This unit describes the skills and knowledge required to manage the performance of staff who report to them directly. Development of key result areas and key performance indicators and standards, coupled with regular and timely coaching and feedback, provide the basis for performance management.
It applies to individuals who manage people. It covers work allocation and the methods to review performance, reward excellence and provide feedback where there is a need for improvement.
The unit makes the link between performance management and performance development, and reinforces both functions as a key requirement for effective managers.
No licensing, legislative or certification requirements apply to this unit at the time of publication.
Performance criteria describe the performance needed to demonstrate achievement of the element.
1.1 Consult relevant groups and individuals on work to be allocated and resources available
1.2 Develop work plans in accordance with operational plans
1.3 Allocate work in a way that is efficient, cost effective and outcome focussed
1.4 Confirm performance standards, Code of Conduct and work outputs with relevant teams and individuals
1.5 Develop and agree performance indicators with relevant staff prior to commencement of work
1.6 Conduct risk analysis in accordance with the organisational risk management plan and legal requirements
2.1 Design performance management and review processes to ensure consistency with organisational objectives and policies
2.2 Train participants in the performance management and review process
2.3 Conduct performance management in accordance with organisational protocols and time lines
2.4 Monitor and evaluate performance on a continuous basis
3.1 Provide informal feedback to staff on a regular basis
3.2 Advise relevant people where there is poor performance and take necessary actions
3.3 Provide on-the-job coaching when necessary to improve performance and to confirm excellence in performance
3.4 Document performance in accordance with the organisational performance management system
3.5 Conduct formal structured feedback sessions as necessary and in accordance with organisational policy
4.1 Write and agree on performance improvement and development plans in accordance with organisational policies
4.2 Seek assistance from human resources specialists, where appropriate
4.3 Reinforce excellence in performance through recognition and continuous feedback
4.4 Monitor and coach individuals with poor performance
4.5 Provide support services where necessary
4.6 Counsel individuals who continue to perform below expectations and implement the disciplinary process if necessary
4.7 Terminate staff in accordance with legal and organisational requirements where serious misconduct occurs or ongoing poor-performance continues
About This Course
Evidence of the ability to:
- consult with relevant stakeholders to identify work requirements, performance standards and agreed performance indicators
- develop work plans and allocate work to achieve outcomes efficiently and within organisational and legal requirements
- monitor, evaluate and provide feedback on performance and provide coaching or training, as needed
- reinforce excellence in performance through recognition and continuous feedback
- seek assistance from human resources specialists where appropriate
- keep records and documentation in accordance with the organisational performance management system.
Note: If a specific volume or frequency is not stated, then evidence must be provided at least once.
To complete the unit requirements safely and effectively, the individual must:
- outline relevant legislative and regulatory requirements
- outline relevant awards and certified agreements
- explain performance measurement systems utilised within the organisation
- explain unlawful dismissal rules and due process
- describe staff development options and information.
Assessment must be conducted in a safe environment where evidence gathered demonstrates consistent performance of typical activities experienced in the management and leadership field of work and include access to:
- relevant legislation
- workplace documentation and resources
- case studies and, where possible, real situations
- interaction with others.
Assessors must satisfy NVR/AQTF assessor requirements.