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Evidence Guide: LGAGOVA612B - Implement employee performance management systems

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

 

LGAGOVA612B - Implement employee performance management systems

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

Develop performance management system

  1. Council strategic and operational plans are analysed and objectives and expectations are defined to inform the development of a performance management system.
  2. Performance objectives, key performance indicators and performance standards are developed in consultation with stakeholders.
  3. Systems are developed to ensure performance is monitored and feedback is provided throughout the period of performance.
  4. Systems are responsive to changing developments, both internal and external to the council.
Council strategic and operational plans are analysed and objectives and expectations are defined to inform the development of a performance management system.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Performance objectives, key performance indicators and performance standards are developed in consultation with stakeholders.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Systems are developed to ensure performance is monitored and feedback is provided throughout the period of performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Systems are responsive to changing developments, both internal and external to the council.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement performance management system

  1. Support for the performance management system is obtained.
  2. Relevant groups and individuals are trained to monitor performance and identify performance gaps.
  3. System is launched through appropriate communication channels.
  4. Feedback is obtained to ensure that the system is understood and accepted.
  5. Performance is monitored regularly and intervention occurs to recognise both substandard and excellent performance.
  6. Processes are established to deal with problems and grievances that arise from the performance feedback.
Support for the performance management system is obtained.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Relevant groups and individuals are trained to monitor performance and identify performance gaps.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

System is launched through appropriate communication channels.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Feedback is obtained to ensure that the system is understood and accepted.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Performance is monitored regularly and intervention occurs to recognise both substandard and excellent performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Processes are established to deal with problems and grievances that arise from the performance feedback.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor and review performance management system

  1. Employees, unions and management are consulted to ascertain effectiveness of system.
  2. Measures of system effectiveness are monitored against expectations.
  3. A revision plan is developed and implemented to improve the system in keeping with council objectives and policy.
Employees, unions and management are consulted to ascertain effectiveness of system.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Measures of system effectiveness are monitored against expectations.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

A revision plan is developed and implemented to improve the system in keeping with council objectives and policy.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop performance management system

  1. Council strategic and operational plans are analysed and objectives and expectations are defined to inform the development of a performance management system.
  2. Performance objectives, key performance indicators and performance standards are developed in consultation with stakeholders.
  3. Systems are developed to ensure performance is monitored and feedback is provided throughout the period of performance.
  4. Systems are responsive to changing developments, both internal and external to the council.
Council strategic and operational plans are analysed and objectives and expectations are defined to inform the development of a performance management system.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Performance objectives, key performance indicators and performance standards are developed in consultation with stakeholders.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Systems are developed to ensure performance is monitored and feedback is provided throughout the period of performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Systems are responsive to changing developments, both internal and external to the council.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement performance management system

  1. Support for the performance management system is obtained.
  2. Relevant groups and individuals are trained to monitor performance and identify performance gaps.
  3. System is launched through appropriate communication channels.
  4. Feedback is obtained to ensure that the system is understood and accepted.
  5. Performance is monitored regularly and intervention occurs to recognise both substandard and excellent performance.
  6. Processes are established to deal with problems and grievances that arise from the performance feedback.
Support for the performance management system is obtained.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Relevant groups and individuals are trained to monitor performance and identify performance gaps.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

System is launched through appropriate communication channels.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Feedback is obtained to ensure that the system is understood and accepted.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Performance is monitored regularly and intervention occurs to recognise both substandard and excellent performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Processes are established to deal with problems and grievances that arise from the performance feedback.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor and review performance management system

  1. Employees, unions and management are consulted to ascertain effectiveness of system.
  2. Measures of system effectiveness are monitored against expectations.
  3. A revision plan is developed and implemented to improve the system in keeping with council objectives and policy.
Employees, unions and management are consulted to ascertain effectiveness of system.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Measures of system effectiveness are monitored against expectations.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

A revision plan is developed and implemented to improve the system in keeping with council objectives and policy.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

Overview of assessment requirements

A person who demonstrates competency in this unit will be able to perform the outcomes described in the Elements to the required performance level detailed in the Performance Criteria. The knowledge and skill requirements described in the Range Statement must also be demonstrated. For example, knowledge of the legislative framework and safe work practices that underpin the performance of the unit are also required to be demonstrated.

Critical aspects of evidence to be considered

The demonstrated ability to:

develop a performance management system to meet the needs of council

implement a performance management system

monitor the effectiveness of the system and implement changes to improve the system.

Context of assessment

Competency is demonstrated by performance of all stated criteria, with particular attention to the critical aspects and the knowledge and skills elaborated in the Evidence Guide, and within the scope of the Range Statement.

Assessment must take account of the endorsed Assessment Guidelines in the Local Government Training Package.

Assessment of performance requirements in this unit should be undertaken in an actual workplace or simulated environment.

Assessment should reinforce the integration of the key competencies for the particular AQF level. Refer to the key competency levels at the end of this unit.

Relationship to other units(prerequisite or co-requisite units)

To enable holistic assessment this unit may be assessed with other units that form part of the job role.

Method of assessment

The following assessment methods are suggested:

observation of the learner performing a range of workplace tasks over sufficient time to demonstrate handling of a range of contingencies

written and/or oral questioning to assess knowledge and understanding

completion of workplace documentation

third-party reports from experienced practitioners

completion of self-paced learning materials including personal reflection and feedback from trainer, coach or supervisor.

Evidence required for demonstration of consistent performance

Evidence should be collected over a set period of time that is sufficient to include dealings with an appropriate range and variety of situations.

Resource implications

The learner and trainer should have access to appropriate documentation and resources normally used in the workplace.

Required Skills and Knowledge

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

Required Skills

consultative skills to ensure the system is supported by managers and employees

evaluation of programs and strategies to ensure performance objectives are achieved

internal marketing and promotion

policy development

conflict management skills to deal with any grievances, disputes or disagreements

negotiation skills to negotiate changes to the system

counselling skills to assist managers or employees who are having difficulties or problems

communication and report writing skills to ensure a two-way information flow about how the system is performing

Required Knowledge

equal employment opportunity and affirmative action legislation

grievance handling procedures, codes of conduct and confidentiality procedures

council performance objectives, goals, policies and procedures relating to performance management

freedom of information

performance management concepts and systems

range of evaluation methodologies

learning and development strategies to support performance management systems

Range Statement

The Range Statement relates to the Unit of Competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording in the Performance Criteria is detailed below.

Performance management system may include:

processes to determine individual employee performance targets or goals

processes to ensure there is a shared understanding of what employees will be assessed against

managing individuals in a way that increases the probability that goals will be achieved in both the longer and shorter term, in accordance with industrial agreements

Key performance indicators may include:

those measures developed to gauge performance against targets

Performance standards may include:

the quantitative or qualitative level of performance desired of employees

Stakeholders may include:

managers

employees

unions

elected members

consultants

joint consultative committees

Relevant groups and individuals may include:

all those who have a role in the implementation of policies, procedures or decisions and/or are affected by their implementation