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Elements and Performance Criteria

Required Skills

Required skills

communication skills to

advise on methods for giving feedback

assist managers with methods for addressing underperformance

organisational skills to check that

systems are followed

necessary documentation is kept and maintained according to privacy and confidentiality policies and legislation

technology skills to

access records of interviews

apply appropriate security controls to records

Required knowledge

key elements and purposes of performancemanagement processes and their contribution to organisational objectives and the human resources cycle

rewards and incentive schemes

warning systems and 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 ability to

support the implementation of the performancemanagement system and analyse its strengths and weaknesses

provide information about the performancemanagement system

explain the benefits of effective performance management and how it links with performance development

Context of and specific resources for assessment

Assessment must ensure

access to samples of documents and resources normally used in a workplace performancemanagement process

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 reports on performance management

demonstration of techniques in providing advice on performance feedback

direct questioning combined with review of portfolios of evidence and thirdparty workplace reports of onthejob performance by the candidate

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

observation of presentations on performancemanagement systems

evaluation of documentation outlining training or instruction provided in using the performancemanagement 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 known as or include:	duty statements job specifications role statements.
Performance appraisal meetings may consider:	data from tailored software feedback from peers, those whose performance has been reviewed, customers and clients key performance indicators perspectives of the manager and the person being reviewed qualitative and quantitative measurement of performance.
Acknowledgement may include:	monetary rewards, such as: additional superannuation bonuses incentives innovative motor vehicle and other salary packaging opportunities salary increases nonmonetary rewards, such as: conference registrations purchase of special equipment training.
Promoting the performance-management system may include explaining:	employee motivation and engagement strategies financial and other consequences of managing under-performance how performance management links to business objectives impact of high and low performing staff links between performance management and learning and development links between quality and costs system benefits.
Performance development may include:	action learning sets job rotation mentoring or coaching pairing with more experienced staff shadowing training.