Elements and Performance Criteria
- Facilitate commitment to objectives and required standards
- The organisation's vision, strategic objectives and required standards of performance are discussed and clarified with others in accordance with the needs, communication and learning styles of workgroup members.
- Establishment of the purpose, objectives, roles and responsibilities in the workgroup is facilitated in accordance with organisational requirements and objectives.
- Commitment to objectives and standards is modelled to provide leadership and develop workgroup commitment.
- Equal employment opportunity, occupational health and safety, diversity management and participative work practices are modelled and promoted within the workgroup in accordance with legislation, policy and procedures.
- Contribute to the development of a co-operative, high performance workgroup
- Work contributions or suggestions are encouraged, acknowledged and considered constructively.
- Workgroup members are supported to use, share and develop their skills according to work requirements.
- Work allocation is facilitated within the group on the basis of current skills and development needs.
- Implementation of new work practices is undertaken in consultation with workgroup members.
- Conflict and other issues which affect the performance of the workgroup are resolved within the workgroup wherever possible, or referred in accordance with organisational policy and procedures.
- Give and receive feedback on performance
- Feedback is obtained from others outside the workgroup on personal and workgroup performance, and open and constructive responses to feedback are given.
- Regular constructive feedback on all aspects of work performance is gathered from and provided to the workgroup.
- Performance is assessed and addressed in a fair and timely manner and where possible notable performance is recognised/rewarded in accordance with organisational policy and procedures.
- Under-performance of self and others is addressed in accordance with relevant legislation, guidelines and procedures.
- Feedback is used to continuously improve performance and outcomes.
- Support and participate in development activities
- An action plan to meet individual and group learning and development needs is developed, agreed and implemented.
- Individuals are supported to identify their specific learning/development needs.
- Workgroup members are encouraged and supported to take advantage of development opportunities in accordance with their needs and organisational requirements.
- Learning and development opportunities are accessed to continuously improve own leadership skills and other identified development needs.
- On-the-job learning opportunities are provided for in accordance with individual needs and to the required standard.
- Workgroup members are encouraged and supported in applying new skills and knowledge in the workplace.
- Provide leadership, direction and guidance in the workgroup
- Participative decision making is used routinely in developing, implementing and reviewing the work of the group and the distribution of responsibilities, where appropriate.
- Opportunities and encouragement are given to workgroup members to develop new and innovative work practices and strategies.
- Workgroup members are provided with the support, leadership, advice and policy direction necessary to perform work safely and effectively.
- Tasks are allocated in accordance with the competencies of workgroup members, and autonomy and authority are delegated as appropriate.
- Leadership and guidance strategies are varied to meet changing priorities and situations, and take into account the differing needs and skills of individuals and the requirements of the tasks and workplace.