CHCMED005 — Facilitate mediation

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What an assessment for CHCMED005 must cover

86 assessable components: 4 elements (20 performance criteria), 2 performance evidence and 62 knowledge evidence requirements, plus 2 foundation skills. An audit-defensible tool maps every question and task back to these — that mapping is the coverage matrix Auditori generates alongside the assessment.

Elements & performance criteria

1 Establish communication protocols.

1.1Identify the communication needs of all stakeholders based on review of information and preparation processes.
1.2Confirm the ground rules for the mediation process with all participants and co-mediators.
1.3Comply with legal and procedural requirements.

2 Define the dispute.

2.1Involve participants in identifying and defining the dispute based on review of information and preparation processes.
2.2Establish common ground between the participants.
2.3Describe the dispute using appropriate terms.
2.4Order, differentiate and prioritise issues in collaboration with the participants and confirm understanding.

3 Manage communication and interactions.

3.1Model ethical practice, maintain impartiality and sustain fairness for all participants involved in the process.
3.2Select and use communication techniques suited to participants to facilitate positive interactions and progress towards agreement.
3.3Provide sufficient time for each party’s interests and views to be identified and explored and acknowledge participants’ feelings, concerns and views.
3.4Encourage participants to describe their understanding of others’ statements about feelings, needs and ideas.
3.5Use conflict resolution techniques to identify and respond to potential and actual conflicts.
3.6Regularly check participants’ understanding of the proceedings and adapt processes according to specific needs.

4 Support problem-solving and negotiation.

4.1Assist participants to prepare for problem-solving and negotiation.
4.2Manage co-mediation appropriately with all participants to the dispute.
4.3Support participants to identify options for decision-making.
4.4Acknowledge creative and inventive problem-solving strategies.
4.5Provide participants with opportunity to reflect on any agreement or seek other advice when appropriate.
4.6Assist participants to identify agreements and decisions made, and future action required.
4.7Recognise when mediation is not being effective and take action according to organisational protocols.

Performance evidence

facilitate at least five different mediations with people with varying circumstances and types of dispute, including at least one co-mediation
use and adapt the following communication techniques to meet the needs of different persons during the each of the above mediations: active listening, open ended questioning, direct questioning, appropriate body language, paraphrasing, reflecting, reframing, summarising, negotiation, problem-solving, conflict resolution, rapport-building, minimally obtrusive verbal and non-verbal behaviours to manage interruptions.

Knowledge evidence

legal and ethical considerations for mediation, and how these are applied in organisations and individual practice:
bias
codes of conduct
conflicts of interest
discrimination
duty of care
human rights
privacy, confidentiality and disclosure
records management
rights and responsibilities of workers, employers and participants
legislation that affects mediation:
freedom of information
types of court orders and other legal parameters that may impact
work role boundaries including responsibilities and limitations of the mediator and the roles and functions of support persons, lawyers and other professionals
work health and safety (WHS)
types of disputes that present for mediation in the work context
principles and functions of the facilitation stage of mediation:
identification, clarification and exploration of interests, issues and underlying needs
consideration of alternatives
generation and evaluation of options
problem-solving and negotiation
relationship between the facilitation stage and stages of domestic and family violence
nature of conflict, including the dynamics of power and violence
communication patterns in conflict and negotiation
negotiation dynamics in mediation, including manipulative and intimidating tactics
mediation processes and methods:
overall management and conduct of a dispute resolution process
stages of a mediation process, and how they can be used most effectively
recognition of when process is not being effective
how to ensure fairness within procedure
criteria for exercising discretion on procedural matters
techniques for enabling participants to consider all relevant information and work towards their own decisions
limitations of mediation
role and use of private sessions
how to manage the appropriate involvement of others in the mediation
the facilitation stage of the mediation process and the techniques used to maximise positive interactions
diverse perspectives for mediation and how these may interact with, and impact on the mediation:
attitudes of members within a family
variations on the agreed norms and range of behaviours
culture in relation to problem-solving and dispute resolution
culture in relation to negotiation, concessions and compromise
variations in relation to written, spoken and non-verbal communication
attitudes towards physical space, venue and time
attitudes towards the role of outsiders in dispute resolution
attitudes in relation to the role of law, the courts, lawyers and professional advisers
own strengths and limitations in handling the mediation process, and the boundaries of one’s role
own interpersonal communication style and the effect it has on others
own personal responses to conflict and high emotion and potential impact on mediation process
communication techniques:
active listening
open ended questioning
direct questioning
appropriate body language
paraphrasing
reflecting
reframing
summarising
negotiation
problem-solving
conflict resolution
rapport-building
minimally obtrusive verbal and non-verbal behaviours to manage interruptions

Foundation skills

Writing skills: complete familiar forms.
Oral communication skills: listen to understand needs of others.

Unit content sourced from training.gov.au — © Commonwealth of Australia, licensed under CC BY 4.0. Auditori is not affiliated with the Department of Employment and Workplace Relations.

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Questions about assessing CHCMED005

What does an assessment tool for CHCMED005 need to cover?

To satisfy the Principles of Assessment and Rules of Evidence, an assessment for CHCMED005 needs to address all 86 unit components: 4 elements with 20 performance criteria, 2 performance evidence requirements, 62 knowledge evidence requirements, and the foundation skills. A coverage matrix mapping each question and task to these components is what an auditor looks for.

How does Auditori generate an assessment tool for CHCMED005?

Auditori pulls the current release of CHCMED005 from training.gov.au and generates a complete package: candidate assessment, assessor guide with model answers and observation criteria, and a coverage matrix mapping every component. A suitably qualified person then reviews and approves the draft in a built-in workflow — consistent with ASQA's guidance on AI use in VET — before export as branded PDF and editable Word.

Is the first assessment tool really free?

Yes. Every new account includes one free credit — enough to generate the complete assessment tool for CHCMED005 — with no card and no subscription required. After that it's pay-as-you-go per unit.

Can I check my existing CHCMED005 assessment instead of generating a new one?

Yes — upload your existing assessment or learner guide and Auditori maps it against every element, performance criterion, PE and KE of CHCMED005, showing exactly what's covered and what's missing. Mapping costs a quarter of a credit.

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