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

PSPGEN060 Mapping and Delivery Guide
Manage performance

Version 1.0
Issue Date: March 2024


Qualification -
Unit of Competency PSPGEN060 - Manage performance
Description
Employability Skills
Learning Outcomes and Application This unit describes the skills required to manage performance in accordance with the organisation’s performance management system. It includes linking individual and/or workgroup activities to organisational goals, setting performance expectations, measuring performance achievements, and renegotiate performance and development plans.This unit applies to those working in generalist and specialist roles within the public sector.The skills and knowledge described in this unit must be applied within the legislative, regulatory and policy environment in which they are carried out. Organisational policies and procedures must be consulted and adhered to.Those undertaking this unit would work autonomously with supervision responsibilities, performing complex tasks in a range of familiar and unfamiliar contexts.No licensing, legislative or certification requirements apply to unit at the time of publication.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.

This unit contains no specific industry-mandated assessment conditions. Guidance on suggested and recommended conditions and methods can be found in the Implementation Guide.

Assessors must satisfy the NVR/AQTF mandatory competency requirements for assessors.

Prerequisites/co-requisites
Competency Field General
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: Link individual and/or workgroup activities to organisational goals
  • Identify, link and explain the organisation’s mission, vision and goals in accordance with each individual’s needs.
  • Align individual and workgroup activities with organisational goals in consultation with workgroup members.
  • Prioritise individual and workgroup activities.
       
Element: Set performance standards expectations
  • Identify and clarify performance standards.
  • Consult, negotiate and agree upon performance standards.
  • Develop and agree upon performance, learning and/or development plans to document team and individual performance targets, standards and professional development objectives.
  • Develop performance targets and key performance indicators.
  • Implement performance plans.
       
Element: Measure performance achievements
  • Monitor, appraise measure and address individual performance against performance goals and required business outcomes.
  • Manage and document disagreement or conflict.
  • Recognise and/or reward outstanding performance.
  • Identify and implement areas and strategies for improvement to continuously improve performance and outcomes.
       
Element: Renegotiate performance and learning/ development plans
  • Document and use the results of performance management to identify strengths and performance gaps.
  • Capture learning to inform knowledge management strategies and transfer skills to other staff.
  • Renegotiate and agree upon performance standards.
  • Identify and agree upon learning and development objectives to enhance performance and meet developing organisational and workgroup goals.
  • Document agreed performance standards and related professional development.
       
Element: Link individual and/or workgroup activities to organisational goals
  • Identify, link and explain the organisation’s mission, vision and goals in accordance with each individual’s needs.
  • Align individual and workgroup activities with organisational goals in consultation with workgroup members.
  • Prioritise individual and workgroup activities.
       
Element: Set performance standards expectations
  • Identify and clarify performance standards.
  • Consult, negotiate and agree upon performance standards.
  • Develop and agree upon performance, learning and/or development plans to document team and individual performance targets, standards and professional development objectives.
  • Develop performance targets and key performance indicators.
  • Implement performance plans.
       
Element: Measure performance achievements
  • Monitor, appraise measure and address individual performance against performance goals and required business outcomes.
  • Manage and document disagreement or conflict.
  • Recognise and/or reward outstanding performance.
  • Identify and implement areas and strategies for improvement to continuously improve performance and outcomes.
       
Element: Renegotiate performance and learning/ development plans
  • Document and use the results of performance management to identify strengths and performance gaps.
  • Capture learning to inform knowledge management strategies and transfer skills to other staff.
  • Renegotiate and agree upon performance standards.
  • Identify and agree upon learning and development objectives to enhance performance and meet developing organisational and workgroup goals.
  • Document agreed performance standards and related professional development.
       


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.

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.

1. Link individual and/or workgroup activities to organisational goals

1.1 Identify, link and explain the organisation’s mission, vision and goals in accordance with each individual’s needs.

1.2 Align individual and workgroup activities with organisational goals in consultation with workgroup members.

1.3 Prioritise individual and workgroup activities.

2. Set performance standards expectations

2.1 Identify and clarify performance standards.

2.2 Consult, negotiate and agree upon performance standards.

2.3 Develop and agree upon performance, learning and/or development plans to document team and individual performance targets, standards and professional development objectives.

2.4 Develop performance targets and key performance indicators.

2.5 Implement performance plans.

3. Measure performance achievements

3.1 Monitor, appraise measure and address individual performance against performance goals and required business outcomes.

3.2 Manage and document disagreement or conflict.

3.3 Recognise and/or reward outstanding performance.

3.4 Identify and implement areas and strategies for improvement to continuously improve performance and outcomes.

4. Renegotiate performance and learning/ development plans

4.1 Document and use the results of performance management to identify strengths and performance gaps.

4.2 Capture learning to inform knowledge management strategies and transfer skills to other staff.

4.3 Renegotiate and agree upon performance standards.

4.4 Identify and agree upon learning and development objectives to enhance performance and meet developing organisational and workgroup goals.

4.5 Document agreed performance standards and related professional development.

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.

applying legislation, regulations and policies relating to performance management

giving feedback on performance

maintaining confidentiality

communicating with a diverse workforce including listening, questioning, clarifying, negotiating and managing conflict

identifying future learning and development requirements

applying time management

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.

public sector legislation including WHS and environment, regulations, policies, procedures and guidelines relating to performance management

grievance procedures

disciplinary procedures

code of conduct

privacy legislation

freedom of information

organisation’s performance management system

organisation’s learning and development system

impact of learning and development opportunities on performance

remuneration systems


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.

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.

1. Link individual and/or workgroup activities to organisational goals

1.1 Identify, link and explain the organisation’s mission, vision and goals in accordance with each individual’s needs.

1.2 Align individual and workgroup activities with organisational goals in consultation with workgroup members.

1.3 Prioritise individual and workgroup activities.

2. Set performance standards expectations

2.1 Identify and clarify performance standards.

2.2 Consult, negotiate and agree upon performance standards.

2.3 Develop and agree upon performance, learning and/or development plans to document team and individual performance targets, standards and professional development objectives.

2.4 Develop performance targets and key performance indicators.

2.5 Implement performance plans.

3. Measure performance achievements

3.1 Monitor, appraise measure and address individual performance against performance goals and required business outcomes.

3.2 Manage and document disagreement or conflict.

3.3 Recognise and/or reward outstanding performance.

3.4 Identify and implement areas and strategies for improvement to continuously improve performance and outcomes.

4. Renegotiate performance and learning/ development plans

4.1 Document and use the results of performance management to identify strengths and performance gaps.

4.2 Capture learning to inform knowledge management strategies and transfer skills to other staff.

4.3 Renegotiate and agree upon performance standards.

4.4 Identify and agree upon learning and development objectives to enhance performance and meet developing organisational and workgroup goals.

4.5 Document agreed performance standards and related professional development.

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
Identify, link and explain the organisation’s mission, vision and goals in accordance with each individual’s needs. 
Align individual and workgroup activities with organisational goals in consultation with workgroup members. 
Prioritise individual and workgroup activities. 
Identify and clarify performance standards. 
Consult, negotiate and agree upon performance standards. 
Develop and agree upon performance, learning and/or development plans to document team and individual performance targets, standards and professional development objectives. 
Develop performance targets and key performance indicators. 
Implement performance plans. 
Monitor, appraise measure and address individual performance against performance goals and required business outcomes. 
Manage and document disagreement or conflict. 
Recognise and/or reward outstanding performance. 
Identify and implement areas and strategies for improvement to continuously improve performance and outcomes. 
Document and use the results of performance management to identify strengths and performance gaps. 
Capture learning to inform knowledge management strategies and transfer skills to other staff. 
Renegotiate and agree upon performance standards. 
Identify and agree upon learning and development objectives to enhance performance and meet developing organisational and workgroup goals. 
Document agreed performance standards and related professional development. 
Identify, link and explain the organisation’s mission, vision and goals in accordance with each individual’s needs. 
Align individual and workgroup activities with organisational goals in consultation with workgroup members. 
Prioritise individual and workgroup activities. 
Identify and clarify performance standards. 
Consult, negotiate and agree upon performance standards. 
Develop and agree upon performance, learning and/or development plans to document team and individual performance targets, standards and professional development objectives. 
Develop performance targets and key performance indicators. 
Implement performance plans. 
Monitor, appraise measure and address individual performance against performance goals and required business outcomes. 
Manage and document disagreement or conflict. 
Recognise and/or reward outstanding performance. 
Identify and implement areas and strategies for improvement to continuously improve performance and outcomes. 
Document and use the results of performance management to identify strengths and performance gaps. 
Capture learning to inform knowledge management strategies and transfer skills to other staff. 
Renegotiate and agree upon performance standards. 
Identify and agree upon learning and development objectives to enhance performance and meet developing organisational and workgroup goals. 
Document agreed performance standards and related professional development. 

Forms

Assessment Cover Sheet

PSPGEN060 - Manage performance
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

PSPGEN060 - Manage performance

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: