allied health assistant classification guidelines · web viewit is noted that at this stage there...

Allied Health Assistant Classification: Guidelines, Work Level Standards and Duty Statement Templates

Guidelines for AHA Classification of 2515/04/2015

Do not refer to a paper based copy of this policy document. The most current version can be found on the ACT Health Policy Register

ContentsIntroduction ............................................................................................................................... 3

Manager Guidelines: Allied Health Assistant Classification.......................................................4

Who is classified under the AHA classification?.........................................................................4

How do you determine the appropriate classification level for an allied health assistant position?..................................................................................................................................... 5

How do you assess recognised equivalent qualifications?.........................................................5

Can you employ candidates with partial qualifications?.............................................................6

What happens to vacant roles formerly established under the Technical Officer classification?................................................................................................................................................... 7

Flowchart: Is it an Allied Health Assistant or a Technical Officer role?.......................................8

Appendix A: Section N - Allied Health Assistants -[Extract from ACT Public Sector Support Services Enterprise Agreement]..............................................................................................11

Appendix B: Allied Health Assistant Classification Work Level Standards...............................13Outline of key differences between AHA 1, 2 & 3 roles............................................................15

Appendix C: Australian Qualifications Framework criteria........................................................22

Appendix D: Transition into the AHA Classification- information for current assistants............17For assistants classified as Health Care Assistants on 4 November 2014...............................17For assistants classified as Technical Officers on 4 November 2014......................................18

Appendix E: Section Q - Translation of Technical Officers to Allied Health Assistant Structure [Extract from ACT Public Sector Technical and Other Professional Enterprise Agreement]....20

Appendix F: Rates of pay for Allied Health Assistants.............................................................21

Appendix G: Duty Statements for Allied Health Assistants......................................................22



Introduction This document supports health professionals, managers and assistants to understand and implement the Allied Health Assistant (AHA) classification. It includes duty statements, work level standards, and guidance around translating from the Technical Officer (TO) classification.

An AHA is defined as a person employed under the supervision of an allied health professional who is required to assist with clinical and program related activities. Supervision may be direct, indirect, delegated or remote and must occur within organisational guidelines.

The AHA works within clearly defined parameters and their scope of practice is determined by the level of qualification, the needs of the professional/s delegating work to the AHA and the types of services and programs delivered by their team/s. All work performed by an AHA is delegated by and performed under the supervision of a qualified AHP as per the Supervision and Delegation Framework for Allied Health Assistants- a guide to governance in the ACT1.

The AHA Classification was approved for use under the ACT Public Sector Support Services Enterprise Agreement 2013 -2017 and came into effect on 9 November 2014.The AHA Classification replaces the Health Care Assistant (HCA) Classification; vacancies can no longer be established or recruited to using the HCA Classification. Existing staff in HCA positions will be translated into the AHA Classification as outlined in Section N of the ACT Public Sector Support Services Enterprise Agreement (Appendix A).

1 Supervision and Delegation Framework for Allied Health Assistants- a guide to governance in the ACTGuidelines for AHA Classification of 2515/04/2015


http://www.google.com/url?url=http://www.health.act.gov.au/c/health%3Fa%3Dsendfile%26ft%3Dp%26fid%3D1404342025%26sid%3D&rct=j&frm=1&q=&esrc=s&sa=U&ei=SmBAVOOYK5CqogSU2YDgDg&ved=0CBYQFjAA&sig2=cuaoECefnsXPJYRQiwjVsw&usg=AFQjCNHg-NJb0w66b90_Ha-BLr8OmcQQiw


Manager Guidelines: Allied Health Assistant Classification

Who is classified under the AHA classification? An AHA is defined as a person employed under the supervision of an AHP who is required to assist with clinical and program related activities. AHAs assist the work of an AHP by undertaking a range of defined tasks, both clinical and non-clinical which support the AHP to focus on more complex clinical work and/or to provide care to a greater number of people.

The AHA Classification currently includes, but is not limited to:

Exercise Physiology AssistantNutrition & Dietetics AssistantOccupational Therapy AssistantPhysiotherapy AssistantPodiatry AssistantSpeech Pathology AssistantSocial Work Assistant

The current most applicable ANZSCO code for this group of workers is 423314Therapy Aide.

*The ANZSCO code is a system developed to collect, publish and analyse occupation statistics across government agencies, and is controlled by the Department of Immigration and Border Protection. It also is the new standard to capture occupation information in all visa, settlement and citizenship programs.

The following positions are currently not included in the Allied Health Assistant Classification and have separate ANZSCO coding:Pathology Technicians (Classified as Technical Officers)Pharmacy Technicians (Classified as Technical Officers)Dental Assistants (Classified separately)Assistants in Nursing (Classified separately)



How do you determine the appropriate classification level for an allied health assistant position?In addition to the information below, hiring managers should refer to the flow chart in this document, the Work Level Standards supplied in Appendix B and the Supervision and Delegation Framework for Allied Health Assistants- a guide to governance in the ACT2 to determine the skill level and qualifications required to deliver the role.

How do you assess recognised equivalent qualifications?Candidates for an AHA position may present with qualifications other than the Certificate III or IV in Allied Health Assistance and, in this case, hiring managers need to carefully assess the relevance and equivalence of these qualifications to the position, with reference to the recognised equivalent qualifications listed below. Manager decisions may be audited to support consistency between Services.Candidates may typically present with a Certificate III or IV health care related qualification that is not a Certificate in Allied Health Assistance. Other qualifications that may be presented include those obtained from an overseas educational institution and which has not yet been assessed or recognised in Australia by the appropriate authorities. Some candidates may present with a relevant and recognised degree and hiring managers are required to assess these applicants on a case by case basis and exercise caution due to potential risks around scope of practice.

Recognised equivalent to a Certificate III in Allied Health Assistance The Certificate III in Allied Health Assistance is no longer the most desirable qualification for AHAs employed in ACT Health as it is suitable for generic roles only, but it may be held by an applicant. An equivalent qualification would be a relevant health or disability related qualification at Certificate III level or above, or a relevant qualification at the equivalent international level. For example level 2 UK National Vocational Qualification (NVQ) or an intermediate General National Vocational Qualification (GNVQ)3 is considered equivalent to an Australian Certificate III qualification.

Recognised equivalent to a Certificate IV in Allied Health Assistance A recognised equivalent to a Certificate IV in Allied Health Assistance must be a relevant health or disability related qualification at Certificate IV level (Australian Qualifications Framework (AQF)4 Level 4) or above (See Appendix C), or a relevant qualification at the equivalent international level. For example a level 2 UK NVQ or an intermediate GNVQ is considered equivalent to an Australian Certificate IV qualification.2 Supervision and Delegation Framework for Allied Health Assistants- a guide to governance in the ACT3 ASA: Offshore Qualifications versus Australian Standards: 4 Australian Qualifications Framework Guidelines for AHA Classification of 2515/04/2015


http://www.aqf.edu.au/aqf/in-detail/aqf-levels/



http://www.australia-migration.com/page/Offshore_qualifications_vs_Aus_standards/353

Recognised equivalent to a Diploma in Allied Health Assistance It is noted that at this stage there is no Diploma in Allied Health Assistance however the Certificate IV AHA plus experience and work place competence is considered an appropriate entry point for the advanced AHA roles (AHA3). Eligible candidates may also have a relevant AQF4 Level 5 qualification (See Appendix C) or above, such as a relevant undergraduate degree or Diploma which would support the service with the necessary skills and background to perform the tasks at the level required of them in the position. A recognised equivalent to a Diploma in Allied Health Assistance must be a relevant health or disability related qualification at Diploma level or above, or a relevant qualification at the equivalent international level. For example a level 3 UK NVQ or a Higher National Certificate is considered equivalent to an Australian Diploma qualification.

As a general rule, hiring managers and selection panels are expected to use a combination of their professional judgement and understanding of the requirements of the position to determine:

If the qualification and experience of the applicant is equivalent in the sense that it is likely to support the service with the necessary skills and background to perform the tasks at the level required of them in the position; and

If the candidate’s qualification present any risks in terms of scope of practice and how will these risks be managed?

The hiring manager/selection panel should document their reasoning as part of the recruitment process.

Can you employ candidates with partial qualifications? If a candidate does not have the full qualification,(e.g. Certificate IV in Allied Health Assistance), but is within 6 months of completing the qualification, the Hiring Manager can consider hiring the person on a short-term temporary contract of less than 6 months at a classification level commensurate with the applicant’s qualification. For example, if an AHA2 position is advertised and the recommended applicant is within 6 months of completing their Certificate IV in Allied Health Assistance the hiring manager can offer the applicant a temporary contract of less than 6 months at the AHA1 classification.There would be an expectation that within 6 months, the additional required competencies would need to be completed or recognition of prior learning obtained (if appropriate), through a registered training organisation. Upon provision of evidence of the appropriate Certificate IV qualification the applicant can then be directly appointed to the advertised position at AHA2 classification.

Note that any fees associated with gaining additional competencies are the responsibility of the applicant.



What happens to vacant roles formerly established under the Technical Officer classification?

Some AHAs were originally employed under the TO classification, and many of these workers have remained classified as TOs.As AHA roles currently classified as TOs become permanently vacant, the position must be reviewed to determine if the duties are more appropriately classified under the AHA classification.Hiring managers are expected to use their professional judgement and understanding of the requirements of the position and the Work Level Standards to determine if a vacant TO position meets the criteria for an Allied Health Assistant role. Managers must seek assistance from Workforce Policy and Planning Unit in People, Strategy & Services Branch if they are unsure about the correct classification to use. The Director of Workforce Policy and Planning can be contacted on 6205 1425.



Flowchart: Is it an Allied Health Assistant or a Technical Officer role?



Holds a specified Technical qualification at a level required to perform the duties of the position(Usually Diploma level or above)

The position provides skilled technical or

scientific support to professionals under the

direction / supervision of a scientist / engineer

AHA1:Is undertaking

training leading to a Certificate IV qualification

relevant to the employment role

The position provides skilled allied health support and clinical intervention to

patients under the direction / supervision of a

health professional

TECHNICAL OFFICER

ALLIED HEALTH

ASSISTANT

DISCUSS THE POSITION Workforce Policy & Planning

Unit, PSSB or Chief Allied Health Office

You are STILL NOT SURE?

?AHA2:

Holds a Certificate III or IV qualification

relevant to the employment roleAHA3:

Holds a relevant Certificate IV, Diploma or higher qualification

relevant to the employment role and

has relevant experience and competence

Process for Managers to transition an HCA across to the AHA classification:

All HCAs should have been automatically translated across to the AHA Classification by Shared Services as per Appendix D, Table 1. Managers should contact Shared Services if transition has not occurred.

For HCAs translating to the AHA classification, advancement to the fourth pay point in AHA 2 (AHA 2.4) or the 3rd pay point in AHA 3 (AHA3.3) (Appendix D, Table 1) is only available for AHAs meeting the qualification requirements specified in Appendix A Section N3.4 for AHA2 or N3.6 for AHA3.



Process to transition a Technical Officer across to the AHA classification:

1. The TO provides a written request to their manager asking for their TO position to be transferred to the AHA classification.

2. The Manager reviews the TO position against the Work Level Standards in Appendix B to assess if it is appropriately classified as an AHA position; Eligible TOs provide skilled support and clinical intervention to patients under the supervision of an AHP and are not employed as Pathology or Pharmacy Technicians.

3. If eligibility is unclear, the Manager seeks clarification from Workforce Policy & Planning Unit on appropriate classification for the role.

4. If the position is eligible, the Manager completes an Establishment Variation Authority (EVA) form and provides it to Shared Services with a request that the TO position be reclassified to an AHA position in accordance with clause N5 of the ACT Public Sector Support Services Enterprise Agreement (Appendix A) and clause Q9 of the ACT Public Sector Technical and other professional Enterprise Agreement (Appendix E).

Note 1: As TO positions become permanently vacant, the position must be reviewed to determine if the duties are more appropriately classified under the AHA classification.

Note 2: All TOs transition across to the pay point equivalent to their current pay point (see Appendix D Table 2).



Appendix A: Section N - Allied Health Assistants [Extract from ACT Public Sector Support Services Enterprise Agreement]

N.1 APPLICATIONN1.1 Section N sets out arrangements for translation of existing employees to Allied Health Assistant (AHA) classifications, as well as setting out the qualification requirements for the AHA classifications.

N.2 TRANSLATION OF EXISTING HEALTH CARE ASSISTANTS

N2.1 The existing Health Care Assistants (HCA) classification will be replaced by the Allied Health Assistant classification on the date this Agreement commences.

N2.2 Employees in positions currently classified as HCA will be translated to the new structure as per the table below.

Current Classification

Current Pay Point New Classification

New Pay Point

HCA 1 1st pay point AHA 1 1st pay pointHCA2 1st or 2nd pay point AHA 2 1st pay pointHCA 3 1st or 2nd pay point AHA 2 3rd pay pointHCA 4 1st or 2nd pay point AHA 3 1st pay pointHCA 5 1st pay point AHA 3 1st pay point

N.3 QUALIFICATIONS

N3.1 AHA 1: An employee in an AHA 1 position will be required to undertake a prescribed course of study leading to a relevant Certificate IV qualification at a minimum.

N3.2 On the successful completion of the course, the employee will be appointed as an AHA2 on the second pay point of the range, subject to the provisions of clause B3.

AHA2

N3.3 The minimum qualification for appointment or promotion to a position classified as AHA 2 will be a relevant Certificate III or equivalent qualification. An employee with a relevant Certificate IV or higher qualification will be eligible to commence on the second pay point.

N3.4 Appointment or advancement to the 4th pay point will only be available to an employee with a relevant Certificate IV or higher qualification.

AHA3 N3.5 The minimum qualification for appointment or promotion to a position

classified as AHA 3 will be a relevant Certificate IV or equivalent qualification. An employee with a relevant Diploma or higher qualification or who has demonstrated equivalent competencies will be eligible to commence on the second pay point.



N3.6 Appointment or advancement to the 3rd pay point will only be available to an employee with a relevant Diploma or higher qualification, or who has demonstrated that they have the equivalent competencies.

N.4 TRANSLATION OF EXISTING HEALTH SERVICE OFFICERS

N4.1 In the event that an existing employee: a) Whose substantive position is classified as either HSO 2 or HSO 3, and

b) Applies for and is selected for transfer to a AHA 1 position,

they will continue to be paid at their previous pay point while in a AHA 1 position.

N4.2 Normal salary and advancement provisions will apply in the event that they move, either on a temporary or permanent basis, to any position other than an AHA 1.

N.5 TRANSLATION OF EXISTING TECHNICAL OFFICERS

N5.1 An employee in a position currently classified as a Technical Officer under the provisions of either the ACT Public Sector Health Directorate Enterprise Agreement 2011-2013 or the ACT Public Sector Technical and Other Professionals Enterprise Agreement 2013-2017 who elects to translate to the AHA structure at the equivalent of their current substantive classification level (Technical Officer 1 is equivalent to AHA 2, Technical Officer 2 is equivalent to AHA 3) will translate at their existing salary level or, where that level does not exist in the new structure, to the next highest pay point within the respective classification.

N5.2 Where an employee translates in accordance with the provisions of N1.11*, they will be eligible to translate or advance to the top of the range for the respective classification, notwithstanding the provisions of subclauses N3.3 to N3.5.

*Note that there is a typographical error in the EBA: N1.11 should read N5.1



Expected skill/knowledge levels for AHA Classifications

AHA1 AHA 2 AHA 3Staff at AHA1 level would be expected to demonstrate knowledge, skills and attitudes related to allied health assistance at a beginner level

Staff at AHA2 level would be expected to demonstrate knowledge, skills and attitudes related to allied health support at a full scope level, including an understanding and application of principles and practices within the relevant allied health discipline/s.

Staff at AHA3 level would be expected to demonstrate all the aspects of the full scope role plus knowledge, skills, attitudes and experience related to allied health support at an advanced level, including an in-depth understanding and application of principles and practices within the relevant allied health discipline/s, Staff at AHA3 level would also be expected to organise their own workload and set priorities within the service delivery model as delegated by the health professional

Always works under the direct supervision of an allied health professional or an AHA3.

Able to work with minimal supervision. Works under the direct, indirect or delegated supervision of an allied health professional.

Works under minimum or remote supervision by an allied health professional and provides supervision to Level 1 and 2 Allied Health Assistants.

Requires a beginning level of skills and knowledge of the client group they are working with. Duties are of a general

Requires communication and interpersonal skills that assist in meeting the needs of the client and a working knowledge of the intervention programs prescribed for the client

Requires a high level of communication skills and knowledge and a broad understanding of the client group they are working with. Has the ability to identify client circumstances that require additional input from a health professional including suggesting



General DescriptionUnder direct, indirect, remote or delegated supervision of an allied health professional, the Allied Health Assistant works as part of a multidisciplinary team, providing responsive and integrated services to culturally diverse clients of all ages. Clients may require support due to a range of conditions and may have related or unrelated co-morbidities. Allied Health Assistants may work in a variety of settings including, but not limited to, hospitals, community health centres, and other community settings.

Allied Health Assistants share information and knowledge to enhance the effectiveness of teamwork and collaboration and work effectively with co workers.

Qualifications

AHA 1 ( trainee) AHA 2 ( full scope) AHA 3 ( advanced)Staff at AHA1 level may commence with no formal qualification but are required to undertake a prescribed course of study leading to a relevant Certificate IV qualification at a minimum.

On the successful completion of the course, the employee will be appointed as an AHA2 on the second pay point of the range.

The minimum qualification for appointment or promotion to an AHA 2 classified position will be a relevant Certificate III or equivalent qualification. The desired qualification is the certificate IV Allied health Assistance. An employee with a relevant Certificate IV or higher qualification will be eligible to commence on the second pay point.

Appointment or advancement to the 4th pay point will only be available to an employee with a relevant Certificate IV or higher qualification.

Minimum competencies required at this level are those in the core units for the Certificate III in Allied Health Assistance plus relevant elective units (as detailed on the Training.gov.au website)

Appointment or promotion to an AHA 3 classified position requires a minimum qualification of a relevant Certificate IV or equivalent qualification plus relevant experience. An employee with a relevant Diploma or higher qualification or who has demonstrated equivalent competencies will be eligible to commence on the second pay point.

Appointment or advancement to the 3rd pay point will only be available to an employee with a relevant Diploma or higher qualification, or who has demonstrated that they have the equivalent competencies.

Minimum competencies required at this level are those in the core units for the Certificate IV in Allied Health Assistance plus relevant elective units (as detailed on the Training.gov.au website)

http://training.gov.au/Home/Tga

http://training.gov.au/Home/Tga

nature. group they are working with. Able to work flexibly across a range of clinical and program related activities.

appropriate interventions. Undertakes tasks that require sequential thinking and is able to operate in several different environments.



Outline of key differences between AHA 1, 2 & 3 roles

AHA 1 role: a training position designed for an employee without a relevant qualification and with limited or no experience. Direct supervision is required.

AHA2 role: an intermediate role for someone that holds a Certificate III or Certificate IV in Allied Health Assistance (or equivalent) and already has some experience working as an allied health assistant. Direct or indirect supervision is required for workers at this level depending on the skills and experience of the AHA.

AHA3 role: an advanced assistant role that requires someone with significant Allied Health Assistant experience and skills who holds a Certificate IV in Allied Health Assistance (or equivalent) or a relevant Diploma level qualification and who is able to work under indirect supervision and provide supervision to Level 1 and Level 2 AHAs.



Appendix C: Australian Qualifications Framework criteria



Appendix D: Transition into the AHA Classification- information for current assistants

For assistants classified as Health Care Assistants on 4 November 2014If you are employed as a Health Care Assistant under the HCA classification your position will be automatically transferred into the AHA Classification as per the table below. If you have not been transferred, or are not sure, ask your Manager to check.

Table 1: Translation of HCA Salary rates to occur on Translation with effect from 4 November 2014

Current HCA Salary AHA Salary

HCA1 $35,867 AHA1 $35,867

HCA2 $44,914

$46,374 AHA2 $46,450

HCA3 $50,602 $49,082

$51,715 $51,715

HCA4 $53,945 $53,253

$54,501 AHA3 $56,730

HCA5 $56,730 $59,516

$62,959

Advancement to the fourth pay point in AHA 2 and the 3rd pay point in AHA 3 (Appendix F) is only available for AHAs meeting the qualification requirements specified in Appendix A: Section N3.4 for AHA2 or N3.6 for AHA3



For assistants classified as Technical Officers on 4 November 2014

If you are employed under the Technical Officer Classification, you can now elect to transfer to the AHA Classification.

You will not lose pay, or access to incremental advancement, if you transfer in this way.

This option is only available where, on review, it is determined that your position should be classified as an AHA.

If you choose to transfer to the AHA classification, and you are a TO1, you will be classified as an AHA2. If you are a TO2 you will be classified as an AHA3. You can also choose to stay in the TO classification and when you leave your position it will be re-classified to an Allied Health Assistant position. As a TO translating across to an AHA position you have guaranteed progression to the top pay points without meeting the qualification test.

Table 2: Translation of TO Salary rates

TO salary AHA Salary

Pay Point Rate of pay as at 3/7/2014*

Pay Point Pay Point Rate of pay as at 3/7/2014

TO1 1st $50,793* 1st AHA2 $46,450

2nd $51,669* 2nd $49,082

3rd $52,456* 3rd $51,715

4th $53,253* 4th $53,253

TO2 1st $54,980* 1st AHA3 $56,730



2nd $56,688* 2nd $59,516

3rd $58,062* 3rd $62,959

4th $61,039*

5th $62,959*

.

If you would like to have your position transferred to the AHA classification:

1. Send your manager a written request asking them to change your classification

2. Your manager will have your position assessed to determine if re-classification to AHA is appropriate for your role

3. If your position is eligible your manger will organise the transfer for you.



Appendix E: Section Q - Translation of Technical Officers to Allied Health Assistant Structure [Extract from ACT Public Sector Technical and Other Professional Enterprise Agreement]

Q9.1 An employee in a position classified as a Technical Officer who elects to translate to the Allied Health Assistant (AHA) structure under the ACTPS Support Services Enterprise Agreement 2013-2017 (Support Services Agreement) at the equivalent of their current substantive classification level (TO1 is equivalent to AHA 2, TO 2 is equivalent to AHA 3) will translate at their existing salary level or, where that level does not exist in the new structure, to the next highest pay point within the respective classification.

Q9.2 Where an employee translates in accordance with the provisions of subclause Q9.1, they will be eligible to translate or advance to the top of the range for the respective classification, notwithstanding the provisions of subclauses N3.3 to N3.5 of the Support Services Agreement.



Appendix F: Rates of pay for Allied Health Assistants [Extract from ACT Public Sector Support Services Enterprise Agreement, P172]



Appendix G: Duty Statements for Allied Health Assistants

ACT HEALTH

DUTY STATEMENT

Position Number: TBAClassification: Allied Health Assistant Level 1 Division: Branch:Section:

APPROVED DUTY STATEMENT Date: Initials:

Under the direct supervision of [Insert position of supervisor]

1. Insert highest priority activity for this role [This may be a duty listed below or a specialised requirement of the position]

2. Work effectively as a team member and provide feedback to the supervising health professional on care given. Participate in formal vocational training to achieve knowledge ,skills and attitudes related to allied health assistance

3. Provide safe, effective assistance to culturally diverse clients* of all ages while preparing them for treatment/activities.

4. Implement treatment programs under direction from the supervising health professional.

5. Supply appropriate appliances/preparations to clients under direction from the supervising health professional.

6. Share information and knowledge with team members and contribute to the client health record according to organisational guidelines and legal requirements.

7. Contribute to a range of indirect clinical activities including but not limited to: a. Development of resources for client useb. Ensuring equipment is clean and maintained according to maintenance schedulec. Monitoring stores and equipment inventoriesd. Assisting with administrative tasks according to departmental policies and procedures

8. Assist with other duties (within scope) to meet client or service needs

* client/s = patient, client or consumer



ACT HEALTH

DUTY STATEMENT



Under the direct or indirect supervision of [Insert position of supervisor]


2. Work flexibly and effectively as a team member and demonstrate knowledge, skills and attitudes related to allied health assistance at a full scope level.

3. Provide safe, effective assistance to culturally diverse clients* of all ages while preparing them for treatment/activities and apply principles and practices related to the allied health discipline.

4. Implement/supervise treatment programs with client groups under direction from the supervising health professional. Communicate with the client and team to ensure client needs are met and unusual circumstances are acted upon safely.

5. Supply and screen for appropriate appliances/preparations to client under direction from the supervising health professional.

6. Share information and knowledge with team members and contribute to the client health record according to organisational guidelines and legal requirements.


8. Assist with quality improvement activities and service developments under the guidance of supervising health professional.

9. Actively engage with educational opportunities -including opportunities to achieve advanced AHA competencies

10. Perform other duties (within scope) to meet client or service needs

* client = patient, client or consumer



ACT HEALTHDUTY STATEMENT



Under the indirect or remote supervision of [Insert position of supervisor]


2. Work flexibly and effectively as a team member and demonstrate all aspects of the full scope allied health assistance role. In addition, demonstrate knowledge, skills, attitudes and experience related to allied health support at an advanced level, including an in-depth understanding and application of principles and practices within the relevant allied health discipline/s.

3. Provide safe, effective assistance to culturally diverse clients* of all ages and identify circumstances that require additional input from the health professional including indication for referral and suggesting appropriate interventions. Undertake tasks that are moderately complex and require problem solving

4. Implement/supervise treatment programs with client /groups under indirect or remote supervision. Organise own workload and set priorities within the service delivery model as delegated by the health professional. Respond to complications as per identified risk matrix. Consult when new issues are encountered before taking action.

5. Supply and screen for appropriate appliances/preparations/conditions to clients under direction from health professionals.

6. Share information and knowledge with team members and contribute to the client* health record according to organisational guidelines and legal requirements.

7. Assist the team with supervision of AHA student, AHA 1 and 2 and work experience trainees; orientation and training of AHA 1 and 2 to fulfil scope of practice, and familiarising new team members to the role of the AHA.


9. Assist with quality improvement activities and service developments under the guidance of supervising health professional and actively engage with professional development opportunities.

10. Perform other duties (within scope) to meet client or service needs

* client = patient, client or consumerGuidelines for AHA Classification of 2515/04/2015


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