HLT40312 Certificate IV in Massage Therapy Practice

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HLT40312 Certificate IV in Massage Therapy
Practice
E-LEARNING MATERIAL ASSESSMENTS
HLTREM401D Work within a massage
framework HLTIN301C Comply with infection control
policies and procedures HLTWHS300A Contribute to
WHS processes HLTCOM405D Administer a practice
DEMONSTRATION UNIT DELIVERY STYLE - complete unit
contains 113 pages
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Assessment guidelines FORMATIVE
TASKS. Formatives are activities located
throughout the learning material which you need
to complete and submit to your trainer for
comments. They allow you to continually
demonstrate your ability to perform the required
skills and knowledge for these unit.   SUMMATIVE
ASSESSMENTS. The summative assessment uses the
performance criteria, range statement, critical
evidence and employability skills as the
checklist for demonstration of the required
skills and knowledge. Your trainer will deem you
either competent or not yet competent based on
your performance in the summative assessments.

• SUMMATIVE ASSESSMENT A. KNOWLEDGE QUESTIONS
• You are required to learn the information in this
  learning material covering the units of
• Work within a massage framework.
• Comply with infection control policies and
  procedures.
• Contribute to WHS processes.
• Administer a practice.
• At each formative checkpoint your trainer will
  provide you with a series of knowledge questions
  covering the information in this learning
  material. You are to answer these questions
  within an allocated time frame. You will be
  assessed on demonstration of your knowledge on
  this subject matter.
• SUMMATIVE ASSESSMENT B. DEVELOP OPERATIONAL
  PROCEDURES FOR A MASSAGE THERAPY PRACTICE.
  DOCUMENT ASSESSMENT
• You are to demonstrate your knowledge and
  technical skills by developing procedures for the
  operations of a massage therapy practice. Your
  procedures are to include daily administration,
  marketing strategies, financial documentation and
  human resources for payroll and employee records.
  You are to address the issues of work health and
  safety for staff and clients, infection control,
  waste minimisation and daily cleaning and
  maintenance tasks. You are to develop procedures
  for delivering massage treatments using
  professional standards, treatment timeframes, fee
  structure, routine duties and stock control. All
  procedures must comply with statutory and
  regulatory requirements. Submit your typed
  document to your trainer for assessment.

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HLTREM401D Work within a massage framework This
unit of competency describes the skills and
knowledge required to work effectively within a
massage framework. This unit contains
employability skills. Application of the unit.
This unit may apply to work in massage in a
range of settings and contexts.  Performance
criteria covered within this training programme
1.1,1.2,1.3,1.4,2.1,2.2,2.3,3.1,3.2,3.3,3.4,4.1,4
.2,4.3,4.4,5.1,5.2,5.3
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HLTREM401D Work within a massage
framework Elements and performance criteria
standards Each element stipulates the skills and
knowledge you will achieve when you correctly
complete each of the evaluative statements listed
in the performance criteria. Throughout this
learning material you will be participating in
performing the criteria tasks to achieve the
required skills and knowledge in order to be
deemed competent in this unit.
ELEMENT PERFORMANCE CRITERIA
1. Demonstrate commitment to the central philosophies of massage practice 1.1. Provide definition of massage and the massage system of treatment 1.2. Provide an overview of the historical development of massage 1.3. Identify and explain massage principles 1.4. Draw upon massage philosophy to interpret health issues
2. Identify and describe the principles and practices of massage 2.1. Identify and describe major methods of treatment used in massage 2.2. Identify and describe other complementary therapies used in massage 2.3. Identify and describe massage assessment techniques
3. Develop knowledge of complementary therapies 3.1. Provide information on other complimentary therapies 3.2. Explain similarities and differences between physiotherapy, osteopathy, chiropractic therapy and massage therapy 3.4. Identify the relationship between therapies
4. Represent massage framework to the community 4.1. Explain the practices and principles of massage in an easily understood way in a one-to -one and group setting 4.2. Clarify enquiries and provide appropriate information 4.3. Make requests for client to bring relevant data to consultation 4.4. Discuss alternative sources of information and advice as discussed
5. Work within clinic and regulation guidelines 5.1. Assess and follow clinic guidelines 5.2. Access and follow legal and regulatory guidelines 5.3. Undertake relevant documentation
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SKILLS AND KNOWLEDGE SKILLS AND KNOWLEDGE
ESSENTIAL SKILLS ESSENTIAL KNOWLEDGE
1.Appropriately record details of client enquiries according to clinic guidelines 2.Correctly identify client information needs 3.Demonstrte communication skills in a one-to-one and group setting 4.Explain relevant products and services 5.Provide client with required information 6.Work or model work which demonstrates an understanding of underpinning values and philosophies in the massage framework 1.A range of alternative and complementary therapies 2.Ethical issues in body therapies 3.WHS requirements in the workplace 4.Philosophical tradition of western and eastern body treatments 5.Sociology of health and the health care system 6.The effects of massage on the body surface 7.The history and development of massage 8.Organisation policies, procedures and guidelines 9.The philosophies, principles and tools of massage practice 10.The qualitative, quantitative, cultural and traditional lines of evidence used in massage 11.The rationalistic, analytical approach to an understanding of disease
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HLTWHS300A Contribute to WHS processes This
unit specifies the workplace performance required
by a worker to contribute to work health and
safety (WHS) processes where there is
responsibility for own work outputs and possibly
limited responsibility for the work output of
others. This unit contains employability
skills. Application of the unit. Application
of this unit should be contextualised to reflect
any specific workplace risks, hazards and
associated safety practices  Performance
criteria covered within this training programme
1.1,1.2,1.3,1.4,1.5,1.6,1.7,2.1,2.2,2.3,2.4,3.1,3
.2,3.3,3.4,4.1,4.2,4.3,4.4,5.1,5.2,5.3
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HLTWHS300A Contribute to WHS processes Elements
and performance criteria standards Each element
stipulates the skills and knowledge you will
achieve when you correctly complete each of the
evaluative statements listed in the performance
criteria. Throughout this learning material you
will be participating in performing the criteria
tasks to achieve the required skills and
knowledge in order to be deemed competent in this
unit.
ELEMENT PERFORMANCE CRITERIA
1. Plan and conduct work safely 1.1. Plan work in accordance with relevant WHS legislation, standards, codes of practice/compliance codes and guidance material 1.2. Identify hazards as part of work planning and work process 1.3. Address identified hazards prior to starting work using judgement within defined scope of responsibilities 1.4. Report residual risk according to organisation procedures 1.5. Report incidents and injuries in line with organisation policies and procedures 1.6. Undertake WHS housekeeping in work area 1.7. Monitor own levels of stress and fatigue to ensure ability to work safely and sustainably
2. Support others in working safely 2.1. Share information on safe work practices and work procedures with others, including members of the work group where relevant 2.2. Check the WHS practices of less experienced members of the workgroup or other stakeholders in the work context 2.3. If appropriate provide guidance and coaching to less experienced members of the work group to support them in working safely 2.4. If appropriate support others and accurately record incidents and complete associated workplace documentation according to organisational procedures
3. Contribute to WHS participative processes 3.1. Raise WHS issues in accordance with organisation procedures within appropriate timeframes 3.2. Contribute to workplace meetings, workplace inspections or other consultative activities 3.3. Provide assistance to workgroup members or other stakeholders o contribute to workplace safety
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ELEMENT PERFORMANCE CRITERIA
4. Contribute to hazard identification, WHS risk assessment and risk control activities 4.1. Report identified hazard and inadequacies in risk controls within appropriate timeframes 4.2. Check the workplace for hazards using itemised checklists in accordance with work procedures 4.3. Contribute to risk assessments 4.4. Provide input to development and implementation of control measures, with reference to the hierarchy of risk control
5. Participate in the control of emergency situations 5.1. Identify emergency signals and alarms and respond to them appropriately 5.2. Take initial action to control/confine emergency according to organisation procedures and taking account of the nature and scope of the emergency 5.3. Implement emergency response procedures within scope of training and competence
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SKILLS AND KNOWLEDGE SKILLS AND KNOWLEDGE
ESSENTIAL SKILLS ESSENTIAL KNOWLEDGE
1.Contribute to WHS processes in the work context by -addressing their own health and safety addressing health and safety of others who may be affected by their actions identifying ways to keep up to date with current WHS issues as they apply to workplace systems, equipment and processes supporting members of the workgroup who may be less experienced in the workplace in regard to WHS matters taking initiative to address hazards and manage risks at a systemic level 2.Check the workplace for hazards and risks using an itemised checklist 3.Provide advice and feedback in a constructive and supportive manner 4.Take into account and use opportunities to address waste minimisation, environmental responsibility and sustainable practice issues 1.Basic hazard identification procedures such as workplace inspections and review of workplace data 2.Hierarchy of risk control and its application 3.Nature of common workplace hazards relevant to work role 4.Personal protective equipment requirements including use, storage and maintenance 5.Principles of basic risk assessment 6.Relationship between WHS and sustainability in the workplace, including the contribution of maintaining health and safety to environment, economic, workforce and social sustainability 7.Roles and responsibilities of HRSs and HSCs 8.Roles and responsibilities of workers, officers, and persons conducting a business or undertaking 9.Safety signs and their meanings for dangerous goods class, emergency equipment, personal protective equipment and specific hazards such as sharps and radiation 10.Sources of WHS information within the workplace and awareness of external sources of WHS information, including Safe Work Australia and relevant state/territory regulators 11.Standard emergency signals, alarms and required responses 12.The difference between hazard and risk and the legal rights and responsibilities of workplace parties 13.Workplace specific information hazards of the work environment, hazard identification procedures relevant to hazards, designated persons for raising WHS issues, organisation of work procedures related to performance of own work, specific hazards and risk control, reporting hazards, incidents, injuries and WHS issue resolution, consultation, use of PPE and emergency response 14.Potential emergency situations, alarms and signals and required response
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HLTIN301C Comply with infection control policies
and procedures This unit of competency describes
the skills and knowledge required for workers to
comply with infection control policies and
procedures. All procedures must be carried out in
accordance with current infection control
guidelines, Australian and New Zealand Standards
for maintaining infection control and the
policies and procedures of the organisation. This
unit acknowledges the importance of complying
with an effective infection control strategy that
ensures the safety of the client (or end-user of
health-related products/services), maintains
personal protection and prevents the transmission
of infections from person to person. All tasks
must be carried out in accordance with State or
Territory legislative requirements that affect
work practices of the organisation and/or worker.
This unit contains employability
skills. Application of the unit. This unit is
applicable to workers who are responsible for
following workplace procedures to maintain
infection control. Application of this unit
should be contextualised to reflect any specific
workplace infection risks, hazards and associated
infection control practices.  Performance
criteria covered within this training programme
1.1,1.2,1.3,2.1,2.2,2.3,2.4,2.5,2.6,2.7,3.1,3.2,3
.3,3.4,4.1,4.2,5.1,5.2,5.3,6.1,6.2,6.3,6.4,6.5,7.1
,7.2,7.3,7.4,7.5,7.6,7.7
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HLTIN301C Comply with infection control policies
and procedures Elements and performance criteria
standards Each element stipulates the skills and
knowledge you will achieve when you correctly
complete each of the evaluative statements listed
in the performance criteria. Throughout this
learning material you will be participating in
performing the criteria tasks to achieve the
required skills and knowledge in order to be
deemed competent in this unit.
ELEMENT PERFORMANCE CRITERIA
1. Follow infection control guidelines 1.1. Demonstrate the application of standard precautions to prevent the spread of infection in accordance with organisation requirements 1.2. Demonstrate the application of additional precautions when standard precautions alone may not be sufficient to prevent transmission of infection 1.3. Minimise contamination of materials, equipment and instruments by aerosols and splatter
2. Identify and respond to infection risks 2.1. Identify infection risks and implement an appropriate response within own role and responsibility 2.2. Document and report activities and tasks that put clients and/or other workers at risk 2.3. Respond appropriately to situations that pose an infection risk in accordance with the policies and procedures of the organisation 2.4. Follow procedures for risk control and risk containment for specific risks 2.5. Follow protocols for care following exposure to blood or other body fluids as required 2.6. Place appropriate signs when and where appropriate 2.7. Remove spills in accordance with the policies and procedures of the organisation
3. Maintain personal hygiene 3.1. Maintain hand hygiene by washing hands before and after client contact and/or after any activity likely to cause contamination 3.2. Follow hand washing procedures 3.3. Implement hand care procedures 3.4. Cover cuts and abrasions with water proof dressings and change as necessary
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ELEMENT PERFORMANCE CRITERIA
4. Use personal protective equipment 4.1. Wear personal protective clothing and equipment that complies with Australian New Zealand Standards and is appropriate for the intended use 4.2. Change protective clothing and gowns/aprons daily, more frequently if soiled and where appropriate, after each client contact
5. Limit contamination 5.1. Demarcate and maintain clean and contaminated zones in all aspects of health care work 5.2. Confine records, materials and medicaments to a well-designed clean zone 5.3. Confine contaminated instruments and equipment to a well-designed contaminated zone
6. Handle, package, label, store, transport and dispose of clinical and other waste 6.1. Wear appropriate personal protective clothing and equipment in accordance with occupational health and safety policies and procedures when handling waste 6.2. Separate waste at the point where it has been generated and dispose of into waste containers that are colour coded and identified 6.3. Store clinical or related waste in an area that is accessible only to authorised persons 6.4.Handle, package, label, store, transport and dispose of waste appropriately to minimise potential for contact with the waste and to reduce the risk to the environment from accidental release 6.5.Dispose of waste safely in accordance with policies and procedures of the organisation and legislative requirements
7. Clean environmental surfaces 7.1.Wear personal protective clothing and equipment during cleaning procedures 7.2.Remove all dust, dirt and physical debris from work surfaces 7.3.Clean all work surfaces with a neutral detergent and warm water solution before and after each session or when visibly soiled 7.4.Decomtaminate equipment requiring special processing in accordance with quality management systems to ensue full compliance with cleaning, disinfection and sterilisation protocols 7.5.Dry all work surfaces before and after use 7.6.Replace surface covers where applicable 7.7.Maintain and store cleaning equipment
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SKILLS AND KNOWLEDGE SKILLS AND KNOWLEDGE
ESSENTIAL SKILLS ESSENTIAL KNOWLEDGE
1.Consistently apply hand washing, personal hygiene and personal protection protocols 2.Consistently apply clean and sterile techniques 3.Consistently apply protocols to limit contamination 4.Apply standard precautions -consistently ensure instruments used for invasive procedures are sterile at time of use where appropriate -consistently follow the procedure for washing and drying hands -consistently limit contamination -consistently maintain clean surfaces and manage blood and body fluid spills -consistently protect materials, equipment and instruments from contamination until required for use -consistently put into practice clean and sterile techniques -consistently use personal protective equipment 5.Apply additional precautions when standard precautions are not sufficient 6.Take into account opportunities to address waste minimisation, environmental responsibility and sustainable practice issues 1.Additional precautions, aspects of infectious diseases including opportunistic organisms, pathogens 2.Basic microbiology including bacteria and bacterial spores, fungi, viruses 3.Clean and sterile techniques 4.Disease transmission paths of transmission including direct contact, aerosols and penetrating injuries, risk of acquisition, sources of infecting microorganisms including persons who are carriers, in the incubation phase of the disease or those who are acutely ill 5.Effective hand hygiene procedures for routine and surgical hand wash, when hands must be washed 6.Good personal hygiene practice including hand care 7. Identification and management of infectious risks in the workplace 8.Organisation requirements relating to immunisation, where applicable 9.Personal protective equipment guidelines for glove use, wearing gowns and waterproof aprons, wearing masks as required, wearing protective glasses 10.Standard precautions 11.Susceptible hosts including persons who are immune suppressed, have chronic diseases such as diabetes and the very young and old 12.Surface cleaning procedures at the start and end of the day, managing a blood or body fluid spill, routine surface cleaning 13.Sharps handling and disposal techniques 14.The organisations infection control policies and procedures
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HLTCOM405D Administer a practice This unit of
competency describes the skills and knowledge
required to provide administration for a clinical
health practice according to the size and scale
of the business. This unit contains employability
skills. Application of the unit. This unit
applies to work in a range of health settings
where health services are provided with direct
client contact involved. Application of this unit
should be contextualised to reflect any specific
workplace requirements, issues and
practices.  Performance criteria covered within
this training programme 1.1,1.2,1.3,1.4,2.1,2.2,2
.3,3.1,3.2,3.3,3.4,3.5,4.1,4.2,4.3
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HLTCOM405D Administer a practice Elements and
performance criteria standards Each element
stipulates the skills and knowledge you will
achieve when you correctly complete each of the
evaluative statements listed in the performance
criteria. Throughout this learning material you
will be participating in performing the criteria
tasks to achieve the required skills and
knowledge in order to be deemed competent in this
unit.
ELEMENT PERFORMANCE CRITERIA
1. Establish and maintain administrative systems 1.1. Identify and perform routine tasks 1.2. Ensure policies and procedures are followed 1.3. Use resources appropriately 1.4. Establish administrative systems
2. Conduct financial administration 2.1. Administer financial procedures of the business 2.2. Maintain systems for financial documentation 2.3. Record information for financial reports
3. Follow practice management strategies 3.1. Follow operational strategies 3.2. Follow marketing strategies 3.3. Attend meetings 3.4. Monitor stock levels and supplies 3.5. Comply with statutory and regulatory requirements
4. Administer personnel management strategies 4.1. Follow human resource strategies 4.2. Administer payroll and employee records 4.3. Follow diversity guidelines
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SKILLS AND KNOWLEDGE SKILLS AND KNOWLEDGE
ESSENTIAL SKILLS ESSENTIAL KNOWLEDGE
1.Accurately record financial transactions 2.Apply time management skills 3.Establish and maintain administrative systems 4.Follow clinic practice guidelines 5.Give and receive communication messages 6.Maintain payroll records 7.Promote, implement and manage work attitudes and practices that reflect awareness of the importance of a range of aspects of sustainability 8.Securely manage monies 1.Appropriate practices to ensure efficient use of power and other resources 2.Business systems 3.Clinic practices and procedures 4.Financial recording systems 5.Forms and administrative systems 6.Legal rights and responsibilities 7.Operational factors relating to the business(provision of professional services, products) 8.Planning and control systems (sales, advertising and promotions, distribution and logistics) 9.Record keeping duties 10.Services available and charges 11.Stock control methods and procedures
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Definition of massage and the massage system of
treatment Massage therapy involves the
manipulation of soft body tissues with pressure,
tension, motion or vibration. In addition to
various parts of the body, massage can be
performed with the aid of mechanical aids, oils
and lotions. Massage involves acting on the
client's body with pressure, tension, motion or
vibration done manually or with mechanical aids.
The tissues targeted may include muscles,
tendons, ligaments, skin, joints or other
connective tissue, as well as lymphatic vessels
and organs. Massage can be applied with the
hands, fingers, elbows, forearm and feet. During
a massage, the therapist applies massage oil to
the body and uses kneading and circular movements
in combination with long, smooth
strokes.   Massage principles and
philosophy. Massage has a somatospsychic effect.
Somatopsychic is the interrelationship of body
and mind. Psychosomatic refers to the mind's
effect on the body. Massage therapy helps restore
healthy structure and function, allowing better
circulation, greater ease of movement, wider
range of movement, more flexibility and the
release of chronic patterns of tension.
  Massage effects Circulation of Blood -
improved blood circulation is beneficial for
relieving tension in the muscles and other soft
tissues. Movement of Lymphatic Fluid - 
improved circulation of lymphatic fluid for
ridding the body of wastes, toxins and pathogens.
The lymph system also benefits from massage,
particularly in conditions where lymphatic flow
is impaired by injury or surgery. Release of
Toxins improving the movement of toxins through
the bodys normal pathways of release and
elimination. Release of Tension - allowing
greater relaxation having important physiological
and psychological benefits. The result is a
reduction of stress. 
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Brief history of massage Massage is probably the
oldest and simplest form of health care. It is
depicted in Egyptian tomb paintings and mentioned
in ancient Chinese, Japanese and Indian texts. It
is thought to have originated in the East as a
method for unblocking the chi, the vital energy
flowing through our bodies, that tends to get
trapped due to emotional and physical upset. The
word "massage in French means "friction, from
Arabic massa means "to touch, feel or handle and
from Latin massa meaning "mass, dough". Massage
or manual bodywork comes under the category of
complimentary or allied health in Australia.
India - according to Hindu Tantra the Kundalini
or life force originates at the base of the spine
and is part of the interaction of cosmic forces
of female and male energy. Greece - ancient
Greek physicians commonly prescribed massage as a
remedy in conjunction with poultices, tonics,
fresh air and a corrective diet. Hippocrates
recognised the benefits of massage for treating a
wide range of ailments. His belief was that
disease was caused naturally and so should be
treated naturally. Rome - the Romans were known
to rub sore and tired muscles with warm oil after
bathing and before enjoying a full body massage
to stimulate the nervous system and ease the
action of their joints. China - the Chinese are
thought to have initiated the first formal
examinations in massage. Medical students were
examined in acupuncture, massage and treatment of
disease. Swedish Massage was originally
developed in the late 18th century by a Swedish
fencing master as the first systematic system of
therapeutic massage in the west. This massage
shortens recovery time from muscular strain by
flushing the tissue of lactic acid, uric acid and
other metabolic wastes. It improves circulation
and stretches the ligaments and tendons, keeping
them supple and young. It also stimulates the
skin and nervous system reducing stress, both
emotional and physical. It also has specific
clinical uses in medical or remedial therapy.

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• Massage philosophy
• Effects of massage on body systems.
• Physical directly affects parts of the body
  being treated such as the skin and sensory nerve
  endings.
• Physiological directly effects the bodys own
  response such as warming the tissues which
  dilates capillaries and increases blood flow.
• Psychological creates a feeling of relaxation.
• Cells - massage improves circulation, increases
  the supply of essential nutrients to the cells
  and prevents the build-up of waste material.
• Skeletal system massage increases the flow of
  nutrients to the bones and reduces muscular
  tension that can cause structural problems.
• Muscular tissue massage increases the flow of
  blood to the muscle tissue and can relieve muscle
  tension.
• Circulatory system massage improves blood
  circulation and relieves congestion by increasing
  oxygen and nutrient supply to the cells.
• Nervous system massage can be used with
  aromatic plant oils to relax the nerves.
• Respiratory system massage can improve
  breathing patterns by relaxing the body.
• Digestive system massage can push out waste
  products for those who suffer from constipation.
• Urinary system massage can assist with the
  elimination of built up fluids, seen as swelling
  in the body.
• Skin massage increases secretions from the
  sebaceous and sudoriferous glands. It also aids
  with the shedding of skin cells and improves the
  colour of the skin.

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Major methods of treatment used in
massage   Swedish - This type of massage is
beneficial to promote the feeling of well-being
and also helps to reduce emotional and physical
stress. Aromatherapy massage concentrates on
relaxing strokes, but of prime importance is the
selection of essential oils used during the
massage chosen for their therapeutic
effect. Neuromuscular massage - forms the basis
of aromatherapy massage. It is also referred to
as "Trigger point" therapy and the overall effect
of this massage is to restore the balance of the
autonomic nervous system. Lymphatic massage -
helps to improve the flow of lymph and some
techniques are incorporated in aromatherapy
massage. Lymph drainage massage is particularly
useful in detoxifying the body and to boost the
immune system. Acupressure massage and Shiatsu -
focuses on the meridians (channels) of the body
and to relieve "blockages" through pressure on
certain points of the body. Reflexology - used
on feet hands and ears which are massaged and
focus is placed on certain points known to have
corresponding body parts or organs. The massage
must be conducted in a way that is fitting and
professional. Any method of massage treatment
should be preceded by a medical history
consultation with the client. This assists the
therapist in planning the treatment. It
highlights any crucial conditions that may need
special attention during massage treatment or to
refer to other specialists if necessary. The
massage therapists main role is assessment and
treatment. There are some conditions that cannot
be improved with massage. It is important to
explain the limitations of massage during client
consultation.
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• Massage assessment practice principles
• Always perform assessments in conjunction with
  appropriate and ongoing assessments.
• A definitive assessment may not always be
  possible due to the variety of musculoskeletal
  problems that may be present. Refer clients to
  other health care practitioners if in doubt.
• Assessment should be conducted in a logical
  sequence commencing with client medical history.
  Assessment findings allow the massage therapist
  to plan treatments with clients, monitor
  responses to treatments, adjust treatments and
  review plans for treatment as required.
• Method of assessments.
• Seek confirmation of client medical history.
• Identify client musculoskeletal conditions.
• Identify possible psychosocial factors that may
  appear as symptoms.
• Assess clients functional limitations.
• Determine treatments and management of
  treatments.
• Discuss treatment opportunities with client.
• Monitor clients responses allowing for
  adjustments.
• Record treatment results.
• Assess effectiveness of treatments.

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• Definition of pain
• Pain is conveyed to the brain by sensory neurons.
  Pain is a sensation of physical discomfort. The
  perception of pain is the discomfort caused with
  a measure of its intensity. The various conscious
  and unconscious responses to both sensation and
  perception, including the emotional response,
  define the overall concept of pain. Pain can
  occur from a variety of situations. Injury is a
  major cause, but pain may also arise from an
  illness. It may accompany a psychological
  condition, such as depression, or may even occur
  in the absence of a recognisable trigger.
• Acute pain often results from tissue damage, such
  as a skin burn or broken bone. Acute pain can
  also be associated with headaches or muscle
  cramps. This type of pain usually goes away as
  the injury heals or the cause of the pain is
  removed. Pain-sensing neurons are called
  nociceptors. A stimulus of the nociceptor
  unleashes a cascade of neurotransmitters
  (chemicals that transmit information within the
  nervous system) in the spine.
• General pain.
• Nerve cells, or neurons, perform many functions
  in the body. Certain types of neurons are capable
  of transmitting a pain signal to the brain.
  Pain-sensing neurons are called nociceptors, with
  almost every surface and organ of the body being
  wired with them. The central part of these cells
  is located in the spine. They send threadlike
  projections to every part of the body.
  Nociceptors are classified according to the
  stimulus that prompts them to transmit a pain
  signal.
• Thermoreceptive nociceptors are stimulated by
  temperatures that are potentially tissue
  damaging.
• Mechanoreceptive nociceptors respond to a
  pressure stimulus that may cause injury.
• Polymodal nociceptors are the most sensitive and
  can respond to temperature and pressure. They
  also respond to chemicals released by the cells
  in the area from which the pain originates.
•  

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• Client history questions
• Occupation current or past.
• Sports or hobbies current or past.
• Referred to by
• Client past illness or disease. Recent
  hospitalisation or major injury.
• Family history of major illness or disease.
• Pregnant or recent births.
• Current social habits smoke, excessive drinking
  or use of recreational drugs.
• Current medication being taken.
• Known allergies.

CONTRAINDICATIONS FOR MASSAGE TREATMENT
CLIENT MEDICAL HISTORY

Clients name Date I understand that the service provided by ..................................................... (massage clinic) is not a substitute for medical care and any information provided by the therapist is not diagnostically prescriptive in any way. I understand that my personal information herein is to aid the therapist in providing a good service and is completely confidential. Signed by client
Massage therapist name Date Signed by massage therapist
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• Purpose of assessment questions
• Questions a massage therapist needs to ask should
  be designed to distinguish the levels of pain,
  whether it be pain of a local origin or pain
  referred from another part of the body.
• Nature of pain.
• Local pain.
• - usually sharp shooting pain.
• - usually at a specific area.
• Referred pain.
• - dull ache.
• - general area.
• Burning pain.
• - usually from trauma to sympathetic and somatic
  sensory nerves.
• Questions to ask client.
• Location of pain.
• Is the pain from a physical injury?
• Type of pain.
• Intenseness of pain on a scale of 0 to 10 with 0
  being no pain and 10 being extreme pain.

FORMATIVE TASK 1. CONDUCT CLIENT
CONSULTATIONS VIDEO RECORD YOUR PRACTICE
SESSIONS Using the client interview document that
you created in Book 1, you are to conduct three
client consultation sessions. You will be
demonstrating your skills and knowledge required
for conducting comprehensive client
consultations. Submit your videos to your trainer
for comment.
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Professional complementary health
care Chiropractic treatments - analysis of the
skeletal structure and muscles for joint
dysfunction and use pressure and clients body
position to make joint adjustments. Acupuncture
- involves the stimulation of points on the body
using a needles to penetrate the skin that are
then manipulated manually or by electrical
stimulation. Herbal remedies and homeopathy -
uses the medicinal properties of plants, fungi
and herbs to create medicines for treating
ailments. Naturopathy - uses a wide variety of
therapies, including hydrotherapy, heat, massage
and herbal medicine to treat and stimulate the
person's own body to heal itself. Osteopathy -
places emphasis on the musculoskeletal system
with the name osteo referring to bone and path
refers to disease. Physiotherapy treatments -
assists the rehabilitation process by developing
and restoring body systems, in particular the
neuromuscular, musculoskeletal, cardiovascular
and respiratory systems. They devise treatment
programmes, comprising manual therapy, movement,
therapeutic exercise. Myotherapy - application
of pressure at trigger points. The relief of
tension in the muscle followed by stretching
promotes healing.
26

• Informed consent
• This is providing clients with information that
  they need in order to make a decision as to
  whether they will have the massage treatment. You
  need to explain
• The massage procedure to the client.
• Length of time the treatment will take.
• Proposed benefits of the treatment.
• Common side affects or risks.
• Cost of treatment.
• Allow time for the client to ask questions.
• Valid consent.
• Clients consent to a massage treatment must take
  place prior to the commencement of treatment.
  There are four elements to the consent.
• It must be given freely and voluntarily.
• Client must understand the treatment process that
  the therapist will be undertaking.
• Client is legally capable of giving the consent.
• The consent may be implied, given verbally or in
  a written form.
• Minors under the age of 16 must have parental or
  guardianship consent prior to the massage.

27
Client privacy and personal security rights must
be protected Massage should be conducted in a
secure and private area where the client has the
ability to undress and dress in private. The
therapist must ask the client to lie on the table
and cover themselves with the appropriate towel
or cover prior to the therapist entering the
room. The therapist must have advised the client
on what clothing should be left on. During the
massage, towels or coverings should be used to
cover any part of the body not directly receiving
treatment. Health guidelines for personal care
body art industries. These guidelines help
businesses comply with the Public Health and
Wellbeing Regulations 2009 by providing
information on infection control. The guidelines
are designed around a risk management approach.
Industry-specific requirements - Physical
therapies (massage, solaria, saunas, flotation
tanks, spas and pools, gymnasium equipment and
alternative therapies) It is important that
clients are aware of the workplace policies and
procedures for safety whilst they are within the
premises. The code of conduct directs the
behaviour of both the client and staff in a
mutually dignified and respectful manner. It is
valuable because it communicates to the spa
client that they are important and empowers staff
to evoke the highest level of service. It
provides clear and compassionate communication.
Communicate code of conduct to clients through
notices in dressing rooms, on spa brochures and
through instructions from the therapist.
Communicate code of conduct to staff through -
notices in staff room, orientation and training
sessions and policy and procedure manuals.  

28

• FORMATIVE CHECKPOINT
• Before you can proceed with any further learning
  or tasks you need to submit
• formative task 1 to your trainer.
• Your trainer will contact you to discuss your
  submission. They will provide
• Comments that will allow you to improve your
  submission.
• Questions to gain a better understanding of your
  knowledge of the subject.
• General guidance so that you can improve your
  skills and knowledge.
• Encouragement to expand your thinking towards
  better solutions.
• You are to make the necessary changes as
  instructed by your trainer and submit the
  documents for re-evaluation by your trainer.

ASSESSMENT A. KNOWLEDGE QUESTIONS 1.
29

• Legislation requirements
• Relevant federal, state and local health and
  hygiene legislation and regulations.
• Efficient use of energy, water and other
  resources to reduce negative environmental
  impacts.
• Relevant organisations within the massage
  industry there is Australian Association of
  Massage Therapist (AAMT), Association of Massage
  Therapies (AMT), Massage Association of
  Australian (MAA) and the Australian Natural
  Therapist Association (ANTA). These associations
  are for those who perform therapeutic massage and
  administers body treatments for relaxation,
  health, fitness and remedial purposes. Keep up to
  date with health issues by contacting the
  industry associations and health funds. The
  website PrivateHealth.gov.au provides information
  on private health insurance and a list of
  Australian Health Funds. The website for the
  Department of Health provides health information
  for massage clients.
• Massage Code of Ethics.
• The code of ethics listed below has been
  developed as a statement about appropriate and
  expected standards of professional conduct of
  AAMT (Australian Association of Massage
  Therapist) members and as such reflects the
  values of the Association. This Code describes
  the professional conduct expected of members to
  preserve and enhance their professional
  reputation as well as the general reputation of
  the massage industry in Australia.
• Adherence to this Code involves a commitment to 5
  principles.
• The primary factor in all treatment decisions is
  the client/patients well-being.
• Maintain Client/Patient/Therapist
  confidentiality.
• Treat the client/patient according to competent
  application of accepted techniques and
  principles.
• Maintain a commitment to the development of the
  industry/ profession.
• Maintain a supportive professional attitude to
  our colleagues and the industry.

30

• Management operational functions
• They may include
• Hours of opening trading hours weekly time
  schedule holidays taken into consideration.
• Out of hours book keeping, purchase of stock
  etc.
• Equipment and products required. These include
  stock control of products for retail sales,
  product used in your services and equipment
  needed to carry out your services.
• Occupational Health and Safety procedures
  including security of premises.
• Staff wages, incentives and entitlements.
• Management or owners role.

MANAGING OPERATIONAL FUNCTIONS MANAGING OPERATIONAL FUNCTIONS MANAGING OPERATIONAL FUNCTIONS
Operational function Description of function Management aim
Marketing Formulating a business offer to customers To maximise sales
Production Making products to sell To maximise output
Purchasing Acquiring physical supplies for sale To obtain the best supply terms for desired quality
Personnel Employing people to be productive To maximise labour productivity
Financial Measuring financial results of the operation To maximise profit and cash flow surpluses
31

• Oganisational and operational activities within a
  massage clinic
• A massage clinic is like any small business and
  needs to follow the principles of small business
  management.
• These include
• Marketing activities with clients and associated
  industries.
• Delivery standards of services.
• Record keeping of client services and stock
  control.
• OHS policies including emergencies and security.
  
• Financial requirements.
• Human relations standards.
• Establishing an administrative system for the
  clinic.
• An administrative system involves
• Planning the direction of the clinic. These are
  the goals and objectives of the business.
• Organising the activities within the clinic and
  the responsibilities of those activities. This is
  called operations. It also includes staff. Who
  will work within the clinic, what tasks they will
  perform and what timeframe will they work?
• Marketing and promotions for the business.
• Directing the operations of the business is a
  management role. This means controlling the
  overall running and financial aspects of the
  clinic.
• The daily activities conducted within the clinic
  may include

FORMATIVE TASK 2. CREATE A RECORD OF
THE DAILY ACTIVITIES THAT OCCURED OVER A ONE WEEK
PERIOD OF WORK WITHIN YOUR CLINIC.
DOCUMENT Submit your record to your trainer for
comments.
32

• Marketing
• Market research is a large part of the business
  plan. This process may involve the following
• Observing and discussing client requirements.
• Recording and reviewing client requests,
  enquiries and client personal cards.
• Reviewing frequency of purchases of services and
  products.
• Talking to colleagues and sales representatives.
• Reading industry magazines and other
  publications.
• Sourcing suppliers of products for the industry.
• Collecting market research data from independent
  sources.
• Marketing plan - definition of the marketing
  plan.
• The marketing plan is a written document
  detailing marketing and financial objectives for
  each product and service and recommending
  programs and strategies for achieving these
  objectives.
•  
• The marketing plan sets out programs and their
  costs and timing to guide the marketing
  activities of your business. Market planning
  reflects short-term goals and the actual,
  specific details of the plan that is the actual
  budgets and marketing tactics that will be
  employed. Marketing funds should be allocated to
  business promotions, consumer promotions or
  general advertising.
• Marketing concept.
• A marketing concept is the overall plan that the
  business will implement to attract customers. The
  customer is the main focus. What does the
  customer want? What does the customer need?

33
Profit margins Understanding the basic concepts
of costing and pricing is important in running a
business. You need to know the optimum price you
can charge for the products or service to cover
business overheads and make a profit without
pricing yourself out of the market. You need to
consider what customers will pay and what your
profit margin will be. Your profit margin. There
are three different profit margin calculations
you need to consider direct costs margin,
break-even pricing and profit pricing. 1. Direct
costs margin. This is the amount that remains
after paying the costs directly associated with
the product or service being sold. Obviously you
would want to at least cover your direct costs to
continue selling the product or service. 2.
Break-even pricing. The break-even analysis sets
your overhead costs against how many production
hours you will need to cover them. This then
determines how much you will need to charge for
your product or service in order to cover those
overheads. The break-even analysis provides a
strong indication of whether your business will
make a profit or not. 3. Profit pricing. This is
the price at which youll finally make a profit.
If you can sell your products and services at
this price, and still be competitive, youve got
a business. If you cant, you can lower your
direct costs, fixed costs or desired profit, or
sell something else that offers better margins.
34

• Target profit margins
• This is the amount of profit you want to earn
  above the hourly expenses and the seat time
  costs. 
• It is generally considered that a business should
  follow these principles
• Product cost should be no more than 15 of sales
  forecast.
• Wages and fixed costs together should be no more
  than 50 of sales forecast.
• The balance should cover variable costs and
  profits to be made.
• In economics, fixed costs are business expenses
  that are not dependent on the activities of the
  business. They tend to be time-related, such as
  salaries or rents being paid per month. In
  management accounting, fixed costs are defined as
  expenses that do not change in proportion to the
  activity of a business. For example, paying rent
  and utility bills irrespective of the number of
  sales made.
• Variable costs are volume-related and are
  affected by sales and purchases the business
  makes. Total costs for running the business is
  the fixed costs plus variable costs added
  together.
• Time and cost.
• The costs of services charged to clients differs.
  The price charged to deliver the treatment
  depends on the operators skills, the facilities
  and equipment available and the clients
  requirements.
• Clients will ask
• How long will it take?
• How much will it cost?

35

• Human resource planning
•  
• Human resource planning is about
• Trying to get a lot of different people to work
  successfully towards shared outcomes.
• Harnessing all the resources of a business or
  team in order to attain shared goals.
• Monitoring progress towards these goals.
• Managing variations from the goals and the plans
  to ensure that each goal is achieved.
• Developing a staffing policy. 
• Every business should have a staffing policy.
  This document should detail how the business will
  attract and retain staff. It should include
• Employee award details.
• Staffing roster and absenteeism policy.
• Performance appraisal goals and rewards policy.
• Strategies for training and personal development
  for employees.
• Strategies for resolving interpersonal employee
  conflict and industrial disputes.
• Strategies for administering staff discipline and
  dismissal procedures.  
• Employment award.
• Most businesses are covered by a modern award.
  Modern awards commenced on 1 January 2010 and are
  industry or occupation-based employment standards
  that operate in conjunction with the Fair Work
  Act 2009. They were created to establish one set
  of minimum conditions for employers and employees
  across Australia who work in the same industries
  and occupations. The award does not need to list
  individual businesses.

36

• Employment categories
• An employee usually
• Receives payment as wages or salary.
• Have their tax taken out by their employer.
• Is based at the business, work from their home or
  are mobile for example a sales representative.
• Can be full-time, part-time, apprentice, trainees
  or causal.
• Permanent employment can be full time or part
  time.
• A full-time worker can work a standard day (9am
  to 5pm - 8am to 4pm).
• A part-time employee works regular set hours but
  less than a full-time week (Monday to Friday 9am
  to 1pm) or parts of weeks (Monday to Wednesday)
  or even parts of a month.
• Full time and part time employees are entitled to
  annual leave, personal leave (sick leave and
  carers leave) and are entitled to be given
  notice if their employment is terminated.
• Casual.
• Casual employees can be used for short irregular
  periods of work but can also work in long term
  arrangements.
• Can be asked to work at short notice and have no
  guarantee of regular set hours.
• Some awards require casuals to be paid for a
  minimum of three or four hours work depending on
  the award.
• Often casuals work irregular hours and dont
  receive annual leave, personal leave or notice of
  termination. Instead, casual employees are
  usually paid an extra loading, at least 20 or
  more depending on the award. This is on top of
  the base rate of pay to compensate them for not
  receiving entitlements.
• Can be terminated with an hours notice unless
  they are covered by an agreement that specifies
  otherwise.

37

• Fair Work Act 2009
• The Fair Work Act 2009 commenced on 1 July 2009.
  New agreements under the Act are now called
  enterprise agreements and are simply an agreement
  between one or more national system employers and
  their employees. Fair Work Australia will use the
  Better Off Overall Test (BOOT) to assess new
  enterprise agreements.
• The major new features of enterprise agreements
  are that they must have
• - A nominal expiry date of not more than four
  years after the day on which FWA approves the
  agreement of a dispute settlement procedure.
• - A flexibility term so the employee and
  management can agree to vary the agreement to
  meet mutual needs. A consultation term requires
  the employer to consult with their employees
  about any major workplace changes that are likely
  to have a significant effect on them.
• If an enterprise agreement does not contain a
  flexibility or consultation term, the generic
  model clause prescribed by the Fair Work
  Regulations will be 'deemed' to be included in
  that agreement and therefore must be followed.
• Common law employment contracts, letters of offer
  or engagement.
• Common law contracts are individual employment
  agreements between employees and employers, with
  legal obligations for both sides. A contract
  consists of mutual promises made by two or more
  people, enforceable by law. In a work context,
  the most obvious form these mutual promises take
  is the employee's promise to work in return for
  an employer's promise to pay wages. Unlike awards
  and other formal workplace agreements, a common
  law contract may be in writing, oral, or partly
  writing and oral. Common law employment
  contracts, as a minimum, must meet or exceed each
  condition in an applicable award or agreement.
  The National Employment Standards (NES) also
  override any less favourable terms in a common
  law contract. Common law contracts can be a short
  letter of offer or letter of engagement. These
  summarise the new employee's pay and conditions,
  which they sign before they start work.
• Fair Work Australia sets minimum wages and
  conditions Modern awards list the minimum rates
  for award-covered employees.

38
Equal Opportunity Under the Equal Opportunity
Act 2010, employers have a positive duty to take
reasonable and proportionate measures to
eliminate discrimination, sexual harassment and
victimisation. A business needs to establish a
policy and procedures for complying with the
Equal Opportunity Act. There are also benefits to
having a workplace free from discrimination,
bullying, sexual harassment and victimisation.
Workers are more likely to have better morale and
be more productive if they feel safe and
supported. Staff turnover and recruitment costs
are reduced, as are staff complaints, disruptions
and legal disputes. This may include
discrimination by Age. Breastfeeding. Carer
status. Disability. Employment
activity. Gender identity. Industrial
activity. Lawful sexual activity. Marital
status. Parental status. Physical
features. Political belief or activity. Pregnanc
y. Race -including colour, nationality,
ethnicity and ethnic origin. Religious belief or
activity. Sex and sexual orientation. Personal
association with someone who has, or is assumed
to have, any of these personal characteristics.  T
he Act covers discrimination in employment,
education, accommodation, clubs, sport, goods and
services, land sales and transfers, local
government as well as sexual harassment.
39

• General record keeping
• The Fair Work Act 2009 requires employers to keep
  and maintain records of the dates and hours their
  employees work and how much they're paid. It
  also requires you to give employees regular
  payslips with these details, as a hard copy or in
  electronic form.
• Good record keeping provides useful information
  to forecast future costs. Other records you're
  obliged to keep for your employees include
• Start and end date of employment or contract end
  date.
• The agreement that covers their employment e.g.
  award, workplace agreement, contract.
• Start and finish times of overtime hours worked
  for employees entitled to overtime penalty rates
  or loadings leave accruals e.g. annual leave and
  personal leave.
• Superannuation fund and contribution details.
• Superannuation.
• The superannuation guarantee legislation requires
  employers to provide superannuation contributions
  for their employees as a percentage of their base
  earnings. Employees can choose their own
  superannuation fund or retirement savings
  account.
• The payment is 9 for an employee who is paid at
  least 450 gross per month, paid into a
  superannuation fund or retirement savings account
  at least every quarter. Records must be kept of
  all contributions made. A record of when and how
  you reported superannuation contributions to the
  employees must be kept. You must also report in
  writing to your employees the details of the
  contributions you've made to their superannuation
  funds at least once every quarter.
• Under the Federal Superannuation Guarantee Act
  1993, you don't pay superannuation to an employee
  if they are
• paid a salary or wage of less than 450 in a
  month, or under 18 years of age and work less
  than 30 hours a week, or
• aged 70 or over.

40
Fringe benefits tax (FBT) This is a tax paid on
certain benefits employers provide to their
employees or their employees' associates in place
of, or in addition to, salary or wages. FBT is
separate from income tax and is based on the
taxable value of the fringe benefit. A benefit
could be the use of something, e.g. the use of a
car or discounted goods. Payroll tax. Each state
within Australia has its own tax collection
agency. The State Revenue Office (SRO) collects
and administers payroll tax. Employers must
register for and pay payroll tax if their total
Australian wages exceed the states general
exemption level.
41
Stock control systems A stock control system
begins with a list of all the stock, those for
use in salon services as well as retail stock
sold to clients. Separate the two so as not to be
confusing. Stock management should be a regular
task when operating a salon. Creating a basic
manual stock system for clinic use products. This
system should include the different product
types, product sizes and colours. It should
include a column noting the minimum numbers of
stock required and another noting the maximum
numbers for the clinic to hold. Minimum numbers
prevent running out of stock while the maximum
numbers prevent excessive holding of stock. Too
much stock is a drain on the cash flow of any
small business. This list should have a blank
column for counting the stock. The stock system
must have the date and time when the count was
conducted. The person who conducts the count
should sign as well as a supervisor. A basic
manual stock system for retail stock. This should
include the different product types, product
sizes and colours. It should contain minimum and
maximum stock amounts plus an actual stock count
column. Include a column for the price charged
for the retail products. When a current list is
compared with a previous list, it is easy to see
what stock has been sold. This stock take
requires signatures of the person conducting the
count as well as the supervisor. If the business
uses computerised stock control, it is linked in
with the cash register. This system gives a print
out report on the stock on hand without the
necessity of physical stock counts. This stock
control allows you to see what is happening on a
daily basis however a physical count may need to
take place to see if the stock levels are the
same as those on the printouts.
42

• FORMATIVE CHECKPOINT
• Before you can proceed with any further learning
  or tasks you need to submit
• formative tasks 2 and 3 to your trainer.
• Your trainer will contact you to discuss your
  submission. They will provide
• Comments that will allow you to improve your
  submission.
• Questions to gain a better understanding of your
  knowledge of the subject.
• General guidance so that you can improve your
  skills and knowledge.
• Encouragement to expand your thinking towards
  better solutions.
• You are to make the necessary changes as
  instructed by your trainer and submit the
  documents for re-evaluation by your trainer.

ASSESSMENT A. KNOWLEDGE QUESTIONS 2.
43

• Role of OHS Code of Practice
• Provides practical guidance.
• Should be followed, unless there is a better
  solution which achieves the same or better
  results.
• Is able to be used in support of the Acts
  preventative enforcement provisions.
• Can be used to support prosecution.
• It is the employers responsibility (as far as
  possible) to provide and maintain
• The health and safety of themselves, their
  employees and members of the public.
• Safe work systems and equipment.
• First aid facilities and ensure at least one
  practitioner has a