Elements and Performance Criteria
- Undertake work activities
- Identify and address work requirements within own role and area of responsibility
- Demonstrate understanding of instructions and directions, clarify where necessary, and implement appropriately
- Undertake responsibilities and duties consistent with decisions made by the team, instructions given by management and agreed policies and procedures
- Maintain communication with team leader advising of progress of task/activity
- Modify tasks or performance if required in line with approved procedures and, if possible, agreed in advance with the appropriate person
- Determine needs for additional support and communicate clearly and in a suitable format to management or appropriate person
- Provide reports about progress and completion of work clearly in a form and at times and frequencies as agreed
- Share information about own area of work and responsibility with colleagues in a way which helps them to carry out their own work and to put agreed plans into action
- Ensure sharing of information complies with agreed boundaries of confidentiality
- Maintain personal safety and safety of others
- Communicate to team leader any legal requirements and/or ramifications of activities
- Accept responsibilities
- Set performance requirements
- Maintain team performance
- Monitor individual performance against defined performance requirements and take appropriate action to maintain performance if required
- Monitor performance of others and take appropriate action through coaching and mentoring to ensure objectives and goals are met
- Respond to unsatisfactory practice of colleagues in a manner that balances organisation needs and goals with consideration for the individual
- Provide team leader with feedback, positive support and clear accurate advice
- Refer performance issues which cannot be rectified or addressed to appropriate personnel according to organisation policy
- Advise team leader of any changes in priorities or tasks
- Complete all required documentation relevant to performance
- Act as a team leader as required
- Identify work requirements and present to team members
- Communicate instructions and directions to team members clearly and unambiguously
- Recognise, discuss and deal with team members' concerns and queries
- Adhere to equal opportunities codes of practice and respond to cultural and religious beliefs and practices of colleagues in a way that demonstrates that diversity is valued and that discrimination and prejudice will be challenged
- Communicate any legal requirements and/or ramifications of team activities to team members
- Allocate duties, rosters and responsibilities to team members having regard to the skills and knowledge required to properly undertake the assignment or task and according to organisation policy and procedures
- Make comments and give constructive criticism to colleagues in a manner which identifies their good practice and reinforces their self confidence
- Use opportunities to communicate informally with colleagues as far as possible within the time constraints of the work environment to develop shared attitudes and to extend relationships
- If colleagues experience discrimination, offer support that helps them assert their individual rights and sustain their confidence and self-esteem
- Contribute to team meetings
- Undertake adequate meeting preparation to enable the supply of suitable information and effective contribution to discussion
- Participate in meetings, planning and decision-making consistent with own role and the role of other members of the team
- Ensure information given and views expressed to those outside the team are consistent with the decisions of the team
- Manage any decisions made which conflict with own viewpoint in a manner which is likely to promote the aims of the team and organisation
- Respond to stress and conflict in the team
- Respond to indications that colleagues are stressed or need support in a manner that encourages them to share their concerns and difficulties
- Ensure any offers made in a work context to help colleagues alleviate stress or develop support are within own area of responsibility and competence
- Share information to help colleagues identify sources of support or expertise and further training opportunities, if it can potentially enhance their competence and ability to cope
- Respond to conflict with colleagues or between colleagues in a manner that does not disrupt the work of the organisation
- Promptly refer to an appropriate person if conflict cannot readily be resolved
- Respond to solutions proposed to reduce conflict in a way that demonstrates willingness to compromise and to amend practices in a flexible and positive manner in the interests of the effective working of the organisation
- Where there is evidence of prejudice and/or discrimination on the part of a team member, challenge behaviour in a manner likely to bring about change
- Offer support to colleagues in conflict with others consistent with organisation requirements and procedures, and in a manner that balances needs of the individual colleague with the maintenance of quality of the organisation