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Evidence Guide: PSPGEN060 - Manage 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

 

PSPGEN060 - Manage performance

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

Link individual and/or workgroup activities to organisational goals

  1. Identify, link and explain the organisation’s mission, vision and goals in accordance with each individual’s needs.
  2. Align individual and workgroup activities with organisational goals in consultation with workgroup members.
  3. Prioritise individual and workgroup activities.
Identify, link and explain the organisation’s mission, vision and goals in accordance with each individual’s needs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Align individual and workgroup activities with organisational goals in consultation with workgroup members.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Prioritise individual and workgroup activities.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Set performance standards expectations

  1. Identify and clarify performance standards.
  2. Consult, negotiate and agree upon performance standards.
  3. Develop and agree upon performance, learning and/or development plans to document team and individual performance targets, standards and professional development objectives.
  4. Develop performance targets and key performance indicators.
  5. Implement performance plans.
Identify and clarify performance standards.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consult, negotiate and agree upon performance standards.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop and agree upon performance, learning and/or development plans to document team and individual performance targets, standards and professional development objectives.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop performance targets and key performance indicators.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement performance plans.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Measure performance achievements

  1. Monitor, appraise measure and address individual performance against performance goals and required business outcomes.
  2. Manage and document disagreement or conflict.
  3. Recognise and/or reward outstanding performance.
  4. Identify and implement areas and strategies for improvement to continuously improve performance and outcomes.
Monitor, appraise measure and address individual performance against performance goals and required business outcomes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage and document disagreement or conflict.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Recognise and/or reward outstanding performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and implement areas and strategies for improvement to continuously improve performance and outcomes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Renegotiate performance and learning/ development plans

  1. Document and use the results of performance management to identify strengths and performance gaps.
  2. Capture learning to inform knowledge management strategies and transfer skills to other staff.
  3. Renegotiate and agree upon performance standards.
  4. Identify and agree upon learning and development objectives to enhance performance and meet developing organisational and workgroup goals.
  5. Document agreed performance standards and related professional development.
Document and use the results of performance management to identify strengths and performance gaps.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Capture learning to inform knowledge management strategies and transfer skills to other staff.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Renegotiate and agree upon performance standards.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and agree upon learning and development objectives to enhance performance and meet developing organisational and workgroup goals.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Document agreed performance standards and related professional development.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Link individual and/or workgroup activities to organisational goals

  1. Identify, link and explain the organisation’s mission, vision and goals in accordance with each individual’s needs.
  2. Align individual and workgroup activities with organisational goals in consultation with workgroup members.
  3. Prioritise individual and workgroup activities.
Identify, link and explain the organisation’s mission, vision and goals in accordance with each individual’s needs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Align individual and workgroup activities with organisational goals in consultation with workgroup members.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Prioritise individual and workgroup activities.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Set performance standards expectations

  1. Identify and clarify performance standards.
  2. Consult, negotiate and agree upon performance standards.
  3. Develop and agree upon performance, learning and/or development plans to document team and individual performance targets, standards and professional development objectives.
  4. Develop performance targets and key performance indicators.
  5. Implement performance plans.
Identify and clarify performance standards.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consult, negotiate and agree upon performance standards.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop and agree upon performance, learning and/or development plans to document team and individual performance targets, standards and professional development objectives.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop performance targets and key performance indicators.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement performance plans.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Measure performance achievements

  1. Monitor, appraise measure and address individual performance against performance goals and required business outcomes.
  2. Manage and document disagreement or conflict.
  3. Recognise and/or reward outstanding performance.
  4. Identify and implement areas and strategies for improvement to continuously improve performance and outcomes.
Monitor, appraise measure and address individual performance against performance goals and required business outcomes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Manage and document disagreement or conflict.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Recognise and/or reward outstanding performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and implement areas and strategies for improvement to continuously improve performance and outcomes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Renegotiate performance and learning/ development plans

  1. Document and use the results of performance management to identify strengths and performance gaps.
  2. Capture learning to inform knowledge management strategies and transfer skills to other staff.
  3. Renegotiate and agree upon performance standards.
  4. Identify and agree upon learning and development objectives to enhance performance and meet developing organisational and workgroup goals.
  5. Document agreed performance standards and related professional development.
Document and use the results of performance management to identify strengths and performance gaps.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Capture learning to inform knowledge management strategies and transfer skills to other staff.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Renegotiate and agree upon performance standards.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and agree upon learning and development objectives to enhance performance and meet developing organisational and workgroup goals.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Document agreed performance standards and related professional development.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.

1. Link individual and/or workgroup activities to organisational goals

1.1 Identify, link and explain the organisation’s mission, vision and goals in accordance with each individual’s needs.

1.2 Align individual and workgroup activities with organisational goals in consultation with workgroup members.

1.3 Prioritise individual and workgroup activities.

2. Set performance standards expectations

2.1 Identify and clarify performance standards.

2.2 Consult, negotiate and agree upon performance standards.

2.3 Develop and agree upon performance, learning and/or development plans to document team and individual performance targets, standards and professional development objectives.

2.4 Develop performance targets and key performance indicators.

2.5 Implement performance plans.

3. Measure performance achievements

3.1 Monitor, appraise measure and address individual performance against performance goals and required business outcomes.

3.2 Manage and document disagreement or conflict.

3.3 Recognise and/or reward outstanding performance.

3.4 Identify and implement areas and strategies for improvement to continuously improve performance and outcomes.

4. Renegotiate performance and learning/ development plans

4.1 Document and use the results of performance management to identify strengths and performance gaps.

4.2 Capture learning to inform knowledge management strategies and transfer skills to other staff.

4.3 Renegotiate and agree upon performance standards.

4.4 Identify and agree upon learning and development objectives to enhance performance and meet developing organisational and workgroup goals.

4.5 Document agreed performance standards and related professional development.

Required Skills and Knowledge

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.

1. Link individual and/or workgroup activities to organisational goals

1.1 Identify, link and explain the organisation’s mission, vision and goals in accordance with each individual’s needs.

1.2 Align individual and workgroup activities with organisational goals in consultation with workgroup members.

1.3 Prioritise individual and workgroup activities.

2. Set performance standards expectations

2.1 Identify and clarify performance standards.

2.2 Consult, negotiate and agree upon performance standards.

2.3 Develop and agree upon performance, learning and/or development plans to document team and individual performance targets, standards and professional development objectives.

2.4 Develop performance targets and key performance indicators.

2.5 Implement performance plans.

3. Measure performance achievements

3.1 Monitor, appraise measure and address individual performance against performance goals and required business outcomes.

3.2 Manage and document disagreement or conflict.

3.3 Recognise and/or reward outstanding performance.

3.4 Identify and implement areas and strategies for improvement to continuously improve performance and outcomes.

4. Renegotiate performance and learning/ development plans

4.1 Document and use the results of performance management to identify strengths and performance gaps.

4.2 Capture learning to inform knowledge management strategies and transfer skills to other staff.

4.3 Renegotiate and agree upon performance standards.

4.4 Identify and agree upon learning and development objectives to enhance performance and meet developing organisational and workgroup goals.

4.5 Document agreed performance standards and related professional development.

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the candidate must demonstrate evidence of performance of the following on at least one occasion.

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

identifying future learning and development requirements

applying time management

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the depth of knowledge demonstrated must be appropriate to the job context of the candidate.

public sector legislation including WHS and environment, regulations, policies, procedures and guidelines relating to performance management

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