Google Links

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

Elements and Performance Criteria

1. Identify organisational performance requirements
   • Confirm position profiles as uptodate, comprehensive and reflecting business requirements.
   • Identify and clarify performance standards where necessary with individuals, supervisors and managers in accordance with position requirements.
   • Assess, where relevant, individual performance agreements to confirm agreed requirements.
   • Analyse organisational policies and agreements relating to performance management to identify requirements and any performance rewards.
2. Support performance management processes
   • Confirm and agree on goals, objectives and required outcomes for the organisation’s performance management framework.
   • Educate staff and other stakeholders on performance management processes, benefits and the links between performance management and organisational policies.
   • Promote and support ongoing twoway performance feedback between the performance manager, the employee, key stakeholders and clients to ensure that performance is managed on a daytoday basis and not only during formal performance reviews.
   • Provide support and advice to performance managers to ensure processes are ethical, objective and inclusive in responding to the needs of the range of business units, position types and diverse employee working and/or learning styles represented within the organisation.
   • Provide information and advice to performance managers to assist in responding to inappropriate, under- or over-performance.
   • Support performance managers to respond to grievances and appeals.
3. Report on performance
   • Obtain and analyse aggregated data relating to performance management across the organisation to identify organisational outcomes and trends.
   • Record trends requiring intervention with supporting evidence, and report.
   • Identify and report the impact of performance outcomes on career management, retention and succession strategies.
   • Integrate organisational performance reports into the business planning cycle.
4. Identify organisational performance requirements
   • Confirm position profiles as uptodate, comprehensive and reflecting business requirements.
   • Identify and clarify performance standards where necessary with individuals, supervisors and managers in accordance with position requirements.
   • Assess, where relevant, individual performance agreements to confirm agreed requirements.
   • Analyse organisational policies and agreements relating to performance management to identify requirements and any performance rewards.
5. Support performance management processes
   • Confirm and agree on goals, objectives and required outcomes for the organisation’s performance management framework.
   • Educate staff and other stakeholders on performance management processes, benefits and the links between performance management and organisational policies.
   • Promote and support ongoing twoway performance feedback between the performance manager, the employee, key stakeholders and clients to ensure that performance is managed on a daytoday basis and not only during formal performance reviews.
   • Provide support and advice to performance managers to ensure processes are ethical, objective and inclusive in responding to the needs of the range of business units, position types and diverse employee working and/or learning styles represented within the organisation.
   • Provide information and advice to performance managers to assist in responding to inappropriate, under- or over-performance.
   • Support performance managers to respond to grievances and appeals.
6. Report on performance
   • Obtain and analyse aggregated data relating to performance management across the organisation to identify organisational outcomes and trends.
   • Record trends requiring intervention with supporting evidence, and report.
   • Identify and report the impact of performance outcomes on career management, retention and succession strategies.
   • Integrate organisational performance reports into the business planning cycle.

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.

working with stakeholders in the performance management process

undertaking conflict resolution and negotiation

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

providing written advice and reports requiring reasoning and precision of expression

---

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.

key components of performance management processes

organisational goals, policies and procedures related to performance management

performance standards

requirements for content and standards of organisational performance reporting

jurisdictional legislation applying to human resources, including freedom of information, privacy, confidentiality, work health and safety, and environment

---