ELEMENT

PERFORMANCE CRITERIA

1. Plan for performance monitoring and feedback

1.1 Standards for performance monitoring are identified and agreed in consultation with stakeholders.

1.2 Agreed standards are provided to the parties directly involved in the performance monitoring process.

1.3 Performance monitoring processes and guidelines are identified or developed and provided to the parties directly involved.

2. Monitor performance and document outcomes

2.1 Evidence relating to performance is gathered from a range of sources.

2.2 Performance is assessed by comparing evidence gathered with agreed standards.

2.3 Performance monitoring decisions are discussed and documented in accordance with legislation, policy and procedures.

3. Provide feedback and determine action

3.1 Feedback on the outcome of performance monitoring is provided to the person monitored, and to other personnel as agreed in the relevant guidelines, using communication to suit each particular audience.

3.2 Agreement on action/follow-up required is negotiated with the person monitored, and an action plan is documented.

3.3 Where agreement cannot be reached, reports are prepared and further action is taken if necessary, in accordance with organisational policy and procedures.

3.4 Learning and development opportunities related to performance standards are identified and included as required.

3.5 Ongoing monitoring is used to ensure that action/follow-up occurs in accordance with agreement.

4. Review performance monitoring and feedback

4.1 Information related to the performance monitoring process is gathered from all stakeholders.

4.2 The performance monitoring process is reviewed in accordance with organisational requirements and amended if necessary to enhance its validity, reliability, efficiency and fairness.

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

Skill requirements

Look for evidence that confirms skills in:

planning performance monitoring

communicating with members of a diverse workforce, including negotiating, questioning, clarifying, understanding, active listening, evaluating the ideas and opinions of others

responding to diversity, including gender and disability

evaluating workplace performance

identifying learning and development opportunities

applying public sector legislation such as occupational health and safety and environment in the context of performance monitoring

Knowledge requirements

Look for evidence that confirms knowledge and understanding of:

legislation, regulations, policies, procedures and guidelines relating to performance monitoring

organisation policies, practices and procedures

workplace performance requirements and issues

performance monitoring requirements

expertise in work being performance monitored

equal employment opportunity, equity and diversity principles

The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package.

Units to be assessed together

Pre-requisite units that must be achieved prior to this unit:Nil

Co-requisite units that must be assessed with this unit:Nil

Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:

PSPETHC401A Uphold and support the values and principles of public service

PSPGOV404B Develop and implement work unit plans

PSPGOV406B Gather and analyse information

PSPGOV408A Value diversity

PSPGOV411A Deal with conflict

PSPGOV412A Use advanced workplace communication strategies

PSPGOV413A Compose complex workplace documents

PSPGOV422A Apply government processes

PSPLEGN401A Encourage compliance with legislation in the public sector

PSPOHS401B Implement workplace safety procedures and programs

Overview of evidence requirements

In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:

the knowledge requirements of this unit

the skill requirements of this unit

application of Employability Skills as they relate to this unit

performance monitored and feedback provided in a range of (3 or more) contexts (or occasions, over time)

Resources required to carry out assessment

These resources include:

legislation, policy, procedures and protocols relating to performance monitoring

case studies and workplace scenarios to capture the range of situations likely to be encountered when monitoring performance and providing feedback

Where and how to assess evidence

Valid assessment of this unit requires:

a workplace environment, or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when monitoring performance and providing feedback, including coping with difficulties, irregularities and breakdowns in routine

performance monitored and feedback provided in a range of (3 or more) contexts (or occasions, over time).

Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:

people with disabilities

people from culturally and linguistically diverse backgrounds

Aboriginal and Torres Strait Islander people

women

young people

older people

people in rural and remote locations.

Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:

case studies

demonstration

observation

portfolios

questioning

scenarios

simulation or role plays

authenticated evidence from the workplace and/or training courses

For consistency of assessment

Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments

The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance Criteria is explained here.

Standards for performance monitoring may include:

selection criteria

best practice standards

organisational practice standards

competencies

service level standards

codes of ethics/conduct

legislation/regulations

agreed goals

Contexts of performance monitoring may include:

reward and recognition

ongoing feedback

learning and development

recruitment and selection

exit interviews

evidence gathering under the supervision of a qualified assessor

counselling

return to work

case management

Contexts of performance monitoring do NOT include:

assessments requiring formal assessor training qualifications from the national Training and Assessment Training Package.

Stakeholders may include:

self

peers

managers/supervisors/team leaders

employees

teams and team members

clients/customers

job applicants

subject matter experts

validators

Performance monitoring processes may include:

self (self-assessment)

qualified workplace assessors

360° feedback

performance data

qualifications

written applications

interviews

referees reports/third party reports

client/customer feedback

checklists

Guidelines may include:

performance monitoring methods/sources

feedback methods/decisions

performance monitoring conditions

assessors

timelines

reporting protocols on stakeholder feedback

Legislation, policy and procedures may include:

State/Territory and Commonwealth legislation and regulations such as:

public sector management acts

privacy legislation

freedom of information

equal employment opportunity, anti-discrimination and harassment legislation

employment legislation

occupational health and safety legislation.

ethics and accountability standards

public sector standards

organisational policy, procedures and protocols

international legislation/codes of behaviour

enterprise bargaining agreements

award conditions/requirements

Action may be in accordance with:

dispute resolution process

grievance procedures

appeal process