Maria started caring for her own mother more than a decade ago. When her mother moved into residential care, Maria took a job at the same facility, first as a casual and then permanently. Eight years later she was one of the most trusted personal care workers on her floor. When her employer asked staff without a qualification to work towards the Certificate III in Individual Support (CHC33021), Maria wondered whether she would have to start from scratch.
Talking to her employer first
Maria spoke to her manager before contacting any RTOs. Her employer already worked with an RTO and could help her get a third-party report and access to workplace documents. This made a big difference later, because so much of her evidence was in workplace systems.
Understanding the work placement requirement
The Certificate III in Individual Support includes a mandatory work placement of at least 120 hours. Maria was concerned she would have to do this on top of her job. The RTO explained that, as she was already working in a relevant setting, her current employment could be used as evidence towards this requirement, provided it met what the training package specifies and was properly documented.
Building her evidence
Over about two months, with support from her team leader, Maria gathered:
- her position description and a statement of service from her employer
- de-identified samples of care notes and progress notes she had written
- records of mandatory training she had completed at work, such as manual handling and infection control
- a third-party report from her registered nurse supervisor confirming the tasks she performed and the standard of her work
- a log of her work hours across the relevant period
The RTO was careful about privacy. Maria removed resident names and identifying details from every document, and the assessor reminded her never to submit personal health information.
The practical observation
The assessor visited Maria at work and observed her during a shift, with residents' consent. She assisted with personal care, used a hoist with a colleague, and documented care in the facility's system. Afterwards the assessor asked questions about why she did things in a particular way, such as how she respected a resident's choices when they declined assistance.
"I was nervous about being watched, but after ten minutes I forgot the assessor was there. It was just a normal shift."
Knowledge questions
Some units have knowledge requirements that are hard to show through observation alone, such as legal and ethical responsibilities and the principles behind person-centred care. Maria answered written questions and talked through scenarios in a competency conversation. She found it useful to revisit her workplace's policies before this step.
The outcome
Maria was assessed as competent in most of the core units through RPL. For two electives that covered work she had not done, the RTO arranged short training and assessment that she completed during work hours. The whole process took around five months.
What Maria learned
- Talk to your employer early. Their support with records and supervisor reports made it much easier.
- Keep a record of your work hours and duties. It matters for work placement requirements.
- Privacy comes first. Never submit identifiable resident information.
- Your practical skills will be observed, so be ready for that.
If you work in aged care or disability support, see our guide on whether RPL is right for you and our explanation of why some courses have set requirements.