The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usualy demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!
From the Wiki University
What evidence can you provide to prove your understanding of each of the following citeria?
Develop performance management systems
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Analyse strategic and operational plans to identify relevant policies and objectives for performance management system Completed |
Evidence:
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Design methods and processes for line managers to develop key performance indicators for those reporting to them Completed |
Evidence:
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Develop organisational timeframes and processes for formal performance management sessions Completed |
Evidence:
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Ensure performance management systems developed are flexible enough to cover the range of employment situations in the organisation Completed |
Evidence:
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Consult with key stakeholders about the system and agree on its features Completed |
Evidence:
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Gain support for the implementation of the performance management system Completed |
Evidence:
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Implement performance management systems
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Train relevant groups and individuals to monitor performance, identify performance gaps and manage talent Completed |
Evidence:
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Ensure that line managers are monitoring performance regularly and that intervention occurs to address poor performance and acknowledge excellent performance Completed |
Evidence:
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Work with line managers, where necessary, to assist them to address poor performance according to organisational policies and legal requirements Completed |
Evidence:
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Support line managers to counsel and discipline employees who continue to perform below standard Completed |
Evidence:
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Provide support to terminate employees who fail to respond to interventions, according to organisational protocols and legislative requirements Completed |
Evidence:
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Recognise excellence according to organisational policy Completed |
Evidence:
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Ensure recorded outcomes of performance management sessions are accessible and stored according to organisational policy Completed |
Evidence:
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Coordinate formal feedback processes
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Develop performance feedback plans by relevant managers or team leaders and lodge them with human resources staff Completed |
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Provide training and assistance to managers or team leaders participating in the feedback process Completed |
Evidence:
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Agree on and sign plans for performance improvement and individual learning and development Completed |
Evidence:
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Establish processes to deal with problems or grievances that arise from the performance feedback Completed |
Evidence:
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Make specialist advice on career development available to participants in the process Completed |
Evidence:
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Coordinate individual or group learning development plans
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Contract appropriate providers for performance development, as identified by the plans, according to organisational policy Completed |
Evidence:
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Design learning and development plans to contribute to the development of a learning organisation Completed |
Evidence:
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Deliver learning and development plans according to agreed timeframes and ensure they deliver specified outcomes Completed |
Evidence:
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Monitor learning and development activities to ensure compliance with quality assurance standards Completed |
Evidence:
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Negotiate remedial action with providers where necessary Completed |
Evidence:
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Generate reports to advise appropriate managers on progress and success rates of activities Completed |
Evidence:
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Regularly evaluate and improve all aspects of the performance management system, in keeping with organisational objectives and policies Completed |
Evidence:
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