CHCCS211B
Prepare for work in the community sector
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.
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:
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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
The community services sector can be said to have four major
segments:
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2.
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4.
health
education
welfare
justice
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.
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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.
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.
All of these changing conditions are reflected in the
type and quality of care that is or should be provided in
the community service context.
Current issues
Issues and problems face by the sector include the
following:
1. the population is getting older
2. 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 provided
6. 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.
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Activity 1
Name 3 areas in community where there are community services, as well as RSAS
Provide your answers 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
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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
 Residential aged care standards
 Aged Care Act 1997
 Corporations Law
 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
Employees will need to know the current regulations that apply in their state or territory.
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.
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Information
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.
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 B
o Workplace injury and disease recording
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).
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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 nondiscriminatory 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
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.
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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:
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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.
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, policymakers, 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.
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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.
Rights and responsibilities
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.
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
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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
 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)
 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
 Putting in place suitable consultative practices to ensure
that ideas and opinions of employees are taken into
consideration
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.
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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.
Demonstrate commitment to comply with applicable legislative and
procedural requirements through own conduct and/or ethics
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.
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.
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
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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
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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.
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.
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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
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.
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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
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).
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
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
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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
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:
:
 Religion
 Lifestyle
 Moral issues
 Work ethics
 Education
 Sexual preferences
 Gender roles
 Financial issues
 Family relationships
 Bringing up children
 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.
Activity 2
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 answers in the Assessment Document for this unit.
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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,
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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.
Activity 3
Name 3 places in community where it might be interesting to work, and what job might be available
Provide your answers 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 interests
Identify 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
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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.
Activity 4
Name 4 skills you need to do your RSAS job
Provide your answers 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.
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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
Activity 5
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 answers in the Assessment Document for this unit.
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