Elements and Performance Criteria
- Manage resource requirements of a building surveying team.
- Scope and nature of work undertaken by the practice are reviewed and range of expertise required is identified and analysed to ensure sufficient resourcing.
- Competence of existing staff to perform tasks is assessed and gaps in competence required by the practice are identified.
- Strategies to address skill and knowledge gaps, including the planned recruitment of staff with additional expertise, are formulated and implemented.
- Development and implementation of human resource policies are managed to ensure effective resourcing of the practice.
- Practice workload is assessed and work is allocated to building surveyors according to level of competence and relevant licensing requirements.
- Develop and implement service standards.
- Operational policies and processes are developed and implemented to ensure work complies with legal and organisational requirements.
- Professional standards are sourced or developed and communicated to staff.
- Service levels consistent with statutory guidelines are established and monitored to ensure work is undertaken in line with agreed service levels and legislative and regulatory requirements where appropriate.
- Internal complaints resolution process is developed and details provided to staff to ensure consistent access to the process when required.
- Service standards are communicated to staff, and training is conducted or arranged where necessary to develop shared knowledge of organisational requirements.
- Monitor and manage staff performance.
- Performance objectives are developed, negotiated and agreed to by individual staff.
- Work undertaken by staff is monitored to identify areas for improvement and used to formulate targeted professional development activities.
- Annual performance reviews are conducted, and structured feedback aligned to job role and performance objectives is provided to individuals according to organisational procedures.
- Strategies to improve underperformance are developed in conjunction with relevant individuals and monitored according to workplace procedures.
- Reward and recognition processes are implemented according to workplace procedures.
- Respond to staff professional development needs.
- Individual staff development plans are formulated and implemented to encourage ongoing learning and professional development.
- Staff meetings, feedback sessions and mentoring opportunities are developed and implemented to promote knowledge sharing and consistent application of policies and processes.
- Opportunities for staff to develop new skills and knowledge are identified and managed.
- Skills and competencies of junior staff are monitored to identify opportunities for extending the range of work undertaken, within licensing limitations.
- Manage team effectiveness.
- Strategies to facilitate effective communication within and across teams are developed and implemented.
- Regular feedback and direction are provided to the team to reinforce successful work and to correct underperformance.
- Teams are equipped with required human and technical resources to ensure effective performance.
- Conflict within or between teams is identified and addressed according to organisational procedures.
- Own leadership style is monitored and revised where appropriate to suit different workplace and staff management challenges.