Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners

LGAGOVA612B Mapping and Delivery Guide
Implement employee performance management systems

Version 1.0
Issue Date: March 2024


Qualification -
Unit of Competency LGAGOVA612B - Implement employee performance management systems
Description This unit covers developing and managing performance management systems. The unit is appropriate for human resources personnel and senior managers responsible for the development of performance management systems in the organisation.
Employability Skills This unit contains employability skills.
Learning Outcomes and Application This unit supports the attainment of skills and knowledge required for competent workplace performance in councils of all sizes. Knowledge of the legislation and regulations within which councils must operate is essential. The unique nature of councils, as a tier of government directed by elected members and reflecting the needs of local communities, must be appropriately reflected.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.
Prerequisites/co-requisites Not applicable.
Competency Field
Development and validation strategy and guide for assessors and learners Student Learning Resources Handouts
Activities
Slides
PPT
Assessment 1 Assessment 2 Assessment 3 Assessment 4
Elements of Competency Performance Criteria              
Element: Develop performance management system
  • Council strategic and operational plans are analysed and objectives and expectations are defined to inform the development of a performance management system.
  • Performance objectives, key performance indicators and performance standards are developed in consultation with stakeholders.
  • Systems are developed to ensure performance is monitored and feedback is provided throughout the period of performance.
  • Systems are responsive to changing developments, both internal and external to the council.
       
Element: Implement performance management system
  • Support for the performance management system is obtained.
  • Relevant groups and individuals are trained to monitor performance and identify performance gaps.
  • System is launched through appropriate communication channels.
  • Feedback is obtained to ensure that the system is understood and accepted.
  • Performance is monitored regularly and intervention occurs to recognise both substandard and excellent performance.
  • Processes are established to deal with problems and grievances that arise from the performance feedback.
       
Element: Monitor and review performance management system
  • Employees, unions and management are consulted to ascertain effectiveness of system.
  • Measures of system effectiveness are monitored against expectations.
  • A revision plan is developed and implemented to improve the system in keeping with council objectives and policy.
       
Element: Develop performance management system
  • Council strategic and operational plans are analysed and objectives and expectations are defined to inform the development of a performance management system.
  • Performance objectives, key performance indicators and performance standards are developed in consultation with stakeholders.
  • Systems are developed to ensure performance is monitored and feedback is provided throughout the period of performance.
  • Systems are responsive to changing developments, both internal and external to the council.
       
Element: Implement performance management system
  • Support for the performance management system is obtained.
  • Relevant groups and individuals are trained to monitor performance and identify performance gaps.
  • System is launched through appropriate communication channels.
  • Feedback is obtained to ensure that the system is understood and accepted.
  • Performance is monitored regularly and intervention occurs to recognise both substandard and excellent performance.
  • Processes are established to deal with problems and grievances that arise from the performance feedback.
       
Element: Monitor and review performance management system
  • Employees, unions and management are consulted to ascertain effectiveness of system.
  • Measures of system effectiveness are monitored against expectations.
  • A revision plan is developed and implemented to improve the system in keeping with council objectives and policy.
       


Evidence Required

List the assessment methods to be used and the context and resources required for assessment. Copy and paste the relevant sections from the evidence guide below and then re-write these in plain English.

Overview of assessment requirements

A person who demonstrates competency in this unit will be able to perform the outcomes described in the Elements to the required performance level detailed in the Performance Criteria. The knowledge and skill requirements described in the Range Statement must also be demonstrated. For example, knowledge of the legislative framework and safe work practices that underpin the performance of the unit are also required to be demonstrated.

Critical aspects of evidence to be considered

The demonstrated ability to:

develop a performance management system to meet the needs of council

implement a performance management system

monitor the effectiveness of the system and implement changes to improve the system.

Context of assessment

Competency is demonstrated by performance of all stated criteria, with particular attention to the critical aspects and the knowledge and skills elaborated in the Evidence Guide, and within the scope of the Range Statement.

Assessment must take account of the endorsed Assessment Guidelines in the Local Government Training Package.

Assessment of performance requirements in this unit should be undertaken in an actual workplace or simulated environment.

Assessment should reinforce the integration of the key competencies for the particular AQF level. Refer to the key competency levels at the end of this unit.

Relationship to other units(prerequisite or co-requisite units)

To enable holistic assessment this unit may be assessed with other units that form part of the job role.

Method of assessment

The following assessment methods are suggested:

observation of the learner performing a range of workplace tasks over sufficient time to demonstrate handling of a range of contingencies

written and/or oral questioning to assess knowledge and understanding

completion of workplace documentation

third-party reports from experienced practitioners

completion of self-paced learning materials including personal reflection and feedback from trainer, coach or supervisor.

Evidence required for demonstration of consistent performance

Evidence should be collected over a set period of time that is sufficient to include dealings with an appropriate range and variety of situations.

Resource implications

The learner and trainer should have access to appropriate documentation and resources normally used in the workplace.


Submission Requirements

List each assessment task's title, type (eg project, observation/demonstration, essay, assignment, checklist) and due date here

Assessment task 1: [title]      Due date:

(add new lines for each of the assessment tasks)


Assessment Tasks

Copy and paste from the following data to produce each assessment task. Write these in plain English and spell out how, when and where the task is to be carried out, under what conditions, and what resources are needed. Include guidelines about how well the candidate has to perform a task for it to be judged satisfactory.

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

Required Skills

consultative skills to ensure the system is supported by managers and employees

evaluation of programs and strategies to ensure performance objectives are achieved

internal marketing and promotion

policy development

conflict management skills to deal with any grievances, disputes or disagreements

negotiation skills to negotiate changes to the system

counselling skills to assist managers or employees who are having difficulties or problems

communication and report writing skills to ensure a two-way information flow about how the system is performing

Required Knowledge

equal employment opportunity and affirmative action legislation

grievance handling procedures, codes of conduct and confidentiality procedures

council performance objectives, goals, policies and procedures relating to performance management

freedom of information

performance management concepts and systems

range of evaluation methodologies

learning and development strategies to support performance management systems

The Range Statement relates to the Unit of Competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording in the Performance Criteria is detailed below.

Performance management system may include:

processes to determine individual employee performance targets or goals

processes to ensure there is a shared understanding of what employees will be assessed against

managing individuals in a way that increases the probability that goals will be achieved in both the longer and shorter term, in accordance with industrial agreements

Key performance indicators may include:

those measures developed to gauge performance against targets

Performance standards may include:

the quantitative or qualitative level of performance desired of employees

Stakeholders may include:

managers

employees

unions

elected members

consultants

joint consultative committees

Relevant groups and individuals may include:

all those who have a role in the implementation of policies, procedures or decisions and/or are affected by their implementation

Copy and paste from the following performance criteria to create an observation checklist for each task. When you have finished writing your assessment tool every one of these must have been addressed, preferably several times in a variety of contexts. To ensure this occurs download the assessment matrix for the unit; enter each assessment task as a column header and place check marks against each performance criteria that task addresses.

Observation Checklist

Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice Yes No Comments/feedback
Council strategic and operational plans are analysed and objectives and expectations are defined to inform the development of a performance management system. 
Performance objectives, key performance indicators and performance standards are developed in consultation with stakeholders. 
Systems are developed to ensure performance is monitored and feedback is provided throughout the period of performance. 
Systems are responsive to changing developments, both internal and external to the council. 
Support for the performance management system is obtained. 
Relevant groups and individuals are trained to monitor performance and identify performance gaps. 
System is launched through appropriate communication channels. 
Feedback is obtained to ensure that the system is understood and accepted. 
Performance is monitored regularly and intervention occurs to recognise both substandard and excellent performance. 
Processes are established to deal with problems and grievances that arise from the performance feedback. 
Employees, unions and management are consulted to ascertain effectiveness of system. 
Measures of system effectiveness are monitored against expectations. 
A revision plan is developed and implemented to improve the system in keeping with council objectives and policy. 
Council strategic and operational plans are analysed and objectives and expectations are defined to inform the development of a performance management system. 
Performance objectives, key performance indicators and performance standards are developed in consultation with stakeholders. 
Systems are developed to ensure performance is monitored and feedback is provided throughout the period of performance. 
Systems are responsive to changing developments, both internal and external to the council. 
Support for the performance management system is obtained. 
Relevant groups and individuals are trained to monitor performance and identify performance gaps. 
System is launched through appropriate communication channels. 
Feedback is obtained to ensure that the system is understood and accepted. 
Performance is monitored regularly and intervention occurs to recognise both substandard and excellent performance. 
Processes are established to deal with problems and grievances that arise from the performance feedback. 
Employees, unions and management are consulted to ascertain effectiveness of system. 
Measures of system effectiveness are monitored against expectations. 
A revision plan is developed and implemented to improve the system in keeping with council objectives and policy. 

Forms

Assessment Cover Sheet

LGAGOVA612B - Implement employee performance management systems
Assessment task 1: [title]

Student name:

Student ID:

I declare that the assessment tasks submitted for this unit are my own work.

Student signature:

Result: Competent Not yet competent

Feedback to student

 

 

 

 

 

 

 

 

Assessor name:

Signature:

Date:


Assessment Record Sheet

LGAGOVA612B - Implement employee performance management systems

Student name:

Student ID:

Assessment task 1: [title] Result: Competent Not yet competent

(add lines for each task)

Feedback to student:

 

 

 

 

 

 

 

 

Overall assessment result: Competent Not yet competent

Assessor name:

Signature:

Date:

Student signature:

Date: