Executive Officer. 38 Hours per week. Between $51,929 and $54,518

Transcription

1 Position Description INCUMBENT: POSITION: REPORTS TO: HOURS: HACC Access and Support Officer Executive Officer 38 Hours per week TERMS Permanent full time, fixed term to 30/6/2015 LOCATION: Wodonga CLASSIFICATION: SCHCADS Modern Award, Level 5 1: About DAIS Between $51,929 and $54,518 Disability Advocacy and Information Service (DAIS) is an independent community organisation providing a voice and empowerment to people with all types of disability and all ages, living in North East Victoria and Southern parts of New South Wales. DAIS advocates, informs, trains and resources individuals and organisations in human rights to enhance community participation by a diverse range of people in support services and the wider community. 2: Position Context: The Home and Community Care (HACC) Program provides funding for services which support frail older people, younger people with disabilities and their carers. These services provide basic support and maintenance to people living at home and whose capacity for independent living is a risk, or who are at risk of premature or inappropriate admission to long-term residential care. The HACC Access and Support Officers will work across the 7 Local Government Areas of Wodonga, Wangaratta, Benalla, Mansfield, Indigo, Alpine and Towong to support HACC eligible people with complex needs, due to diversity, to access HACC services, and other services if required.

2 The diverse population focus for the positions are: Aboriginal and Torres Strait Islander people People from culturally and linguistically diverse (CALD) backgrounds People with dementia Financially disadvantaged people which may lead to homelessness People living in remote or isolated areas. 3: Main Duties and Responsibilities: The purpose of the position is to support HACC eligible clients access HACC and other services as required. This will involve assisting clients to access appropriate needs assessment and care planning based on the persons expressed goals, wishes and needs. The position will target HACC eligible people who are not able to access HACC services, or require additional support because of their diverse needs. The position will be required to: provide short term, episodic support to HACC eligible clients needing to engage with HACC and other services at key stages of the care pathway, as reflected by the key elements of the Service Coordination framework (initial contact, initial needs identification, assessment and care planning use an active service model/strengths based/capacity building approach to needs identification, assessment, care planning and service provision that recognises and builds on client s existing skills and resources provide information about the range of HACC and other services to targeted diverse communities and individuals within them use strategies to empower HACC eligible clients, and their carers, and build their confidence in relation to access and use of services work collaboratively with HACC funded services to facilitate improved client access and support promote better practice in HACC service delivery responses to meet the needs of diverse communities and the individuals within them. 3: Competences: Able to work independently under general supervision. Work collaboratively with HACC funded services to facilitate improved client access and support.

3 Diversity: Specialist knowledge in relation to one or more diversity groups, for example CALD, Aboriginal, homeless, dementia or gay, lesbian, bisexual, transgender and intersex (GLBTI). HACC program: Knowledge of the HACC service system and service providers. Use an Active Service Model/Strengths Based/Capacity building approach to needs identification, assessment, care planning and service provision that recognises and builds on client s existing skills and resources. 4: Key Selection Criteria: Knowledge and skills. Diversity: A broad understanding of diversity issues as they relate to individuals and their engagement with community care services. Direct service provision: Experience in the community service sector, relevant to direct service provision role within a Service Coordination context. Person-centred: Familiar with Assessment principles and practice. Interpersonal Skills: Demonstrated ability to deal sensitively and diplomatically with a range of individuals and service providers; ability to advocate on behalf of clients and empower people to self-advocate. Demonstrate computer skills: Experience in use of client management systems, understanding of electronic referral/care planning systems and data entry and reporting. Qualifications and experience: Tertiary Qualifications or equivalent work experience in relevant field, Cert IV in HACC/Aged Care, Disability Studies, Welfare Studies or Social Work. 5: Specialist Expertise: Client case work: Experience in working with clients in a case worker and/or relevant direct service provision role as stated in the knowledge and skills section above. Diversity: Specialist knowledge in relation to one or more diverse groups, for example CALD, Aboriginal, homeless, dementia or gay, lesbian, bisexual, transgender and intersex (GLBTI). HACC program: Knowledge of the HACC service system and service providers.

4 6: Physical Demands and Work Environment: Be able to sit at a workstation for an extended period of time. Demonstrated ability to travel throughout the region. 7: Work Health and Safety: All workers have a legal duty to take care to protect their own health and safety and to avoid adversely affecting the health and safety of any other person. In line with Section 28 of the WHS Act Duties of workers and Section 25 of the Victorian OHS Act 2004 Duties of employees. While at work, a worker must: a) take reasonable care for his or her own health and safety; and b) take reasonable care that his or her acts or omissions do not adversely affect the health and safety of other persons; and c) comply, so far as the worker is reasonably able, with any reasonable instruction that is given by the person conducting the business or undertaking to allow the person to comply with this Act; and d) co-operate with any reasonable policy or procedure of the person conducting the business or undertaking relating to health or safety at the workplace that has been notified to workers. All workers have a responsibility to: cease work if a threat to the health or safety of themselves is imminent or immediate, whilst accepting other safe duties while the threat is removed, as per sections 84 to 87 of the Australian WHS Act 2011; report any incident or hazards at work to their team supervisor; carry out their roles and responsibilities as detailed in the relevant health and safety policies and procedures; obey any reasonable instruction aimed at protecting their health and safety while at work; use any equipment provided to protect their health and safety while at work;

5 assist in the identification of hazards, the assessment of risks and the implementation of risk control measures; consider and provide feedback on any matters which may affect their health and safety; ensure they are not affected by alcohol or another drug which may endanger their own or any other persons' health and safety. All workers are responsible for their own personal safety. They must: communicate with the team supervisor over any issue which may be considered a hazard complete all risk assessment requirements not misuse any equipment cooperate with the PCBU/person with management or control and supervisors over health and safety issues actively participate in WHS training and staff talks follow safety procedures and guidelines report any incident or injury as soon as possible and not put themselves or others in danger. 8: Terms and Conditions of Employment An innate element of the position requires the person to work on a one to one basis with vulnerable people including children. It is a requirement that the incumbent has a current National Police Check and Victorian Working with Children Check. (DAIS will arrange if the successful applicant does not have these certificates.) Position will be located at Wodonga with travel to areas in North East Victoria. Some out-of-hours work and travel will be required. DAIS owned motor vehicle normally available for work related travel. There may be times when staff are asked to use their own vehicle. DAIS is an equal opportunity employer. DAIS has a smoke-free workplace policy.

6 Additional Information Relevant to the Position Priority clients The position is designed to focus at the individual client level to achieve improved access and outcomes for clients. The clients may have relatively low care needs who experience access difficulties due to their diversity; or people with high care needs who experience access difficulties due to their diversity. (Figure 1) Diversity alone, without the added element of access barriers as a result of diversity, is not automatically a priority for the support of the A&S worker. For example in the CALD sector the access and support worker should not undertake the role of an interpreter. Figure 1: Priority clients High care needs. No access issues due to diversity High care needs. Has access issues due to diversity. Not eligible for Access & Support Eligible for Access and Support Low care needs. No access issues due to diversity. Low care needs. Has access issues due to diversity. Not eligible for Access & Support Eligible for Access and Support

7 The position will target HACC eligible people who are not able to access HACC services, or require additional support because of their diversity needs. Key role components The position has three main components as shown below Role Component Client and community engagement, information Indicative time range 20% Provision and service system networking Service provision access and support through the care 70% pathway and collaboration with mainstream agencies Diversity quality improvement and monitoring 10% Key performance Indicators Key elements Objectives/responsibility 1. Client and community engagement and information provision 1.1 Promote HACC and provide information to targeted communities and individuals, including explaining the way services are allocated and the way the service system works. Provide information in an appropriate format and language about HACC services. 1.2 Use an early intervention/assertive outreach approach to consult, engage, develop trusting relationships, identify access issues and receive advice from diverse groups or individuals to inform service responses. For example via community advisory groups, community networks and key opinion leaders. Communicate access issues to sectoral officers and the regional HACC Diversity Adviser via service system networks and the agency s HACC Manager. 1.3 Maintain current knowledge of the local service system (using a range of methods including the Human Services Directory). Actively develop and maintain links with HACC and other service providers through service system networking. Work proactively and collaboratively with service providers to better meet the diverse needs of HACC eligible individual clients. 2. Direct service provision and collaboration with the local service system 2.1 Provide direct client service provision (as described below) All stages of client support will be provided using specific client empowerment strategies and techniques. The position is not to undertake triage, central intake, case management, reception duties or interpreter services.

8 Key elements Objectives/responsibility 2.2 Use an Active Service Model person centred, strengths based approach, to work in partnership with the client and other relevant agencies for a maximum eight week period during the care pathway stages of Initial Contact, Initial Needs Identification, Assessment and Care Planning (including care reviews as relevant) and Care Coordination. During this time use specific support strategies to build client confidence and empower the client to communicate confidently and assertively with relevant service providers. Initial contact/initial Needs Identification: Provide information about appropriate services; explain eligibility and how services work; obtain core information and find out about presenting and underlying needs and priorities and support the person through the initial needs identification process. The A&S worker may initiate the initial needs identification process although in some cases it will be undertaken or completed by a HACC Assessment Service or the person undertaking service specific assessment. Tasks to support the client may include: to identify and respond to their need for interpreters, identify cultural sensitivities, access barriers and privacy issues and ensure these are appropriately managed, discuss how services work and what the scope of service provision (including what is not provided), explain and/or provide assistance to complete forms, answer questions and building the clients confidence in accessing the service system and proceeding to assessment. Assessment: Facilitate assessment visits with HACC Assessment Services or Aged Care Assessment Service or other relevant agencies; brief assessors about cultural or other sensitivities; facilitate introductions, explain the assessment process, build trust, encourage accurate responses to assessment items. The A&S worker does not undertake assessment but actively supports the client through the process. This may include attending the assessment visit/s to support the client, responding to questions before, during and after assessment, for example in relation to the type of questions that may be asked by the assessor, additional referrals, ensuring the client is confident and satisfied with the assessment process and building the client s confidence in being an active partner in the assessment and decision-making process. Care planning: Support the client during the care planning process; assist in developing an Active Service Model focussed care plan which the client/carer understands; ensure the care plan is appropriate to the client s expressed diverse needs; handover to the nominated key worker or care coordinator; explain to client who the key worker is and how to contact them; ensure the client is clear and satisfied with the care planning goals, actions and timelines and has the opportunity to seek further clarification and/or discussion as required; and generally building the clients confidence in being an active partner in the care planning and decision-making process. Care plan review: Support the client in review process, empower client to monitor the attainment of their goals, build client capacity to advocate and express their own needs. 2.3 In exceptional circumstances, some clients may need ongoing intermittent support, that is, the A&S Worker is the preferred key worker. In these cases: organise and coordinate care in accordance with agreed care plan; transition out of key worker role by empowering client to provide self-management or through transition to another key worker or case manager. redirect care coordination and key worker issues to the relevant person/agency; and support transition to other services such as case management.

9 Key elements 3. Diversity quality improvement and monitoring Objectives/responsibility 3.1 Provide information about diverse needs and responses to management and participate in relevant networks. 3.2 Contribute to agency diversity planning processes. Maintain a log of client issues in terms of agency diversity responses at the key stages of the care pathway to inform management. 3.3 Undertake appropriate orientation, training and professional development to support the role, for example to develop expertise in relation to specific diverse groups. Participate in relevant training and professional development relevant to the role. 3.4 Participate in supervision, debriefing and mentoring processes. 4. Reporting 4.1 Provide reports through MDS and narrative reports. Report template and timelines to be advised.