Knowledge of: workplace feedback and performance management systems and responsibilities in the workplace, including personal level of authority for performance counselling and disciplinary procedures company policies, procedures and related communication systems the effect of personal style and behaviour on others in the work area, including the importance of establishing effective relationships with people in the work area the importance of providing clear information on performance expectations and related communication systems/processes signs of poor performance, including patterns or behaviour that may lead to poor performance options and strategies to address performance issues, including the difference between competency performance and related responses systematic approaches for structuring a discussion on poor performance (at a minimum this includes a clear statement of the problem, an explanation of why it is a problem, the action or change required to address the problem and any follow up action) workplace and legal requirements to document instances of poor performance or unacceptable behaviour, including the legal processes that could eventuate and how reported information may be used relevant provisions of relevant industrial awards and enterprise agreements on employee rights and responsibilities related to work performance, including the relationship between the award and site agreements communication skills to consult and communicate with relevant personnel recording systems and requirements |