Implementation of the infection control training skill sets

On 12 May 2020, the Australian Industry and Skills Committee (AISC) endorsed a new unit of competency and three skill sets on infection control to address a short-term need to upskill workers and manage risks arising from the COVID-19 pandemic. Supporting these training products, the AISC also approved contextualisation advice for application in the retail, food handling, and transport and logistics industry areas.

The AISC has subsequently provided a further statement on the use of the contextualisation advice. The statement confirms that the contextualisation advice, as relevant to the appropriate industry, must be applied by an RTO that is delivering HLTINFCOV001 Comply with infection prevention and control policies and procedures as part of one of the newly endorsed skill sets.

RTOs must assure themselves that their training and assessment strategies and practices, while continuing to address all assessment requirements of the unit, reflect the training considerations described in the contextualisation advice documents including workplaces identified, existing infection control protocols, suitable resources, and facilities and equipment.

Credit transfer arrangements

The AISC has also confirmed that credit transfer cannot be granted between HLTINFCOV001 and HLTINF001 Comply with infection prevention and control policies and procedures.

Where a student has completed HLTINFCOV001, an RTO may be able to conduct a Recognition of Prior Learning (RPL) assessment process and use evidence of formal learning undertaken by that student as partial evidence of competencies obtained for HLTINF001. However, the RTO must implement further assessment methods to ensure validity of the assessment decision in a health or direct client care context.

Assessment requirements for HLTINFCOV001

RTOS are reminded that the unit HLTINFCOV001 requires assessment of skills to be demonstrated in the workplace, and allows simulations and scenarios to be provided “where the full range of contexts and situations have not been provided in the workplace or may occur only rarely”. This unit cannot be assessed entirely by simulation.

Assessment could be conducted in the workplace by direct observation methods, with the assessor either on site or observing through remote technologies (such as a telephone with video capabilities).

Assessors could also use other people, including a workplace supervisor, to collect assessment evidence. The use of other people in collecting evidence is a valuable strategy for collecting evidence of ‘everyday performance’ rather than performance carried out as part of the formal assessment process. In these situations, it remains the role of the assessor to make the judgement about whether competency has been achieved and sufficient evidence must be collected to support this judgement. For more information, please refer to ASQA’s fact sheet.

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