ELEMENT

PERFORMANCE CRITERIA

1. Link individual/workgroup activities to organisational goals

1.1 The organisation's mission, vision and goals are identified, linked and explained in accordance with each individual's needs.

1.2 Individual and workgroup activities are aligned with organisational goals in consultation with workgroup members.

1.3 Individual and workgroup activities are prioritised in accordance with organisational directions.

2. Set performance standards expectations

2.1 Performance standards are identified and clarified in accordance with organisational policy and procedures.

2.2 Performance standards are consulted upon, negotiated and agreed.

2.3 Performance and learning/development plans are developed and agreed, to document team and individual performance targets, standards and professional development objectives.

2.4 Performance targets and key performance indicators are developed that are specific, realistic and measurable.

2.5 Performance plans are implemented in accordance with organisational requirements.

3. Measure performance achievements

3.1 Individual performance is monitored, appraised and measured against performance goals and required business outcomes.

3.2 Performance is assessed and addressed in a fair and timely manner in accordance with legislation, policy and procedures.

3.3 Disagreement or conflict is managed and documented in accordance with organisational policy and procedures.

3.4 Where possible, outstanding performance is recognised/rewarded in accordance with organisational policy and procedures.

3.5 Under-performance is addressed promptly in accordance with organisational guidelines, procedures and the principles of natural justice.

3.6 Areas/strategies for improvement are identified and implemented to continuously improve performance and outcomes.

4. Renegotiate performance and learning/ development plans

4.1 The results of performance management are documented in accordance with legislative and organisational requirements and used to identify strengths and performance gaps.

4.2 Learning is captured to inform knowledge management strategies and transfer skills to other staff.

4.3 Performance standards are renegotiated and agreed in accordance with organisational procedures.

4.4 Learning and development objectives are identified and agreed to enhance performance and meet developing organisational and workgroup goals.

4.5 Agreed performance standards and related professional development are documented in accordance with organisational policy and procedures.

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

Skill requirements

Look for evidence that confirms skills in:

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

responding to diversity, including gender and disability

identifying future learning and development requirements

applying time management

recordkeeping

applying procedures relating to occupational health and safety and environment in the context of performance management

Knowledge requirements

Look for evidence that confirms knowledge and understanding of:

legislation, regulations, policies, procedures and guidelines relating to performance management such as:

equal employment opportunity

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

equity and diversity principles

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

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:

PSPETHC501B Promote the values and ethos of public service

PSPGOV505A Promote diversity

PSPGOV507A Undertake negotiations

PSPGOV508A Manage conflict

PSPGOV511A Provide leadership

PSPGOV512A Use complex workplace communication strategies

PSPGOV516A Develop and use emotional intelligence

PSPGOV518A Benchmark performance

PSPLEGN501B Promote compliance with legislation in the public sector

PSPOHS501A Monitor and maintain workplace safety

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 management 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 management

performance management processes

access to previous performance assessments

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

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 managing performance, including coping with difficulties, irregularities and breakdowns in routine

performance management 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 a combination of 2 or more of:

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.

Workgroup may include:

an existing team

group formed for a special purpose or project

business unit

Organisational directions may relate to:

strategic plan

business plan

operational plan

sector-wide requirements

organisational capability framework

succession planning

Performance standards may include:

selection criteria

best practice standards

quality standards

organisational practice standards

competencies

service level standards

standards in codes of ethics/conduct/confidentiality

standards in legislation/regulations/policy/guidelines

agreed goals and outcomes at workgroup (business) and organisation (strategic) level

Appraisal processes may include:

360° feedback

performance data

supervisor/employee feedback

peers

client/customer feedback

assessor feedback

evaluation of job position statement against current job role

validation feedback

feedback from subject matter experts

results of training needs analyses for workgroup/individual

previous performance and development plans with agreed goals

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

strategic and business plans

Learning and development opportunities may include:

formal course participation

on-the-job training

work experience

staff exchanges

mentoring

coaching

external study

conference and seminar attendance

induction

job rotation

higher duties

work shadowing opportunities