Workforce and Training (RTO)
Train the workforce that delivers the supports.
I CAN U CAN is the registered training name for Atlas Ability Network’s capability-building and training pathway. It connects experiential growth programs, parent and carer capacity building, accredited units, professional development, and workforce training.
Registered training name
I CAN U CAN
Experiential learning, wellbeing programs, accredited units, and workforce training.
Our national RTO code
[RTO Code – pending]
Verifiable on training.gov.au once issued by ASQA.
How to verify us
Don’t take our word for it. Verify any RTO.
Every Registered Training Organisation in Australia is listed on training.gov.au – the Commonwealth’s public register. If a provider can’t be found there, they’re not an RTO.
Visit training.gov.au
The official national register, maintained by the Department of Employment and Workplace Relations.
Search by RTO code or name
Enter the national code or organisation name. Each RTO has a single, public profile.
Read the scope, status, and contacts
View the scope of registration, trading name, registration status (current, expired, or suspended) and contact details.
02 – Single unit course
CHCMHS011: Assess and Promote Social,
Emotional, and Physical Wellbeing
The TAS supplied for CHCMHS011 gives I CAN U CAN a concrete, ASQA-aligned training offer: a single AQF Level 4 unit delivered face to face with structured theory, case studies, role-plays, practical experiential activities, and mapped assessment.
Course snapshot
Duration
24 hours face-to-face, typically delivered as 3 x 8-hour days
Mode
Structured classroom learning plus practical experiential activities in suitable accessible community and training environments.
Target students
People working or seeking employment in community services, mental health support, psychosocial support, or wellbeing roles.
Trainer ratio
1:12 for theory/discussion and 1:8 for practical, experiential, and observed assessment.
Entry requirements
No training package prerequisite.
Minimum age 15 years.
Pre-enrolment LLN assessment at ACSF Level 3, with reasonable adjustments available.
Relevant screening checks where activities involve vulnerable people.
Assessment methods
Knowledge assessment covering wellbeing domains, recovery-oriented practice, legal and ethical considerations, communication, documentation, and review.
Practical observation of collaborative wellbeing assessment and promotion strategies across physical, social, and emotional domains.
Portfolio including sample assessment documentation, a wellbeing promotion plan, and reflective evidence.
Day 1
Foundations of wellbeing assessment
Holistic wellbeing concepts, collaborative assessment, strengths-based conversations, documentation, and supervised role-play.
Day 2
Physical and social wellbeing
Physical wellbeing, social connection, community participation, inclusive activity planning, practical facilitation, and portfolio work.
Day 3
Emotional wellbeing and final assessment
Trauma-informed support, validation, coping strategies, integrated practical assessment, knowledge assessment, and workplace application planning.
03 – Qualifications
Nationally recognised qualifications
These qualifications are issued under the Australian Qualifications Framework (AQF). The list below shows our planned scope of registration. Course codes, unit counts and AQF levels are sourced directly from training.gov.au and are independently verifiable. Final scope is confirmed on training.gov.au once registration is updated.
Units
15 units (9 core + 6 electives)
Duration
Typically 6–12 months full-time
Who it’s for
Entry-level support workers in disability and ageing.
NDIS employment link
Employment pathway for frontline disability support, active support routines, and supervised workplace participation.
[On our scope of registration – pending]
Units
10 units (7 core + 3 electives)
Duration
Typically 12 months full-time
Who it’s for
Workers leading delivery of individualised supports, including positive behaviour support implementation.
NDIS employment link
Employment pathway for senior support work, behaviour support implementation, and team-based disability practice.
[On our scope of registration – pending]
Units
20 units (12 core + 8 electives)
Duration
Typically 18–24 months full-time
Who it’s for
Workers managing programs and case work across community services.
NDIS employment link
Employment pathway for case work, support coordination, team leadership, and program delivery roles.
[On our scope of registration – pending]
Units
20 units (15 core + 5 electives)
Duration
Typically 18–24 months full-time
Who it’s for
Workers providing recovery-oriented mental health services, including counselling, advocacy and education.
NDIS employment link
Employment pathway for psychosocial recovery, mental health support, peer work, and community participation roles.
[On our scope of registration – pending]
Units
4 units (4 core)
Duration
Typically 6–12 months part-time
Who it’s for
Experienced practitioners specialising in complex client assessment and case management.
NDIS employment link
Employment pathway for complex assessment, care coordination, senior case work, and supervisory practice.
[On our scope of registration – pending]
04 – Skill sets
Short skill sets for upskilling existing workers
Skill sets are smaller bundles of accredited units. They’re built for workers who already hold a Certificate III or higher and need to add a specific capability – without enrolling in a whole new qualification. Each skill set on training.gov.au has a national code that any RTO can teach against.
Units
4 units
Who it’s for
Existing support workers learning to follow and implement positive behaviour support plans.
Maps to NDIS framework
Aligns with the Core practitioner level of the NDIS Positive Behaviour Support Capability Framework, and the behaviour support implementer role.
[On our scope of registration – pending]
Units
2 units
Who it’s for
Workers who support participants to self-administer medication in home and community settings.
Maps to NDIS framework
Maps to medication assistance expectations under the NDIS Practice Standards and the NDIS Worker Capability Framework.
[On our scope of registration – pending]
Units
5 units
Who it’s for
Workers providing person-centred active support to people with disability across home and community settings.
Maps to NDIS framework
Covers the person-centred practice domain of the NDIS Worker Capability Framework.
[On our scope of registration – pending]
Units
4 units
Who it’s for
Workers delivering individualised support in the participant’s home and community.
Maps to NDIS framework
Maps to the rights-based, individualised support expectations of the NDIS Practice Standards.
[On our scope of registration – pending]
Units
Pending – built around the NDIS Commission mealtime module and HLT swallowing-aware units.
Who it’s for
Workers supporting participants with dysphagia or complex mealtime needs.
Maps to NDIS framework
Aligns with the NDIS Practice Standard for Mealtime Management and the NDIS Commission Practice Alert on dysphagia.
Pending – supplied by stakeholder
Skill set on our scope of registration
Final unit composition confirmed on scope of registration.
Final unit composition confirmed on scope of registration.
Units
Built around HLTWHS005 Conduct manual tasks safely.
Who it’s for
Workers performing transfers, repositioning and other manual tasks in disability and ageing settings.
Maps to NDIS framework
Supports the safe-environments expectation of the NDIS Worker Capability Framework.
Pending – supplied by stakeholder
Skill set on our scope of registration
Final unit composition confirmed on scope of registration.
Final unit composition confirmed on scope of registration.
05 – Professional development
Professional development and
non-accredited workshops
These courses sit outside the accredited qualification list unless explicitly mapped to a unit or skill set. They are designed for staff who need targeted learning, reflective practice, and practical tools they can take back to work.
Recorded online
EMDR recorded professional development
Audience
Mental health, allied health, and behaviour support practitioners seeking structured continuing professional development.
Learning outcome
Recorded professional development content; final module list and credentialing statements to be confirmed by the stakeholder.
Online or workplace workshop
Positive Behaviour Support implementation
Audience
Support workers and team leaders implementing behaviour support strategies in daily settings.
Learning outcome
Improves plan fidelity, data capture, and escalation habits for implementing providers.
Live online workshop
NDIS documentation and evidence writing
Audience
Support coordinators, allied health assistants, and team leaders preparing plan-review evidence.
Learning outcome
Builds practical skill in writing observations, support notes, progress summaries, and evidence-linked recommendations.
Online or locum workshop
Complex trauma-informed disability support
Audience
Teams supporting participants with trauma histories, psychosocial disability, or complex behaviour presentations.
Learning outcome
Connects trauma-informed practice with NDIS worker expectations, safety planning, and reflective support.
06 – Recognition of Prior Learning
Already working in disability? RPL might be for you.
Recognition of Prior Learning (RPL) is the formal process of assessing skills and knowledge a learner has already gained – on the job, through earlier study, through life experience – against the units of a nationally recognised qualification. Where the evidence meets the unit’s assessment requirements, RPL can grant credit without re-doing training that the learner has already effectively completed.
RPL is a right of every learner under the Standards for Registered Training Organisations and ASQA’s RPL guidance. Our assessors collect evidence through workplace documents, third-party reports, observations, and structured competency conversations.
Stage 1
Application
You provide a self-assessment, your résumé, and a list of units you believe you can already evidence.
Stage 2
Evidence gathering
We collect workplace documents, supervisor reports and a competency conversation. You may be observed in the workplace.
Stage 3
Assessment outcome
A qualified assessor records the outcome unit by unit. Where a gap exists, we propose targeted training to close it.
07 – NDIS capacity building
Employment pathway, tailored to the learner
Training can support NDIS Capacity Building goals where the plan is focused on employment, work readiness, skill development, and confidence in real settings. The sequence is tailored; it does not have to follow a campus-style pathway.
Capacity Building – Employment
Training can be shaped around a participant’s employment goals, workplace readiness, communication, routine-building, and supported skill development.
Tailored skill sets
Short bundles can focus on the specific tasks a learner or staff team needs, rather than requiring a full qualification when that is not the right fit.
Workplace transfer
Training is designed to transfer into real shifts, real support plans, and real employment settings, with supervisor feedback where appropriate.
Review and adjust
Where training is linked to an NDIS plan goal, progress can be reviewed and adjusted against the participant’s practical employment pathway.
08 – Delivery model
Small scale, flexible delivery.
I CAN U CAN does not need a fixed training building to be useful. That keeps the model smaller, lets us hire venues when immersion matters, and lets staff learn inside the environments where they will actually use the skills.
Online courses and workshops
The default delivery model is online, allowing learners and teams to train without needing to attend a fixed campus.
Locum courses and workshops
For providers who need a practical training block, we can deliver locum-style workshops around current staff, participant needs, and operational pressure points.
We come to your staff
We can hire suitable venues or train at the provider’s workplace, which keeps the scale smaller and the learning more tailored.
09 – NDIS workforce expectations
What the NDIS expects of every worker
NDIS Code of Conduct
The NDIS Code of Conduct sets out the standards of behaviour expected of every NDIS provider, key personnel, and worker – including respect for individual rights, acting with honesty and integrity, and taking reasonable steps to prevent harm. Our curriculum embeds the Code into induction and into the core units of every qualification.
NDIS Worker Capability Framework
The NDIS Worker Capability Framework describes the attitudes, skills and knowledge expected of workers across the disability sector. Every qualification on our planned scope is mapped to the framework so a learner can see where each unit lands against industry expectations.
NDIS Worker Screening Check
Workers in risk-assessed roles for registered NDIS providers must hold a current NDIS Worker Screening Check. The check is administered by state and territory worker screening units and is valid for up to five years. Learners are encouraged to apply early in their training, as some placements require it.
Working With Children Check
Any role that supports children – including modules under early childhood early intervention – additionally requires a current Working With Children Check (WWCC) for the relevant state or territory. Learners enrolling in child-facing streams confirm WWCC status at enrolment.
10 – Enrolment
How to enrol
Capacity Building – Employment
Pick from the lists above or contact us if you’re not sure which is the right fit.
Pre-enrolment conversation
We confirm your goals, prior experience, language/literacy/numeracy support needs, and whether RPL applies.
Enrol and begin
You receive a written enrolment confirmation, learner handbook, and a placement plan where required.
Pending – supplied by stakeholder
Live link will appear here once the learner management system is configured.
Pending – supplied by stakeholder
A dedicated training inbox will be published with the RTO code.