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Evidence Guide: BSBMGT502 - Manage people performance

Student: __________________________________________________

Signature: _________________________________________________

Tips for gathering evidence to demonstrate your skills

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

 

BSBMGT502 - Manage people performance

What evidence can you provide to prove your understanding of each of the following citeria?

Allocate work

  1. Consult relevant groups and individuals on work to be allocated and resources available
  2. Develop work plans in accordance with operational plans
  3. Allocate work in a way that is efficient, cost effective and outcome focussed
  4. Confirm performance standards, Code of Conduct and work outputs with relevant teams and individuals
  5. Develop and agree performance indicators with relevant staff prior to commencement of work
  6. Conduct risk analysis in accordance with the organisational risk management plan and legal requirements
Consult relevant groups and individuals on work to be allocated and resources available

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop work plans in accordance with operational plans

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Allocate work in a way that is efficient, cost effective and outcome focussed

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Confirm performance standards, Code of Conduct and work outputs with relevant teams and individuals

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop and agree performance indicators with relevant staff prior to commencement of work

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Conduct risk analysis in accordance with the organisational risk management plan and legal requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assess performance

  1. Design performance management and review processes to ensure consistency with organisational objectives and policies
  2. Train participants in the performance management and review process
  3. Conduct performance management in accordance with organisational protocols and time lines
  4. Monitor and evaluate performance on a continuous basis
Design performance management and review processes to ensure consistency with organisational objectives and policies

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Train participants in the performance management and review process

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Conduct performance management in accordance with organisational protocols and time lines

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor and evaluate performance on a continuous basis

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide feedback

  1. Provide informal feedback to staff on a regular basis
  2. Advise relevant people where there is poor performance and take necessary actions
  3. Provide onthejob coaching when necessary to improve performance and to confirm excellence in performance
  4. Document performance in accordance with the organisational performance management system
  5. Conduct formal structured feedback sessions as necessary and in accordance with organisational policy
Provide informal feedback to staff on a regular basis

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Advise relevant people where there is poor performance and take necessary actions

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide onthejob coaching when necessary to improve performance and to confirm excellence in performance

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Document performance in accordance with the organisational performance management system

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Conduct formal structured feedback sessions as necessary and in accordance with organisational policy

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage follow up

  1. Write and agree on performance improvement and development plans in accordance with organisational policies
  2. Seek assistance from human resources specialists, where appropriate
  3. Reinforce excellence in performance through recognition and continuous feedback
  4. Monitor and coach individuals with poor performance
  5. Provide support services where necessary
  6. Counsel individuals who continue to perform below expectations and implement the disciplinary process if necessary
  7. Terminate staff in accordance with legal and organisational requirements where serious misconduct occurs or ongoing poorperformance continues
Write and agree on performance improvement and development plans in accordance with organisational policies

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Seek assistance from human resources specialists, where appropriate

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Reinforce excellence in performance through recognition and continuous feedback

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor and coach individuals with poor performance

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide support services where necessary

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Counsel individuals who continue to perform below expectations and implement the disciplinary process if necessary

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Terminate staff in accordance with legal and organisational requirements where serious misconduct occurs or ongoing poorperformance continues

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

ELEMENT

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1. Allocate work

1.1 Consult relevant groups and individuals on work to be allocated and resources available

1.2 Develop work plans in accordance with operational plans

1.3 Allocate work in a way that is efficient, cost effective and outcome focussed

1.4 Confirm performance standards, Code of Conduct and work outputs with relevant teams and individuals

1.5 Develop and agree performance indicators with relevant staff prior to commencement of work

1.6 Conduct risk analysis in accordance with the organisational risk management plan and legal requirements

2. Assess performance

2.1 Design performance management and review processes to ensure consistency with organisational objectives and policies

2.2 Train participants in the performance management and review process

2.3 Conduct performance management in accordance with organisational protocols and time lines

2.4 Monitor and evaluate performance on a continuous basis

3. Provide feedback

3.1 Provide informal feedback to staff on a regular basis

3.2 Advise relevant people where there is poor performance and take necessary actions

3.3 Provide onthejob coaching when necessary to improve performance and to confirm excellence in performance

3.4 Document performance in accordance with the organisational performance management system

3.5 Conduct formal structured feedback sessions as necessary and in accordance with organisational policy

4. Manage follow up

4.1 Write and agree on performance improvement and development plans in accordance with organisational policies

4.2 Seek assistance from human resources specialists, where appropriate

4.3 Reinforce excellence in performance through recognition and continuous feedback

4.4 Monitor and coach individuals with poor performance

4.5 Provide support services where necessary

4.6 Counsel individuals who continue to perform below expectations and implement the disciplinary process if necessary

4.7 Terminate staff in accordance with legal and organisational requirements where serious misconduct occurs or ongoing poorperformance continues

Required Skills and Knowledge

ELEMENT

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1. Allocate work

1.1 Consult relevant groups and individuals on work to be allocated and resources available

1.2 Develop work plans in accordance with operational plans

1.3 Allocate work in a way that is efficient, cost effective and outcome focussed

1.4 Confirm performance standards, Code of Conduct and work outputs with relevant teams and individuals

1.5 Develop and agree performance indicators with relevant staff prior to commencement of work

1.6 Conduct risk analysis in accordance with the organisational risk management plan and legal requirements

2. Assess performance

2.1 Design performance management and review processes to ensure consistency with organisational objectives and policies

2.2 Train participants in the performance management and review process

2.3 Conduct performance management in accordance with organisational protocols and time lines

2.4 Monitor and evaluate performance on a continuous basis

3. Provide feedback

3.1 Provide informal feedback to staff on a regular basis

3.2 Advise relevant people where there is poor performance and take necessary actions

3.3 Provide onthejob coaching when necessary to improve performance and to confirm excellence in performance

3.4 Document performance in accordance with the organisational performance management system

3.5 Conduct formal structured feedback sessions as necessary and in accordance with organisational policy

4. Manage follow up

4.1 Write and agree on performance improvement and development plans in accordance with organisational policies

4.2 Seek assistance from human resources specialists, where appropriate

4.3 Reinforce excellence in performance through recognition and continuous feedback

4.4 Monitor and coach individuals with poor performance

4.5 Provide support services where necessary

4.6 Counsel individuals who continue to perform below expectations and implement the disciplinary process if necessary

4.7 Terminate staff in accordance with legal and organisational requirements where serious misconduct occurs or ongoing poorperformance continues