This section describes the essential skills and knowledge and their level required for this unit

Skill requirements

Look for evidence that confirms skills in

engaging in effective consultation with stakeholders

training coaching mentoring and facilitation

undertaking conflict resolution negotiation and counselling

using a variety of words and language structures to explain complex ideas to different audiences

interpreting and explaining complex formal documents and assisting others to apply them in the workplace

preparing written advice and reports requiring reasoning and precision of expression

responding to diversity including gender and disability

applying occupational health and safety procedures in the context of managing a performance management system

Knowledge requirements

Look for evidence that confirms knowledge and understanding of

the performance management concept within an organisational context

key components of performance management processes

grievance procedures

freedom of information privacy confidentiality

development strategies to support performance management processes

organisational goals policies and procedures

the concept of diversity and its integration within and across all human resource functions and areas

equal employment opportunity equity and diversity principles

the relationships between human resource functions

human resource policies and practices

national andor international models of good practice in performance management

jurisdictional legislation applying to human resources including occupational health and safety and environment

The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole It must be read in conjunction with the Unit descriptor Performance Criteria the Range Statement and the Assessment Guidelines for the Public Sector Training Package

Units to be assessed together

Prerequisite units that must be achieved prior to this unitNil

Corequisite units that must be assessed with this unitNil

Coassessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include but are not limited to

PSPETHCB Maintain and enhance confidence in public service

PSPETHC601B Maintain and enhance confidence in public service

PSPGOVB Apply government systems

PSPGOV601B Apply government systems

PSPGOVA Foster leadership and innovation

PSPGOV604A Foster leadership and innovation

PSPGOVA Persuade and influence opinion

PSPGOV605A Persuade and influence opinion

PSPHRB Provide advisory and mediation services

PSPHR603B Provide advisory and mediation services

PSPHRA Manage human resource development strategies

PSPHR615A Manage human resource development strategies

PSPHRA Manage remuneration strategies and plans

PSPHR619A Manage remuneration strategies and plans

PSPLEGNB Manage compliance with legislation in the public sector

PSPLEGN601B Manage compliance with legislation in the public sector

PSPMNGTA Manage evaluations

PSPMNGT611A Manage evaluations

PSPMNGTA Influence workforce effectiveness

PSPMNGT615A Influence workforce effectiveness

Overview of evidence requirements

In addition to integrated demonstration of the elements and their related performance criteria look for evidence that confirms

the knowledge requirements of this unit

the skill requirements of this unit

application of the Employability Skills as they relate to this unit see Employability Summaries in Qualifications Framework

performance management system managed in a range of or more contexts or occasions over time

Resources required to carry out assessment

These resources include

legislation policies and procedures relating to performance management system development and management in the public sector

workplace scenarios and case studies to capture the range of situations likely to be encountered when managing a performance management system

performance management guidelines and other relevant workplace materials

Where and how to assess evidence

Valid assessment of this unit requires

a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when managing performance management processes including coping with difficulties irregularities and breakdowns in routine

performance management system managed in a range of or more contexts or occasions over time

Assessment methods should reflect workplace demands such as literacy and the needs of particular groups such as

people with disabilities

people from culturally and linguistically diverse backgrounds

Aboriginal and Torres Strait Islander people

women

young people

older people

people in rural and remote locations

Assessment methods suitable for valid and reliable assessment of this competency may include but are not limited to a combination of or more of

case studies

portfolios

questioning

scenarios

authenticated evidence from the workplace andor training courses

For consistency of assessment

Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments

Stakeholders may include:

Key performance management elementsmay include:

Performance management refers to:

Performance management processes may include:

Information about performance management processesmay be distributed through:

Legislation and policy may include:

Internal and external factors impacting upon performance management processes may include: