The Framework to Support Delegation and Supervision of Allied Health Assistants in Primary Care, Aged Care and Disability Settings has been drafted by the Department of Health and Aged Care on behalf of the Allied Health Industry Reference Group and the National Allied Health Advisory and Chief Officers Committee. 

The purpose of the document is to offer clarity and guidance to various stakeholders within the healthcare sector. The Framework aims to delineate the principles and individual responsibilities inherent in allied health delegation service models. AHANA recently had the opportunity to provide feedback on this document.

AHANA commends the focus of both the Allied Health Industry Reference Group and the National Allied Health Advisory and Chief Officers Committee on the Allied Health Assistant (AHA) workforce. AHAs play a crucial role in enhancing healthcare accessibility, directly and indirectly performing allied health tasks under the delegation and supervision of allied health professionals (AHPs). 

One key aspect of AHANA's feedback concerns the definition of an AHA. While the Framework acknowledges the absence of a nationally agreed definition, AHANA proposes a clear definition aligning with the association's perspective, emphasising competencies, scope of practice, and the importance of delegation and supervision by AHPs.

Moreover, AHANA highlights the need for a more comprehensive coverage of the primary care sector within the Framework (currently focused on primary care, aged care, and disability settings). It suggests incorporating scenarios from private allied health practices and advocating for an all-encompassing approach across primary, secondary, and tertiary health services.

AHANA also offers insights into the supervision and delegation processes outlined in the Framework. While appreciating the emphasis on AHP training, AHANA suggests streamlining decision-making processes to alleviate administrative burdens. Additionally, it recommends clear delineation of AHA scope of practice, qualifications, and training requirements, along with considerations for self-regulation and certification through AHANA.

Insurance considerations and case scenarios are other areas of feedback provided by AHANA. The association underscores the importance of addressing insurance concerns and suggests enhancing the clarity and relevance of case scenarios, including those related to new AHA positions, remote service provision, and residential aged care settings.

AHANA also referred to the Unleashing the Potential of our Health Workforce- Scope of Practice Review (Issues Paper 1- January 2024) with relevance to the AHA workforce, being the current practices and settings preventing AHPs from working to full scope, and how funding and payments are made for health care. An AHA can take on less-complex treatment or care tasks, perform admin/support duties, etc that would otherwise reduce the time available for more complex direct care by the AHP.

AHANA acknowledges the considerable effort that has gone into the research and preparation of this resource. It is pleasing that the supervision and delegation processes for the AHA workforce is receiving much needed attention. AHANA is keen to be involved in the further development of this Framework.