Debriefing Final Assignment

WS 128 Student Assessment
Students Name: Smaran Gowda Sanath (Sammy)
Assessors Name: Scarlet
Qualification
CHC52015 Diploma of Community Services
Code and Name:
Unit of
CHCMGT005 - Facilitate workplace debriefing and support processes
Competency Code
and Name:
12/04/2021
Date Given:
Date Due:
Date Received:
Student Declaration
I acknowledge as a student the following:
✓ I have received my copy of the Student Vocational Assessment Guide.

✓ The assessment process has been explained to me and I am ready to commence the
assessment.
✓ I have been advised of the assessment requirements, my rights and responsibilities as
a student and I am ready to be assessed.
✓ I understand the evidence I need to provide and how to complete this assessment.
✓ I understand my right of appeal.
✓ I have discussed with my trainer any special needs that should be considered when
undertaking this assessment task
Declaration:
✓ I declare that the details included in this assessment and all supporting documents are
a true and accurate record of my abilities in relation to this unit
✓ I have made a copy of this assessment.
✓ This assessment contains no material written by another person except where
reference is made.
✓ I am aware that a false declaration may lead to the withdrawal of a qualification or
statement of attainment.
✓ No part of this assessment has been plagiarised
F:\Workskills\Courses\2020\Assessments\Diploma of Community Services\ACWA Year 1\CHCMGT005

validated\CHCMGT005- Student Assessment V3.docx
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Created by MBarnes Updated LHerrick, updated 21/2/22
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V3
Student Smaran Gowda Sanath Date: 12/04/2022

Signature:
Re-
Method of Not
Satisfactory Assessment
Task Assessment Satisfactory
Required
One Questions and
  
Answers
Two Role Play and
  
written task
Three Portfolio   
Assessors Feedback To The Student:
Student Feedback: the unit was about the debriefing process and it was good to learn
how to debrief and what are the things to keep in mind while following the process.
Assessors
Date:
Signature:
Students
Smaran Gowda Sanath Date: 12/04/2021
Signature:

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Unit of Competency
1. Monitor welfare of colleagues

Elements:
2. Conduct structured debriefings following an incident
1.1 Monitor stress and emotional wellbeing of colleagues, and where issues arise,
take appropriate action in accordance with organisation standards and procedures
1.2 Use practices that acknowledge and accept differences and accurately identify
diverse needs of colleagues
1.3 Identify required professional and personal performance standards and use to
monitor stress and emotional wellbeing
1.4 Regularly use self-assessment and reflective behaviour strategies to monitor
performance
1.5 Regularly seek formal and informal performance feedback and act upon it as
appropriate
1.6 Plan appropriately to identify current and potential areas of need within
Performance Criteria:
organisation and develop proposals to support these areas

2.1 Plan, prepare and conduct debriefing in line with organisation standards and
procedures
2.2 Schedule debriefing as soon as possible following the incident
2.3 Conduct debriefing in a safe environment and in a manner that facilitates open
discussion
2.4 Use appropriate debriefing techniques to encourage further exploration of
emotions and experiences to assist in reflection on issues
2.5 Use appropriate questioning to encourage colleagues to explore and
acknowledge their concerns
2.6 Identify indicators of risk to self or others and respond according to the degree
and nature of the risk
2.7 Document and report outcomes of debriefings in accordance with organisation
standards and procedures
2.8 Identify and promptly respond to colleagues needing additional support and
refer in accordance with organisation guidelines

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The candidate must show evidence of the ability to complete tasks outlined in
Performance Evidence:
elements and performance criteria of this unit, manage tasks and manage
contingencies in the context of the job role. There must be demonstrated evidence
that the candidate has:
• provided ongoing support to least 2 different workers to address and monitor
stress and emotional wellbeing
• facilitated at least 1 structured debriefing following an incident involving stress
and identified colleagues requiring additional support and referred in
accordance with organisation guidelines
The candidate must be able to demonstrate essential knowledge required to
effectively do the task outlined in elements and performance criteria of this unit,
manage the task and manage contingencies in the context of the work role. This
includes knowledge of:
▪ organisation policies, procedures and resources relating to debriefing and crisis
procedures
▪ dispute resolution policies and procedures
▪ legal and ethical considerations
▪ debriefing techniques:
▪ best practice interventions
Knowledge Evidence:
▪ crisis intervention
▪ structured debriefing
▪ internal and external referral sources
▪ indicators of significant issues being experienced by the worker and ways to
respond
▪ impact of:
▪ excessive stress
▪ burn out
▪ grief and loss
▪ violent or threatening behaviour
▪ stress management
▪ internal and external support options and employee assistance programs
▪ specific limitations of work role, responsibility and professional abilities
▪ professional boundaries

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Skills must have been demonstrated in the workplace or in a simulated

Assessment Conditions:
environment that reflects workplace conditions. The following conditions must be

met for this unit:
▪ use of suitable facilities, equipment and resources, including workplace policies
and procedures
▪ modelling of industry operating conditions, including group facilitation
Assessors must satisfy the Standards for Registered Training Organisations (RTOs)
2015/AQTF mandatory competency requirements for assessors.
The Foundation Skills describe those required skills (language, literacy, numeracy
Foundation
and employment skills) that are essential to performance.

Skills:
Foundation skills essential to performance are explicit in the performance criteria

of this unit of competency.

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Assessment outline
This assessment contains four parts. You are required to answer all questions. Each
response requires a minimum of one paragraph. You are being assessed on the learning
you have already undertaken as listed below.
The first task is questions and answers. You must complete each of the questions,
ensuring that the response corresponds with the question number.
A minimum of a one paragraph response per question is required.
Task two is a role play and written task. You must complete the role play and
associated report.
Task three is a portfolio task. You are required to research and add the required
documentation to your portfolio.

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Task 1: Questions Answers.

You must complete each of the questions, ensuring that the response corresponds with
the question number.
A minimum of a one paragraph response per question is required.
1. What policies and procedures does your current or previous workplace have that
relates to debriefing and crisis procedures? (If you have not worked in community
services before, then conduct some research and identify and describe the policies
and procedures that you think a community services workplace should have).
Aged care facilities they light up a candle before a debriefing session to pay
respects to the ones already passed away recently. It is a place where one should
say everything freely about the situation, whether positive or negative. We will
also use the reflective debriefing tool and use the opportunity respectfully
employing good time management and working from facts to thoughts and then
feelings and returning to a more cognitive level to finish ultimately looking at ways
to promote personal care and self-care.
2. Complete the table below, following best practice explain when it is appropriate to
use each of the Thomas Kilman conflict styles.
Conflict Management Style When it is appropriate to use the

style.
Competing Where there is a quick decisive action

needed
Avoiding When there are trivial issues and there

are other better places to resolve this
issue
Collaborating When both sets of concerns are too

important to be compromised.

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Accommodating When the issue is much more important

that the party and to limit damage of
continued conflict
Compromising When moderately important goals but

not worth potential disruption of more
assertive modes
3. If you have a dispute with one of your clients, what are some of the ethical and legal
considerations?
Report it to the manager, maybe called for a debriefing session for both of us to
discuss and resolve the matter internally. The manager in these situations usually
asks both side of the story and try to reach a common negotiation ground. If the
matter is too serious either of the employees will be terminated.
4. Research debriefing techniques. Describe each technique including how they would
be used in a debriefing session. Provide one paragraph for each description.
a. Demobilisation
Demobilisation is a way of calming workers following a critical incident and
ensuring that their immediate needs are met. A manager or a supervisor who was
not involved with the incident carries out the demobilisation.
b. Defusing
Defusing is conducted by a trainer staff member and is designed to bring
experience of the incident to a conclusion and provide immediate personal
support. The main aim is to provide the opportunity for the person who
experienced the incident to talk immediately about their concerns. This step
should be taken within 12 hours from the incident.
c. Debriefing

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Debriefing is usually carried out within three to seven days of the critical incident
when the workers have had enough time to reflect and experience. It is a
structured voluntary discussion aimed at putting an abnormal event into
perspective. It offers the workers to establish a recovery process.
d. External provider model
Employee Assistant Program- Our company has the EAP where they assist
employees on issues related to Mental health, Physical health etc from a external
providers of the organisation. They do not depend to the organisation but they
have a tie up with them to help working in organisations.
5. Identify at least five symptoms of critical incident stress. Use the template below
Physical Cognitive Emotional Behavioural
• Headache • Confusion • Depression • No rest

• Fever • Nightmares • Guilt • Withdrawal
• Heart rate • Uncertainty • Fear • Antisocial
• Loss of
• Dry mouth • Intense Anger • Drugs/ Alcohol
attention
• Vomiting • Anxiety • Loss of appetite

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6. Identify signs and impact of the following: (At least 5 signs)
Signs Impact
Job Burnout Anger, Headache, -Excessive stress, Fatigue

Loneliness, Isolation, -Increased likelihood for
irritability. heart disease
-Increased likelihood for
high blood pressure
Grief and Loss Appetite changes, -Loss of a job

immense sadness, -Loss of a beloved pet
depression, stress, Loss -Loss of a friendship
of interest -Loss of a personal dream
-Loss of a romantic
relationship
Workplace Violence Disrespect, Crying, -Working with unstable

sulking, temper tantrums, people.
Absenteeism, late coming -Conflicts with co-
workers.
-Domestic or personal life
issues that spill over into
the workplace.
-Disgruntled former or
current employees.
-Working alone or in
isolated areas.
7. Identify three strategies to manage stress.
Take deep breaths, stretch, or meditate.
Try to eat healthy, well-balanced meals.
Exercise regularly.
Get plenty of sleep.
Avoid excessive alcohol, tobacco, and substance use.

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Continue with routine preventive measures
8. If one of your staff were to undergo a traumatic event, who would be the best person
to debrief them and why?
Who: The best person to reach out immediately is their Manager/Supervisor
Why: because the manager/ supervisor is the first point of contact to any worker
and they are the ones who can call for help in an organisation immediately. If the
manager is not available, they can contact the HR team and raise the issue as
someone needs help immediately as they just underwent a traumatic event.
9.Discuss some of the professional boundaries and personal limitations you would have
when conducting a debriefing.
Be polite and listen to what the other person has to say about the situation. Let
them speak and we listen as to provide exact solutions to the person affected.
Gain external help such as EAP Employee Assistance Program and counselling
session for the employees to get back to normal life and work faster.
10.When conducting a debriefing, at what point would feel that you need to make a
referral to an external party?
When the person has no interest to get back to work immediately and wants a
time off just to digest the situation and get back to normal. We may also need to
understand that mental health plays a vital role in any human being and thus may
require some time off from work or day to day activities to forget the traumatic
experiences.

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Task 2: Role plays
Instructions for Role Play:
Your assessor will break the class into groups of two. You will play the person
conducting the debriefing and providing support you will be the person being assessed.
Your classmate will play the role of a colleague who has been through a crisis and needs
support.
Scenario 1: For role play 1
You are a Manager at a facility that provides ongoing support and care for people with
drug and alcohol problems. Unfortunately, one of the clients at the facility has
committed suicide this morning. One of your colleagues on another work team who has
worked with the client for many years, entered his room 20 minutes ago to find the
client dead in his bed
Note: before beginning this role play, ensure that you understand and have prepared
some questions for self-assessment and reflective behaviour strategies.
Part A: Debriefing
You have been asked to debrief the colleague and determine what support your
colleague needs. You must complete each of the following:
a. Plan, prepare and conduct the debriefing
b. Ensure the environment facilitates open discussion
c. Use appropriate debriefing techniques and encourage exploration of emotions and

experiences
d. Use appropriate questioning
e. Identify indicators of risk for your colleagues and others following the debrief
Part B: Health and wellbeing support
Two weeks after the incident, you arrange a meeting with the colleague to monitor their
welfare and determine if they require ongoing support. You must complete each of the
following.
a. Monitor their stress and emotional wellbeing
b. Identity the colleague’s personal performance standard and use this to monitor their
stress and well being

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c. Use reflective behaviour strategies and questioning to allow the colleague to think
through what has happened
d. Use self-assessment to allow the colleague to self-assess their well being
e. Recommend ongoing support and external services if required
f. Ask you colleague for feedback on your debriefing and support skills
On completion of the role play, complete the following questions
Document and report the outcomes of the debriefing along with any recommendations
for additional support (if needed) and potential areas of need within the organisation and
proposals on how to support these areas.
List areas Proposals to resolve

issues
What areas of additional support for Could Could have asked to
your colleague did you identify? have explain the situation in
asked detail and should be
more more interacting
questions
about the
incident
What areas of additional support for Additional We can do some more
the organisation did you identify? Staff training to staff and help
training them by making them
and bonus work with experienced
offered if workers for the first few
the months and then roaster
employees them individually on the
pass all basis on the performance
the stages in the probation period.
of Award them if they
training. complete the training
with a bonus.
Role Play Observation Checklist

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During the role play, did student satisfactorily Yes No

demonstrate ability to:
Conduct a planned and prepared debriefing? 


Ensure the environment was open, encouraging and safe? 


Use effective and appropriate debriefing techniques which 


encouraged further exploration of emotions and experiences to
reflect on the incident and resulting issues
Use effective and appropriate questioning to encourage 


exploration and acknowledge their concerns
Accept differences and identify the colleagues' diverse needs 


Identify risk indicators and respond appropriately according to 


the degree and nature of the risk?
Submit a written report of the outcome of the debriefing? 


Identify areas for additional support as needed? 


Identify areas of need within the organisation and develop 


proposals to support these areas?
Trainer to comment on role play
Scenario 2: For role play 2

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You are a manager at a residential care facility for youth with violent behaviour
problems. One of the young men at the facility has attacked one of the residential
workers. He chased her into her office where she locked the door. He then threw a
brick into the office window and threatened to kill her. The police have been called and
they are on their way. Two of the other workers have restrained the young man. This
residential worker is new to youth work, has been in the job for only 3 months and this
is the third such event / attack on this worker in the past month.
Note: before beginning this role play, ensure that you understand and have prepared
some questions for self-assessment and reflective behaviour strategies.
Part A: Debriefing
You have been asked to debrief the colleague and determine what support your
colleague needs. You must complete each of the following:
a. Plan, prepare and conduct the debriefing
b. Ensure the environment facilitates open discussion
c. Use appropriate debriefing techniques and encourage exploration of emotions and

experiences
d. Use appropriate questioning
e. Identify indicators of risk for your colleagues and others following the debrief
Part B: Health and wellbeing support
Two weeks after the incident, you arrange a meeting with the colleague to monitor their
welfare and determine if they require ongoing support. You must complete each of the
following.
a. Monitor their stress and emotional wellbeing
b. Identity the colleague’s personal performance standard and use this to monitor their
stress and well being
c. Use reflective behaviour strategies and questioning to allow the colleague to think
through what has happened
d. Use self-assessment to allow the colleague to self-assess their well being
e. Recommend ongoing support and external services if required

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f. Ask you colleague for feedback on your debriefing and support skills
On completion of the role play, complete the following questions
Document and report the outcomes of the debriefing along with any recommendations
for additional support (if needed) and potential areas of need within the organisation and
proposals on how to support these areas.
List areas Proposals to resolve

issues
What areas of additional support for Everything NA
your colleague did you identify? was
perfect in
this role
play
What areas of additional support for Staff We can do some more
the organisation did you identify? training training to staff and help
and them by making them
probation work with experienced
periods workers for the first few
for all months and then roaster
employees them individually on the
to know basis on the performance
their true in the probation period.
potential.
Role Play Observation Checklist
During the role play, did student satisfactorily Yes No

demonstrate ability to:
Conduct a planned and prepared debriefing? 


Ensure the environment was open, encouraging and safe? 


Use effective and appropriate debriefing techniques which 


encouraged further exploration of emotions and experiences to
reflect on the incident and resulting issues
Use effective and appropriate questioning to encourage 


exploration and acknowledge their concerns
Accept differences and identify the colleagues diverse needs 


Identify risk indicators and respond appropriately according to 


the degree and nature of the risk?
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Submit a written report of the outcome of the debriefing? 


Identify areas for additional support as needed? 


Identify areas of need within the organisation and develop 


proposals to support these areas?
Trainer to comment on role play

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Task 3 - Portfolio
You need to research and find the required documentation to add to your portfolio.
1. One employee assistance program that highlights what they do and their contact
details
Relationships Australia NSW’s Employee Assistance Program EAP supports employees of

organisations in dealing with personal, family or work-related concerns that may impact
their wellbeing, work performance, health safety and workplace morale.
This program is for those employees of the organisations dealing with wellbeing, work
performances or work-related issues that may impact their wellbeing and work life
balance.
Common work-related issues addressed in EAP are:

-Managing stress and difficult situations
-Dealing with difficult customers
-Workplace conflict and interpersonal issues
-Achieving work-life balance
-Change in workplace
Personal issues resolved by EAP are:

-Relationship issue
-Parenting and family issue
-Anxiety
-Communication issue
-Grief and loss, managing stress.

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2. One example of a policy and procedure regarding dispute resolution, referencing

legal and ethical considerations.
One example of the Dispute Resolution is from Victoria Legal Aid. Dispute resolution is a
way of resolving disagreements without going to court. It’s a first good step in trying to
reach agreement about many kinds of problems between neighbours, separating
couples, between renters and rental providers, about goods and services and most
importantly disputes in workplace.
the different types of Dispute Resolution is
Negotiation- Try to reach an agreement between two parties.
Mediation – is when an mediator helps people to negotiate with each other.
Facilitation – is like mediation but used for groups that are in conflict.
Conciliation – is a process where the people in dispute try to reach an agreement with
the advice of a conciliator
Arbitration – is a formal process where people in dispute present their case to an third
party/ person and are bound by the persons decision.
Except for arbitration, people involved in dispute resolution come to their own
agreements. Mediators, facilitators and conciliators can give information and advice but
not impose a decision about how the dispute should be resolved.
Refrences :
https://www.fairwork.gov.au/tools-and-resources/best-practice-guides/effective-dispute-
resolution
https://www.relationshipsnsw.org.au/support-
services/eap/#:~:text=Relationships%20Australia%20NSW's%20Employee%20Assistan
ce,and%20safety%2C%20or%20workplace%20morale.
https://www.legalaid.vic.gov.au/find-legal-answers/courts-and-legal-system/dispute-
resolution
https://www.jacksonlewis.com/publication/workplace-violence-how-evaluate-risks-and-
reduce-potential-hazards

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WS 128 Student Assessment

Students Name: Smaran Gowda Sanath (Sammy)

Assessors Name: Scarlet

I acknowledge as a student the following:

✓ I have received my copy of the Student Vocational Assessment Guide.

F:\Workskills\Courses\2020\Assessments\Diploma of Community Services\ACWA Year 1\CHCMGT005

Student Smaran Gowda Sanath Date: 12/04/2022

F:\Workskills\Courses\2020\Assessments\Diploma of Community Services\ACWA Year 1\CHCMGT005

1. Monitor welfare of colleagues

2. Conduct structured debriefings following an incident

organisation and develop proposals to support these areas

F:\Workskills\Courses\2020\Assessments\Diploma of Community Services\ACWA Year 1\CHCMGT005

F:\Workskills\Courses\2020\Assessments\Diploma of Community Services\ACWA Year 1\CHCMGT005

Skills must have been demonstrated in the workplace or in a simulated

environment that reflects workplace conditions. The following conditions must be

and employment skills) that are essential to performance.

Foundation skills essential to performance are explicit in the performance criteria

F:\Workskills\Courses\2020\Assessments\Diploma of Community Services\ACWA Year 1\CHCMGT005

A minimum of a one paragraph response per question is required.

F:\Workskills\Courses\2020\Assessments\Diploma of Community Services\ACWA Year 1\CHCMGT005

Task 1: Questions Answers.

Conflict Management Style When it is appropriate to use the

Competing Where there is a quick decisive action

Avoiding When there are trivial issues and there

Collaborating When both sets of concerns are too

F:\Workskills\Courses\2020\Assessments\Diploma of Community Services\ACWA Year 1\CHCMGT005

Accommodating When the issue is much more important

Compromising When moderately important goals but

F:\Workskills\Courses\2020\Assessments\Diploma of Community Services\ACWA Year 1\CHCMGT005

d. External provider model

Physical Cognitive Emotional Behavioural

• Headache • Confusion • Depression • No rest

F:\Workskills\Courses\2020\Assessments\Diploma of Community Services\ACWA Year 1\CHCMGT005

6. Identify signs and impact of the following: (At least 5 signs)

Job Burnout Anger, Headache, -Excessive stress, Fatigue

Grief and Loss Appetite changes, -Loss of a job

Workplace Violence Disrespect, Crying, -Working with unstable

7. Identify three strategies to manage stress.

Take deep breaths, stretch, or meditate.

Try to eat healthy, well-balanced meals.

Get plenty of sleep.

Avoid excessive alcohol, tobacco, and substance use.

F:\Workskills\Courses\2020\Assessments\Diploma of Community Services\ACWA Year 1\CHCMGT005

Continue with routine preventive measures

F:\Workskills\Courses\2020\Assessments\Diploma of Community Services\ACWA Year 1\CHCMGT005

Task 2: Role plays

Instructions for Role Play:

Scenario 1: For role play 1

a. Plan, prepare and conduct the debriefing

b. Ensure the environment facilitates open discussion

c. Use appropriate debriefing techniques and encourage exploration of emotions and

d. Use appropriate questioning

Part B: Health and wellbeing support

a. Monitor their stress and emotional wellbeing

F:\Workskills\Courses\2020\Assessments\Diploma of Community Services\ACWA Year 1\CHCMGT005

d. Use self-assessment to allow the colleague to self-assess their well being

e. Recommend ongoing support and external services if required

On completion of the role play, complete the following questions

List areas Proposals to resolve

Role Play Observation Checklist

F:\Workskills\Courses\2020\Assessments\Diploma of Community Services\ACWA Year 1\CHCMGT005

During the role play, did student satisfactorily Yes No

Conduct a planned and prepared debriefing? 

Ensure the environment was open, encouraging and safe? 