Elements and Performance Criteria
- Lead and motivate people
- Goals for people and teams to optimise achievement in work tasks are established and agreed upon.
- Goals are unambiguous and take into account the capabilities of people and teams.
- Advice and support sensitive to the individual's needs is provided to people in the performance of their duties.
- Activities are undertaken to achieve commitment to common goals.
- Initiative and innovation are recognised and encouraged.
- Achievements are recognised and communicated within the organisation.
- Undertake human resource planning
- Human resource needs are determined/reviewed within the anticipated operational needs and allocated budget.
- Alternatives to staffing levels which clearly demonstrate returns to the organisation are analysed.
- Contingency plans for staffing are developed which meet key provisions of the human resources plan.
- Existing competencies of staff are compared with the needs of the work group.
- Staffing levels are planned and negotiated with stakeholders within the organisational framework to achieve maximum efficiency of operations.
- Develop and facilitate performance
- Performance criteria are negotiated and agreed upon with individuals, teams and work groups.
- Performance criteria are reviewed as circumstances change.
- Performance appraisal is conducted, based on clearly established and agreed performance criteria.
- The total performance development system identifies and proposes strategies to rectify performance shortfalls and recognise success.
- Performance problems are addressed confidentially and in a constructive and timely manner, in line with relevant organisational procedures.
- Selections, transfers and promotions are made in accordance with organisation policies and supported with documented information.
- Mechanisms are developed and implemented for the identification of human resource development needs within the work group taking account of the strategic plan for the organisation.
- Facilitate training, education and development opportunities
- Information on planned training events is made widely available throughout the organisation.
- Training, education and development plans are included as part of individual/team performance plans.
- Individual/team access to, and participation in, training, education and development opportunities is facilitated.
- Coaching and mentoring contribute effectively to the training, education and development of personnel in an environment of change.
- Training, education and development opportunities enhance individual, team and organisational performance.
- A workplace environment is created which facilitates training, education and development.
- Develop and implement issue resolution and grievance procedures
- Problem solving/issue resolution procedures are established within legislative requirements and organisation's guidelines.
- Grievances and complaints are managed in a timely and caring way to optimise likelihood of a favourable outcome for all parties and in line with organisational objectives and procedures.
- Individual's rights and obligations under industrial awards/agreements and legislation are documented and communicated in a clear and concise manner and in appropriate language.
- Hearings, interviews and meetings are conducted within the principles of industrial democracy and participative, consultative processes.
- All relevant industrial parties are identified and invited to participate in the resolution process.
- Manage disciplinary matters
- Disciplinary matters are implemented in accordance with organisation's procedures.
- Investigations are conducted in a caring and confidential manner to maintain performance and morale.
- Feedback is provided promptly.
- Appeals processes are instituted in accordance with organisational procedures.
- Deficiencies in procedures are recognised and recommendations for change are made.