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

SITXHRM006 Mapping and Delivery Guide
Monitor staff performance

Version 1.0
Issue Date: April 2024


Qualification -
Unit of Competency SITXHRM006 - Monitor staff performance
Description
Employability Skills
Learning Outcomes and Application This unit describes the performance outcomes, skills and knowledge required to monitor staff performance within the framework of established performance management systems. It requires the ability to monitor the day-to-day effectiveness of staff and conduct structured performance appraisals and formal counselling sessions.The unit applies to senior personnel who operate independently or with limited guidance from others, including dedicated specialist staff or operational supervisors and managers.It applies to all tourism, travel, hospitality and event sectors.No occupational licensing, certification or specific legislative requirements apply to this unit at the time of publication.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.

Skills must be demonstrated in an operation for which staff performance is monitored. This can be:

an industry workplace

a simulated industry environment.

Assessment must ensure access to:

organisational specifications:

commercial procedures for conducting performance appraisals and formal counselling sessions

current performance appraisal and counselling documents

team members with whom the individual can interact; these can be:

team members in an industry workplace who are assisted by the individual during the assessment process; or

individuals who participate in role plays or simulated activities, set up for the purpose of assessment, in a simulated industry environment operated within a training organisation.

Assessors must satisfy the Standards for Registered Training Organisations’ requirements for assessors.
Prerequisites/co-requisites
Competency Field Human Resource Management
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: Monitor staff performance and provide feedback.
  • Consult with and inform colleagues about expected standards of performance using appropriate communication mechanisms.
  • Monitor ongoing performance through regular performance appraisals and by maintaining close contact with the workplace and colleagues.
  • Regularly provide colleagues with guidance and support to enhance their work performance.
  • Provide recognition and rewards for achievements and outstanding performance.
  • Identify need for further coaching or training and organise according to organisational policies.
       
Element: Recognise and resolve performance problems.
  • Identify and investigate performance problems.
  • Use feedback and coaching to address performance problems.
  • Discuss and agree on possible solutions with the colleague.
  • Follow-up outcomes of informal counselling through review in the workplace.
  • Organise and conduct a formal counselling session when needed according to required procedures.
       
Element: Implement performance management systems.
  • Implement formal performance management systems.
  • Conduct individual performance evaluations openly and fairly.
  • Complete and file performance management records.
  • Agree on courses of action with colleagues and follow-up in workplace.
       


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.

1. Monitor staff performance and provide feedback.

1.1.Consult with and inform colleagues about expected standards of performance using appropriate communication mechanisms.

1.2.Monitor ongoing performance through regular performance appraisals and by maintaining close contact with the workplace and colleagues.

1.3.Regularly provide colleagues with guidance and support to enhance their work performance.

1.4.Provide recognition and rewards for achievements and outstanding performance.

1.5.Identify need for further coaching or training and organise according to organisational policies.

2. Recognise and resolve performance problems.

2.1.Identify and investigate performance problems.

2.2.Use feedback and coaching to address performance problems.

2.3.Discuss and agree on possible solutions with the colleague.

2.4.Follow-up outcomes of informal counselling through review in the workplace.

2.5.Organise and conduct a formal counselling session when needed according to required procedures.

3. Implement performance management systems.

3.1.Implement formal performance management systems.

3.2.Conduct individual performance evaluations openly and fairly.

3.3.Complete and file performance management records.

3.4.Agree on courses of action with colleagues and follow-up in workplace.

Evidence of the ability to complete tasks outlined in elements and performance criteria of this unit in the context of the job role, and:

monitor the effectiveness of staff in relation to at least six of the following standards of performance:

adherence to procedures

cost minimisation

customer service standards

level of accuracy in work

personal presentation

productivity

punctuality

response times

team interaction

waste minimisation

provide supportive feedback and guidance for improving standards of performance to above staff

conduct structured performance appraisals and formal counselling and training sessions for staff members, in line with established organisational procedures

recognise outstanding performance according to organisational policies.

Demonstrated knowledge required to complete the tasks outlined in elements and performance criteria of this unit:

role and importance of monitoring staff performance and providing feedback and coaching

key elements of performance standards and performance management systems:

methods of collecting performance data

methods of interpreting performance data

processes for performance appraisal interviews

type of assessment:

self

peer

team

productivity indicators

forms of guidance and support to enhance staff performance:

advice on training and development opportunities

confirmation of organisational objectives and key performance requirements

ensuring adequate resources are applied

opportunity to discuss work challenges

providing confirmation and corrective feedback

representing staff interests in other forums

support with difficult interpersonal situations

potential solutions to staff performance issues:

additional training

adjusting workload

agreeing on short-term goals for improvement

assisting with problems outside of the workplace

reorganising work practices

performance appraisal practices:

reasons for performance appraisal

format for, and inclusions of, performance appraisal documents

methods of appraising performance

specific organisation:

procedures for performance appraisal interviews

procedures for formal performance management and counselling sessions:

formal notification to staff member and management

invited participation of appropriate people

organisation of appropriate location for counselling session

grievance procedures.

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.

1. Monitor staff performance and provide feedback.

1.1.Consult with and inform colleagues about expected standards of performance using appropriate communication mechanisms.

1.2.Monitor ongoing performance through regular performance appraisals and by maintaining close contact with the workplace and colleagues.

1.3.Regularly provide colleagues with guidance and support to enhance their work performance.

1.4.Provide recognition and rewards for achievements and outstanding performance.

1.5.Identify need for further coaching or training and organise according to organisational policies.

2. Recognise and resolve performance problems.

2.1.Identify and investigate performance problems.

2.2.Use feedback and coaching to address performance problems.

2.3.Discuss and agree on possible solutions with the colleague.

2.4.Follow-up outcomes of informal counselling through review in the workplace.

2.5.Organise and conduct a formal counselling session when needed according to required procedures.

3. Implement performance management systems.

3.1.Implement formal performance management systems.

3.2.Conduct individual performance evaluations openly and fairly.

3.3.Complete and file performance management records.

3.4.Agree on courses of action with colleagues and follow-up in workplace.

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
Consult with and inform colleagues about expected standards of performance using appropriate communication mechanisms. 
Monitor ongoing performance through regular performance appraisals and by maintaining close contact with the workplace and colleagues. 
Regularly provide colleagues with guidance and support to enhance their work performance. 
Provide recognition and rewards for achievements and outstanding performance. 
Identify need for further coaching or training and organise according to organisational policies. 
Identify and investigate performance problems. 
Use feedback and coaching to address performance problems. 
Discuss and agree on possible solutions with the colleague. 
Follow-up outcomes of informal counselling through review in the workplace. 
Organise and conduct a formal counselling session when needed according to required procedures. 
Implement formal performance management systems. 
Conduct individual performance evaluations openly and fairly. 
Complete and file performance management records. 
Agree on courses of action with colleagues and follow-up in workplace. 

Forms

Assessment Cover Sheet

SITXHRM006 - Monitor staff 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

SITXHRM006 - Monitor staff 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: