PSPIM404A Conduct situational workplace assessments

Revision Number: 3

PSPIM404A Conduct situational workplace assessments

Modification History

Release	TP Version	Comments
3	PSP12V1	Unit descriptor edited.
2	PSP04V4.2	Layout adjusted. No changes to content.
1	PSP04V4.1	Primary release.

Unit Descriptor

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

Application of the Unit

Not applicable.

Licensing/Regulatory Information

Not applicable.

Pre-Requisites

Not applicable.

Employability Skills Information

This unit contains employability skills.

Elements and Performance Criteria Pre-Content

Elements are the essential outcomes of the unit of competency.	Together, performance criteria specify the requirements for competent performance. Text in bold italics is explained in the Range Statement following.

Elements and Performance Criteria

ELEMENT	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.

Required Skills and Knowledge

This section describes the essential skills and knowledge and their level, required for this unit.
Knowledge requirements Look for evidence that confirms knowledge and understanding of: legislation, regulations, policies, procedures and guidelines relating to injury management privacy legislation freedom of information legislation procedures to ensure confidentiality and security of information physiology, bio-mechanics and ergonomic principles Australian standards relating to workplace assessments risk assessment in the context of workplace safety and worker capacity safety and ergonomic guidelines equal employment opportunity, equity and diversity principles public sector legislation such as occupational health and safety and environment in the context of injury management
Skill requirements Look for evidence that confirms skills in: applying legislation, regulations and policies relating to situational workplace assessments assessing workplaces liaising and negotiating with employers/supervisors for suitable/alternative duties reading and applying complex information such as legislation and regulations using communication including establishing rapport with a diverse range of people, engaging the injured worker applying results to the return to work process responding to diversity, including gender and disability applying procedures relating to occupational health and safety and environment in the context of injury management

Evidence Guide

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

Range Statement

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 advice may 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

Unit Sector(s)

Not applicable.

Competency field

Injury Management.