropriate ways

3. Identify copyright issues for the protection of cultural heritage

3.1. Apply knowledge of copyright  to products 

3.2. Seek advice where required, to ensure that copyright issues are fully addressed in terms of own rights and the rights of others

4. Liaise with Indigenous communities, groups and individuals in ethical and culturally appropriate ways

4.1. Seek advice where relevant to determine appropriateness of reasons for liaison  and protocols to be complied with

4.2. Make ethical arrangements for contact which respect and support people’s cultural needs

4.3. Determine own rights and responsibilities in particular situations

5. Follow cultural protocols, ethics and traditions when rehearsing and performing

5.1. Comply with customary law and cultural protocols  as they relate to performance

5.2. Implement strategies  to account for cultural difference during performance of dance activity

5.3. Interact with and acknowledge directors, performers and audiences in appropriate ways

Overview of assessment 

Critical aspects for assessment and evidence required to demonstrate competency in this unit 

Evidence of the ability to:

• integrate knowledge of cultural heritage, moral rights and community ethics into communication with community mentors and performances
• maintain the integrity of cultural heritage and cultural knowledge for communities
• seek and follow advice in order to work as an Indigenous performing artist in culturally appropriate ways
• advocate for and support cultural maintenance and renewal knowledge
• understand protocols for the sharing of information and the expression of information pertaining to cultural works
• comply with rules of customary laws and protocols in relation to the production, presentation and distribution of works which express Aboriginal and Torres Strait Islander identity
• comply with rules relevant to ideas and customs of the specific communities involved in the reproduction of heritage in the dance performance
• commit to consultation with elders and other advisers in the construction of a code of ethics
• liaise with other Indigenous people in culturally supportive ways that comply with relevant protocols.

Context of and specific resources for assessment 

Assessment may take place in communities, on the job, off the job or a combination of on and off the job.

Assessment must ensure access to:

• Aboriginal and Torres Strait Islander elders, custodians and other culturally knowledgeable people authorised by their communities to act as mentors in arts and culture and performance disciplines
• appropriate performance areas or spaces, including outdoor locations
• sources of information needed to manage copyright, including the Copyright Act.

Assessors should be Aboriginal and Torres Strait Islander people validated by their communities and the Community Advisory Board set up to oversee implementation of the training. They must ensure that the cultural and intellectual property rights of Aboriginal and Torres Strait Islander peoples are protected.

Method of assessment 

A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:

• direct questioning combined with review of portfolios of evidence
• third-party workplace reports of on-the-job performance
• evaluation of authenticated samples of culturally appropriate choreographed dance performance
• verbal or written questioning to test knowledge as listed in the required skills and knowledge section of this unit
• case studies and scenarios as a basis for discussion of issues of copyright
• analysis of a documented code of ethics
• direct observation of candidate liaising with other Indigenous people in ways that are culturally supportive.

Assessment methods should closely reflect workplace demands (e.g. literacy) and the needs of particular groups (e.g. people with disabilities and people who may have literacy or numeracy difficulties, such as speakers of languages other than English, remote communities and those with interrupted schooling).

Guidance information for assessment 

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:

• CUADAN302A Increase depth of Aboriginal and Torres Strait Islander dance technique
• CUAIND302A Develop and maintain relationships with Indigenous Australian performance mentors
• CUFCMP301A Implement copyright arrangements.

Relevant personnel  may include:

• choreographers
• community members
• custodians
• elders
• managers
• mentors
• performers
• supervisors.

Customary law  may include:

• rules, values, traditions and protocols governing behaviour in Aboriginal and Torres Strait Islander communities and contexts, which have been passed down generations and often refer to traditions that predate 1788 and that are accepted by members of those communities
• customs and protocols as required in particular locations and situations, such as:

• access to information
• kinship
• avoidance relationships
• ownership
• use of signs, symbols, movement or musical sequences
• obtaining permission from custodians before performing customary material
• communication protocols expected to be followed.

Code of ethics  will include consideration of:

• protocols
• permission for use of idea or material
• ways in which ideas or material are used
• social justice
• equal opportunity
• intellectual and cultural property rights
• copyright
• feedback to cultural owners and communities.

Cultural values and principles  may include:

• sensitive cultural values and principles, such as:

• acceptance within and by the community as an Aboriginal and Torres Strait Islander person
• understanding and maintenance of own lore, land and traditions (cultural identity issues)
• internal family and community construction politics
• levels of acknowledgement and respect for business connected with:

• extended family
• ceremonial events, such as funerals and cultural leave, tombstone openings, shaving ceremonies and initiation
• customs
• cultural values
• religious expression
• personal and group responsibility and dignity

• social and cultural differences, such as:

• structure of community representation and powers of delegation
• differing approaches to the concept of respect
• individuals’ and communities’ particular circumstances and histories:

• place or geographical location
• access to services, such as education, health and transport
• language, including Aboriginal English, Torres Strait Kriol and traditional languages.

Traditions  means:

• body of knowledge, values and practices that have been collected over time by Aboriginal and Torres Strait Islander communities.

Copyright  may include:

• Copyright Act 1968
• Copyright Amendment Act 2006
• moral rights protection
• Australian Indigenous cultural and intellectual property
• Australasian Performing Right Association Limited
• ownership of materials
• term of licence or assignment
• length of control period after expiration of term
• exploited reversion triggers
• non-exploited reversion triggers.

Products  may include:

• dramatic works
• protection against unauthorised use of own and other’s work
• commercial exploitation of own work under copyright, intellectual property and licensing legislation
• social and philosophical characteristics of Aboriginal and Torres Strait Islander creativity.

Liaison  involves:

• communicating and acting together and may include:

• contact visits to engage with individuals, organisations and communities
• telephone conversations
• letters
• meetings

• reasons for liaisons may include:

• research
• advice seeking
• feedback.

Cultural protocols  may include:

• rules of behaviour, which include:

• governing communication, access to and use of cultural information and practices that form the heritage of the diverse range of Aboriginal and Torres Strait Islander societies
• full set of protocols of a particular community or cultural grouping, which is likely to be unique, and may relate to:

• obtaining information and materials
• visiting individuals and communities
• forms and circumstances of communication
• obtaining permission from custodians before performing customary material

• communication protocols for effective and culturally appropriate communication, such as:

• plain speech avoiding use of jargon
• active listening
• use of interpreters and mediators

• common workplace strategies:

• identify barriers to effective cross-cultural communication and the causes of ineffective cross-cultural communication

• use of visual strategies, such as:

• diagrams, tables, graphs, pictures, flow charts and video images
• computer technology and other media

• strategies for individuals may include:

• non-verbal techniques, such as gestures
• display of positive regard and respect
• non-judgemental approaches
• ongoing personal and interpersonal skill development
• forming partnerships with cultural groups to achieve particular work goals
• monitoring and reflecting on own actions to ensure cultural values are not imposed on others.

Strategies  may include:

• developing understanding of own culture and history
• understanding key aspects and effects of Aboriginal and Torres Strait Islander culture and history on workplace issues
• understanding similarities to identify common ground of cultural groups in the workplace
• contextualising performance to cultural heritage and customary law.