Prepare for work in the community sector

Prepare for work in the community sector

CHCCS211B

This unit is about the different sorts of jobs that you can have in the community sector, and the different types of organisations that there are.

You will learn how to:

• Identify and apply industry information

• Demonstrate commitment to values and philosophies

• Identify future career opportunities

Assessment Tasks

1. Download and print the assessment sheet for this unit from the ‘Resources’ drop down menu at the top right hand side of the screen.

2. Complete your assessment sheet as you work through the unit.

3. Email your completed assessment to info@betterlinkgroup.com.au or ring (08) 9353 3089

Identify and apply industry information

Identify current issues that impact on the work area/organisation and

different models of work in community services

To work effectively in a community services role it is necessary to have some understanding of the issues that currently affect the particular community services section in which you work. These things might also have an impact on the different model of work that are or can be utilized in the delivery of community services.

All of the following will affect the work performed by community service organisations:

• Changes in communities and in community values plus those of the larger society within which an organisation operates

• New research• Changing expectations amongst community members • The design and development of new treatment procedures • Improved best practice and benchmarking criteria • Increasing quality expectations • Changing attitudes of community members’ attitudes • Changing legislation

Community services are provided by government and private providers. Many private service providers rely

on government subsidies to help finance the resources they and their clients require.

The community services sector can be said to have four major segments:

• health• education• welfare• justice

In many social welfare areas such as aged care, the delivery of services has largely been privatised and contracted out. Non-government organisations and for-profit organisations tend, currently, to dominate. In health, there is a large public hospital system but most specialist medical services are private. In education, the private school system is growing and there are moves to give more control to individual government schools. In the justice area, police, court systems and prisons come within government jurisdiction although there has been some move towards establishing privately operated prisons. Private security companies are on the increase.

Since the 1980s, the community services sector has face pressures from public sector reforms and financial limitations. Pressure on government funding has led to downsizing of many government institutions. Some services are, therefore, outsourced and in a few instances privatisation has resulted – this means the business has been taken over by private companies or community organisations.

Current issues and problems face by the sector include the following:

1. the population is getting older2. many remote communities have problems as young people migrate to the capital cities 3. youth suicide is an issue of concern, particularly in regional Australia 4. reduced funding for community service organisations from government makes it difficult to

obtain and maintain the resources needed to provide a quality service 5. shortage of skilled staff reduce the quality and diversity of service that can be provided6. increased government regulation of services and performance standards, requiring full

accountability and auditing of service organisations 7. increased monitoring and auditing of the use of government funds 8. the time required to tender for government funding is reducing the time staff have to

perform the services they were originally intended to perform 9. concerns about whether. In the case of profit making organisations, service delivery

standards can be maintained to the same levels as those in government or non-government or non-profit organisations

10. new technology. Many service professionals have inadequate training in handling new information and computer technology.

All these issues impact on the community services sector and on the service models of service that might be employed

Name 3 areas in community where there are community services, as well as RSAS

Provide your answer in the Assessment Document for this unit.

Access a range of legislation and procedural requirements relevant to

employment in the community services industry

Community service organisations and their employees need to comply with legislation, regulations and statutory requirements. The legislation and regulations that relate to community service providers – regardless of community service sector – are intended to ensure at the least, minimum standards of client care – and to support quality care.

Legislation might relate to:

• Prevention of discrimination• Anti-harassment • Privacy • Equal Employment Opportunity (EEO) • Freedom of information • Access and equity • Social justice • Mandatory notification• Health and safety legislation • Human rights

Regulations and legislative requirements might also apply to:

• Staff qualifications • How many clients a staff member can have• Staff training • Volunteer recruitment processes • Training of volunteers• Food hygiene• General hygiene• Environmental interaction • Facilities and equipment • Resources• Management and storage of records • Industrial relations/employment terms and conditions

Key statutory regulatory requirements could include those related to:

• Disability Discrimination Act • Guardianship Act • Individual rights• Medical Act • Medical regulations• Nurses Act • Poisons Act• Pharmacy Act • Aged Care Act 1997• Corporations Law• Residential aged care standards • Building standards and the relevant

state and local government Acts

• Care and education of young children • Child protection and guardianship

legislation• Criminal Acts • International and national standards • Mental health legislation • Pharmaceutical benefits • Poisons and therapeutics • Public health • Registration and practice of health

professionals • Residential and community services • Restrictive practices

Some of the legislation with which they will be expected to comply is sector specific. For instance, there is legislation related specifically to aged care, child care, youth services and to the care of people with disabilities etc. there are also fairly specific regulations relating to health care services and even recreational services. These are areas of legislation with which community service workers must comply when interacting with and providing services for clients.

Employees will need to know the current regulations that apply in their state or territory.

Employees should familiarise themselves with:

Relevant industrial award that they are paid under

Federal, state and local government regulations that impact on their work

Accreditation standards and audit requirements relevant to the service for which they work

Workplace health and safety legislation and requirements, including those relating to:o Manual handling o Hazardous substances o HIV/AIDS and Hepatitis Bo Workplace injury and disease recording

Employees must be provided, by the management of the work organisation with information about their legal and statutory responsibilities and obligations. They must remain up to date with legislation and with any organisational changes that affect the parameters within which they will work.

Information might be delivered to employees via in-house training, at staff meetings or other communication.

Management should:

• Provide employees with detailed information regarding company procedures and how they contribute to legislative compliance

• Promote a workplace where compliance with legislation is a high priority

• Provide staff with immediate information about changes to legislation and how the changes affect their work

• Provide opportunities for employees to ask questions about legislation, regulations and statutory requirements

• Offer opportunities to discuss legislative requirements and compliance processes Relevant federal and state Acts can be accessed online, though these are all in English and there will be little in

community languages. Government agencies publish information about legal requirements relevant to specific portfolios (eg Department of Health and Ageing, Domestic Violence Crisis Services, Youth Services etc).

Code of ethics Community service organisations will have a code of conduct/practice/behaviour, which outlines the ways in which management and staff should conduct themselves at work and when representing their workplace. A code of ethics outlines the organisation’s position on issues such as behavioural standards, equitable service delivery, reporting procedures, complaints management, duty of care and the provision of non-discriminatory work practices, conflict of interest, client interactions, confidentiality etc. the code provides behavioural guidelines for workers. Managers and supervisors are responsible for ensuring that employees understand the organisation’s code, know how to access it and know what to do if they consider that any action on their part or that of other stakeholders might breach the code.

Identify key community services industry organisations able to provide information

and assist individuals and enterprise

Government agencies and industry organisations can provide information to assist individuals and organisations which deliver community services.

Information required might relate to a number of areas including those who work in:

• Domestic violence • Community development • Community housing • Youth work • Child safety/child protection• Employment services • Education/training • Crime prevention • Emergency relief• Intellectual and physical disability • Aged care • Palliative care (for people who are very ill and dying)• AOD (Alcohol and Other Drugs) care, rehabilitation and recovery• Mental health • Recreation and leisure

The following are industry and peak bodies, some of which are state or territory specific, and others able to provide information and assist

individuals and enterprises:

• The Australian Council of Social Service (ACOSS) – an independent non-government organisation representing a wide range of interests in the fields of social welfare, health, housing and community services

• Family Planning Australia – which can provide publications, fact sheets and links to state and territory services.

• The ACE National Network – the Australian peak body association representing organisations that provide employment assistance and post-placement to support people with disabilities.

• ACROD, the National Industry Association for Disability Services – which has a membership of more than 570 organisations Australia-wide, responsible for providing services to people with disabilities and their families. The Australian Government recognises ACROD as the peak body for the disability industry.

• Adult Learning Australia Inc (ALA) – the peak organisation for adult and community education providers and others interested in adult learning.

• Aged and Community Services Australia (ACSA) – national peak body representing over 1200 church, charitable and community based organisations providing accommodation and care services to over 450000 older people, people with a disability and their carers. There are also ACSA bodies specific to the different states and territories.

• The Alcohol and Other Drugs Council of Australia (ADCA) – the peak national, non-government organisation representing the interests of the alcohol and other drugs field. ADCA is involved in a broad range of activities which include advocacy to the government.

More industry and peak bodies• Anglicare Australia – which provides a strong voice to government; meets with ministers and senior

officials; prepares submissions to parliamentary inquiries; and provides a forum for debate on government social policies.

• Association of Neighbourhood Houses and Learning Centres – local organisations that provide social, educational and recreational activities for communities.

• Australian Association of Deaf (AAD) – a national consumer organisation of deaf people with state association affiliates. Its aims include educating the community on a wide range of issues relating to deafness, lobbying government and the community for better and greater access to services and fostering pride in the language and culture of the deaf community.

• The Australian Clearinghouse for Youth Studies (ACYS) – a not-for-profit organisation, partly funded by the Youth Bureau, Department of Families, Community Services and Indigenous Affairs. Provides information, products and other services for those working in the youth field and for anyone with an interest in youth. This includes: practitioners in areas such as health and education, researchers, policy-makers, youth workers and youth service providers, as well as students and parents.

• Australian Federation of Disability Organisations (AFDO) – the primary national voice to fully represent to government the interests of all people with a disability.

• Australian Institute of Welfare and Community – the recognised professional body for welfare and community workers in Australia, employed within government departments, non-government social welfare agencies, self-help groups, commercial and industrial enterprises – at a national and state level.

• Australian Nursing Homes and Extended Care Association (ANHECA) – federal – which provides national representation in aged care.

• Australian Parents – recognised by the federal government as the peak national body representing parents of children attending non-government schools. They are inter-denominational and non-party political.

These are not the only agencies that can offer assistance – simply look on the internet for others that might be of interest in community.

Various internet sites can help bring together related information or it might be possible to directly access government department websites. These could include websites related to any of the areas listed above. Schools, community health centres, and local government offices can also be a source of information. Local libraries might be able to provide directories of key community service organisations.

Identify various roles and demonstrate an understanding of rights and responsibilities of employee and employer

When people accept employment in the community services sector it is important that they understand what do to, how to do it, when to do it and the standard to which they are expected to perform. Information about job roles and tasks will be available from job descriptions and will be explained to employees at induction and as part of their ongoing training. At induction the rights and responsibilities of employees and employers should also be outlined. Both employees and employers have legal and ethical obligations, rights and responsibilities regarding their interactions with each other as well as their interactions with clients. Employee rights are supported by industrial legislation. Employees need to have a clear understanding of their role, their reporting responsibilities, their level of authority and their ability to participate in decision-making and use their own initiative. They also need to understand the roles and responsibilities of the people with whom they work. If these things are not clear and properly understood, mistakes and misunderstandings will occur. These can result in the need for rework and can be costly and possibly even dangerous. In the case where an employee is not certain what is required of them, or what tasks they should undertake, they should ask a manager or supervisor. If they are given instructions that they do not understand they must ask for clarification. It is far better to ask questions than to risk making mistakes.

Employees must:

• Not discriminate against, harass or bully work colleagues, client or other stakeholders

• Comply with all relevant legislation and with workplace policies and procedures

• Work in a manner that supports and actively contributes toward the organisation’s vision, mission and goals

• Act in a manner that is ethically responsible and acceptable

• Participate appropriately in activities associated with the management of workplace health and safety

• Accept diversity and make appropriate accommodation for cultural difference

• Contribute to the development of the organisation’s cultural competence

• Obey lawful orders and comply with the work instructions given to them

• Protect the confidentiality and privacy rights of clients and of the organisation

• Know the terms and conditions of their own employment

Employees have a responsibility and obligation to comply with statutory and organisational requirements, procedures and rules.

They should work in ways that ensure that the workplace is consistently safe and healthy for themselves and for others. They should also know what their rights under the current industrial legislation are

Employers are responsible for:

• Providing a suitable remuneration to employees – a fair play for a fair day’s work

• Taking action to ensure that harassment and bullying and discrimination do not occur in the workplace

• Ensuring that principles of EEO and, where appropriate, affirmative action are upheld

• Ensuring that the organisation’s espoused values match its actions• Putting in place appropriate policy and procedural documentation so that

employees and other stakeholders are aware of the organisation’s intentions • Treating employees, clients and other stakeholders fairly and with respect • Complying with industrial legislation as it relates to wages, work conditions,

leave and other entitlements, superannuation etc • Making sure that employees receive all the necessary training and

requirements

Employers are responsible for:

• Ensuring that the workplace is safe, secure, stress free and that appropriate health and safety policies and procedures are in place and adhere

• Designing and implementing appropriate HR policies and procedures, to support the needs of employees

• Designing and implementing policies and procedures that will uphold the rights and dignity of clients and with which employees will comply

• Providing workers, including volunteers and contractors, with adequate facilities (such as clean toilets, cool and clean drinking water, and hygienic eating areas)

• Putting in place suitable consultative practices to ensure that ideas and opinions of employees are taken into consideration

Employers are responsible for:

• Ensuring that all employees receive up-to-date information regarding their roles, responsibilities, any policy or procedural changes and legislative compliance

• Providing, in a timely manner, the resources that employees require in order to complete their work to the expected standard

• Ensuring that all employees receive appropriate training and where necessary instruction, supervision, debriefing, counselling etc

• Making sure that the organisation caters for cultural safety of employees and of clients

All this implies agreement between employers and employees. Employers have the right to expect from employees work that will meet required and predetermined standards, behaviour that consistently complies with the organisation’s code of ethics/practice/behaviour, work that actively contributes to the achievement of organisational goals and actions, behaviour and work standards that enhance the organisation’s image. Community service organisations exist in order to meet a need within the community and to meet the needs of individual clients. Employees must be seen to work in ways that will ensure client satisfaction. If clients are not satisfied, the reputation of the organisation will suffer and clients will refuse to patronise it. The employer, therefore, has the right to expect that employees will act in ways that ensure organisational sustainability. Organisations must also comply with codes of practice – industry accepted standards which define how the organisation should conduct itself when dealing with other organisations, employees and clients.

Some of these responsibilities are upheld by legislation, while others are requirements and expectations that have come to be considered the norm in today’s society.

Demonstrate commitment to comply with applicable legislative and procedural requirements through own conduct and/or ethics

Community organisations will have service delivery standards which reflect the broader values of the sector. These values and standards will be built into the organisation’s vision, mission statements and the operational policies and procedures which help guide staff responses to client needs, treatment and support levels. They relate to quality of service provision, meeting client needs and to the development of holistic strategies intended to provide services that support the immediate and long-term needs of clients. For the delivery of service to be successful, professional and legitimate, decisions and actions affecting the situation of clients and their family members/care givers should be guided by an established code of ethics, which underpins organisational policies and procedures. There is an expectation that employees will consistently act in a manner that complies with the guidelines of the code and that their behaviours and attitudes will support this code.

Ethics might be described as philosophical ideals and behaviours that are in agreement with accepted principles or rules for right conduct. These principles, rules or expectations are determined and agreed upon by society, culture and communities in which people live. Ethical and commonly accepted values must be upheld by the organisation and its employees.

The standards that form a code of ethics (code of behaviour) will usually relate to:

• Integrity – demonstrating honesty, reliability and impartiality • Responsibility – observing duty of care • Competence – performing with proficiency and demonstrating

professionalism • Confidentiality – maintaining privacy • Safety – assessing and responding to the risk of actual and potential harm • Humanity – interacting with respect and dignity • Equity and access – ensuring that equal opportunity applies to all service

provision• Social and cultural justice – ensuring access to resources that enable the

facilitation of basic human right without prejudice or discrimination • Quality – ensuring that service will meet the quality requirements of

clients, stakeholders and the community Employees in the community service sector are, therefore, expected to act in a manner that is both legally and ethically acceptable. They must ensure that their own conduct and the service they provide to clients (and to families and significant others) meets accepted ethical standards. They must also demonstrate commitment to comply with the legislative and procedural requirements applicable to their industry sector.

Legislation

As well as complying with legislation that applies to business interactions, the operation of community service organisations and that which applies to the particular sector of the community service area in which the organisation operates, it is necessary for the organisation and its employees to understand and comply with some fairly specific duty of care requirements. In Tort Law (under Common Law) a duty of care is a legal obligation imposed on organisations and the individuals who work in them. This means they must provide a standard of reasonable care and being very careful when doing anything that could possibly harm others.

Managers must choose the most efficient means of controlling risk of harm – to clients, work colleagues and other stakeholders – from a range of possibilities; and be able to demonstrate that all that is practicable and reasonable is done to prevent harm. They must, further be able to demonstrate that harm will not, or has not occurred as a result of omission or failure to act.

If community service workers do not fulfil their duty of care, they can be deemed, in terms of legal action to be fined or even have legal action taken against them if they are thought to be negligent. If an organisation does not provide a reasonable standard of care, and a client suffers harm or loss as a result, then the organisation has been negligent. Further, a person or an organisation that might be deemed negligent if they failed to act or failed to plan to reduce risk that might reasonably arise. Negligence is considered to occur when someone who owes a duty of care fails to act according to a reasonable standard of care and this causes or allows harm or injury.

Community service workers must take care that when fulfilling duty of care obligations they do not take away or attempt to take away the client’s normal human rights and freedoms. If a client chooses to act in a manner that endangers them (and the community service worker is aware of their intention), the community service workers is obliged to point out the dangers and can show the client how to do the things they want to do in a way that does not involve unreasonable danger. If, knowing the risks, the client chooses to go ahead, they cannot really be stopped without legal authority to do so. The community service worker must; however, be able to show that they have done everything possible to inform the client and to aid in the reduction of the risk.

Demonstrate commitment to values and philosophies

Demonstrate in work undertaken, consideration and understanding of the underpinning values and philosophy of

the sector

The policies, operational procedures and models of service delivery of every organisation are shaped by internal and external values, philosophies and by relevant legislation. Working in the community services sector, workers should be aware of the underpinning values and philosophies of the sector. This includes understanding their legal and ethical obligations.

Underlying philosophies and issues come from the communities and the society in which an organisation operates.

They will affect:• The way in which people work with clients • The quality of the work provided • The procedures followed to provide appropriate

service• The relationships between service providers, clients

and the community

They will also affect the ways in which different service organisations talk to each other and cooperate to provide the best service for clients, for example, those with special needs.

They will impact on:• The statutory framework within which

work takes places • The context of work, such as trying different

approaches to the work and different ways to engage clients

• Organisational guidelines, such as the organisation’s vision, mission statement, code of behaviour/ethics/conduct, aims and objectives, direct employee behaviour, actions and attitudes.

The underpinning values and philosophies of the sector could include: • A focus on the work being done for

the client • Community education • Promotion of mental health and

wellbeing • Early intervention• Targeting of appropriate services • Commitment to meeting the needs

and upholding the rights of clients • Commitment to empowering

clients

When accepting employment, employees agree that they will work within the organisation’s ethical standards and will actively support the values of the organisation and the community. Community service workers must clearly identify client needs and work in ways that will help those to be addressed. They should work to consider continuous improvements to the service they offer and to the operational functions of the organisation they work in.

Values which staff should support might include:

• Clients must be treated fairly and equitably• Discrimination and harassment should not occur • Staff must be non-judgemental about a person’s circumstances,

situation or past • Each person’s right to make their own decisions and choices will

be respected • Each person’s right to confidentiality and privacy will be respected

and enforced • Each person’s cultural and religious beliefs will be respected and

accommodated • Client’s individuality and self-expression will be respected • Staff will not impose their own personal values on clients

Service providers must embrace basic human rights such as:

• Freedom of speech• The right to choose where we live• Protection from abuse or neglect • Respect for culture, religion and

language

Quality assurance practices, benchmarking and the use of research and feedback to design continuous improvement initiatives will ensure that delivery and service standards consistently meet client needs.

Demonstrate commitment to access and equity principles in work in the sector

The concept of access implies that anyone who is eligible to apply for community services can access them Equity means that all eligible clients receive services that meet their needs and are of the same quality as those received by other clients. Legally and ethically, clients are entitled to experience service and support that respects their unique attributes and caters to their individual needs in a manner that is free from prejudice and harassment.

No client or client group should be discriminated against on grounds of:

• Age • Race • Gender • Ethnic or cultural background • Religion• Sexual preference • Physical or intellectual disability • Medical condition • Political beliefs • Marital status • Family circumstance or responsibilities • Economic situation

Demonstrating commitment to these principles

The principles and the related legislation are intended to:

Make sure that workplaces are free from unlawful discrimination and harassment

Provide programs to assist members of minority groups to overcome past or present disadvantage

Ensure that people are employed and promoted according to merit

Ensure that no group or individual receives treatment that results in disadvantage to another

Ideally, employees should receive training that will enable them to develop these principles. They should learn how to prevent negative behaviours. Appropriate behaviours will also be aligned with the principles of access and equity and Equal Employment Opportunity (EEO).

Workplace rules, policies, practices and behaviours must be fair and must not disadvantage people because they belong to particular groups. The principles of access, equity and EEO apply to interactions between the organisation and its clients and between the organisation and its workers.

In the case of workers, an organisation that demonstrates commitment to these principles will ensure:

• Fair and equitable access to training and development for all employees • Flexible working arrangements that meet the needs of all employees and

create a productive workplace• Grievance handling procedures that are accessible to all employees and

deal with workplace complaints promptly, confidentially and fairly are in place

• Communication systems are developed and maintained so that employees have access to information and are able to have their views heard

• That management decisions are made without bias • That there is no unlawful discrimination or harassment in the workplace • That respect for the social and cultural backgrounds of all employees and

clients is consistently demonstrated

Identify personal values and attitudes and take into account when implementing work activities

• Religion• Lifestyle• Moral issues • Work ethics • Education• Sexual preferences• Gender roles • Financial issues • Family relationships• Bringing up children

We each have values, beliefs, ideals, expectations, perceptions and attitudes that have been shaped by our upbringing and by our culture. Other people may have very different beliefs and values, which might relate to:

• Concepts of time• Perceptions of health • Relationship expectations • Employment choices • Personal presentation/image • Marriage• Food and eating habits • Responsibility for others

Service workers have an obligation to be objective and non-judgmental. It is necessary therefore that they identify their own personal values and attitudes so that they can take them into account when implementing work activities. They must provide the same quality of service to each client or client group regardless of any differences between a client or client group and themselves. When interviewing clients, it is important for workers to conduct themselves in a way that does not demonstrate, to the client, prejudice.

What values do you have that you have to really think about when working with other people who might not think the way you do?

Provide your answer in the Assessment Document for this unit.

Identify future career opportunities

Within community services industry there are a range of different sectors or service

applications.

The four key industry sectors within community services are:1. Individual client support 2. Community services and development 3. Children’s and youth services 4. Client services

Services might be provided to accommodate:

• Aged care• Home and community

care • Health care • Disability services • Alcohol and other drugs • Mental health• Advocacy• Counselling and

mediation

• Family dispute resolution • Leisure and health • Community development • Children and youth

services • Palliative care• Education support • Domestic violence• Housing/homelessness • Employment services

Community service organisations offer services in cities and in community. They employ staff in a wide range of roles as both employees and volunteers. Paid employees might be full-time, part-time or casual.

Community service workers might be employed in roles relating to the following:

• RSAS Support workers• Management • Financial administration• Finding people jobs• Personal care services • Reception• Rubbish removal• Relationship education• Home maintenance

Prior to working in the industry and when trying to think about other job opportunities and career pathways within the community services sector it is possible to get advice from school teachers, trainers/assessors, job search consultants and a range of people who are currently working in the industry. Once you are employed n the industry, managers, supervisors and work colleagues can be consulted. These people can help you identify appropriate career pathways and take the necessary steps to achieving your ambitions. Libraries, career advisors and community agencies might also be helpful.

Name 3 places in community where it might be interesting to work, and what job might be available

Provide your answer in the Assessment Document for this unit.

Personal values and attitudes

When considering jobs it is necessary for each person to look at their interests, strengths and weaknesses, experience and aspirations with regard to work and other interestsIdentify what is important to you and build your career pathway to suit your own needs and aspirations.

Skills and knowledge

To work community services it will be necessary to develop the skills, attitude and knowledge that will enable them to perform specific tasks consistently and over time, to a required standard. The skill sets that people need to develop will be dependent on the community service area in which they are employed and on specific roles within the organisation for which they work. When applying for work it is customary for applicants to match their skills against those outlined in the job and person specification.

A person working as a cook in a residential facility would need skills relating to:

• Kitchen management • Budgeting• Rostering • Ordering• Menu design• Storing of foodstuffs• Workflow processes • Management of other staff• Handling, preparation, cookery, service of food • Cleaning • Food hygiene • HACCP (Hazard Analysis of Critical Control Points) plans• Legislation

Many positions will require background knowledge and experience. It is possible to identify the qualifications by talking to the agencies in community.

A person, for instance, intending to work in child care would require appropriate qualifications. They would need to be able to demonstrate knowledge of:

• Normal childhood development • Family relationships • Risk factors that might impact on child

development • Resources required to support child development

They might require:

• Computing skills• Teaching skills • A first aid in qualification certificate • Qualifications in food handling and hygiene

It would be necessary for the applicant to demonstrate the ability to work collaboratively with others, skills appropriate to interaction with small children, the ability to communicate effectively with parents and others stakeholders, supervisory skills and understanding of legislation that impact on all work in the childcare arena. Job and person specifications would generally list essential skills and desired skills. For those intending to undertake work in the community services sector, it is a good idea to access and study job specifications relative to the area in which they want to work. This will help them identify the skills and qualifications they will require. They should initially focus on the essential skills, but the desired skills are also important. If, for instance, an applicant/job candidate meets all the requirements with regard to essential skills and they are also able to demonstrate the desired skills, they have a high change of being interviewed and possibly employed.

Name 4 skills you need to do your RSAS job

Provide your answer in the Assessment Document for this unit.

Identify opportunities for additional skills

Although an employee might be very good at what they do, in order to achieve their goals, to gain promotion or pay rise or to ensure that they are of value to the organisation for which they work, it might be necessary for them to develop a range of new or additional skills. An employee, for instance, wishing to move into a managerial role will need to show the employer that they have the knowledge, skills and ability to be an effective manager. Formal qualifications plus experience might be required. The acquisition of additional skills might make an employee more valuable to the organisation for which they work or might offer an opportunity for them to make a career change.

Additional skills can be acquired by:

• On-the-job coaching • Mentoring• Presentations/

demonstrations • Participation in formal training • Informal training • Participation in apprenticeship/traineeship

programs

Training for the development of the additional skills might be delivered in-house externally.

Appropriate people with whom to discuss training needs will include: Managers Supervisors Work colleagues In-house trainers/training managers HR personnel External training providers Career advisors

Think about your job as a RSAS worker. What other things would you like to learn in order to consider work with other organisations in community?

Provide your answer in the Assessment Document for this unit.