Sample HLTHIR403C single unit RPL by blueprint project

RPL Assessor Kit

HLTHIR403C Work effectively with culturally diverse clients and co-workers

RPL Assessor Kit

HLTHIR403C Work effectively with culturally diverse clients and co-‐workers v.1 July, 2015 ©

RPL Assessor Kit

© Blueprint Project LLC. Except as provided by the Copyright Act 1968, and as stated in the terms and conditions, no part of this publication may be reproduced, stored in a retrieval system or transmitted in any form or by any means without the prior written permission of Blueprint Project LLC. info@blueprintprojectllc.com www.blueprintprojectllc.com

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No patent liability is assumed with respect to the use of the information contained herein. While every precaution has been taken in the preparation of this work, the authors assume no responsibility for errors or omissions. Neither is any liability assumed for damages resulting from the use of information contained herein. This work has been prepared for use as part of structured vocational education and training and should only be used within that context. The information contained herein was correct at the time of preparation.

Modification History

Date

07/2015

Version

Changes

This resource has been developed and validated in consultation with industry experts: Mischa Cooper – Counsellor VET/Trainer Assessor Kristy Zimmer -‐ Counsellor

Blueprint Project’s materials are designed to support the principles of assessment (validity, reliability, flexibility, fairness) and to guide assessors to apply the rules of assessment evidence (validity, sufficiency, currency, authenticity) for Recognition of Prior Learning.

HLTHIR403C Work effectively with culturally diverse clients and co-‐workers v.1 July, 2015 ©

RPL Assessor Kit

Contents

Assessor Tools ...................................................................................................................................... 5

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Candidate Tools .................................................................................................................................... 6 Instructions ........................................................................................................................................... 7 Competency Mapping .......................................................................................................................... 9

Record of Evidence ............................................................................................................................. 12 Competency Questions ...................................................................................................................... 15 Workplace Tasks ................................................................................................................................. 21

Workplace Observation ...................................................................................................................... 24 Record of Outcome ............................................................................................................................ 28

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RPL Assessor Kit

RPL Overview For Assessors

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Recognition of Prior Learning (RPL) is the process of evaluating and acknowledging a person’s skills and knowledge to perform a particular job role related a unit of competency or a qualification. Skills and knowledge are gained through a range of work, life, formal and informal learning experiences. This kit contains tools to help customise the recognition assessment of the candidate’s knowledge and skills for this unit of competency. Assessors are not required to use every tool. Only use the tools necessary to holistically assess the candidate. After an initial interview with a potential candidate, you will need to determine whether or not they are able to complete the RPL process. Using this RPL kit, you will be able to determine if a candidate earns recognition for this unit of competency: § Evidence they provide § Questions they answer via a competency conversation § Tasks they complete in the workplace § Your observations You are responsible for ensuring they have demonstrated the knowledge and skills required to: § Reflect cultural awareness in work practice § Accept cultural diversity as a basis for effective work place and professional relationships § Communicate effectively with culturally diverse persons § Resolve cross-‐cultural misunderstandings

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RPL Assessor Kit

Assessor Tools

The following tools are for the Assessor to use.

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An overview of the RPL process, a list of what is included in this kit and detailed instructions on how to use this kit

Instructions

A detailed map indicating where each component of competency is included in this kit

Competency Mapping

A tool for recording each piece of evidence (documentation, questions, tasks, observations) to the unit of competency

Record of Evidence

Competency Questions

Questions an assessor may ask a candidate in order to gather and document evidence of a candidate’s knowledge and experience relating to the unit of competency

Tasks an assessor may ask a candidate to complete in order to gather evidence of a candidate’s skills and experience relating to the unit of competency (use in conjunction with Workplace Observation)

Workplace Tasks

Record of Outcome

A document used to notify a candidate of their RPL outcome and any additional steps required to achieve recognition for the unit of competency

Sa Workplace Observation

A tool used in conjunction with the Workplace Tasks to document evidence of a candidate’s skills through observation of the Workplace Tasks and other observations

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RPL Assessor Kit

Candidate Tools

The following tools are for you to use. A detailed overview of the RPL process and what to expect

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Instructions

A basic form for gathering information

Application

Unit Summaries

A summary of the learning outcomes for the unit of competency

A tool you use to index each piece of evidence (trainings, workshops, CV, photos, presentations, reports, certificates, awards, etc.)

Evidence Index

A Self-‐Evaluation of experience, skills and evidence that relate to the unit of competency, including information from your Evidence Index

Self-‐Evaluation

A tool you give to your workplace supervisor to verify competency in your job role relating to workplace expectations and performance criteria

Third Party Report

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RPL Assessor Kit

Instructions There are many ways to initiate the RPL process. The following instructions are an example of how assessors could use the tools included in this kit. Every candidate, assessor and organisation has different needs. The tools have been created to allow for flexibility and customisation.

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Instructions

Documents Needed Candidate Tools:

Give the Candidate Kit to the candidate for completion.

Review the Competency Mapping prior to starting the RPL process with candidate.

Answer any questions the candidate may have about how to use and complete the candidate tools.

Candidate Instructions Application Unit Summaries Evidence Index Self-‐Evaluation Third Party Report Competency Mapping

Candidate Tools

Evidence Index Self-‐Evaluation Record of Evidence

Interview the candidate: § Ask the candidate to elaborate on any work/life experiences they have recorded that relates to the unit of competency and their job role § Look for information the candidate may not think is important or may have omitted § Decide what documentary evidence you think they can further provide to support their claim of recognition

Evidence Index Self-‐Evaluation Record of Evidence

After the candidate completes the Evidence Index and the Self-‐Evaluation, review them and begin to use the Record of Evidence, filling in the relevant evidence provided by the candidate.

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RPL Assessor Kit

Instructions Continue to use the Record of Evidence as a tool to determine which questions to ask and tasks to assign. Create an RPL plan, deciding what tools (or part thereof) you plan to use to complete the RPL process: Competency Questions Workplace Tasks/Workplace Observation Third Party Report

Record of Evidence Competency Questions Workplace Tasks Third Party Report

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§ § §

Documents Needed

Competency Questions

Provide the necessary Workplace Tasks to the candidate: § Combine relevant questions and tasks, when possible § Combine tasks for streamlined assessment, when possible § Contextualise tasks to the candidate’s specific area of work, population, demographic, etc.

Workplace Tasks

Observe the candidate performing the workplace tasks: § Use the Workplace Observation to record the candidate’s performance § Observe the candidate on a 2nd occasion carrying out their duties in their workplace § Record and date your observations

Workplace Observation

Conduct a competency conversation with the candidate, using the necessary questions: § Combine relevant questions and workplace tasks, when possible § Contexualise the questions to the candidate’s specific area of work, population, demographic, etc.

Collect the Third Party Report and verify the information provided is correct and accurate.

Third Party Report

Complete the Record of Evidence.

Record of Evidence

Inform candidate of your determination. Provide any additional steps required to achieve recognition for the unit of competency, if necessary.

Record of Outcome

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RPL Assessor Kit

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Competency Mapping HLTHIR403C Work effectively with culturally diverse clients and co-‐workers

This table is a reference tool mapping the competency questions and workplace tasks provided in this kit to all aspects of the unit of competency (performance criteria, performance evidence and knowledge evidence).

Assessment Method

Element 1 Reflect cultural awareness in work practice

1.1 1.2 1.3 2.1 2.2

Demonstrate awareness of culture as a factor in all human behaviour by using culturally appropriate work practices Use work practices that create a culturally and psychologically safe environment for all persons Review and modify work practices in consultation with persons from diverse cultural backgrounds Show respect for cultural diversity in all communication and interactions with co-‐ workers, colleagues and clients Use specific strategies to eliminate bias and discrimination in the workplace

3.4

Contribute to the development of work place and professional relationships based on acceptance of cultural diversity Show respect for cultural diversity in all communication with clients, families, staff and others Use communication constructively to develop and maintain effective relationships, mutual trust and confidence Where language barriers exist, make efforts to communicate in the most effective way possible Seek assistance from interpreters or other persons as required

4.1

Identify issues that may cause conflict

2.3

Element 2 Accept cultural diversity as a basis for effective work place and professional relationships

Performance Criteria, Performance Evidence and Knowledge Evidence

Unit Component

Element 3 Communicate effectively with culturally diverse persons Element 4

3.1 3.2 3.3

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Assessment Questions

Workplace Task

Workplace Observation

2, 3

✓

2, 3

✓

2, 3

✓

1, 2, 3

✓

2, 3

✓

2, 3

✓

2, 4

✓

1, 2, 4

✓

1, 4

✓ ✓

RPL Assessor Kit

Assessment Method Unit Component

Workplace Observation

1, 2, 4

✓

1, 2

✓

2, 3

✓

1, 3

✓

2, 3

Respond respectfully and sensitively to cultural beliefs and practices that may cause harm

1, 4

Sensitively and respectfully communicate with persons of diverse backgrounds and cultures

2, 4

Use basic conflict resolution and negotiation skills

1, 2

Use effective strategies to address and eliminate discrimination and bias in the workplace Availability of resources and assistance within and external to the organisation in relation to cultural diversity issues Own cultural conceptions and pre-‐conceptions and perspective of diverse cultures Recognition of cultural diversity in Australian society with many individuals living in many cultures Recognition of cultural influences and changing cultural practices in Australia and its impact on diverse communities that make up Australian society Recognition of culture as a dynamic social phenomenon

✓ ✓ ✓ ✓ ✓

4.2

If difficulties or misunderstandings occur, consider the impact of cultural differences Make an effort to sensitively resolve differences, taking account of cultural 4.3 considerations 4.4 Address any difficulties with appropriate people and seek assistance when required Apply culturally respectful practices in the workplace and to demonstrate respect and inclusiveness of culturally diverse people in all work practices Form effective workplace relationships with co-‐workers and colleagues of diverse backgrounds and cultures Participate in identifying and implementing culturally safe work practices

Recognition of culture as a range of social practices and beliefs evolving over time Recognition of impact of cultural practices and experiences on personal behaviour, interpersonal relationships, perception and social expectations of others Recognition of the unique way individuals may experience a culture and respond to past experiences Recognition that the word 'normal' is a value-‐laden, excluding concept that often precludes acknowledgment of the diversity of people, their life experiences and situations The principles of equal employment opportunity, sex, race, disability, anti-‐discrimination and similar legislation and the implications for work and social practices

Knowledge Evidence (Essential Knowledge)

Workplace Task 1, 2, 4

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Performance Evidence (Essential Skills)

Assessment Questions

Resolve cross-‐cultural misunderstandings

Performance Criteria, Performance Evidence and Knowledge Evidence

HLTHIR403C Work effectively with culturally diverse clients and co-‐workers v.1 July, 2015 ©

✓

RPL Assessor Kit

Assessment Method Unit Component

The role and use of language and cultural interpreters The individual being assessed must provide evidence of specified essential knowledge as well as skills This unit is most appropriately assessed in the workplace or a simulated workplace environment under the normal range of work conditions Assessment should be conducted on more than one occasion to cover a variety of circumstances to establish consistency Holistic assessment of this competency unit is encouraged, to ensure application of these skills in conjunction with specific work functions but the unit may be delivered and assessed independently

Assessment Questions 8

Workplace Task

Workplace Observation

✓

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Assessment Conditions

Performance Criteria, Performance Evidence and Knowledge Evidence

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Assessors must observe these requirements when undertaking the RPL assessment.

RPL Assessor Kit

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Record of Evidence

HLTHIR403C Work effectively with culturally diverse clients and co-‐workers

This is a record for you demonstrate exactly how and why you determined the candidate achieved recognition for this unit of competency.

Candidate Name

Use this tool to record each piece of evidence (documentation, questions, tasks) against the components in the unit of competency (Elements, Performance Evidence and Knowledge Evidence) to ensure you are comprehensively evaluating the evidence. Use the Competency Mapping tool for a more detailed look at the components of competency. After reviewing the documentation provided by the candidate, write down any relevant document number provided in the Evidence Index. Write down the competency question, workplace task and workplace observation number you used to assess the candidate. Include any notes necessary to explain your determination. You may also use this tool to create an RPL plan for the candidate.

Candidate Contact

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RPL Assessor Kit

Evidence Index #

Unit Components

Question #

Workplace Observation Task # #

Notes

Accept cultural diversity as a basis for effective work place and professional relationships

Communicate effectively with culturally diverse persons

Resolve cross-‐cultural misunderstandings

Performance Evidence

Sa Knowledge Evidence

Reflect cultural awareness in work practice

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HLTHIR403C Work effectively with culturally diverse clients and co-‐workers

HLTHIR403C Work effectively with culturally diverse clients and co-‐workers v.1 July, 2015 ©

RPL Assessor Kit

Competency Questions

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Candidate Name

Student Identification Number

The competency questions are used to facilitate a conversation with the candidate in order to gather further evidence of their competency. Each question covers knowledge evidence and performance criteria from the unit of competency. After considering all of the collected evidence, ask only the questions where sufficient evidence has not yet been provided. Streamline the process by asking relevant questions while observing relevant tasks, when possible. Key points have been provided for assessors to prompt candidates, when necessary. They are not exhaustive or compulsory responses; they are provided as a guide. Look for information the candidate omits and ask them to elaborate, when necessary. Add relevant key points provided by the candidate. Note: where legislation, policies and procedures are mentioned, candidates must provide specific examples related to their state/territory and organisation. Only generic examples have been provided.

Use the box at the end of the key points to record details of the conversation and any contextualisation.

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RPL Assessor Kit

Competency Questions HLTHIR403C Work effectively with culturally diverse clients and co-‐workers 1. What resources and assistance are available to you in relation to cultural diversity issues? Include those within your organisation as well as those outside your organisation.

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2. Provide examples of cultural diversity in Australian society with many individuals living in many cultures. 3. What are the cultural influences and changing cultural practices in Australia? How do they impact the diverse communities that make up Australian society? 4. Explain how culture is a dynamic social phenomenon, with a range of social practices and beliefs evolving over time.

5. Describe how your conceptions and experiences with different cultures determines the following: §

Perception of people from diverse cultures

§

Behaviour around people from diverse cultures

§

Interpersonal relationships with people from diverse cultures

§

Social expectations of people from diverse cultures

6. Explain how ‘normal’ is a value laden word, an excluding concept that often precludes acknowledgement of the diversity of people.

7. What are the principles of equal employment opportunity, sex, race, disability, anti-‐discrimination and similar legislation? Include the implications for work and social practices. 8. What is the role and use of language and cultural interpreters in your organisation? 9. Identify the cultural issues that may cause conflict at your organisation.

10. How do you ensure a culturally safe environment for diverse clients and co-‐workers?

Key Points -‐ Tick the key points the candidate discusses

1. Cultural resources and assistance available within and outside of the organisation include: Within an organisation: q Supervisor q Diversity policy q Co-‐workers/staff q Clients q Diversity training Outside the organisation: q Legislation HLTHIR403C Work effectively with culturally diverse clients and co-‐workers v.1 July, 2015 ©

RPL Assessor Kit

q q

multiple cultures at the same time. For example, we see a range of cultures on television, are exposed to cultural information via the Internet, and the workplace has become a more diverse environment. Exposure to different cultures makes it possible for people to incorporate practices, language, food, clothing, etc. into their own culture.

5. How conceptions and experiences with different cultures determines the following: § Perception of people from diverse cultures § Behaviour around people from diverse cultures § Interpersonal relationships with people from diverse cultures § Social expectations of people from diverse cultures

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Candidates are expected to provide a personal response, that may include any of the following: q Everyone has a unique way they experience culture (their own and others) q All people are affected by their life experiences, and don’t always share every experience, so assumptions are easily made q An experience with one person from a different culture can determine our future experiences with people from the same culture (positive or negative) q Experiences affect our attitudes and behaviours so we act unnaturally q Personal biases are formed over many years and many experiences q Some examples include: q Some cultures are more likely to live in poverty q Some cultures are not as educated q Some cultures are marginalised and oppressed q People from minority groups often struggle q Older people are less able than younger people q People prefer familiar situations, people and behaviours q People from different cultures like to stick together and they see ‘me’ as the outsider q People from other cultures don’t want to learn to be ‘Australian’ 6. ‘Normal’ is a value laden, excluding concept that precludes acknowledgement of the diversity:

By saying a behaviour is normal implies that variations of this behaviour are NOT normal. People often use this word in relation to the majority of people doing something or acting a certain way. It undermines and devalues peoples’ differences. By using the word ‘normal,’ one ignores the variations in all things and neglects to acknowledge peoples great diversity.

q q q q

7. Principles and implications of relevant legislation include: Equal Employment Opportunity (Commonwealth Authorities) Act 1987: q Promotes equality of opportunity for all people regardless of gender, disability, race etc. q Requires organisations to promote equal opportunity in employment for women and people in under-‐ represented groups q EEO is achieved by identifying and eliminating all forms of discrimination in recruitment, selection, training, development, human resource practices, and conditions of employment Anti-‐Discrimination Legislation: HLTHIR403C Work effectively with culturally diverse clients and co-‐workers v.1 July, 2015 ©

RPL Assessor Kit

Inclusion in decision making Observe any relevant cultural protocols Research cultures represented in the workplace and community Display respect and appreciation for different cultures Clarify cultural assumptions with clients and co-‐workers Seek guidance about specific cultural practices Identify supervisors, elders and cultural organisations as a source of information Recognise that cultural groups may have protocols for accessing their community appropriately Adjust communication style and behaviour to relate to all clients and co-‐workers Use an interpreter Identify potential for conflict and misunderstanding in relation to cultural differences Work to minimise conflict and misunderstanding in relation to cultural differences Identify own role in relation to conflict situations and seeking supervision when necessary Clarify issues and/or resolve cultural differences in working with clients Appropriately address racial abuse or prejudice towards self, co-‐workers or clients Do not make assumptions about a particular person, culture or group Do not stereotype individuals by culture Do not act with prejudice Do not discriminate Do not use inappropriate language

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q q q q q q q q q q q q q q q q q q q q

Record details of the conversation and any contextualisation:

Assessor Name

Assessor Signature

Date

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RPL Assessor Kit

Workplace Tasks

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The workplace tasks are used to gather further evidence of a candidate’s competency. Each task covers performance criteria and performance evidence from the unit of competency. After considering all of the collected evidence, assessors will assign only the tasks where sufficient evidence has not yet been provided. Assessors will observe candidates completing these tasks, unless otherwise noted. Often, there are components of the task candidates must complete prior to observation. Candidates should read through all assigned tasks before beginning, as some may be completed together. Assessors can streamline the process by asking relevant questions while observing relevant tasks, when possible.

Assessors: Use the box at the end of each task to record details of adjustments and modifications.

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RPL Assessor Kit

Workplace Tasks HLTHIR403C Work effectively with culturally diverse clients and co-‐workers v Prepare for your assessor’s visit by organising your materials and documentation ahead of time.

1. Identify Cultural Issues

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Assemble a culturally diverse committee comprised of staff, family and community members to audit your organisation’s cultural sensitivity. Take detailed notes during each part of this task. Discuss the audit, action plan and reflection with your assessor.

2. Audit

Prior to the first meeting, identify issues that may cause conflict in the committee meetings you will be facilitating. Be prepared to address these conflicts respectfully and sensitively, taking into account cultural considerations and using basic conflict resolution and negotiation skills. Address any difficulties with appropriate people and seek assistance, if necessary.

The group’s objective is to answer the following questions and create a plan to address areas of concern ensuring the organisation works effectively with culturally diverse clients and co-‐workers. Identify culturally safe work practices. Does your organisation implement these? Does the organisation use work practices that create a culturally and psychologically safe environment for all persons? What is missing or not working? Does the organisation respect cultural diversity in all communications and interactions with co-‐ workers, colleagues, families and clients? Investigate all forms of communication. Does the organisation make efforts to communicate in the most effective way possible when language barriers exist, such as using interpreters or other persons when necessary? Does the organisation apply culturally respectful practices in the workplace and demonstrate respect and inclusiveness of culturally diverse people in all work practices? How can you improve this?

§ § §

§

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RPL Assessor Kit

3. Action Plan Create an action plan from information gathered from the audit that outlines specific strategies to: § § §

Eliminate bias and discrimination in the workplace Ensure culturally safe work practices are implemented Increase cultural and linguistic awareness in the workplace

4. Reflection

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Write a reflection summarising the issues and conflicts that came up during the meetings and how you addressed them. How do you think it went? Were you comfortable addressing these issues? What could you have done better? Record details of adjustments and modifications to workplace task.

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RPL Assessor Kit

Workplace Observation Candidate Name

Date

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Use this tool in conjunction with the Workplace Tasks.

The workplace observation is used to gather current and consistent evidence of a candidate’s competency. Observe the candidate completing the relevant workplace tasks and determine if they are consistently performing their work to organisation and industry standards. Each task covers performance evidence and performance criteria from the unit of competency. One observation will occur during completion of the relevant workplace tasks. The second observation may occur during the candidate’s normal workday.

Assessors: Use the box at the end of each observation table to record details of adjustments and modifications.

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RPL Assessor Kit

Workplace Observation HLTHIR403C Work effectively with culturally diverse clients and co-‐workers

Competency Components

Date/ initial

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Applies culturally respectful practices in the workplace and demonstrates respect and inclusiveness of culturally diverse people in all work practices

Record what you observed

Forms effective workplace relationships with co-‐workers and colleagues of diverse backgrounds and cultures

Participates in identifying and implementing culturally safe work practices

Responds respectfully and sensitively to cultural beliefs and practices that may cause harm

Sensitively and respectfully communicates with persons of diverse backgrounds and cultures

Uses basic conflict resolution and negotiation skills

Uses effective strategies to address and eliminate discrimination and bias in the workplace

Demonstrates awareness of culture as a factor in all human behaviour by using culturally appropriate work practices

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RPL Assessor Kit

Competency Components

Record what you observed

Date/ initial

If difficulties or misunderstandings occur, considers the impact of cultural differences

Makes an effort to sensitively resolve differences, taking account of cultural considerations

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Identifies issues that may cause conflict

Addresses any difficulties with appropriate people and seeks assistance when required

Record how you contextualised these observations:

Assessor Name

Assessor Signature

Date

RPL Candidate Kit

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HLTHIR403C Work effectively with culturally diverse clients and co-workers

RPL

Candidate Kit

RPL Candidate Kit

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Modification History

Date

Changes

Version

07/2015

This resource has been developed and validated in consultation with industry experts: Mischa Cooper – Counsellor VET/Trainer Assessor Kristy Zimmer -‐ Counsellor

RPL Candidate Kit

Contents

Candidate Tools .................................................................................................................................... 5

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Instructions ........................................................................................................................................... 6 RPL Application ..................................................................................................................................... 7

Unit Summary ....................................................................................................................................... 8

Evidence Index ...................................................................................................................................... 9 Self-‐Evaluation .................................................................................................................................... 13 Third Party Report .............................................................................................................................. 20

RPL Candidate Kit

RPL Overview For Candidates

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Recognition of Prior Learning (RPL) is the process of evaluating and acknowledging a person’s skills and knowledge to perform a particular job role related a unit of competency or a qualification. Experiences from your current or previous job, volunteer work and any relevant life experience can all be used to demonstrate to your assessor that you have the necessary skills and knowledge to be awarded recognition for a qualification. You are beginning the process of demonstrating to your assessor why and how you should be awarded this qualification. You will be asked to: § Complete a Self-‐Evaluation § Provide detailed documentation of your competency § Answer competency questions § Complete specific workplace tasks § Participate in workplace observations Things to keep in mind:

This process will be different for each candidate, depending on previous experience Your assessor will work with you to come up with a comprehensive RPL plan The evidence you provide must be current, valid, authentic and sufficient Detailed instruction for each part of the process is included in each document

§ § § §

If you have any questions about the RPL process, speak with your assessor.

RPL Candidate Kit

Candidate Tools

The following tools are for you to use. A detailed overview of the RPL process and what to expect

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Instructions

A basic form for gathering information

Application

Unit Summaries

A summary of the learning outcomes for the unit of competency.

A tool you use to index each piece of evidence (trainings, workshops, CV, photos, presentations, reports, certificates, awards, etc.)

Evidence Index

A Self-‐Evaluation of experience, skills and evidence that relate to the unit of competency, including information from your Evidence Index

Third Party Report

A tool you give to your workplace supervisor to verify competency in your job role relating to workplace expectations and performance criteria

Self-‐Evaluation

RPL Candidate Kit

Instructions

Please note: the order provided is subject to change based on your specific needs. Complete the Application and submit it to your assessor.

Carefully read through the Unit Summary. For more information about the components of competency you will be assessed against for each unit – go to: www.training.gov.au and download the unit of competency.

Consult with your assessor and collect any documentation/evidence that supports your attempt to attain the qualification through RPL. Evidence may include: § Resume or CV § Position description § Recent performance appraisal § Training records/certificates/workshops § Work journals § Photos § Task/job sheets/log books § Examples of work documents, projects, programs, etc.

Carefully number each piece of evidence and complete the Evidence Index. Make copies of all evidence you index.

Complete the Self-‐Evaluation using the Unit Summary and the Evidence Index

Submit the Self-‐Evaluation, Evidence Index and the original evidence documents to your assessor.

Discuss your Self-‐Evaluation with your assessor. Together, you will review your options to provide further evidence (questions and tasks) and design an RPL plan that ensures you have every opportunity to demonstrate your competence.

Participate in a conversation to answer specific questions designed to determine your knowledge of specific work areas where sufficient evidence has not been provided.

Complete workplace tasks to determine your skills in specific work areas where sufficient evidence has not been provided. Your assessor will provide you with the tasks and set up a time to observe you completing them.

Your assessor will discuss the outcome of your RPL with you.

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RPL Candidate Kit

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Self-‐Evaluation

HLTHIR403C Work effectively with culturally diverse clients and co-‐workers

List the experience, skills and evidence you have that relate to the unit of competency. Your assessor will discuss this document with you in order to create your RPL plan.

Carefully read the Unit Summary included in this kit before completing the Self-‐Evaluation.

KEY

List the daily tasks and duties you perform in your current work role that relate to each unit of competency

Work Experience

List the activities, projects, etc., you’ve participated in as part of your current or previous work that relate to each unit of competency

Evidence Index #

Put the corresponding number from the Evidence Index into the unit of competency you think the evidence relates to

Current Work Role

Confidence-‐Rating

Based on your experiences and current work role, tick the box that most reflects your confidence level in each unit of competency

RPL Candidate Kit

Candidate Name

Current Occupation

Component of Competency

Current Work Role

Use work practices that create a culturally and psychologically safe environment for all persons

Evidence I feel ___ in this Index # area.

q Unsure q Confident

Work Experience

Demonstrate awareness of culture as a factor in all human behaviour by using culturally appropriate work practices

Review and modify work practices in consultation with persons from diverse cultural backgrounds

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RPL Candidate Kit

Component of Competency

Work Experience

Evidence I feel ___ in this Index # area.

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Use basic conflict resolution and negotiation skills

Current Work Role

Use effective strategies to address and eliminate discrimination and bias in the workplace

q Unsure q Confident

List the life experiences (volunteer work, running your own business, community involvement, etc.) that may have provided you with skills and knowledge that are required for this unit of competency. Your assessor will discuss these experiences with you as part of the application process.

RPL Kit Candidate Kit

Third Party Report HLTHIR403C Work effectively with culturally diverse clients and co-‐workers

Candidate Name

Organisation Name

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For Workplace Supervisors

As part of the RPL process, the candidate is required to submit a report from their workplace supervisor. Please answer the following questions about the candidate’s ability to perform their work to a standard that is acceptable to your organisation.

Only tick the box if the candidate performs the work tasks to your organisation’s standards.

Does the candidate consistently meet your organisation’s performance standards for:

q q q

Reflecting cultural awareness in work practice by:

Demonstrating awareness of culture as a factor in all human behaviour by using culturally appropriate work practices Using work practices that create a culturally and psychologically safe environment for all persons Reviewing and modifying work practices in consultation with persons from diverse cultural backgrounds

Accepting cultural diversity as a basis for effective work place and professional relationships by:

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Showing respect for cultural diversity in all communication and interactions with co-‐workers, colleagues and clients Using specific strategies to eliminate bias and discrimination in the workplace Contributing to the development of work place and professional relationships based on acceptance of cultural diversity

Communicating effectively with culturally diverse persons by:

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Showing respect for cultural diversity in all communication with clients, families, staff and others Using communication constructively to develop and maintain effective relationships, mutual trust and confidence Making efforts to communicate in the most effective way possible, where language barriers exist Seeking assistance from interpreters or other persons as required

RPL Kit Candidate Kit

Only tick the box if the candidate performs the work tasks to your organisation’s standards.

Does the candidate consistently meet your organisation’s performance standards for: Resolving cross-‐cultural misunderstandings by: q Identifying issues that may cause conflict q Considering the impact of cultural differences, if difficulties or misunderstandings occur q Making an effort to sensitively resolve differences, taking account of cultural considerations q Addressing any difficulties with appropriate people and seek assistance when required

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Appling culturally respectful practices in the workplace and to demonstrate respect and inclusiveness of culturally diverse people in all work practices Forming effective workplace relationships with co-‐workers and colleagues of diverse backgrounds and cultures Participating in identifying and implementing culturally safe work practices Responding respectfully and sensitively to cultural beliefs and practices that may cause harm Sensitively and respectfully communicating with persons of diverse backgrounds and cultures Using basic conflict resolution and negotiation skills Using effective strategies to address and eliminate discrimination and bias in the workplace

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Describe your direct working relationship with the candidate:

The candidate:

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Performs job tasks to an appropriate level Manages job tasks effectively Implements safe working practices Problem-‐solves according to job requirements Works well with others Copes with non-‐routine situations