Assignment 2

Assessment Workbook 2 Version No.1.6 Produced 27 April 2018 Page 3 TABLE OF CONTENTS This is an interactive table of contents. If you are viewing this document in Acrobat, clicking on a heading will transfer you to that page. If you have this document open in Word, you will need to hold down the Control key while clicking for this to work. I NSTRUCTIONS ......................................................................................... 4 W HAT IS C OMPETENCY -B ASED A SSESSMENT .................................... 5 T HE B ASIC P RINCIPLES OF A SSESSING N ATIONALLY R ECOGNISED T RAINING .................................................................................................................... 6 T HE D IMENSIONS OF C OMPETENCY ..................................................... 7 R EASONABLE A DJUSTMENT ................................................................... 8 T HE U NITS OF C OMPETENCY ............................................................... 10 C ONTEXT FOR A SSESSMENT ................................................................ 10 A SSESSMENT R EQUIREMENTS ............................................................. 11 A SSESSMENT M ETHODS ....................................................................... 12 R ESOURCES R EQUIRED FOR A SSESSMENT ........................................ 12 A SSESSMENT W ORKBOOK C OVER S HEET .......................................... 13 K NOWLEDGE A SSESSMENT .................................................................. 14 Part 1: Ethical and Legal Requirements for Direct Client Care ............. 14 Part 2: Safe Work Practices for Direct Client Care ............................... 26 P RACTICAL A SSESSMENT ..................................................................... 40 Instructions to Student .......................................................................... 40 C ASE S TUDIES ........................................................................................ 41 Case 1: The Case of Anna Bentley .......................................................... 41 Scenario 1 .................................................................................................................. 41 Scenario 2 .................................................................................................................. 42 Scenario 3 .................................................................................................................. 43 Roleplay Task ............................................................................................................. 44 Scenario 4 .................................................................................................................. 45 Follow-up Questions ................................................................................................... 46 Case 2: The Case of Dennis Kyle ............................................................ 47 Scenario 1 .................................................................................................................. 47 Scenario 2 .................................................................................................................. 52 Roleplay Task ............................................................................................................. 53 P ROJECT A SSESSMENT ......................................................................... 54 Project 1: Identifying Legal Requirements and Ethical Responsibilities ....................................................... 54 Project 2: Self-Reflection ............................................................................................................................... 59

Assessment Workbook 2 Page 6 Version No.1.6 Produced 27 April 2018 WHAT IS COMPETENCY-BASED ASSESSMENT The features of a competency based assessment system are:  It is focused on what learners can do and whether it meets the criteria specified by theindustry as competency standards.  Assessment should mirror the environment the learner will encounter in the workplace.  Assessment criteria should be clearly stated to the learner at the beginning of the learning process.  Assessment should be holistic. That is it aims to assess as many elements and/or units of competency as is feasible at one time.  In competency assessment, a learner receives one of only two outcomes – competent or not yet competent.  The basis of assessment is in applying knowledge for some purpose. In a competency system, knowledge for the sake of knowledge is seen to be ineffectual unless it assists a person to perform a task to the level required in the workplace.  The emphasis in assessment is on assessable outcomes that are clearly stated for the trainer and learner. Assessable outcomes are tied to the relevant industry competency standards where these exist. Where such competencies do not exist, the outcomes are based upon those identified in a training needs analysis. Definition of Competency Assessment in this context can be defined as:  The fair, valid, reliable and flexible gathering and recording of evidence to support thejudgement on whether competence has been achieved. Skills and knowledge (developed either in a structured learning situation, at work, or in some other context) are assessed against national standards of competence required by industry, rather than compared with the skills and knowledge of other learners.

Assessment Workbook 2 Version No.1.6 Produced 27 April 2018 Page 9 REASONABLE ADJUSTMENT Adapted Reasonable Adjustment in teaching, learning and assessment for learners with a disability - November 2010 - Prepared by - Queensland VET Development Centre Reasonable adjustment in VET is the term applied to modifying the learning environment or making changes to the training delivered to assist a learner with a disability. A reasonable adjustment can be as simple as changing classrooms to be closer to amenities or installing a particular type of software on a computer for a person with vision impairment. Why make a reasonable adjustment? We make reasonable adjustments in VET to make sure that learners with a disability have:  the same learning opportunities as learners without a disability  the same opportunity to perform and complete assessments as those without a disability. Reasonable adjustment applied to participation in teaching, learning and assessment activities can include:  customising resources and assessment activities within the training package or accredited course  modifying the presentation medium  learner support  use of assistive/adaptive technologies  making information accessible both beforeenrollment and during the course  monitoring the adjustments to ensure learner needs continue to be met.

Assessment Workbook 2 Page 12 Version No.1.6 Produced 27 April 2018 ASSESSMENT REQUIREMENTS The assessment requirements specify the evidence and required conditions for assessment. Each unit of competency can be unbundled to reveal three key assessment components: 1. Performance Evidence - describes the subtasks that make up the element of the unit 2. Knowledge Evidence - describes the knowledge that must be applied to understanding the tasks described in the elements 3. Assessment Condition - describes the environment and conditions that assessments must be conducted under The associated assessment method in this kit covers all of these components as detailed in the matrix to follow: Units of Competen cy Assessment Activities CHCLEG001 HLTWHS002 Knowledge assessment   Case studies   Project Assessment  

1. Briefly explain how the following legal and ethical considerations are applied in organisations providing individual support services: Guidance: Provide examples where necessary, e.g. specific legislation, codes of practice which are relevant to the legal and ethical considerations listed. Assessment Workbook 2 Version No.1.6 Produced 27 April 2018 Page 15 KNOWLEDGE ASSESSMENT Part 1: Ethical and Legal Requirements for Direct Client Care a) Children in the workplace Workplace safety and health planning should consider situations involving children, such as grandchildren visiting clients or coworkers bringing their kids to work. Legislation in Australia safeguards children, and service providers must have policies to ensure their health, safety, and well-being in the workplace. Breaches, like an individual support worker with the flu working in a client's home with a child present, put both the child and client's health at risk. b) Codes of conduct Support facilities typically include a standard code of conduct for individual support workers in their organizational policies and procedures. Codes of conduct in the support sector encompass various aspects such as respect, professionalism, privacy, health and safety, financial matters, and ethics. a) Codes of practice Support facilities must adhere to industry, local and national government, and other relevant legislation's codes of practice. Similarly, individual support workers are obligated to comply with a code of practice to meet industry standards. b) Complaints management Service providers are obligated to establish a complaint handling system that is easily accessible, confidential, prompt, and fair. This system should be well-publicized within the service. Organizations typically implement complaint management systems to address issues quickly and effectively, foster ongoing relationships with care recipients and their families, and contribute to continuous improvement in the service. c) Continuing professional education Organizations are required to provide mandatory education such as fire training and may offer additional opportunities for continuing professional education for their employees. Continuing professional education is essential for individual support workers to deliver optimal care to their clients and to keep their skills and knowledge relevant and up-to-date. d) Discrimination Organizations implement strict policies and procedures to ensure compliance with relevant anti- discrimination laws, such as policies on access and

Assessment Workbook 2 Page 18 Version No.1.6 Produced 27 April 2018 and disclosure. The organization should have procedures and protocols in place to ensure the safety of clients' and employees' personal information. s) Rights and responsibilities of: - Workers - Employers - Clients Guidance: Provide at least two (2) examples of rights and responsibilities for each. Workers: Rights  Leave entitlements  Protection from discrimination and sexual harassment in the workplace  Work in safe environment Responsibilities  Take reasonable care of the health and safety of others.  Report any unsafe work practices, accidents, or injuries. Employers: Rights  Developing own policies and procedures / code of conduct  Securing confidential company files Responsibilities  Adequate emergency services  Safe equipment and machinery Client: Rights  Respect  Safety and quality Responsibility  Respect  Disclosure t) Industrial relations legislation relevant to employment conditions of role The rights of individual support workers are safeguarded by various industrial relations legislations, including  The Fair Work Commission (FWC): The National Workplace Relations Tribunal with authority to adjudicate on workplace matters such as salaries, terms of employment, dispute resolution, and industrial action.  Fair Work Ombudsman (FWO): Offers free advice on employer and employee rights and responsibilities, covering areas such as minimum pay, leave and conditions, National Employment Standards (NES), record-keeping, payslip obligations, redundancy and termination, and workplace discrimination. u) W ork health and safety This legislation ensures the health, safety, and well-being of clients, staff, and other personnel. It defines the duty of care for these individuals in ensuring workplace health and safety.

Assessment Workbook 2 Version No.1.6 Produced 27 April 2018 Page 21 a) Practitioner/client boundaries Failure to respect professional boundaries between practitioners and clients can result in reprimands, performance monitoring, disciplinary action, harm to the person receiving care services, and legal action against the support worker and the service provider. b) Privacy, confidentiality and disclosure Violating the patient's privacy, confidentiality, or disclosure can have serious consequences for everyone involved, including the support worker and the service provider. It may also impact the client's trust in the worker, hindering their ability to trust other staff and limiting their care options. c) Policy frameworks Individual support workers must adhere strictly to their employer's policy structure. Failure to follow the policy framework may jeopardize the health and safety of clients, increase the risk of the service provider breaking the law, lead to more injuries and accidents, and result in financial loss and legal action against the employee and provider. d) Records management Failure to manage personal records in accordance with the Australian Privacy Principles (APPs) may result in legal consequences. e) Rights and responsibilities of workers, employers, and clients Breaching workers', employers', and clients' rights and responsibilities can have serious effects on the health, safety, and well-being of the client receiving care, as well as family members and visitors to the care center. It also has a substantial impact on individual support workers' right to be treated with respect, dignity, and civility when providing care services, as well as their safety. f) Industrial relations legislation relevant to employment conditions of role Individual support workers' rights and safety are protected by a number of organizations, Commonwealth and state laws, industrial awards, and the Australian Industrial Relations Commission. Workplace complaints, such as working hours, salaries, and suspected attacks or harassment, can be filed with the Fair Work Commission or the Fair Work Ombudsman for investigation. The service provider may face severe financial penalties if they violate job requirements. g) Specific legislation in the area of work – objectives and key components The Aged Care Quality and Safety Commission Act 2018 and the Aged Care Act 1997 are two laws that apply to the field of work in aged care. The Aged Care Act of 1997 outlines the obligations and responsibilities that government-funded care providers must meet to obtain government subsidies. Workers and service providers who violate these laws may face penalties and legal action. a) Work health and safety Violating Work, Health, and Safety regulations is a criminal offense that may lead to prosecution by the authorities for both individual support workers and service providers. If found guilty, individuals could face prison time or fines up to $126,000, while service providers could face fines of up to $630,000.

4. Briefly explain the similarities and differences that may exist between legal and ethical frameworks. 5. Briefly explain the interrelationship differences that may exist between legal and ethical frameworks. Assessment Workbook 2 Page 22 Version No.1.6 Produced 27 April 2018 3. Briefly explain how legal and ethical considerations can impact individual support workers who work in community services and in the healthcare context. Legal and ethical considerations significantly impact individual support workers. They must prioritize client safety, adhere to a duty of care, maintain accurate documentation, obtain informed consent, uphold privacy laws, comply with anti-discrimination regulations, engage in ongoing professional development, report mandatory incidents, establish professional boundaries, and ensure workplace health and safety. Failure to follow these standards can lead to legal consequences, damage to reputation, and jeopardize client trust. a) Similarities Both legal and ethical frameworks play a role in decision- making about support matters, influencing how organizational policies and procedures are established in a support facility. b) Differences In the legal framework, the course of action is determined by laws, which are based on a set of standards and rules outlined by government bodies. In the ethical framework, the course of action is determined by the individual, and ethics can be influenced by belief systems (such as religion), social expectations, and the law. a) Similarities Legal and ethical frameworks are closely connected, as laws can be influenced by ethical considerations. For instance, mistreating senior clients is not only unethical but also against regulations, mandating mandatory reporting. This means that facilities and care personnel must report any suspected cases of abuse, neglect, or violence within 24 hours. It is crucial for the actions of individual support workers to be both lawful and ethical. b) Differences While legal and ethical frameworks are often interconnected, conflicts can arise. For instance, something may be illegal but ethically justified, or it could be ethically wrong while remaining legal. Ideally, individual support workers should always operate within the bounds of both legal and ethical principles, steering

Assessment Workbook 2 Version No.1.6 Produced 27 April 2018 Page 23 clear of any illegal or unethical behavior.

Assessment Workbook 2 Page 24 Version No.1.6 Produced 27 April 2018

a) Discrimination and harassment of clients. b) Negligence of duty care. a) Withholding or withdrawing treatment. b) conflict of interest. 7. List two (2) examples of ethical issues that commonly arise in a support setting. Guidance: Provide respon Assessment Workbook 2 Version No.1.6 Produced 27 April 2018 Page 25 6. List two (2) examples of legal issues that commonly arise in a support setting. Guidance: Provide responses which are only relevant to the work role of an individual support worker.

Assessment Workbook 2 Page 26 Version No.1.6 Produced 27 April 2018 8. Answer the questions that follow based on the scenario described below: Cindy Smith is a new resident of Lotus Compassionate Care. While you were preparing her breakfast, she shared with you how she was “put away” in the centre. A couple of months ago she had spent some time in the hospital due to a major surgery. During this time, her son offered to help manage her finances. She said that she thought it seemed like a good idea at the time, so she signed an Enduring Power of Attorney, not fully knowing the extent of the power she handed over to her son. When she went home about two months later, she checked her bank statements and found that her bank balance dropped by $25,000. Another month later, she found that the house was being sold, and she was being asked to choose a home. a) Briefly explain how you will respond to the situation described above. Guidance: Take note of your legal and ethical responsibilities as an individual support worker. As an individual support worker, I must follow the care plan according to the facilities’ policy and procedures. This is beyond my role. So, I cannot respond to her personal issue back home. But I can make a report and inform to my supervisor about the incident for further action if required.

c) List one (1) ethical consideration you have to address in responding to the given situation. Assessment Workbook 2 Version No.1.6 Produced 27 April 2018 Page 27 b) List one legal consideration you have to address in responding to the given situation. According to the given scenario, it seems that her son cheated on her using the unavoidable situation. But legally the power of atony she has given to his son is valid because she signed it. I cannot see any legal issue in this scenario. According to the given scenario, it seems that her son cheated on her using the unavoidable situation. This is an ethical issue and can affect her emotional and mental well-being. I must make a report and submit to supervisor for any action to be taken.

Assessment Workbook 2 Page 28 Version No.1.6 Produced 27 April 2018 9. Answer the following question based on the scenario described below: Joshua Black is a resident at Lotus Compassionate Care. While supporting him with his bath, you noticed rashes all over his arms and torso. You asked him when it appeared, and he casually told you not to worry about it. He explained that Mary, a new staff member, didn’t know he was allergic to ibuprofen and gave him some for his arthritis. He said the young lady looked really worried, so he told her not to worry about it because he’s had it before and it’s nothing serious. Mary is also an individual support worker like yourself and is not authorised to give medication to clients. Briefly explain how you will respond to the situation described above. Guidance: Take note of your legal and ethical responsibilities as an Individual support worker. a) Briefly explain how you will respond to the situation described above. Guidance: Take note of your legal and ethical responsibilities as an individual support worker. According to the situation found two main things. 1. Mary has given Ibuprofen to the client and the client is allergy to it. 2. Mary did not inform or make a report about the rashes to the supervisor. As a response to the situation, I must make a incident report and submit ASAP.

c) List one (1) ethical consideration you have to address in responding to the given situation Assessment Workbook 2 Version No.1.6 Produced 27 April 2018 Page 29 b) List one (1) legal consideration you have to address, in responding to the given situation. Legal consideration: Mary administering medication to the client without notifying the authorities is a violation of the responsibilities and protocols expected of an individual support worker. Such actions are not permitted, as proper reporting and documentation are essential aspects of ensuring the well-being and safety of the client. Ethical consideration: Mary's failure to report or seek clarification from authorities regarding the client's situation is a neglect of her duty to ensure the well-being of the client. It is essential for an individual support worker to promptly communicate and collaborate with relevant authorities to address any concerns or issues affecting the client's welfare. Neglecting to do so can compromise the quality of care and potentially put the client at risk.

10. Provide an outline how workplace policies, procedures and protocols are/should be developed and revi Guidance: There is a range of acceptable answers for this question, however, you must include in your expl Assessment Workbook 2 Page 30 Version No.1.6 Produced 27 April 2018  Mary is a new staff member, and she has direct access to client without adequate training. Need to review procedures and policies about the staff training.  Mary has direct access to a medicine store without any prescription. Need to review policies, procedures, and protocols about dispatch of medicine.

11. Briefly explain how the following State/Territory legislation relevant to support services impact workpla Assessment Workbook 2 Version No.1.6 Produced 27 April 2018 Page 31 Part 2: Safe Work Practices for Direct Client Care a) State/Territory WHS authorities Workplace rules under the Workplace Health and Safety (WHS) Acts include provisions to fulfill specific tasks and incorporate various procedures and administrations. These may encompass requirements such as obtaining a National Police check, acquiring necessary licenses, securing specialized certifications, and completing mandated training sessions like fire safety training. Compliance with these rules ensures a safer and more regulated work environment. b) Rights and responsibilities of employers Guidance: include duty of care Employers are obligated to establish a secure environment for both personnel and clients within the center. This involves implementing policies and procedures and ensuring the accessibility and oversight of crucial information, instruction, and training to maintain a safe and healthy workplace.

Assessment Workbook 2 Page 32 Version No.1.6 Produced 27 April 2018 c) Rights and responsibilities of workers Guidance: include duty of care Employees are expected to exercise reasonable care to prevent endangering their own and others' health and safety through actions or omissions. This includes using provided equipment appropriately, following health and safety instructions and policies, and refraining from the consumption of alcohol or drugs while at work, as outlined in workplace regulations. d) Hazardous manual tasks Employees are obligated to comply with workplace regulations, which encompass processes like risk identification, risk assessment, and risk control, especially in manual handling tasks. Regular evaluations of these processes are essential to ensure the safety of both the employee and the client. This proactive approach aims to minimize and manage potential risks associated with manual handling activities within the workplace. e) Infection control Workplace laws often include policies on hand hygiene, personal protective equipment, safe sharps use and disposal, and procedures for handling blood and bodily fluids.

Assessment Workbook 2 Version No.1.6 Produced 27 April 2018 Page 33 12. Briefly explain how the following State/Territory legislation relevant to support services impact codes of practice. Guidance: Provide examples to support your response. a) State/Territory WHS authorities Codes of practice provide practical guidance to meet health and safety standards mandated by the WHS Act and legally binding laws in a jurisdiction. Following these codes generally ensures compliance with health and safety requirements. b) Rights and responsibilities of employers Guidance: include duty of care Employers must ensure their centers fulfill health and safety obligations, involving strategic, structural, policy, and key decisions. This requires due diligence, including:  Staying informed and updated on health and safety requirements.  Providing and utilizing adequate resources to minimize work health and safety risks.  Establishing suitable processes for handling work-related accidents, hazards, and risks in the centers. a) Rights and responsibilities of workers Guidance: include duty of care Employees are required to take reasonable precautions for their own and others' health and safety at work. Additionally, they must:  Follow any reasonable direction.  Adhere to acceptable health and safety policies or processes of the organization that have been communicated. b) Hazardous manual tasks A code of practice for hazardous manual work, varying by state/territory, outlines methods for identifying such tasks, assessing risks of musculoskeletal disorders, and mitigating those risks. It includes:  Offering practical advice on managing health and safety risks associated with hazardous manual tasks to comply with workplace health and safety laws.  Applying to all workplaces conducting hazardous manual tasks and individuals involved in these activities.  Describing the responsibilities of designers, manufacturers, importers, and suppliers. c) Infection control In healthcare and support facilities, a robust infection control program is essential. Relevant codes of practice encompass policies and procedures with incident reporting mechanisms. This includes:  Control hazards and monitoring systems.  Identification of infectious waste sources and disposal techniques.  All personnel and management actively

Assessment Workbook 2 Page 34 Version No.1.6 Produced 27 April 2018 participating in identifying and resolving infections.

Assessment Workbook 2 Version No.1.6 Produced 27 April 2018 Page 35 13. Briefly explain how the following State/Territory legislation relevant to support services impact industry standards. Guidance: Provide examples to support your response. a) State/Territory WHS authorities Individual support employees face an increased risk of workplace injuries. To mitigate this risk, state/territory Workplace Health and Safety (WHS) authorities have instituted industry guidelines, including:  Safely transferring individuals from beds to chairs and from the toilet to the bath area.  Assisting individuals who have fallen.  Repositioning individuals in bed. b) Rights and responsibilities of employers Guidance: include duty of care Employer rights and obligations to support the industry encompass, but are not limited to:  Establishing internal rules and procedures.  Safeguarding confidential company files.  Expecting employee loyalty and ensuring everyone takes reasonable precautions.  Facilitating emergency services with safe entry and exit from the workplace.  Providing a secure work environment equipped with suitable safety gear and machinery. a) Rights and responsibilities of workers Guidance: include duty of care Worker rights and obligations in the support industry norms include, but are not limited to:  Protection from employment discrimination and harassment.  Entitlements to leave.  Working in a safe environment.  Taking appropriate care of one's own and others' health and safety.  Reporting any unsafe activity, accidents, or injuries. b) Hazardous manual tasks Adhering to the WHS Act and regulations can be accomplished by employing an industry standard approach that ensures an equivalent level of work health and safety. Policies and procedures have been established for hazardous manual tasks to mitigate health and safety risks associated with manual handling, as well as slips, trips, or falls during activities like transferring, repositioning, or supporting individuals. c) Infection control WHS policies and procedures, aligned with industry standards, are crafted based on pertinent government concepts and regulations to mitigate or eradicate infection risks within a support environment. One such reference is the "Australian Guides for the Prevention and Control of Infection in Healthcare."

14. Identify the following safety signs by matching them to their correct meaning. Choose your answers fro Assessment Workbook 2 Page 36 Version No.1.6 Produced 27 April 2018 a) Biohazard b) Toxic c) First aid d) Wear Mask e) Wear Hand Gloves f) Automated External Defibrillator g) Emergency Exit h) Radioactive Material i) Disability Parking

15. Which of the following definitions best explain the meaning of hazard? Guidance: Select one (1) response. 16. Consider a typical support facility. a) Identify three (3) examples of hazards commonly found in support facilities. Include at least one (1) specific hazard relating to manual tasks, infection control, and general personal safety. b) List two (2) possible harmful effects that may be caused by each hazard identified. c) List two (2) strategies to minimise the risks posed by each hazard identified. Assessment Workbook 2 Version No.1.6 Produced 27 April 2018 Page 37 j) Infectious Substance k) No Sharps l) Sharp Edges a) A hazard is anything that has the potential to cause injury or illness. b) A hazard is a likelihood (probability) that an injury/illness will occur and its potential severity (consequences). c) A hazard is a serious, unexpected, and often dangerous situation requiring immediate action. d) None of the definitions is correct.

Assessment Workbook 2 32 Version No.1.6 Produced 27 April 2018 Hazar d Possible harmful effects Strategies to minimise risk  Wet Floor  Slip and falls.  Musculoskeletal injuries.  Use non-slip Flooring Materials.  Implement adequate signage and warning.  Improper Lifting  Musculoskeletal Injuries  Chronic Pain and Long-term Disabilities  Provide proper training.  Implement mechanical lift and assistive devices.  Infection risk  Spread of infection diseases  Compromised health and well-being  Implement stringent hygiene practice.  Regular cleaning and disinfection.

18. Which of the following statements describe the responsibilities of a support recipient relevant to safety considerations in a home-based environment? Guidance: Select three (3) responses. 17. Briefly outline the typical workplace procedures for hazard identification. Assessor Guide 2 © Compliant Learning Resources Version No. 1.6 Produced 27 April 2018 Page 33  Organizations use diverse methods for identifying workplace hazards, such as regular inspections, informal observations, staff-completed reports, incident investigations, WHS discussions, and monthly data reviews. a) Participating in safety assessments of their home. b) Ensuring their pets are controlled during service provision. c) Providing a dedicated smoking area for an individual support worker, if applicable. d) Securing any equipment and/or supplies recommended by the individual support worker to be able to provide proper care. e) Providing cleaning equipment that is suitable and well maintained.

Assessor Guide 2 Page 34 Version No. 1.6 Produced 27April2018 20.Which of the following statements describe the responsibilities of an individual support worker relevant to safety considerations in a home-based environment? Guidance: Select three (3) responses. 19. Which of the following statements describe the rights of a client relevant to safety considerations in a home-based environment? Guidance: Select three (3) responses. a) To receive reliable, coordinated, safe, quality care and services which are appropriate to clients’ assessed needs. b) To receive support according to the decisions of the service provider. c) To be treated without exploitation, abuse, discrimination, harassment or neglect. d) To receive care without being obliged to feel grateful to those providing my care. e) To independently revise their own care plan. a) Clearly communicate and understand what services are to be provided to the client. b) Assess additional services before being performed and report to supervisor. c) Provide equipment and supplies outside the scope of responsibility required to ensure safe and proper provision of care. d) Repair broken steps, provide adequate lighting, restrain the animal, etc. e) Review an activity that may have changed to ensure the controls are still working or need to be altered within the scope of responsibility.

22. List three (3) examples of basic home fire safety considerations when working in a home-based environment. a) Prepare or revisit fire escape plan. b) Always be alert to potential fires. c) Don’t overload power points. Assessor Guide 2 © Compliant Learning Resources Version No. 1.6 Produced 27 April 2018 Page 35 21. Which of the following statements describe the rights of an individual support worker relevant to safety considerations in a home-based environment? Guidance: Select three (3) responses. a) Have policy and procedure in place for reporting risks/hazards. b) Ignore WHS risks/hazards as the client’s home is their problem. c) Be provided with relevant WHS training. d) Have regular workplace risk assessments conducted. e) Individual support workers have no WHS rights when it comes to working in a client’s home.

24. Refer to your responses in the previous question. Briefly explain fire safety considerations for individual support workers working with high-risk groups in a home-based environment. 25. Name three (3) behaviours that may contribute to fire injuries and fatalities when working in a home-care environment. 23. Identify at least two (2) high-risk groups in support services. a) Elderly Individuals b) Individuals with Disabilities a) Elderly individuals or those with disabilities may rely on others to ensure their safety and assist them in cas b) Elderly individuals or those with disabilities may be prone to forgetfulness, potentially leading to fire accide c) Staff neglect to report hazards, such as a malfunctioning electrical appliance. Assessor Guide 2 Page 36 Version No. 1.6 Produced 27April2018 For individual support workers in a home-based setting with high-risk groups, fire safety is crucial. This involves:  Identifying Hazards: Spot and address potential fire risks, considering the unique needs of individuals with mobility or cognitive challenges.  Emergency Planning: Develop clear evacuation plans based on the abilities of those under care, ensuring everyone understands procedures and escape routes.  Training and Drills: Provide regular training on fire prevention and evacuation, conducting drills to enhance preparedness.  Equipment Awareness: Ensure support workers are familiar with firefighting equipment in the home and consider specialized devices for individuals with specific needs.  Communication: Establish efficient communication channels with emergency services for quick response in case of a fire- related emergency.

Assessor Guide 2 © Compliant Learning Resources Version No. 1.6 Produced 27 April 2018 Page 37 State/Territory South Australia What are the legal responsibilities of homeowners to install working smoke alarms in their homes? responsibilities are outlined in the South Australian legislation, specifically the Development Act 1993 and the Development Regulations 2008. As per the regulations, homeowners are generally required to ensure that:  Smoke alarms are installed: Smoke alarms must be installed in specified locations within the home, such as hallways or areas near bedrooms.  Smoke alarms are in working order: Homeowners are responsible for ensuring that smoke alarms are in good working order. This includes regular testing and maintenance to ensure functionality.  Compliance with Australian Standards: Smoke alarms installed must comply with Australian Standards. What is the prescribed placement of smoke alarms within a house? The placement of smoke alarms in residential buildings is regulated by the Development (Building Code) Regulations 1997. The prescribed placement of smoke alarms generally follows these guidelines:  Hallways and Passageways: A smoke alarm must be installed on or near the ceiling of every storey in a location near the middle of the hallway or passageway that connects sleeping areas to the rest of the dwelling.  Bedrooms: Where bedrooms are served by a hallway or passageway, a smoke alarm must be installed on or near the ceiling of the hallway or passageway.  Individual Bedrooms: If bedrooms are not served by a hallway or passageway, a smoke alarm must be installed on or near the ceiling of the room.  Interconnection: If bedrooms are not served by a hallway or passageway, a smoke alarm must be installed on or near the ceiling of the room. What are the testing and maintenance requirements for smoke the testing and maintenance requirements for smoke alarms in South Australia are governed by the Development (Building Code) Regulations 1997. The regulations generally require 26. Complete the table below by outlining the prescribed placement, installation and maintenance of a smoke alarm in the home. Guidance: You may refer to the provisions specific to your home State/Territory.

27. List three (3) examples of risks to individual support worker’s personal safety when working in a home-ba a) Slip, Trips, or falls b) Manual handling injuries. c) Skin contact with cleaning products and sanitisers may cause irritation or dermatitis. Assessor Guide 2 Page 38 Version No. 1.6 Produced 27April2018 alarms? homeowners to ensure that smoke alarms are in good working order through regular testing and maintenance. Specific details may be subject to updates, and it's essential to refer to the most recent regulations or consult with local authorities for the latest information. As of my last update, here are the general testing and maintenance requirements: 1. Testing: Homeowners should test each smoke alarm in the dwelling at least once a month to ensure that it is working correctly. 2. Maintenance:  Regular maintenance is essential to ensure the ongoing functionality of smoke alarms.  If a smoke alarm is found to be faulty or not working correctly during testing, it should be repaired or replaced promptly.  The regulations may specify the type of smoke alarms that are acceptable and compliant with Australian Standards. Homeowners should ensure that installed alarms meet these standards. 3. Battery replacement: If the smoke alarms are battery-powered, homeowners are typically responsible for replacing batteries at regular intervals. Some alarms may have a long-life battery that does not require frequent replacement. 4. Cleaning: Regular cleaning of smoke alarms is recommended to remove dust or debris that may affect their performance. This can be done using a vacuum cleaner or a soft brush. 5. Interconnected system: For interconnected smoke alarm systems, homeowners should ensure that the interconnection is maintained, so that when one alarm is triggered, all interconnected alarms activate.

29. The statements below describe the fundamentals of the musculoskeletal system. Fill in the missing words to make the paragraph correct. Choose your answers from the drop-down list provided after each response field. 28.List three (3) common sources of infection and ways to minimise the transfer of infection within the sup The back has (a) Choose an item. (four) natural curve/s. The spine has (b) Choose an item. (twenty-four) bones (vertebrae). (c) Choose an item. (discs) between the vertebrae absorb shock. The muscles and joints at the back receive the (d) Choose an item. (least) strain in an upright posture which maintains the natural curves. These natural curves should be maintained in order to prevent Assessor Guide 2 © Compliant Learning Resources Version No. 1.6 Produced 27 April 2018 Page 39 Sources of infection How to minimise their transfer to the care facility a) People b) Objects, e.g. air-conditioning system c) Animals a) Considering all human body fluids, blood, and tissues as potentially infectious b) Thorough handwashing between tasks for optimal hygiene c) Refrain from touching sharp objects when disposing of materials.

a) Utilization of Assistive Devices: Employing assistive devices, such as mechanical lifts or transfer belts, whe b) Proper Lifting Techniques: Implementing proper body positioning and support when assisting clients with Assessor Guide 2 Page 40 Version No. 1.6 Produced 27April2018 30.List two (2) examples of practices to minimise musculoskeletal injuries to self as an individual support worker and to clients. Guidance: At least one (1) response should refer to the self and at least one (1) should refer to the clients. 31. Consider a typical support facility and answer the questions that follow. a) List two (2) examples of emergency procedures typically implemented in support facilities. Provide an outline of each emergency procedure that you have identified. i. Fire emergency procedures. A typical fire emergency procedure in support facilities involves:  Early detection through smoke alarms and fire systems.  Alerting emergency services promptly.  Executing a predefined evacuation plan with assistance for those with mobility challenges.  Conducting a headcount at assembly points.  Maintaining effective communication throughout the emergency.  Using firefighting equipment cautiously if needed.  Shutting down utilities when necessary  Coordinating with arriving emergency services.  Following post-emergency procedures, including damage assessment and preventive measures. Regular training and drills are essential for preparedness. ii. Disaster emergency procedures. Disaster emergency procedures in support facilities involve:  Risk Assessment and Planning: Identify potential risks and create a comprehensive emergency plan.  Early Warning Systems: Implement reliable systems for early warnings and alerts.  Emergency Communication: Establish clear communication

Assessor Guide 2 © Compliant Learning Resources Version No. 1.6 Produced 27 April 2018 Page 41 channels for staff and individuals.  Evacuation Planning: Develop and practice evacuation plans with specific procedures for different disasters.  Shelter and Safe Areas: Designate areas for shelter during disasters.  Emergency Supplies: Maintain essential supply kits for emergencies.  Training and Drills: Conduct regular drills to familiarize everyone with emergency procedures.  Emergency Services Coordination: Coordinate with local emergency services for an optimized response.  Individual Support and Special Needs: Consider specific needs, especially for individuals with disabilities.  Recovery Planning: Develop plans for post-disaster recovery.  Continuous Improvement: Regularly review and update procedures based on feedback and experiences.

b) List two (2) examples of WHS policies and procedures typically implemented in support facilities. Briefly describe the WHS policies and procedures that you have identified. i. Manual Handling Procedures: Support facilities often implement policies and procedures related to manual handling to ensure the safe lifting, carrying, and movement of objects or individuals. This includes guidelines on proper lifting techniques, the use of assistive devices, and risk assessments to prevent musculoskeletal injuries. ii. Infection Control Policies: Support facilities commonly have stringent infection control policies and procedures to minimize the risk of infections. This includes guidelines on hand hygiene, the use of personal protective equipment (PPE), proper disposal of waste, and measures to prevent the spread of infectious diseases among staff and individuals in care. Assessor Guide 2 Page 42 Version No. 1.6 Produced 27April2018

Assessor Guide 2 © Compliant Learning Resources Version No. 1.6 Produced 27 April 2018 Page 43 PRACTICAL ASSESSMENT Instructions to Student This section of this workbook covers the assessment of your skills relevant to the performance evidence requirements included in Subject 2. This assessment is completed using simulated tasks based on given case study scenarios. You will not need access to a workplace or a support facility to complete these tasks. This practical assessment will assist your completion of the assessment activities relevant to the requirements of the units covered in this workbook: Assessment Activities Part 1: Case Study Assessment  Case Study: Anna Bentley  Case Study: Dennis Kyle Part 2: Project Assessment  Project 1 – Identify legal requirements and ethical responsibilities.  Project 2 – Self-reflection

Assessor Guide 2 Page 44 Version No. 1.6 Produced 27April2018 CASE STUDIES Case 1: The Case of Anna Bentley This is Anna and her daughter Julia. Anna is 82-years-old and has been a resident of Lotus Compassionate Care for two (2) years. Julia is Anna’s only child. Although Julia did not like the idea of her mother living in a home, Anna convinced Julia that it was the best for both of them. Julia is 36-years-old and has never been married. Anna believes that she is the only reason why Julia has not settled down yet. Anna believes her daughter shouldn’t be spending all of her free time taking care of her. She wants Julia to live a life of her own. Apart from Anna’s arthritis which makes it difficult for her to move around, Anna’s mind and body are very healthy for her age. Scenario 1: Anna has been recently diagnosed with stage 2 breast cancer. Having caught the cancer at an early stage, the doctor advised Anna to consider having a mastectomy and chemotherapy. Anna refused the surgery and treatment fearing how risky and difficult it will be at her age. Anna made arrangements to make sure she will be ready if her condition worsens. Although she has never needed a substitute decision-maker (SDM), Anna appointed her sister-in-law, Cynthia, as her SDM, should one be needed. Anna also signed a refusal of treatment certificate (advanced care directive), which includes a do-not-resuscitate order. Anna has asked the centre and her sister not to let Julia know of her cancer and her decision not to have the treatment. Rose, an individual support worker, has been providing care for Anna since she moved to the centre. She has become really good friends with both Anna and Julia. She thinks Anna is making a mistake by not taking the treatment.

a) While knowing that Anna is having breast cancer, she cannot do any thing about it due to Anna’s decision of not to have treatments. b) While having a good friendship with Julia she have to hide about 2) Identify the conflict of interest in the given scenario. Guidance: Consider your own emotional involvement as the individual support worker in the given scenario. Consider also the personal interests of the other parties involved (Anna and Julia). Assessor Guide 2 © Compliant Learning Resources Version No. 1.6 Produced 27 April 2018 Page 45 1) Identify two (2) potential ethical dilemmas that Rose might encounter in the given scenario. Scenario 2: Rose learned that she was included in Anna’s will. In the event of Anna’s death, Rose will be receiving a monetary token of gratitude for her services. Rose is currently going through a financial crisis and thinks the money she will receive from Anna will help her considerably. She decided that she will find a way to make Anna have the surgery and the treatment. She believes her decision to do this is justified because she really believes that Anna has a good chance of beating the cancer, and in case Anna does not make it through the surgery or the chemotherapy, then she will be able to receive the money from Anna. Indeed, there appears to be a conflict of interest for Rose, the individual support worker. On one hand, Rose has a professional duty to look after Anna's well-being as her caregiver. On the other hand, there is a personal friendship between Rose, Anna, and Julia. Additionally, Rose is aware of a financial incentive tied to Anna's will, creating a potential conflict.

3) What advice will you give Rose? Potential breach: Rose given priority to get the money in Anna’s will. She will think and implement any strategy to fulfil this requirement. It will be a threat to Anna’s life. Actual breach: Actual breach is the conflict of interest. Rose is not reporting this situation according to her role and responsibility. 4) Identify one (1) potential and one (1) actual breach described in the given scenario. Guidance: You must identify one actual breach and one potential breach. Assessor Guide 2 Page 46 Version No. 1.6 Produced 27April2018 Scenario 3: Rose told you about her condition, the money she will receive from Anna’s will, and the financial struggles she is currently having. Rose plans to tell Julia about Anna’s condition, and convince her to talk to Anna and convince her to have the surgery and chemotherapy. Rose asks for your advice. In situations like these, it's essential for Rose to prioritize Anna's well- being and adhere to professional and ethical standards in her role as an individual support worker. Any decisions or actions should align with the duty of care and avoid compromising Anna's best interests for personal gain. It may be advisable for Rose to disclose this potential conflict to relevant parties and seek guidance from supervisors or ethical committees to ensure transparency and appropriate decision- making.

Assessor Guide 2 © Compliant Learning Resources Version No. 1.6 Produced 27 April 2018 Page 47 Roleplay Task The aim of this role-playing activity is to allow you to demonstrate your skills in:  Recognising potential breaches and reporting these breaches according to organisational procedures.  Recognising potential ethical issues and dilemmas and discuss with the appropriate person. You will be playing the role of an individual support worker working at Lotus Compassionate Care. For the purpose of this assessment, the organisational protocol requires all staff to report to the supervisor any identified potential breach of client directives. To complete this task, you will need access to:  A video recorder  A volunteer: o One (1) volunteer to play the role of your supervisor With a volunteer (to play the role of your supervisor), simulate a conversation to report the potential breach of client directives. Refer to your responses from Case Study 1, Question 4. To document your completion of this task and to allow your assessor to evaluate your performance, you are required to submit a video recording of this roleplay conversation. The video must not be longer than three (3) minutes. Save your video file using the filename: Subject 2-RP1 Take note that your assessor will be evaluating you against the following criteria: Assessor checklist (for assessor’s use only, please leave this section blank) 1) Did the candidate report both the potential and actual breaches described in the given scenario? Choose an item. 2) Did the candidate discuss with the supervisor other potential ethical issues and dilemmas involved in the situation? Guidance: Include potential and actual conflicts of interest you have identified. Choose an item.

5) Identify at least one (1) unethical conduct described in the scenario. 6) You know it was Rose who breached the confidentiality agreement. What will you do? Assessor Guide 2 Page 48 Version No. 1.6 Produced 27April2018 Scenario 4: Despite your advice, Rose decides to go through with her plan. Not knowing how Julia found out about her condition, Anna files a complaint against Lotus Compassionate Care for breach of privacy and confidentiality. Lotus has launched a full investigation to determine who provided Julia with the confidential information. Giving information to Julia by Rose is unethical conduct in this scenario. As a individual support worker in the same facility, I have to tell the truth to the authorities for the benefit of the company, and clients.

8) Review Lotus Compassionate Care’s Policies and Procedures by clicking here . (username: newusername password: newpassword) Are there any provisions or protocols regarding what must be done when an employee breaches the client’s confidentiality? 9) Create an email to your supervisor. In your email, suggest two (2) protocols for Lotus Compassionate Care on what to do should a scenario like Rose’s happen again. Guidance: There is no need to send an actual email to address provided below. 7) Identify how the investigation by Lotus Compassionate Care could have been avoided. Yes No Assessor Guide 2 © Compliant Learning Resources Version No. 1.6 Produced 27 April 2018 Page 49 Follow-up Questions Investigation by Lotus Compassionate Care could have been avoided by telling the truth. To: rachel.a@yourdomain.com Subject: Suggestions for Rose’s incident Message: I have two suggestions for not to repeat the same again in our organization. 1. Review and Regular Training on Disciplinary Policy:  Conduct a thorough review of the disciplinary policy and procedures in the company.  Implement regular training sessions for staff, ideally on a monthly basis, to reinforce understanding of the policies.  This approach ensures that employees are well-informed about the consequences of breaching the code of conduct, promoting a

Assessor Guide 2 Page 50 Version No. 1.6 Produced 27April2018 culture of accountability and compliance. 2. Rotation of Individual Caretakers with Client Agreement:  Propose a system where individual caretakers for clients are periodically changed, with the consent of the clients.  This rotation helps maintain transparency and prevents intentional concealment or neglect by introducing fresh perspectives regularly.  It promotes an open environment, reducing the likelihood of someone intentionally hiding or neglecting important information. Implementing these suggestions can contribute to a more accountable and transparent organizational culture, fostering better care practices and minimizing the risk of misconduct or neglect.

Dennis Kyle has been a resident of Lotus Compassionate Care for over a year. Dennis has arthritis, which m Before his stay at Lotus Compassionate Care, Dennis was being cared for by his wife Sheryl. Sheryl passed a Their only son, John, was involved in a car accident years ago and is confined to a wheelchair. John is being Assessor Guide 2 © Compliant Learning Resources Version No. 1.6 Produced 27 April 2018 Page 51 Case 2: The Case of Dennis Kyle Scenario 1: To make him feel as comfortable as possible, John put Dennis in a private suite at Lotus Compassionate Care. He is given everything he needs, and he has so far been happy at the home. Tanya Pereira, the individual support worker who works with Dennis, helps him with his daily morning routine. She helps him up from bed and prepares his shower. While Dennis is in the shower, Tanya tidies up his room. One morning, as Tanya was helping Kyle get up from bed, carrying his legs towards the edge, she felt sharp pain in her lower back. She could not stand upright and had to call on you, another individual support worker who happened to pass by Dennis’s room, to assist her.

1. Dennis’s body weight is more and he is having arthritis while Tanya is skinny and small. 2. The position she is keeping her body is not correct to lift Dennis. 2) Who would be the appropriate person to contact to address Tanya’s problem? Guidance: There is no need to mention names. Assessor Guide 2 Page 52 Version No. 1.6 Produced 27April2018 1) Looking at the picture of Dennis and Tanya on the previous page, identify two (2) manual handling hazards that Tanya and Dennis face daily. To address Tanya's concerns regarding manual handling, the appropriate person to contact is her supervisor. When reaching out to the supervisor, Tanya can inquire about the following:  Proper Training for Manual Handling  Support Equipment for Lifting Work

Assessor Guide 2 © Compliant Learning Resources Version No. 1.6 Produced 27 April 2018 Page 53 3) Following Lotus Compassionate Care’s relevant policies and procedures, complete the Incident Report form provided below. Consider industry standard protocol when filling out details. Guidance: You may use the current date and use anytime in the morning. Workplace details Location: Lotus Compassionate Care Supervisor: Rachel Allcot Contact phone: 6122 XXXX Setting: Incident details: Day: Saturday Date: 13/01/2024 Time: 10:15 Report completed by: Eshitha Type of incident (indicate which is applicable) Personal injury Staff √ Customer Child Name of person injured: Tanya Part of Body Injured (if relevant): Nature of injury sustained: Abrasions, scrapes Bite Broken bone/fracture Bruise Burn Concussion Cut Rash Sprain Swelling Other (please specify): Sharp pain Assault Staff √ Customer Other:

Assessor Guide 2 Page 54 Version No. 1.6 Produced 27April2018 Response to incident (indicate which is applicable) First aid treatment administered (please specify what/by whom etc.): Medical treatment administered (please specify where/by whom etc.): Hospital / by Doctor Assistance sought: Ambulance Police Counsellor Other information Who witnessed the incident? (Please use full name, details of staff’s job title where applicable, and telephone number/s): Eshitha Roshana Aluthwala / Individual support woeker NOTE: Be specific . Describe in detail what actually happened, stating the facts in a clear and precise manner. Include exact location of incident, factors involved and any other details that may be beneficial. A drawing of the centre layout, identifying where the incident occurred, would be useful. Other information This report was compiled by Eshitha Roshana Aluthwala telephone: 04XXXXXXX On (date/time): 13/01/2024 This report is a true and accurate summary of the incident that occurred (please sign): Eshitha Tanya Dennis Dennis’s Bed Dennis’s Room

Assessor Guide 2 © Compliant Learning Resources Version No. 1.6 Produced 27 April 2018 Page 55 4) Write an email to your supervisor, Rachel Allcot, about what happened to Tanya and why it happened. Suggest policies and procedures on how to prevent a similar incident from happening again. a. Write your email in the space provided. Do not exceed 200 words. b. Fill out the Hazard Report form that follows to attach to your email. Guidance: There is no need to send an actual To Rachel Allcot<rachel.a@yourdomain.com> From aeshitha@hotmail.com Subject Reporting incident and some suggestions Message Dear Rachel, Please see the attached hazard report. I am suggesting the following things to not to repeat the same type of incident. 1. Give regular training to staff in manual handing technics. 2. Supply and demonstrate supporting lifting equipment. Regards, Eshitha To be completed by the person identifying the hazard Name: Eshitha Roshana Aluthwala Date: 13/01/2024 Description of hazard: Manual handling hazard (Include area and task involved, and any equipment, tools, people involved. Use sketches if necessary) While attempting to lift Dennis's leg, Tanya experienced a sharp pain in her lower back. This discomfort rendered her unable to stand, prompting her to call for assistance when I happened to be passing by near Dennis's room. Suggested actions: (List any suggestions you have for reducing or eliminating the problem, e.g. redesign, use of mechanical devices, training, etc.) I am suggesting to take her to the hospital and consult a doctor. Report to (name): Rachel Allcot Position: Supervisor

6) Write an email to your supervisor, Rachel Allcot, about Dennis’s current condition and if certain measures should be applied. Write your email in the space provided. Guidance: There is no need to send an actual email. 5) According to the Lotus Compassionate Care , should you apply infection control measures when handling D Assessor Guide 2 Page 56 Version No. 1.6 Produced 27April2018 Scenario 2: You have taken over as Dennis’s individual support worker while Tanya is recovering from her back injury. One day, you notice Dennis is sneezing and sniffling. Dennis is exhibiting sneezing and sniffling, possibly due to an allergy. It's advisable to implement infection control measures as per the handbook. However, seeking guidance from the supervisor is recommended, especially since I recently started working with him and lack information about his medical history and potential allergies. To Rachel Allcot<rachel.a@yourdomain.com> From aeshitha@hotmail.com Subject Inquiry Regarding Infection Control Measures for Dennis Message Dear Rachel, I hope this email finds you well. I am currently working with Dennis and have noticed some signs of sneezing and sniffling. To ensure a safe environment, could you please advise on any specific infection control measures that should be applied in this situation? Regards, Eshitha

Assessor Guide 2 © Compliant Learning Resources Version No. 1.6 Produced 27 April 2018 Page 57 Roleplay Task The aim of this role-playing activity is to allow you to demonstrate your skills in:  Following workplace procedures for at least one (1) simulated an emergency situation. You will be playing the role of an individual support worker working in Lotus Compassionate Care, responding to the emergency situation described below. To complete this task, you will need access to: - A video recorder - A volunteer: o One (1) volunteer to play the role of Dennis Dennis’s sneezing was particularly bad one day. As he was having his breakfast, he sneezed hard and accidentally knocked his glass of water over. The glass broke, cutting his hand in the process. He has sustained several small cuts and one deep cut in the palm of his hand. He is bleeding. To document your completion of this task and to allow your assessor to evaluate your performance, you are required to submit a video recording of this roleplay situation, including how you would respond to this emergency. The video must not be longer than three (3) minutes. Save your video file using the filename: Subject 2-RP2 Take note that your assessor will be evaluating you against the following criteria: Assessor checklist (for assessor’s use only, please leave this section blank) 1) Did the candidate apply first aid? Choose an item. 2) Did the candidate call for help? Choose an item.

Task 1 Review the different legal requirements that apply to individual support workers. Select three (3) that you find most useful and relevant to your role as an individual support worker. Complete the table below. Guidance: Name the legislation and/or identify the section in the legislation from where you have accessed the legal requirements, you identified. Write your response here under the ‘source/s’ column of the table below. Assessor Guide 2 Page 58 Version No. 1.6 Produced 27April2018 PROJECT ASSESSMENT Project 1: Identifying Legal Requirements and Ethical Responsibilities As an individual support worker, you are required to comply with all the legal requirements and ethical responsibilities relevant to your work role. This project will assess your knowledge and skills to ensure you are prepared to take on this aspect of your role in a real-life support environment setting. Project 1 will require you to identify these relevant legal requirements and ethical responsibilities through a set of written questions and tasks.

Assessor Guide 2 © Compliant Learning Resources Version No. 1.6 Produced 27 April 2018 Page 59 Legal requirement How does this requirement apply to you as an individual support worker? Source/ s Confidentiality and Privacy This requirement ensures that sensitive information about clients, including health records and personal details, is kept confidential. As an individual support worker, you must handle client information discreetly and only share it with authorized individuals or entities. Relevant privacy laws and regulations –  the Privacy Act 1988  Australian Privacy Principles (APPs) Duty of Care This requirement involves taking proactive measures to prevent harm, conducting risk assessments, and providing competent support. It includes actions like administering medication correctly, preventing falls, and responding appropriately to emergencies. Common law principles and specific duty of care legislation in various jurisdictions. – Common law principles, workplace health and safety legislation, and specific duty of care guidelines from organizations and regulatory bodies. Code of Ethics and Professional Conduct Adhering to a code of ethics guides your professional conduct, promoting integrity, respect, and client- centered care. It involves maintaining professional boundaries, respecting diversity, and upholding the values of the profession. Many professional organizations –  the Australian Association of Social Workers (AASW)  Australian Community Workers Association (ACWA)

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Assessor Guide 2 © Compliant Learning Resources Version No. 1.6 Produced 27 April 2018 Page 61 Task 2 Aside from understanding the different legal requirements, you must comply with, it is also important that you know the scope and nature of your own legal rights and responsibilities as an individual support worker. This helps ensure that you not only protect your clients but also yourself. Review your legal rights and responsibilities as an individual support worker, and complete the table below: (1)List three (3) legal rights of individual support workers and describe how they apply to the scope of your role. (2)List three (3) legal responsibilities of individual support workers and describe how they apply to the scope of your role Legal Rights of an Individual Support Worker List three legal rights of individual support workers Explain how these rights apply to the scope of your role as an individual support worker Right to a Safe Working Environment As an individual support worker, you have the right to work in an environment that is free from hazards and risks to health and safety. This includes having access to necessary training, protective equipment, and information to perform your duties safely. It is essential to adhere to workplace health and safety guidelines, report hazards, and actively participate in creating a safe environment for both yourself and your clients . Right to Fair and Lawful Treatment Individual support workers have the right to fair and lawful treatment in the workplace. This involves being treated with respect, free from discrimination, harassment, or unfair practices. It is essential to understand and assert your rights to fair treatment, communicate openly with supervisors and colleagues, and seek resolution through appropriate channels if you experience any form of mistreatment. Right to Professional Development Individual support workers have the right to access ongoing professional development opportunities. This right enables you to enhance your skills, stay updated on industry best practices, and provide the highest quality of care to clients. Actively engaging in professional development ensures that you remain competent and effective in your role, contributing to your personal growth and the overall improvement of

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Assessor Guide 2 © Compliant Learning Resources Version No. 1.6 Produced 27 April 2018 Page 63 Legal Responsibilities of an Individual Support Worker List three legal responsibilities of individual support workers Explain how these responsibilities apply to the scope your role as an individual support worker Duty of Care: Individual support workers have a responsibility to provide a reasonable standard of care to their clients. This involves assessing risks, preventing harm, and ensuring the overall well-being of clients. In the scope of the role, you must actively engage in tasks that prioritize the safety and health of clients, following appropriate protocols, and taking necessary precautions to avoid potential risks. Confidentiality and Privacy Individual support workers are responsible for maintaining the confidentiality and privacy of clients' personal and health information. In the scope of your role, this means safeguarding client records, discussing sensitive matters discreetly, and seeking consent before sharing any information. Respecting confidentiality builds trust and ensures the dignity and privacy of clients are upheld. Professional Boundaries Maintaining professional boundaries is a critical responsibility for individual support workers. This involves establishing and maintaining a professional relationship with clients, refraining from personal involvement beyond the scope of the role, and avoiding conflicts of interest. In your role, it is essential to recognize and adhere to these boundaries to ensure a professional and ethical approach to care.

Assessor Guide 2 Page 64 Version No. 1.6 Produced 27April2018 Task 3 Review the different ethical requirements that apply to individual support workers. a) Select two (2) that you find most useful and relevant to your role as an individual care worker. Complete the table provided below. Ethical requirement How does this requirement apply to you as an individual support worker? Respect for Dignity and Diversity Fostering respect for the dignity and diversity of clients is fundamental in individual support work. This ethical requirement involves recognizing and valuing the unique qualities, preferences, and cultural backgrounds of clients. Maintaining Confidentiality Upholding the privacy and confidentiality of client information is essential in building trust. Individual support workers must ensure that sensitive details about clients remain confidential and are only shared with authorized individuals. Sources of information a) 1. Australian Association of Social Workers (AASW) Code of Ethics 2. Australian Community Workers Association (ACWA) Code of Ethics b) 1. Privacy Act 1988 (Cth) 2. Australian Nursing and Midwifery Federation (ANMF) Code of Professional Conduct.

Task 1 What signs do you notice in yourself when you are stressed and fatigued? a. List two (2) signs you notice when you are stressed and when you are fatigued. b. List two (2) ways you cope with these conditions. Assessor Guide 2 © Compliant Learning Resources Version No. 1.6 Produced 27 April 2018 Page 65 Project 2: Self-Reflection Signs I am stressed Signs I am fatigued a) Increased Irritability b) Difficulty Concentrating a) Persistent Tiredness b) Decreased Motivation How I cope with stress How I cope with fatigue a) Practicing deep breathing or meditation. b) Taking short breaks to refresh the mind. a) Ensuring sufficient and quality sleep. b) Incorporating enjoyable and rejuvenating activities into daily life.

Ways to maintain currency on safe work practices: a) Read workplace documents. b) Conduct online research Sources of information: a) SafeWork South Australia b) Wellness and Lifestyles Australia Manual Handling in Aged Care and the Health Care Industry c) Safe Work Australia Assessor Guide 2 Page 66 Version No. 1.6 Produced 27April2018 Task 2 How do you maintain currency on safe work practices in regard to workplace systems, equipment, and processes in your own work role? List two (2) responses. List down three (3) specific sources of information you have referred to.

Assessor Guide 2 © Compliant Learning Resources Version No. 1.6 Produced 27 April 2018 Page 67 Task 3 How do you ensure non-judgmental practice in your work role? List two (2) values that you apply to work, and briefly explain how you apply these to keep a non-judgmental attitude. Value s How these are applied Empathy Actively listen to clients, show understanding of their feelings, and put yourself in their shoes. Avoid making assumptions about their choices or circumstances. By empathizing with their experiences, you create a supportive environment that encourages open communication and trust. Cultural Competence Understand and appreciate the cultural diversity of the individuals you support. Recognize that cultural backgrounds influence beliefs, behaviors, and preferences. Avoid imposing your cultural values and be open to learning about and adapting to the cultural contexts of those you work with. This fosters a non-judgmental approach that embraces diversity.

Assessor Guide 2 Page 68 Version No. 1.6 Produced 27April2018 WORKBOOK CHECKLIST When you have completed assessing the assessment workbook, review the candidate’s submission against the checklist below:  The candidate has completed all the assessments in the workbook and has submitted all of the required evidence:  Knowledge Assessment  Ethical and legal requirements for direct client care  Safe work practices for direct client care  Practical Assessment  Case Study 1  Written Tasks  Roleplay Video Recording  Case Study 2  Written Tasks  Roleplay Video Recording  Project Assessment  Project 1  Project 2  The candidate has submitted all of the following evidence:  This completed workbook  Cover Sheet (Assessment Workbook Cover Sheet signed and scanned) IMPORTANT REMINDER Candidates must achieve a satisfactory result to ALL assessment tasks to be awarded COMPETENT for the units relevant to this cluster. To award the candidate competent in the units relevant to this subject, the candidate must successfully complete all the requirements listed above according to the prescribed benchmarks.

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