The Job Profile

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The Job Profile
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The Job Profile

• The competency job profile provides the learning
  pathway for workers in Disability Services.
• The Job Profile used in this presentation is for
  Disability Development and Support Officers
  (DDSOs) working in the Government sector.
• It consists mainly of competencies from the
  Community Services Training Package. The package
  is one of many national training packages and
  qualifications which are recognised throughout
  Australia.
• The competencies in this profile make up the
  Certificate IV in Disability Work.
• The job profile is then used as the basis for the
  Learning Needs Analysis (LNA).

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The Learning Needs Analysis (LNA)
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The LNA is a self-assessment tool mapped to a
competency job profile. When completed it
provides individuals with a record of their
knowledge and skills and any skill gaps they may
have.It can be accessed through OnTap, a
database which gathers workforce information for
use in individual, regional and state training
plans.For further information about OnTap
please contact Trevor Vance on 03 9616 2975
The Learning Needs Analysis (LNA)
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The Individual Learning Plan
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An Individual Learning Plan (ILP) negotiated with
a Registered Training Provider (RTO)
The ILP lists the units and elements of
competency needed to achieve a qualification in
Disability Work. The ILP is used to record the
skills and knowledge acquired while developing
competence, regardless of whether the training is
on or off-the-job. It may also be used to store
evidence used for the Recognition of Current
Competency (RCC) process. The ILP remains with
the individual and is a permanent record of the
skills, knowledge and qualifications acquired
throughout their career.
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Recognition of Current Competency
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Recognition of Current Competency

• Being competent means that you have the
• Knowledge Skills and personal attitudes and
  beliefs required to do your job to a Competency
  Standard.
• Recognition of Current Competency (RCC)
  acknowledges the full range of an individuals
  current skills and knowledge measured against the
  Competency Standards.
• A variety of different means including previous
  life or work experience, previous study and
  current employment may be used to determine
  current competency.

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Fostering a learning culture through skilled
management
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Fostering a learning environment through skilled
management

• Supervisors and management receiving competency
  training in Frontline Management and workplace
  assessor
• Support through mentoring, coaching and
  networking opportunities

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My Needs? Your Learning!

• DHS is committed to providing a more responsive
  service to people with a disability.
• Their needs, wants and aspirations form the basis
  of the new training model.
• Valuing staff in their role of supporting the
  service user is an integral part of the model.
• DHS is listening to its service users and staff
  and has developed a flexible training model that
  has the capacity to meet their needs.
• The model is providing an environment in which
  opportunities for learning are openly valued and
  supported and are built, where possible, into all
  activities.

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More Information

• If you would like more information you can
  contact Alicja Skomra at DHS on 03 96162980
• Or contact DISTSS on 03 9652 0618 or visit their
  website www.distss.org.au