This unit describes the skills required to facilitate the organisation’s performance management processes to review and enhance employee performance. It includes identifying organisational performance requirements, supporting performance management processes and reporting on performance.
This unit applies to those working in administration roles in the public sector where human resources management is required.
The skills and knowledge described in this unit must be applied within the legislative, regulatory and policy environment in which they are carried out. Organisational policies and procedures must be consulted and adhered to.
Those undertaking this unit would work independently, performing complex tasks in a familiar context.
No licensing, legislative or certification requirements apply to unit at the time of publication.
You may want to include more information here about the target group and the purpose of the assessments (eg formative, summative, recognition)
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.
ELEMENTS
PERFORMANCE CRITERIA
Elements describe the essential outcomes
Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.
1.1 Confirm position profiles as uptodate, comprehensive and reflecting business requirements.
1.2 Identify and clarify performance standards where necessary with individuals, supervisors and managers in accordance with position requirements.
1.3 Assess, where relevant, individual performance agreements to confirm agreed requirements.
1.4 Analyse organisational policies and agreements relating to performance management to identify requirements and any performance rewards.
2. Support performance management processes
2.1 Confirm and agree on goals, objectives and required outcomes for the organisation’s performance management framework.
2.2 Educate staff and other stakeholders on performance management processes, benefits and the links between performance management and organisational policies.
2.3 Promote and support ongoing twoway performance feedback between the performance manager, the employee, key stakeholders and clients to ensure that performance is managed on a daytoday basis and not only during formal performance reviews.
2.4 Provide support and advice to performance managers to ensure processes are ethical, objective and inclusive in responding to the needs of the range of business units, position types and diverse employee working and/or learning styles represented within the organisation.
2.5 Provide information and advice to performance managers to assist in responding to inappropriate, under- or over-performance.
2.6 Support performance managers to respond to grievances and appeals.
3. Report on performance
3.1 Obtain and analyse aggregated data relating to performance management across the organisation to identify organisational outcomes and trends.
3.2 Record trends requiring intervention with supporting evidence, and report.
3.3 Identify and report the impact of performance outcomes on career management, retention and succession strategies.
3.4 Integrate organisational performance reports into the business planning cycle.
Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the candidate must demonstrate evidence of performance of the following on at least one occasion.
working with stakeholders in the performance management process
undertaking conflict resolution and negotiation
interpreting and explaining formal documents and assisting others to apply them in the workplace
providing written advice and reports requiring reasoning and precision of expression
Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the depth of knowledge demonstrated must be appropriate to the job context of the candidate.
key components of performance management processes
organisational goals, policies and procedures related to performance management
performance standards
requirements for content and standards of organisational performance reporting
jurisdictional legislation applying to human resources, including freedom of information, privacy, confidentiality, work health and safety, and environment
This unit contains no specific industry-mandated assessment conditions. Guidance on suggested and recommended conditions and methods can be found in the Implementation Guide.
Assessors must satisfy the NVR/AQTF mandatory competency requirements for assessors.
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.
ELEMENTS
PERFORMANCE CRITERIA
Elements describe the essential outcomes
Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.
1.1 Confirm position profiles as uptodate, comprehensive and reflecting business requirements.
1.2 Identify and clarify performance standards where necessary with individuals, supervisors and managers in accordance with position requirements.
1.3 Assess, where relevant, individual performance agreements to confirm agreed requirements.
1.4 Analyse organisational policies and agreements relating to performance management to identify requirements and any performance rewards.
2. Support performance management processes
2.1 Confirm and agree on goals, objectives and required outcomes for the organisation’s performance management framework.
2.2 Educate staff and other stakeholders on performance management processes, benefits and the links between performance management and organisational policies.
2.3 Promote and support ongoing twoway performance feedback between the performance manager, the employee, key stakeholders and clients to ensure that performance is managed on a daytoday basis and not only during formal performance reviews.
2.4 Provide support and advice to performance managers to ensure processes are ethical, objective and inclusive in responding to the needs of the range of business units, position types and diverse employee working and/or learning styles represented within the organisation.
2.5 Provide information and advice to performance managers to assist in responding to inappropriate, under- or over-performance.
2.6 Support performance managers to respond to grievances and appeals.
3. Report on performance
3.1 Obtain and analyse aggregated data relating to performance management across the organisation to identify organisational outcomes and trends.
3.2 Record trends requiring intervention with supporting evidence, and report.
3.3 Identify and report the impact of performance outcomes on career management, retention and succession strategies.
3.4 Integrate organisational performance reports into the business planning cycle.
Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the candidate must demonstrate evidence of performance of the following on at least one occasion.
working with stakeholders in the performance management process
undertaking conflict resolution and negotiation
interpreting and explaining formal documents and assisting others to apply them in the workplace
providing written advice and reports requiring reasoning and precision of expression
Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the depth of knowledge demonstrated must be appropriate to the job context of the candidate.
key components of performance management processes
organisational goals, policies and procedures related to performance management
performance standards
requirements for content and standards of organisational performance reporting
jurisdictional legislation applying to human resources, including freedom of information, privacy, confidentiality, work health and safety, and environment
This unit contains no specific industry-mandated assessment conditions. Guidance on suggested and recommended conditions and methods can be found in the Implementation Guide.
Assessors must satisfy the NVR/AQTF mandatory competency requirements for assessors.
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
Confirm position profiles as uptodate, comprehensive and reflecting business requirements.
Identify and clarify performance standards where necessary with individuals, supervisors and managers in accordance with position requirements.
Assess, where relevant, individual performance agreements to confirm agreed requirements.
Analyse organisational policies and agreements relating to performance management to identify requirements and any performance rewards.
Confirm and agree on goals, objectives and required outcomes for the organisation’s performance management framework.
Educate staff and other stakeholders on performance management processes, benefits and the links between performance management and organisational policies.
Promote and support ongoing twoway performance feedback between the performance manager, the employee, key stakeholders and clients to ensure that performance is managed on a daytoday basis and not only during formal performance reviews.
Provide support and advice to performance managers to ensure processes are ethical, objective and inclusive in responding to the needs of the range of business units, position types and diverse employee working and/or learning styles represented within the organisation.
Provide information and advice to performance managers to assist in responding to inappropriate, under- or over-performance.
Support performance managers to respond to grievances and appeals.
Obtain and analyse aggregated data relating to performance management across the organisation to identify organisational outcomes and trends.
Record trends requiring intervention with supporting evidence, and report.
Identify and report the impact of performance outcomes on career management, retention and succession strategies.
Integrate organisational performance reports into the business planning cycle.
Confirm position profiles as uptodate, comprehensive and reflecting business requirements.
Identify and clarify performance standards where necessary with individuals, supervisors and managers in accordance with position requirements.
Assess, where relevant, individual performance agreements to confirm agreed requirements.
Analyse organisational policies and agreements relating to performance management to identify requirements and any performance rewards.
Confirm and agree on goals, objectives and required outcomes for the organisation’s performance management framework.
Educate staff and other stakeholders on performance management processes, benefits and the links between performance management and organisational policies.
Promote and support ongoing twoway performance feedback between the performance manager, the employee, key stakeholders and clients to ensure that performance is managed on a daytoday basis and not only during formal performance reviews.
Provide support and advice to performance managers to ensure processes are ethical, objective and inclusive in responding to the needs of the range of business units, position types and diverse employee working and/or learning styles represented within the organisation.
Provide information and advice to performance managers to assist in responding to inappropriate, under- or over-performance.
Support performance managers to respond to grievances and appeals.
Obtain and analyse aggregated data relating to performance management across the organisation to identify organisational outcomes and trends.
Record trends requiring intervention with supporting evidence, and report.
Identify and report the impact of performance outcomes on career management, retention and succession strategies.
Integrate organisational performance reports into the business planning cycle.