Debriefing and support

CHCMGT005 Facilitate workplace debriefing and support

This unit is about monitoring and supporting workers in health and community services. It includes giving support to manage stress and emotional wellbeing of oneself or colleagues. It also involves giviing structured debriefing to colleagues after incidents that could affect health and wellbeing. If the person needs specialised support services, he/she might also refer them.

 

How you will be assessed

You will be assessed through:

• Assessor observation on the job
• Supervisor reference (if the assessor is not the supervisor)
• Review of your workplace documents (e.g. procedures)
• Interview/assignment based on the requirements below.

---

 

Practical

You will be assessed in the workplace under industry conditions, including group facilitation. You must have the use of suitable facilities, equipment and resources, including workplace policies and procedures.

You need to show that you have:

1. Given ongoing support to least two different workers to address and monitor their stress and emotional wellbeing.
2. Facilitated at least one structured debriefing following an incident involving stress.
3. Identify colleagues needing additional support and refer them.

 

---

 

Interview/assignment questions

1. What are your organization’s policies, procedures and resources for:
1. managing crises?
2. debriefing?
3. resolving disputes?
2. What legal and ethical considerations affect debriefing?
3. What internal and external sources can give you referrals to? (E.g. support options and employee assistance programs.)
4. Explain debriefing techniques for:
1. best practice interventions
2. crisis intervention
3. structured debriefing.
5. What are the signs that a worker is experiencing significant issues? How should you respond to each one?
6. What are the effects of:
1. excessive stress?
2. brown out?
3. burn out?
4. grief and loss?
5. violent or threatening behaviour?
7. Explain techniques for managing stress.
8. What are the specific limitations and professional boundaries of your staff’s work roles, responsibilities, and professional abilities.

Note: Your assessor may also ask you a variety of what if questions.

---

 

Detailed requirements

Note: Your organization should have a set of standards and procedures for workplace debriefing and support, which you are required to follow.

 

1. Monitor your own welfare.

1. Regularly assess yourself and your performance, and reflect on your coping skills.
2. Regularly ask for formal and informal feedback on your performance and act upon it as appropriate.
3. If you need help, take appropriate action.

 

2. Monitor your colleagues’ welfare.

1. Monitor your colleagues’ stress levels and emotional wellbeing.
2. Acknowledge their differences and accept them; accurately identify their diverse needs.
3. Identify required standards of professional and personal performance, and use them to monitor stress and emotional wellbeing.
4. If issues arise, take appropriate action.
5. Identify current and potential needs in your organization and propose support.

 

3. Give debriefings after an incident.

1. Plan and prepare structured debriefings.
2. Schedule a debriefing as soon as possible after the incident.
3. Do the debriefing in a safe environment and in a way that encourages open discussion.
4. Use appropriate debriefing techniques to encourage colleagues to further explore their emotions and experiences, and to help them reflect on issues. Use questioning to encourage them to explore and acknowledge their concerns.
5. Identify signs of risk to yourself or others, and respond according to the degree and nature of the risk.
6. Document the results and report them.
7. Identify any extra support they need, respond promptly, and refer them.

 

4. Other.

1. Manage tasks and contingencies on the job.
2. Follow Commonwealth and State/Territory legislation, Australian/New Zealand standards, and industry codes of practice.

 

---