Google Links

Follow the links below to find material targeted to the unit's elements, performance criteria, required skills and knowledge

Elements and Performance Criteria

  1. Review performance management infrastructure
  2. Promote performance management system
  3. Collate performance management data

Required Skills

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

Evidence Required

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 onthejob 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

Range Statement

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