• BSBHRM403A - Support performance management process

Assessor Resource

Support performance management process

Assessment tool

Version 1.0
Issue Date: November 2018

This unit applies to human resources officers, or people in similar roles, who work under the direction of a human resource manager.

The unit covers the requirement to support the performance management system across the organisation by assisting with the administrative infrastructure, provision of information and advice, and facilitating review mechanisms.

This unit describes the performance outcomes, skills and knowledge required to assist in the effective implementation of a performance management system and to facilitate employee performance.

Please note that this unit does not address the line management responsibilities of performance management; this is addressed in BSBMGT502B Manage people performance.

No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.

You may want to include more information here about the target group and the purpose of the assessments (eg formative, summative, recognition)

Employability Skills

This unit contains employability skills.

Evidence Required

List the assessment methods to be used and the context and resources required for assessment. Copy and paste the relevant sections from the evidence guide below and then re-write these in plain English.

The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.

Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the following is essential:

analysis of a performance management system and its strengths and weaknesses

development of methods and techniques to support the effective implementation of the performance management system

knowledge of performance management.

Context of and specific resources for assessment

Assessment must ensure:

access to appropriate documentation and resources normally used in the workplace.

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:

assessment of written reports on performance management

demonstration of techniques in providing advice on performance feedback

direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate

observation of presentations on performance management systems

review of documentation outlining advice and support provided where there is dissention about performance appraisal outcomes

evaluation of documentation outlining training or instruction provided in using the performance management system

oral or written questioning to assess knowledge of rewards and incentive schemes.

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:

other units from the Certificate IV in Human Resources.

Submission Requirements

List each assessment task's title, type (eg project, observation/demonstration, essay, assingnment, checklist) and due date here

Assessment task 1: [title]      Due date:

(add new lines for each of the assessment tasks)

Assessment Tasks

Copy and paste from the following data to produce each assessment task. Write these in plain English and spell out how, when and where the task is to be carried out, under what conditions, and what resources are needed. Include guidelines about how well the candidate has to perform a task for it to be judged satisfactory.

Required skills

communication skills to advise on methods for giving feedback and to assist managers with means for addressing poor performance

organisational skills to see that systems are followed and that all necessary documentation is kept and accessible

technology skills to write reports and to access records of interviews.

Required knowledge

performance management and its contribution to the human resource cycle and organisational objectives

rewards and incentive schemes

warning systems, grievance procedures.

The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.

Position descriptions may also be termed, or include:

duty statements

job specifications

role statements

Performance appraisal meetings may consider:

any qualitative or quantitative measurement of performance

data from tailored software

feedback from peers, reportees, customers or clients

key performance indicators

perspectives of the manager and the person being reviewed

Rewards may include:

additional superannuation



innovative motor vehicle and other salary packaging opportunities

non-monetary rewards such as conference, training, purchase of special equipment

salary increases

Performance development may include:

action learning sets

job rotation

mentoring or coaching

pairing with more experienced staff



Copy and paste from the following performance criteria to create an observation checklist for each task. When you have finished writing your assessment tool every one of these must have been addressed, preferably several times in a variety of contexts. To ensure this occurs download the assessment matrix for the unit; enter each assessment task as a column header and place check marks against each performance criteria that task addresses.

Observation Checklist

Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice Yes No Comments/feedback
Ensure that all positions have current position descriptions specifying key requirements of the role 
Ensure that managers have provided reportees with performance indicators that are consistent with the position description requirements 
Check that performance appraisal meetings are held in accordance with organisational timeframes, that correct documentation has been completed and that all necessary parties have recorded agreement 
Check that appropriate organisational procedures have been followed for rewarding good performance 
Check that appropriate organisational procedures have been followed for addressing under performance 
Provide advice and support where there is dissention about performance appraisal outcomes 
Clarify goals and methods of the performance management system 
Address any questions from employees about the performance management system 
Arrange or deliver, training or instruction in how to use the performance management system 
Encourage ongoing and regular feedback on performance as well as formal performance appraisals 
Review performance management documentation to establish trends or problem areas which require attention 
Review patterns in skill or performance gaps and consider requirements and options for performance development 
Revise policies or procedures if necessary 
Suggest improvements to the performance management system 


Assessment Cover Sheet

BSBHRM403A - Support performance management process
Assessment task 1: [title]

Student name:

Student ID:

I declare that the assessment tasks submitted for this unit are my own work.

Student signature:

Result: Competent Not yet competent

Feedback to student









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Assessment Record Sheet

BSBHRM403A - Support performance management process

Student name:

Student ID:

Assessment task 1: [title] Result: Competent Not yet competent

(add lines for each task)

Feedback to student:









Overall assessment result: Competent Not yet competent

Assessor name:



Student signature: