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

Elements and Performance Criteria

1. Link individual and/or workgroup activities to organisational goals
   • Identify, link and explain the organisation’s mission, vision and goals in accordance with each individual’s needs.
   • Align individual and workgroup activities with organisational goals in consultation with workgroup members.
   • Prioritise individual and workgroup activities.
2. Set performance standards expectations
   • Identify and clarify performance standards.
   • Consult, negotiate and agree upon performance standards.
   • Develop and agree upon performance, learning and/or development plans to document team and individual performance targets, standards and professional development objectives.
   • Develop performance targets and key performance indicators.
   • Implement performance plans.
3. Measure performance achievements
   • Monitor, appraise measure and address individual performance against performance goals and required business outcomes.
   • Manage and document disagreement or conflict.
   • Recognise and/or reward outstanding performance.
   • Identify and implement areas and strategies for improvement to continuously improve performance and outcomes.
4. Renegotiate performance and learning/ development plans
   • Document and use the results of performance management to identify strengths and performance gaps.
   • Capture learning to inform knowledge management strategies and transfer skills to other staff.
   • Renegotiate and agree upon performance standards.
   • Identify and agree upon learning and development objectives to enhance performance and meet developing organisational and workgroup goals.
   • Document agreed performance standards and related professional development.
5. Link individual and/or workgroup activities to organisational goals
   • Identify, link and explain the organisation’s mission, vision and goals in accordance with each individual’s needs.
   • Align individual and workgroup activities with organisational goals in consultation with workgroup members.
   • Prioritise individual and workgroup activities.
6. Set performance standards expectations
   • Identify and clarify performance standards.
   • Consult, negotiate and agree upon performance standards.
   • Develop and agree upon performance, learning and/or development plans to document team and individual performance targets, standards and professional development objectives.
   • Develop performance targets and key performance indicators.
   • Implement performance plans.
7. Measure performance achievements
   • Monitor, appraise measure and address individual performance against performance goals and required business outcomes.
   • Manage and document disagreement or conflict.
   • Recognise and/or reward outstanding performance.
   • Identify and implement areas and strategies for improvement to continuously improve performance and outcomes.
8. Renegotiate performance and learning/ development plans
   • Document and use the results of performance management to identify strengths and performance gaps.
   • Capture learning to inform knowledge management strategies and transfer skills to other staff.
   • Renegotiate and agree upon performance standards.
   • Identify and agree upon learning and development objectives to enhance performance and meet developing organisational and workgroup goals.
   • Document agreed performance standards and related professional development.

Performance Evidence

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the candidate must demonstrate evidence of performance of the following on at least one occasion.

applying legislation, regulations and policies relating to performance management

giving feedback on performance

maintaining confidentiality

communicating with a diverse workforce including listening, questioning, clarifying, negotiating and managing conflict

identifying future learning and development requirements

applying time management

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Knowledge Evidence

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the depth of knowledge demonstrated must be appropriate to the job context of the candidate.

public sector legislation including WHS and environment, regulations, policies, procedures and guidelines relating to performance management

grievance procedures

disciplinary procedures

code of conduct

privacy legislation

freedom of information

organisation’s performance management system

organisation’s learning and development system

impact of learning and development opportunities on performance

remuneration systems

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