ELEMENT

PERFORMANCE CRITERIA

1. Provide leadership to individuals and work teams

1.1 The vision and strategic goals of the organisation that impact on the work area are identified and promoted.

1.2 Workforce members are regularly consulted on business objectives, plans and operational issues to minimise role ambiguity and uncertainty.

1.3 Roles, functions, responsibilities and work goals are defined in accordance with organisational requirements, and are communicated and agreed.

1.4 Opportunities are provided for workforce members to clarify aspects of particular tasks, resolve issues and seek feedback or further direction.

1.5 Encouragement is provided to develop new and innovative practices, procedures, processes, technologies and strategies in line with corporate values, vision and goals.

1.6 Leadership is provided appropriate to changing priorities and situations and takes account of the specific needs of a diverse workforce.

2. Create a cooperative work environment

2.1 Cooperation in the work environment is actively facilitated through balanced and fair work allocation and recognition of all contributions.

2.2 Teams and individuals are encouraged to find styles of working which are consistent both with team and individual competencies, preferences and business unit objectives.

2.3 Conflict management strategies are used to facilitate a cooperative work environment.

2.4 Cooperative and productive relationships with individuals and teams are established.

2.5 Leadership style and guidance that take into account the differing needs and background of a diverse workforce are used.

3. Monitor and respond to workplace emotions

3.1 Emotional strengths and triggers are identified for self and others in the workplace, and communication, client service or work allocations are tailored to take account of these.

3.2 Self-reflection and feedback is used to identify the effect on others of own emotions, and emotional control is exerted to model positive workplace behaviour.

3.3 Opportunities are provided for others to express their thoughts and feelings, and emotions are taken into account in decision making to maintain a positive emotional climate in the workplace.

3.4 Assistance is provided to others to identify the effect of emotions in the workplace and to develop and use their own emotional intelligence to build productive relationships and maximise workplace outcomes.

4. Motivate the workforce to achieve quality results

4.1 Ways to motivate a diverse workforce are explored and matched to individual needs.

4.2 Opportunities are identified for individuals to develop competencies required to meet work objectives.

4.3 Individuals' career development requirements are recognised and balanced with team objectives.

4.4 Feedback that is prompt, consistent and constructive and ongoing is provided on performance.

4.5 Achievements are promoted and rewarded in a way which openly acknowledges the contribution of individuals and teams.

4.6 Team building strategies are applied to strengthen individual and team commitment to organisational vision and work unit goals.

5. Delegate work to achieve business unit strategic objectives

5.1 Work is delegated in accordance with individual competencies or as development opportunities arise, and sufficient information is communicated, resources allocated and support provided to enable tasks to be completed successfully.

5.2 Responsibilities are delegated while still accepting accountability for their success/failure.

5.3 Mechanisms for monitoring progress in achieving work goals are established and implemented in accordance with organisational policy and practices.

5.4 Areas for improvement are determined collaboratively and improved processes/strategies are implemented.

5.5 Tasks are delegated effectively to facilitate the attainment of business unit objectives and the continuous improvement of business processes.

5.6 Up-to-date and accessible record of delegations is maintained in accordance with organisational policy and procedures.

6. Manage up

6.1 People and influences outside the immediate work environment with the potential to affect work priorities, outcomes and resources are identified.

6.2 Role relationships and responsibilities for managing up are analysed.

6.3 Strategies are developed and implemented to ensure executives consider the operational consequences of policy changes.

6.4 Strategies are used to engage support for public sector activities and ensure sufficient resources are provided to implement initiatives.

6.5 Self-evaluation and feedback from others on own performance is used to continuously improve performance and outcomes.