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Evidence Guide: SITXHRM006 - Monitor staff performance

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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

 

SITXHRM006 - Monitor staff performance

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

Monitor staff performance and provide feedback.

  1. Consult with and inform colleagues about expected standards of performance using appropriate communication mechanisms.
  2. Monitor ongoing performance through regular performance appraisals and by maintaining close contact with the workplace and colleagues.
  3. Regularly provide colleagues with guidance and support to enhance their work performance.
  4. Provide recognition and rewards for achievements and outstanding performance.
  5. Identify need for further coaching or training and organise according to organisational policies.
Consult with and inform colleagues about expected standards of performance using appropriate communication mechanisms.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor ongoing performance through regular performance appraisals and by maintaining close contact with the workplace and colleagues.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Regularly provide colleagues with guidance and support to enhance their work performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide recognition and rewards for achievements and outstanding performance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify need for further coaching or training and organise according to organisational policies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Recognise and resolve performance problems.

  1. Identify and investigate performance problems.
  2. Use feedback and coaching to address performance problems.
  3. Discuss and agree on possible solutions with the colleague.
  4. Follow-up outcomes of informal counselling through review in the workplace.
  5. Organise and conduct a formal counselling session when needed according to required procedures.
Identify and investigate performance problems.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Use feedback and coaching to address performance problems.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Discuss and agree on possible solutions with the colleague.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Follow-up outcomes of informal counselling through review in the workplace.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Organise and conduct a formal counselling session when needed according to required procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement performance management systems.

  1. Implement formal performance management systems.
  2. Conduct individual performance evaluations openly and fairly.
  3. Complete and file performance management records.
  4. Agree on courses of action with colleagues and follow-up in workplace.
Implement formal performance management systems.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Conduct individual performance evaluations openly and fairly.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Complete and file performance management records.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Agree on courses of action with colleagues and follow-up in workplace.

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.

1. Monitor staff performance and provide feedback.

1.1.Consult with and inform colleagues about expected standards of performance using appropriate communication mechanisms.

1.2.Monitor ongoing performance through regular performance appraisals and by maintaining close contact with the workplace and colleagues.

1.3.Regularly provide colleagues with guidance and support to enhance their work performance.

1.4.Provide recognition and rewards for achievements and outstanding performance.

1.5.Identify need for further coaching or training and organise according to organisational policies.

2. Recognise and resolve performance problems.

2.1.Identify and investigate performance problems.

2.2.Use feedback and coaching to address performance problems.

2.3.Discuss and agree on possible solutions with the colleague.

2.4.Follow-up outcomes of informal counselling through review in the workplace.

2.5.Organise and conduct a formal counselling session when needed according to required procedures.

3. Implement performance management systems.

3.1.Implement formal performance management systems.

3.2.Conduct individual performance evaluations openly and fairly.

3.3.Complete and file performance management records.

3.4.Agree on courses of action with colleagues and follow-up in workplace.

Required Skills and Knowledge

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

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

1. Monitor staff performance and provide feedback.

1.1.Consult with and inform colleagues about expected standards of performance using appropriate communication mechanisms.

1.2.Monitor ongoing performance through regular performance appraisals and by maintaining close contact with the workplace and colleagues.

1.3.Regularly provide colleagues with guidance and support to enhance their work performance.

1.4.Provide recognition and rewards for achievements and outstanding performance.

1.5.Identify need for further coaching or training and organise according to organisational policies.

2. Recognise and resolve performance problems.

2.1.Identify and investigate performance problems.

2.2.Use feedback and coaching to address performance problems.

2.3.Discuss and agree on possible solutions with the colleague.

2.4.Follow-up outcomes of informal counselling through review in the workplace.

2.5.Organise and conduct a formal counselling session when needed according to required procedures.

3. Implement performance management systems.

3.1.Implement formal performance management systems.

3.2.Conduct individual performance evaluations openly and fairly.

3.3.Complete and file performance management records.

3.4.Agree on courses of action with colleagues and follow-up in workplace.

Evidence of the ability to complete tasks outlined in elements and performance criteria of this unit in the context of the job role, and:

monitor the effectiveness of staff in relation to at least six of the following standards of performance:

adherence to procedures

cost minimisation

customer service standards

level of accuracy in work

personal presentation

productivity

punctuality

response times

team interaction

waste minimisation

provide supportive feedback and guidance for improving standards of performance to above staff

conduct structured performance appraisals and formal counselling and training sessions for staff members, in line with established organisational procedures

recognise outstanding performance according to organisational policies.

Demonstrated knowledge required to complete the tasks outlined in elements and performance criteria of this unit:

role and importance of monitoring staff performance and providing feedback and coaching

key elements of performance standards and performance management systems:

methods of collecting performance data

methods of interpreting performance data

processes for performance appraisal interviews

type of assessment:

self

peer

team

productivity indicators

forms of guidance and support to enhance staff performance:

advice on training and development opportunities

confirmation of organisational objectives and key performance requirements

ensuring adequate resources are applied

opportunity to discuss work challenges

providing confirmation and corrective feedback

representing staff interests in other forums

support with difficult interpersonal situations

potential solutions to staff performance issues:

additional training

adjusting workload

agreeing on short-term goals for improvement

assisting with problems outside of the workplace

reorganising work practices

performance appraisal practices:

reasons for performance appraisal

format for, and inclusions of, performance appraisal documents

methods of appraising performance

specific organisation:

procedures for performance appraisal interviews

procedures for formal performance management and counselling sessions:

formal notification to staff member and management

invited participation of appropriate people

organisation of appropriate location for counselling session

grievance procedures.