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Elements and Performance Criteria

1. Communicate work requirements and expectations
   • Identify information requirements for new recruits
   • Communicate enterprise policies, performance requirements and responsibilities to new recruits
   • Make information available to new recruits in appropriate and accessible formats
   • Adjust communication methods to account for the purpose and the audience, factoring in social and cultural diversity
   • Model appropriate work behaviours and procedures in personal conduct
   • Identify, facilitate and resolve (within level of responsibility) individual and team issues in relation to developing and managing new recruits
2. Provide an appropriate learning environment for new recruits
   • Establish learning and development plans for new recruits and monitor progress in conjunction with human resources personnel
   • Estimate and secure resources required to support informal and formal learning and training
   • Monitor implementation of workplace policies to ensure the workplace and learning environment conforms with industrial, customer and legal requirements
   • Arrange opportunities for new recruits to develop and apply skills and knowledge
   • Establish patterns of work organisation and job rotation to reinforce learning
3. Provide regular and timely feedback on performance
   • Monitor progress and performance of new recruits
   • Identify signs of poor or unacceptable practices
   • Investigate reasons for poor or unacceptable performance
   • Provide structured feedback to new recruits
   • Identify and agree strategies for addressing the performance gap with the new recruit
   • Confirm progress or take appropriate follow up action through ongoing monitoring
4. Communicate work requirements and expectations
   • Identify information requirements for new recruits
   • Communicate enterprise policies, performance requirements and responsibilities to new recruits
   • Make information available to new recruits in appropriate and accessible formats
   • Adjust communication methods to account for the purpose and the audience, factoring in social and cultural diversity
   • Model appropriate work behaviours and procedures in personal conduct
   • Identify, facilitate and resolve (within level of responsibility) individual and team issues in relation to developing and managing new recruits
5. Provide an appropriate learning environment for new recruits
   • Establish learning and development plans for new recruits and monitor progress in conjunction with human resources personnel
   • Estimate and secure resources required to support informal and formal learning and training
   • Monitor implementation of workplace policies to ensure the workplace and learning environment conforms with industrial, customer and legal requirements
   • Arrange opportunities for new recruits to develop and apply skills and knowledge
   • Establish patterns of work organisation and job rotation to reinforce learning
6. Provide regular and timely feedback on performance
   • Monitor progress and performance of new recruits
   • Identify signs of poor or unacceptable practices
   • Investigate reasons for poor or unacceptable performance
   • Provide structured feedback to new recruits
   • Identify and agree strategies for addressing the performance gap with the new recruit
   • Confirm progress or take appropriate follow up action through ongoing monitoring

Range Statement

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Performance Evidence

The candidate must supervise new recruits. Evidence must demonstrate the candidate’s consistency of performance over time.

The candidate must:

establish effective relationships with new recruits in the nominated work area

apply appropriate communication skills to manage conflict and facilitate resolution of issues, disagreements or disputes

apply interpersonal skills including appropriate questioning, listening and feedback techniques

maintain currency of knowledge and techniques through informal learning, regular professional development or personal research

foster effective teamwork by recognising and utilising individual strengths

ensure that appropriate behaviours and procedures are consistently observed by all personnel in the work area

ensure that new recruits have adequate opportunity to learn, apply and practice new skills and knowledge

ensure availability of relevant and appropriate information describing behaviour and performance expectations for new recruits; this includes information on policies and procedures, corporate values, and production targets or work outcomes

identify and apply relevant workplace health and safety, regulatory and workplace requirements

identify legal requirements and personal and company responsibilities in relation to managing new recruits

identify and conform with enterprise and employee obligations under industrial arrangements and training agreements in relation to the provision of (workplace) training

investigate causes of poor or unacceptable work performance in consultation with new recruits

model behaviour consistent with company policies and procedures

monitor individual performance, identify performance gaps and develop strategies in consultation with human resources personnel

monitor progress towards achieving agreed conduct and/or performance improvements

plan and undertake structured feedback or appraisal of new recruits

provide regular feedback to new recruits to foster confidence and appropriate workplace behaviours

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Knowledge Evidence

The candidate must demonstrate a broad factual, technical and theoretical knowledge of:

workplace feedback and performance management systems and responsibilities in the workplace, including personal level of authority in relation to performance counselling and disciplinary procedures

applicable legislation and Fair Work Australia requirements

conflict management techniques

workplace policies and procedures

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