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1 Assessment Tasks Assessr Guide BSBMGT502B: Manage peple perfrmance

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3 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Assessment Dcumentatin This Assessr Guide is designed t prvide standardised dcumentatin and assessment prcedure fr the assessment prcesses cnducted by this RTO. The assessment tls that are used by yu (the assessr) will result in evidence being generated by the student targeting this unit f cmpetency. The evidence is kept by the RTO and is required fr audit purpses. The fllwing table summarises the types f evidence students can generate as prf f cmpetence. The table cntains infrmatin based n the AQF (Australian Qualificatins Framewrk) Level fr the unit BSBMGT502B: Manage peple perfrmance. Sample assessment tls have been suggested as a means f assisting students in generating the apprpriate frm f evidence fr this unit. AQF Level Distinguishing Features (Surce: AQF Implementatin Handbk 2007: Guidelines) Type f evidence t be used Sample assessment tls Diplma Demnstrate understanding f a brad knwledge base incrprating theretical cncepts, with substantial depth in sme areas Analyse and plan appraches t technical prblems r management requirements Transfer and apply theretical cncepts and/r technical r creative skills t a range f situatins Evaluate infrmatin using it t frecast fr planning r research purpses Take respnsibility fr wn utputs in relatin t specified quality standards Take sme respnsibility fr the achievement f grup utcmes Wrkplace achievement Answers t case study Wrk samples frm a range f areas Practical demnstratin Rle playing a specific prcess Lg bk Phtgraphs / vides Third party reprt Perfrmance checklist fr demnstratins / rle plays Case study scenaris and questins with benchmark answers End prduct summary checklist Written/ral questins and benchmark answers The assessment activities assciated with the unit f cmpetency BSBMGT502B: Manage peple perfrmance are listed belw: Assessment 1: Written Written answers t questins Assessment 2: Prject Written respnses t tasks Assessment 3: Prject Written respnses t tasks Assessment 4: Prject Written respnses t tasks Assessment 5: Prject Written respnses t tasks BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 1 f 49

4 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Assessment Infrmatin The candidate has been given the fllwing infrmatin This guide cntains all f the assessment tasks required fr cmpletin f unit f cmpetency BSBMGT502B: Manage peple perfrmance. Prir t cmmencing the assessments yur assessr will explain each task t yu. Yu will be given the pprtunity t ask questins and t seek clarificatin n any f the tasks, and yur assessr will remain available t supprt yu thrugh the assessment prcess. Yur assessr is als available t discuss Recgnitin f Prir Learning and whether this applies t yur circumstances. Terms and cnditins Submitting yur evidence prtfli Yu are recmmended t seek the advice f yur assessr when putting tgether yur evidence prtfli in rder t cnfirm that yu have prvided sufficient evidence f cmpetency. Yu shuld nte that yur evidence prtfli must be retained by the Registered Training Organisatin fr audit purpses and will nt be returned t yu. If yu wish t keep any evidence, yu shuld make a cpy prir t submissin fr assessment. Yu are advised t make sure yu clearly label each answer and task and cmplete all sectins f each assessment. If pssible, yu shuld als submit cpies f any wrkplace dcuments that may be relevant t this unit f cmpetency. In this case yu will need t gain apprval t prvide the cpies frm yur emplyer. Ownership and plagiarism Yu are advised by accepting these terms and cnditins yu have declared the evidence that yu submit is yur wn wrk r the result f yur wn research. By signing the declaratin belw yu acknwledge yur assessment is yur wn and cntains n material written by anther persn except where due reference is made. Nte that if yu qute any surce in yur evidence, yu must prvide a reference t the surce in rder t ensure that yu d nt breach Cpyright legislatin. Yu need t be aware that a false declaratin may lead t the withdrawal f a qualificatin. Re-submissin f yur evidence prtfli If yur evidence meets the requirements f the unit f cmpetency yu will be assessed as Cmpetent (C) in this unit. If yur evidence des nt meet the requirements f the unit f cmpetency yu will be assessed as Nt Yet Cmpetent (NYC). If yu are assessed NYC, it is imprtant t discuss yur re-submissin with yur assessr as yu will be given ne pprtunity nly t revise and re-submit yur evidence prtfli. Candidate s declaratin f riginal authrship The candidate is required t sign the fllwing declaratin in the Candidate cpy f this Assessment. I declare that this assessment is my wn and cntains n material written by anther persn except where due reference is made. I am aware that a false declaratin may lead t the withdrawal f a qualificatin BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 2 f 49

5 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide BSBMGT502B: Manage peple perfrmance Elements 1. Allcate wrk Perfrmance Criteria (PC): 1.1 Cnsult relevant grups and individuals n wrk t be allcated and resurces available 1.2 Develp wrk plans in accrdance with peratinal plans 1.3 Allcate wrk in a way that is efficient, cst effective and utcme fcussed 1.4 Cnfirm perfrmance standards, Cde f Cnduct and wrk utputs with relevant teams and individuals 1.5 Develp and agree perfrmance indicatrs with relevant staff prir t cmmencement f wrk 1.6 Cnduct risk analysis in accrdance with the rganisatinal risk management plan and legal requirements 2. Assess perfrmance Perfrmance Criteria (PC): 2.1 Design perfrmance management and review prcesses t ensure cnsistency with rganisatinal bjectives and plicies 2.2 Train participants in the perfrmance management and review prcess 2.3 Cnduct perfrmance management in accrdance with rganisatinal prtcls and time lines 2.4 Mnitr and evaluate perfrmance n a cntinuus basis 3. Prvide feedback Perfrmance Criteria (PC): 3.1 Prvide infrmal feedback t staff n a regular basis 3.2 Advise relevant peple where there is pr perfrmance and take necessary actins 3.3 Prvide n-the-jb caching when necessary t imprve perfrmance and t cnfirm excellence in perfrmance 3.4 Dcument perfrmance in accrdance with the rganisatinal perfrmance management system 3.5 Cnduct frmal structured feedback sessins as necessary and in accrdance with rganisatinal plicy 4. Manage fllw up Perfrmance Criteria (PC): 4.1 Write and agree perfrmance imprvement and develpment plans in accrdance with rganisatinal plicies 4.2 Seek assistance frm human resurces specialists where apprpriate 4.3 Reinfrce excellence in perfrmance thrugh recgnitin and cntinuus feedback 4.4 Mnitr and cach individuals with pr perfrmance 4.5 Prvide supprt services where necessary 4.6 Cunsel individuals wh cntinue t perfrm belw expectatins and implement the disciplinary prcess if necessary 4.7 Terminate staff in accrdance with legal and rganisatinal requirements where serius miscnduct ccurs r nging pr-perfrmance cntinues Required Skills RS 1. cmmunicatin skills t articulate expected standards f perfrmance, t prvide effective feedback and t cach staff wh need develpment RS 2. risk management skills t analyse, identify and develp mitigatin strategies fr identified risks RS 3. planning and rganisatin skills t ensure a planned and bjective apprach t the perfrmance management system. Required Knwledge RK 1. relevant legislatin frm all levels f gvernment that affects business peratin, especially in regard t ccupatinal health and safety and envirnmental issues, equal pprtunity, industrial relatins and anti-discriminatin RK 2. relevant awards and certified agreements BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 3 f 49

6 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Required Knwledge RK 3. perfrmance measurement systems utilised within the rganisatin RK 4. unlawful dismissal rules and due prcess RK 5. staff develpment ptins and infrmatin. Critical aspects f evidence Evidence f the fllwing is essential: CAE 1. dcumented perfrmance indicatrs and a critical descriptin and analysis f perfrmance management system frm the wrkplace CAE 2. techniques in prviding feedback and caching fr imprvement in perfrmance CAE 3. knwledge f relevant awards and certified agreements. Emplyability Skills Industry and enterprise requirements fr the qualificatin: ES 1. ES 2. ES 3. ES 4. ES 5. ES 6. ES 7. ES 8. Cmmunicatin cnducting research t cllect and analyse infrmatin in a range f reprts cnsulting with thers t develp a range f plans and reprts liaising with stakehlders and prmting participative wrkplace arrangements negtiating slutins t new and emerging issues Teamwrk cntributing t the develpment f ther team members prviding feedback n team perfrmance t clleagues and managers Prblem slving applying risk management prcesses t business peratins assessing financial viability f new pprtunities and matching rganisatinal capability with market needs Initiative and enterprise encuraging creative and innvative wrkplace slutins identifying new and emerging pprtunities fr the business and develping strategies t capitalise n them managing, fstering and facilitating change Planning and rganising develping systems that are flexible and respnsive t changing circumstances planning fr cntingencies and perfrmance f staff and systems Self management dealing with cntingencies managing wn time and pririties taking respnsibility as required by wrk rle and ensuring all rganisatinal plices and prcedures are adhered t Learning assisting thers t acquire new knwledge and skills t imprve team and individual perfrmance Technlgy using electrnic cmmunicatin devices and prcesses such as internet, intranet, t prduce written crrespndence and reprts using technlgy t assist the management f infrmatin and t assist the planning prcess Candidates targeting unit BSBMGT502B: Manage peple perfrmance need t cmplete all frmative activities in preparatin fr the five summative assessment activities required fr this unit. The candidate is prvided with instructins fr each f the summative assessment activities in her/his assessment task bk. If at any stage f the assessments, yu believe that the safety f anyne is in jepardy, yu shuld abrt the assessment sessin. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 4 f 49

7 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Assessment 1: Written Test The fllwing instructins have been prvided t the candidate. Instructins t Candidate Yu are required t answer the fllwing questins t cnfirm yur knwledge in relatin t unit BSBMGT502B: Manage peple perfrmance. Yu may refer t yur training materials and ther research while cmpleting the answers. Write yur answers in the spaces belw using a blue r black pen. Alternatively type a dcument and prvide a printed cpy. If yu re-type the dcument, repeat each questin in the dcument and type yur answer under the questin. Instructins t Assessr: Written Benchmark Answers The fllwing answers are supplied fr yu (the assessr). Please ensure when marking the candidate s wrk that yu adhere t the prescribed answers. The benchmark answers in the fllwing table are intended as a guide t ensure cnsistency f assessment. Questins and benchmark answers Questin 1. What is the crrect name f the Act (legislatin) that gverns ccupatinal health and safety in yur State? Answers will vary accrding t the candidate s state eg: Queensland: Wrkplace Health & Safety Act RK 1 Questin 2. What is the crrect name and date f the Act (legislatin) that gverns envirnmental issues in yur State? Answers will vary accrding t the candidate s state eg: Envirnmental Prtectin Act RK 1 Questin 3. What is the crrect name f the Cmmnwealth Act (legislatin) first passed in 2009 that gverns wrkplace relatins? Fair Wrk Act RK 1 Questin 4. List the crrect names f 3 Cmmnwealth Acts (legislatin) that relate t antidiscriminatin Cmmnwealth legislatin includes: Disability Discriminatin Act Sex Discriminatin Act Age Discriminatin Act Racial Discriminatin Act RK 1 BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 5 f 49

8 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Questins and benchmark answers Questin 5. The Fair Wrk Act requires all emplyers cvered by the natinal wrkplace relatins system t give new emplyees a Fair Wrk Infrmatin Statement. When must the statement be given t the emplyee? Befre, r as sn as pssible after, the emplyee starts emplyment RK 1 Assessr nte: Refer t which states: The Fair Wrk Act prvides a safety net f enfrceable minimum emplyment terms and cnditins thrugh the Natinal Emplyment Standards (NES). Frm 1 January 2010, all emplyers cvered by the natinal wrkplace relatins system have an bligatin t give each new emplyee a Fair Wrk Infrmatin Statement (the Statement) befre, r as sn as pssible after, the emplyee starts emplyment. The Statement cntains infrmatin abut: The Natinal Emplyment Standards (NES) The effect n an emplyee s NES entitlements when there is a transfer f business Mdern awards Agreement making under the Fair Wrk Act 2009 Individual flexibility arrangements The right t freedm f assciatin Terminatin f emplyment and unfair dismissal Right f entry (including the prtectin f persnal infrmatin by privacy laws) The rle f the Fair Wrk Ombudsman and Fair Wrk Australia Questin 6. What is an award? An award is an enfrceable dcument cntaining minimum terms and cnditins f emplyment in additin t any legislated minimum terms. RK 2 CAE 3 Questin 7. What is the name f the natinal bdy that has respnsibility fr making and varying awards in the wrkplace relatins system? Fair Wrk Australia (FWA) has respnsibility fr making and varying awards in the natinal wrkplace relatins system.. RK 2 CAE 3 Questin 8. What is a mdern award? Mdern awards are thse awards being created under the new natinal wrkplace relatins system. RK 2 CAE 3 Questin 9. Hw d yu find ut which award applies t yur rganisatin r an emplyee? T find ut which award yu are cvered by, yu shuld cntact the Fair Wrk Infline n RK 2 CAE 3 BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 6 f 49

9 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Questins and benchmark answers Questin 10. Is a certified agreement: A. a cllective wrkplace agreement ldged with the relevant wrkplace authrity, r B. an individual agreement certified by a Justice f the Peace A. a cllective wrkplace agreement ldged with the relevant wrkplace authrity RK 2 CAE 3 Assessr nte The Fair Wrk Act website states: Cllective agreements made befre 27 March 2006 were called certified agreements and were ldged with the Australian Industrial Relatins Cmmissin. Cllective agreements made after 27 March 2006 were ldged with the Wrkplace Authrity. Questin 11. Sme emplyees are cvered by an agreement, nt an award. What are the 3 types f enterprise agreements that can be made under the Fair Wrk Act? Single-enterprise agreements invlving a single emplyer r ne r mre emplyers (such as in a jint venture) c-perating in what is essentially a single enterprise (such emplyers are knwn as single interest emplyers). Multi-enterprise agreements invlving tw r mre emplyers that are nt all single interest emplyers. Greenfields agreements invlving a genuinely new enterprise that ne r mre emplyers are establishing r prpse t establish and wh have nt yet emplyed persns necessary fr the nrmal cnduct f the enterprise. Such agreements may be either a single-enterprise agreement r a multienterprise agreement. RK 2 CAE 3 Questin 12. Explain in yur wn wrds the difference between a perfrmance standard and a perfrmance indicatr. Which f the tw wuld yu categrise as a perfrmance measurement system? Answers may vary in wrding but shuld indicate: A Perfrmance Standard is the level, r quality f perfrmance required. A Perfrmance Standard is what we measure. RK 3 CAE 1 A Perfrmance Indicatr (r KPI key perfrmance indicatr) is the methd f measuring success in achieving the Perfrmance Standard. It can be categrised as a perfrmance measurement system. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 7 f 49

10 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Questins and benchmark answers Questin 13. It is illegal fr an emplyer t dismiss an emplyee fr a number f reasns. List 5 reasns that may be used as grunds fr a claim f unlawful dismissal. Dismissal fr any f the fllwing reasns (candidate is t list 5): A persn's race, clur, sex, sexual preference, age, physical r mental disability, marital status, family r carer's respnsibilities, pregnancy, religin, plitical pinin, natinal extractin r scial rigin (sme exceptins apply, such as where it's based n the inherent requirements f the jb) Temprary absence frm wrk because f illness r injury Trade unin membership r participatin in trade unin activities utside wrking hurs r, with the emplyer's cnsent, during wrking hurs Nn-membership f a trade unin Seeking ffice as, r acting as, a representative f emplyees Being absent frm wrk during maternity leave r ther parental leave Temprary absence frm wrk t engage in a vluntary emergency management activity Filing a cmplaint, r participating in prceedings against an emplyer. RK 4 Questin 14. Generally, legislatin des nt permit an emplyer t dismiss an emplyee withut ntice. What is the exceptin where summary dismissal is permitted? Summary dismissal fr miscnduct. RK 1, 4 In all ther cases, due prcess must be fllwed. Questin 15. Define in yur wn wrds the meaning f 360 feedback. Why it is a staff develpment ptin fr managers? Answers may vary in wrding Definitin: 360-degree feedback, als knwn as multi-rater feedback, multisurce feedback, r multisurce assessment, is feedback that cmes frm all arund an emplyee. It takes the frm f a survey requesting feedback frm subrdinates, peers, and supervisrs. It als includes a self-assessment and, in sme cases, feedback frm external surces such as custmers and suppliers r ther interested stakehlders RK 5 CAE 2 Staff develpment ptin: Often used fr managers prvides feedback fr imprvement in their wn perfrmance - helps in chsing the mst apprpriate prfessinal develpment ptins. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 8 f 49

11 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Questins and benchmark answers Questin 16. List 3 staff develpment ptins that can be used fr develping skills and knwledge within the wrkplace, n-the-jb. On-the jb caching Mentring Team meetings and infrmatin sessins Buddy system Prviding pprtunities fr practice f new skills Jb rtatin and multi-skilling RK 5 CAE 2 Questin 17. List 3 types f external rganisatins that yu culd cntact t prvide infrmatin abut training and staff develpment ptins. TAFE clleges Apprenticeship training rganisatins Registered training rganisatins under the Australian Quality Training Framewrk Management cnsultants r ther external cnsultants wh are invlved in staff develpment RK 5 CAE 2 Ttal Questins 17 Assessment checklist Assessr Nte Please cmplete the assessment checklist in the Candidate Guide t recrd the assessment prcess and utcme. The checklist cntains a declaratin by the candidate as fllws: The purpse and utcmes f the assessment have been explained. I have received infrmatin abut the unit f cmpetency. I understand the type f evidence t be cllected. The appeals system has been explained t me. I have ntified my assessr f any special needs that may need t be cnsidered during the assessment. The checklist cntains a sectin fr the assessr t recrd the fllwing: Whether RPL / Accelerated prgressin is required Whether Language / Literacy / Numeracy supprt is required Any ther special needs BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 9 f 49

12 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Assessment 2: Prject The fllwing instructins have been prvided t the candidate. Instructins t Candidate This activity is related t the unit f cmpetency BSBMGT502B: Manage peple perfrmance. In particular, yu will be required t demnstrate yur skills and knwledge in relatin t this unit f cmpetency. Yu may refer t yur training materials and ther research if required. The activity may be cmpleted in the wrkplace r a simulated wrkplace. Yur assessr will use a checklist t recrd the assessment decisin. Overview Belw are a number f practical tasks t be cmpleted ver a perid f time in a real r simulated wrkplace where yu will perfrm the duties f a manager. The times fr cmpletin f the tasks are t be negtiated between yurself and the assessr. The tasks will reflect yur ability t: Prject: Identify rganisatinal requirements and develp wrk plans fr a team, allcating wrk and designing perfrmance indicatrs. Yur assessr will prvide yu with instructins and cmplete a checklist n which they will recrd yur satisfactry perfrmance f wrkplace tasks. The Prject Tasks table belw identifies the dcuments that yu are required t prepare and submit in yur evidence prtfli. They may be presented in printed frmat in a flder r as an electrnic cpy. Ensure bth yur name and student number is clearly displayed. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 10 f 49

13 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Instructins t Assessr The fllwing benchmarks are supplied fr yu (the assessr). Please ensure when marking the candidate s wrk that yu adhere t the prescribed benchmarks which are intended as a guide t ensure cnsistency f assessment. Prject Tasks The fllwing tasks may be cmpleted as a wrkplace prject based n yur wn rganisatin and jb rle, r as a simulated wrkplace prject based n a fictitius rganisatin, r an rganisatin yu are familiar with. 1. Fr the rganisatin where yu are the manager, identify the fllwing: Name f the rganisatin and a descriptin f the type f activities it cnducts. Name f the department / team that yu manage and a descriptin f the activities it cnducts. Design a missin statement fr the rganisatin. Design a missin statement fr yur team, which states hw yur team prmtes the verall bjectives in accrdance with the rganisatin s peratinal plans. The missin statement will be the first step in designing perfrmance standards and a wrk plan fr yur team. Example f an rganisatinal missin statement: Our Missin at Fung Wung's Cking Huse is t be the Number 1 Chinese Restaurant in Brisbane. We will d this by using the freshest ingredients and shwcasing exceptinal Chinese Cuisine, that will be s sught after, every night ur restaurant will be bked ut and ur feedback frm ur custmers will be 5 ut f 5. Example f a team missin statement: Our Missin in the Kitchen f Fu Wung s Cking Huse is t enable Fu Wung s t be the Number 1 Chinese Restaurant in Brisbane. We will d this by wrking as a team t prepare authentic Chinese recipes f the highest quality and always striving t imprve the quality and variety f meals. Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title Organisatin and Team cntaining the abve infrmatin. Has the candidate met the fllwing criteria fr Task 1 The candidate s respnse will vary A dcument with the title Organisatin and Team cntaining: PC 1.2, 1.4 RS 3 ES 1 Named an rganisatin, (business, gvernment r cmmunity) and sufficiently described the activities it cnducts s that its purpse can be pictured. Named the department/team within the rganisatin and sufficiently described its activities. Designed an apprpriate and cncise missin statement fr the rganisatin which states its purpse. This may include: What des the rganisatin d what is its reasn fr existence? Wh des the rganisatin serve wh are its custmers and hw d they serve them? What is the missin t be i.e. the best r better than what? What actins des the rganisatin wish t be distinguished fr? Designed an apprpriate and cncise missin statement fr the team which aligns with the missin f the rganisatin and has the same structure as the rganisatinal missin statement. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 11 f 49

14 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 2. In rder t design wrk plans fr yur team, it is necessary t identify specific bjectives (r gals). This step will define the perfrmance standards fr wrk utputs. The missin statement that yu designed fr the team in Task 1 identifies the purpse f the team in accrdance with the rganisatin s peratinal plan. Use the missin statement t define 5 clear bjectives (r gals) fr the team. These shuld be wrded in terms f utcmes, as ppsed t tasks. PC 1.2, 1.4 RS 3 ES 1 Example f team gals fr Fu Wung s Cking Huse: Gal 1: Authentic Chinese recipes Gal 2: Variety f menu ptins t suit all tastes Gal 3: Attractive presentatin f meals Gal 4: Giving custmers the meals they want Gal 5: Prmpt service Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title Team Perfrmance Standards cntaining the abve infrmatin. Has the candidate met the fllwing criteria fr Task 2 The candidate s respnse will vary A dcument with the title Team Perfrmance Standards cntaining: Listed 5 bjectives relevant t the team missin statement. Crrectly differentiated between a task and a gal and nly listed utcmes. Selected gals that are relevant t their missin statement fr the team and that cmply with the verall bjectives f the rganisatin BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 12 f 49

15 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 3. In rder t design wrk plans fr yur team, yu will need t identify the key tasks that need t be perfrmed in rder t achieve the team s perfrmance standards. List 3 key tasks that need t be perfrmed by the team fr each f the 5 perfrmance standards that yu identified in Task 2. The tasks shuld be stated in active verbs (nt understand r knw but d ). PC 1.2, 1.4 RS 3 ES 1 Example gal authentic Chinese recipes Task 1: Undertake research n authentic Chinese recipes Task 2: Maintain a database r list f authentic Chinese recipes Task 3: Use traditinal Chinese cking methds Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title Team Key Tasks cntaining the abve infrmatin. Has the candidate met the fllwing criteria fr Task 3 The candidate s respnse will vary A dcument with the title Team Key Tasks cntaining: Dcumented each f the 5 gals and prvided 3 key tasks t achieve each perfrmance standard. The tasks shuld be stated in active verbs (nt understand r knw but d ) The tasks must be relevant t achieving the perfrmance standards. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 13 f 49

16 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 4. When develping a wrk plan, yu will need t agree perfrmance indicatrs (KPIs) with the team. The KPIs will be designed t measure whether wrk utput is achieving the identified perfrmance standards. The first step is t identify which perfrmance standards cmply with SMARTT criteria, and are therefre capable f being used as KPIs. Specific Measurable Achievable Realistic Trackable Time Framed. PC 1.5 RS 3 RK 3 CAE 1 ES 1 Refer t the team perfrmance standards that yu develped in Task 2 and create a dcument in 2 parts: Part A: Analysis f Perfrmance Standards List each f the 5 gals that yu identified in Task 2 (eg Perfrmance Standard 1: Authentic Chinese recipes) Under each gal, type a paragraph analysing whether the perfrmance standard meets SMARTT criteria. If yu find that it des nt meet SMARTT criteria, explain the reasn why. Part B: Key Perfrmance Indicatrs Chse the 3 mst apprpriate perfrmance standards frm Part A where yu have cnfirmed that they meet SMARTT criteria. List the perfrmance standards and under each, type a paragraph that explains: Hw it will be measured. Hw it will be mnitred (tracked) When (hw ften) it will be measured Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title Team Perfrmance Indicatrs cntaining the abve infrmatin. Has the candidate met the fllwing criteria fr Task 4 The candidate s respnse will vary A dcument with the title Team Perfrmance Indicatrs cntaining: Used the Perfrmance Standards frm Task 2 as headings Identified hw each f the gals meets the SMARTT criteria r identified why they d nt meet SMARTT criteria. Chsen the 3 mst apprpriate gals and identified hw they will be measured, mnitred and time-framed. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 14 f 49

17 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 5. Befre implementing a wrk plan fr the team, yu wuld need t cnduct a risk analysis in accrdance with the rganisatin s risk management plan and legal requirements. PC 1.6 RS 2 ES 3, 5 Design a Risk Management Plan t be incrprated in yur wrk plan, based n the Team Key Tasks dcument that yu created in Task 2. Fr each f the team key tasks, yu shuld identify: Any hazards assciated with perfrming the tasks (a hazard is smething with the ptential t create risk) The risk/s assciated with the hazard (the cnsequences f injury t individuals r damage t the rganisatin including its peratins, quality standards, timelines r reputatin). The risk assessment (the likelihd f the risk ccurring). The risk cntrl measures t be implemented, r the reasn why n risk cntrl measure will / can be implemented. Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title Risk Management Plan cntaining the abve infrmatin. Has the candidate met the fllwing criteria fr Task 5 The candidate s respnse will vary A dcument with the title Risk Management Plan cntaining: Differentiated crrectly between a hazard and a risk. Identified relevant risks t safety Identified relevant risks t the rganisatin / team achieving its bjectives Identified relevant risks t quality standards and/r timelines Identified relevant risks relating t csts / verheads Identified relevant risks relating t legislative requirements eg envirnmental legislatin Assessed all risks apprpriately in terms f likelihd. Identified risk cntrl measures r stated why n measure will be implemented. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 15 f 49

18 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 6. In rder t allcate wrk t individual team members in a way that is efficient, cst effective and utcme fcused, yu need t first identify the skills, knwledge and wrk lad f each team member. Refer t yur dcument with the title Organisatin and Team and list each member f yur team by name and jb title. Yu are t list at least 5 team members. PC 1.3 RS 3 ES 1 Fr each team member, type a paragraph briefly describing their skills and knwledge and current jb rle. Then refer back t yur dcument with the title Team Key Tasks. Allcate key tasks t each team member. Tasks may be shared by mre than ne team member, r each team member may have ne key task. Give a brief explanatin f why yu have chsen t allcate the task t the team member/s. Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title Team Wrk Allcatin cntaining the abve infrmatin. Has the candidate met the fllwing criteria fr Task 6 The candidate s respnse will vary A dcument with the title Team Wrk Allcatin cntaining: Identified at least 5 team members by name and jb title. Described the skills and knwledge f each team member. Described their current jb rle. Allcated all key tasks listed in the Team Key Tasks dcument. Given reasns fr matching the task t the team member/s. Allcated the wrk in a way that is cst effective and efficient. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 16 f 49

19 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 7. Yu are required t design a PwerPint presentatin n the imprtance f cmmunicatin and cnsultatin in managing peple perfrmance. PC 1.1, ES 1-2, 8 Yur presentatin shuld explain why it is imprtant fr a manager t: Cnsult with their team n wrk t be allcated. Cnsult with Human Resurces and ther relevant grups n resurces available. Discuss and explain the rganisatin s Cde f Cnduct with the team. Agree perfrmance indicatrs with relevant staff prir t cmmencement f wrk Take regular pprtunities t give and receive infrmal feedback with team members Have a structured perfrmance review and feedback prcedure Cmmunicate infrmatin abut plicy and prcedural decisins t their team There shuld be 9 slides in ttal: Title Slide One slide fr each bulleted item, stating at least 2 reasns per slide. The reasns may be repeated n different slides where relevant. Fr example t prmte trust may be relevant t several areas. Summary Slide Yu are required t prvide yur assessr with the fllwing dcument: A presentatin with the title The Imprtance f Cmmunicatin printed as handuts, 6 slides t a page. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 17 f 49

20 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Has the candidate met the fllwing criteria fr Task 7 The candidate s respnse will vary A printed presentatin, 6 slides t a page with the title The Imprtance f Cmmunicatin cntaining the fllwing infrmatin. Wrding f the presentatin may vary. All majr bullet pints shuld have at least ne reasn stated. Cnsult with their team n wrk t be allcated. Reasns may be: Team members have a different fcus as they are ding the jb. S that team members feel a sense f wnership in the wrk plan S that team members feel that they are valued Cnsult with Human Resurces and ther relevant grups n resurces available. Reasns may be: HR may assist with recruitment (internal r external) and selectin Training and staff develpment resurces may be required. Discuss and explain the rganisatin s Cde f Cnduct with the team. Reasns may be: Cde f Cnduct is rganisatinal plicy which is the manager s respnsibility t ensure the team are aware Cde f Cnduct requires standards f behaviur, which is part f perfrmance management. Agree perfrmance indicatrs with relevant staff prir t cmmencement f wrk Reasns may be: T ensure that perfrmance indicatrs are crrectly designed and relevant t the jb T ensure that team members understand the reasn fr the perfrmance indicatrs T gain a cmmitment frm team members S that team members feel a sense f wnership. S that team members feel they are valued. T mtivate team members Take regular pprtunities t give and receive infrmal feedback with team members Reasns may be: T encurage ideas and creative suggestins cntinuus imprvement T prmte trust T be aware f prblems early Have a structured perfrmance review and feedback prcedure Reasns may be: A valuable pprtunity t give and receive feedback n an individual basis Enable evaluatin f skills and knwledge gaps and any training r caching requirements An pprtunity t give credit fr gd perfrmance An pprtunity t review reasns fr pr perfrmance and achieve agreement n a perfrmance imprvement plan Cmmunicate infrmatin abut plicy and prcedural decisins t their team Reasns may be: T prmte trust S that team members can implement/cmply with them BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 18 f 49

21 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Task The verall prject task: Cmpile all the abve dcuments tgether. They will be assessed separately and then assessed fr verall readability, which includes use f apprpriate grammar and punctuatin in sentences and paragraphs. ES 1, 8 Has the candidate met the fllwing criteria fr the verall prject task Reprts display apprpriate readability by using apprpriate grammar and punctuatin in sentences and paragraphs. Assessment checklist Assessr Nte Please cmplete the assessment checklist in the Candidate Guide t recrd the assessment prcess and utcme. The checklist cntains a declaratin by the candidate as fllws: The purpse and utcmes f the assessment have been explained. I have received infrmatin abut the unit f cmpetency. I understand the type f evidence t be cllected. The appeals system has been explained t me. I have ntified my assessr f any special needs that may need t be cnsidered during the assessment. The checklist cntains a sectin fr the assessr t recrd the fllwing: Whether RPL / Accelerated prgressin is required Whether Language / Literacy / Numeracy supprt is required Any ther special needs BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 19 f 49

22 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Assessment 3: Prject The fllwing instructins have been prvided t the candidate. Instructins t Candidate This activity is related t the unit f cmpetency BSBMGT502B: Manage peple perfrmance. In particular, yu will be required t demnstrate yur skills and knwledge in relatin t this unit f cmpetency. Yu may refer t yur training materials and ther research if required. The activity may be cmpleted in the wrkplace r a simulated wrkplace. Yur assessr will use a checklist t recrd the assessment decisin. Overview Belw are a number f practical tasks t be cmpleted ver a perid f time in a real r simulated wrkplace where yu will perfrm the duties f a manager. The times fr cmpletin f the tasks are t be negtiated between yurself and the assessr. The tasks will reflect yur ability t: Prject: Prvide a detailed descriptin f a wrkplace perfrmance management system, incrprating a critical analysis f its purpse and key areas. Yur assessr will prvide yu with instructins and cmplete a checklist n which they will recrd yur satisfactry perfrmance f wrkplace tasks. The Prject Tasks table belw identifies the dcuments that yu are required t prepare and submit in yur evidence prtfli. They may be presented in printed frmat in a flder r as an electrnic cpy. Ensure bth yur name and student number is clearly displayed. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 20 f 49

23 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Instructins t Assessr The fllwing benchmarks are supplied fr yu (the assessr). Please ensure when marking the candidate s wrk that yu adhere t the prescribed benchmarks which are intended as a guide t ensure cnsistency f assessment. Prject Tasks The fllwing tasks may be cmpleted as a wrkplace prject based n yur wn rganisatin and jb rle, r as a simulated wrkplace prject based n a fictitius rganisatin, r an rganisatin yu are familiar with. 1. Perfrmance management is defined as: A prcess r set f prcesses fr establishing a shared understanding f what an individual r grup is t achieve, and managing and develping individuals in a way which increases the prbability it will be achieved in bth the shrt- and lng-term. PC 2.1 CAE 1 RS 1, 3 ES 1-2, 5 Describe hw yu wuld design perfrmance management and review prcesses, including the fllwing. Emplyee duty statement purpse and hw designed Inductin prcedure purpse and subjects cvered Perfrmance indicatrs purpse and hw designed Staff develpment plans purpse and hw develped and agreed Recgnitin fr perfrmance purpse and prcedures Feedback purpse and methds Grievance prcedures purpse and prcedures Frmal perfrmance reviews purpse and utcmes Describe hw yu wuld ensure that the perfrmance management and review prcesses were designed t be cnsistent with rganisatinal bjectives and plicies. Identify the rganisatinal dcumentatin that yu wuld access and refer t Identify peple that yu wuld cnsult fr expert advice within the rganisatin. Yu are required t prvide yur assessr with the fllwing dcument: A reprt with the title Designing Prcesses. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 21 f 49

24 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Has the candidate met the fllwing criteria fr Task 1 The candidate s respnse will vary A dcument with the title Designing Prcesses cntaining: Emplyee duty statement purpse and hw designed Purpse shared understanding Hw designed reference t rganisatinal bjectives and plicies Inductin prcedure purpse and cntent Purpse shared understanding Cntent OHS, rganisatinal structure and reprting, terms and cnditins f emplyment Perfrmance indicatrs purpse and hw designed Purpse shared understanding f rganisatinal bjectives and hw measured Designed by manager in cnsultatin with HR and agreed with the emplyees Staff develpment plans purpse and hw develped and agreed Purpse increasing the prbability f achieving rganisatinal bjectives. Hw develped training needs analysis identificatin f knwledge/skills gaps, feedback t and frm manager investigatin f ptins fr training / staff develpment Recgnitin fr perfrmance purpse and prcedures Purpse acknwledgement / reward / mtivatin Prcedures annual review, bnus, incentive schemes etc Feedback purpse and methds Purpse shared understanding Methds infrmal regular feedback t and frm the manager, manager actively seeking feedback, team meetings, perfrmance reviews, feedback frm clients / custmers etc. Grievance prcedures purpse and prcedures Purpse cmply with legislatin Prcedures Fair Wrk Act requires Fair Wrk Infrmatin Statement t be prvided when a new emplyee cmmences Frmal perfrmance reviews purpse and utcmes Purpse annual review ften linked t salary, main purpse is t evaluate perfrmance ver the perid and set perfrmance and develpment gals fr the fllwing perid Outcmes recgnitin/ acknwledgement f perfrmance, pssibly agreement n a perfrmance imprvement plan r staff develpment plan. Identify the rganisatinal dcumentatin that yu wuld access and refer t Organisatinal missin, visin, values Business plan, strategic plan, rganisatinal plan Identify peple that yu wuld cnsult fr expert advice within the rganisatin. Senir management, CEO HR specialists BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 22 f 49

25 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 2. Fr a perfrmance management prcess t be effective in prmting the rganisatin s bjectives and plicies, it is essential t train participants t understand the perfrmance management and review prcess. Design a reprt that discusses the fllwing: Why it is imprtant fr a manager t train their team members in: The rganisatin s bjectives and plicies. Perfrmance standards Perfrmance indicatrs and targets Cde f Cnduct and behaviural standards The perfrmance review prcess The methds that a manager can use t train participants in the perfrmance management and review prcess PC 2.2 CAE 1 RS 1 RK 5 ES 1-2, 7 Yu are required t prvide yur assessr with the fllwing dcument: A reprt with the title Training Participants. Has the candidate met the fllwing criteria fr Task 2 The candidate s respnse will vary A dcument with the title Training Participants cntaining: Why it is imprtant fr a manager t train their team members: Discussed the need fr a gal/utcme fcused team, as ppsed t a team that fcuses n tasks. Discussed perfrmance standards in terms f quality and the need fr a shared understanding f what an individual r grup is required t achieve by setting clear bjectives, and hw this prmtes the prcess f cntinuus imprvement. Discussed perfrmance indicatrs in terms f an bjective methd f measuring perfrmance, and the imprtance f team members having input at the develpment stage understanding hw they are develped and applying them t their wn jb rle. Discussed the need fr all emplyees t be made aware f rganisatinal plicies and expected standards f behaviur, and the cnsequences if the cde f cnduct is nt cmplied with. Discussed the imprtance f emplyees understanding the purpse and prcess f perfrmance reviews, s that they can actively cntribute t the review prcess and selfevaluate, and t prmte trust. Identified methds that a manager can use t train participants in perfrmance management and review prcess, such as: Instructin sheets, handuts, memrandums, ntices, Team meetings and presentatins / training sessins External training by specialist rganisatins Caching and mentring by manager Presentatins and training by HR specialists BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 23 f 49

26 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 3. A key aspect f perfrmance management is the frmal perfrmance review prcess, carried ut accrding t rganisatinal prtcls and timelines. Design a reprt n hw t cnduct a frmal perfrmance review, explaining the fllwing: The purpse f frmal perfrmance reviews in the cntext f perfrmance management and give at least ne example. An example f an rganisatin s prtcl and timelines fr perfrmance review. Instructins fr the manager t fllw: Hw t prepare fr a frmal perfrmance review f an individual. Hw t cnduct the meeting (including a list f d s and dn ts ) Hw t cmplete and finalise the perfrmance review Yu are required t prvide yur assessr with the fllwing dcument: A reprt with the title Cnduct PM Prtcls. PC 2.3 CAE 1 RS 1, 3 ES 1-2, 6-7 Has the candidate met the fllwing criteria fr Task 3 The candidate s respnse will vary A dcument with the title Cnduct PM Prtcls cntaining: Identified the purpse f perfrmance management, eg A prcess r set f prcesses fr establishing a shared understanding f what an individual r grup is t achieve, and managing and develping individuals in a way which increases the prbability it will be achieved in bth the shrt- and lng-term. Identified sme cmmn purpses f frmal perfrmance review, eg Evaluate hw well the emplyee is perfrming Evaluate hw well the manager is supprting the emplyee Mtivate and prvide gals fr the emplyee Explre develpment and training ptins Explre areas fr imprvement Recgnise excellence Review remuneratin, give rewards. Identified rganisatinal prtcls and timelines eg after prbatin perid, annual review Preparatin shuld include: Check emplyee recrds f previus perfrmance and any perfrmance agreements Recrd achievement f KPIs Give the emplyee ntice at least 2 weeks and instructins fr their wn preparatin Arrange meeting Dcument ratings fr emplyee (ften an rganisatinal perfrmance review frm) D s fr the meeting Allw sufficient time and private lcatin Give emplyee equal time fr speaking Listen and respnd Stick t facts Cnsider hw the emplyee can be supprted Acknwledge and celebrate excellence Dn t fr the meeting Patrnise r lecture G in with a fixed pinin Cncentrate n persnalities and make judgements Cnclude with a perfrmance agreement negtiated and signed If disagreement, advise f appeals prcess BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 24 f 49

27 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 4. It is imprtant that emplyees fully understand the perfrmance review prcedure and see it as a benefit t them. Design a perfrmance management prtcl and timelines instructin sheet which yu culd give t each member f yur team.. The dcument shuld state: Each team member s name and a date fr their review (either end f prbatinary perid r annual review date). A statement clarifying the purpse f the review. A checklist fr the team member, explaining hw t prepare fr the review (nte: there is n need t prvide a perfrmance review frm) An explanatin f the way the meeting will be cnducted Suggestins t the team member n ways t prepare fr the review. An explanatin f the prcedure fr finalising the review at the end f the meeting. An explanatin f the dispute reslutin prcess, if agreement is nt reached n utcmes. PC 2.2, 2.3 CAE 1 RS 1, 3 RK 5 ES 1-2, 6-7 Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title PR Instructins fr Emplyee. Has the candidate met the fllwing criteria fr Task 4 The candidate s respnse will vary A dcument with the title PR Instructins fr Emplyee cntaining: Identified: The date fr the meeting Each team member's name and a date fr their review (either end f prbatinary perid r annual review date). The purpse f the review. Hw t prepare fr the review (nte: there is n need t prvide a perfrmance review frm) The way the meeting will be cnducted Suggestins t the team member n ways t prepare fr the review. The prcedure fr finalising the review at the end f the meeting. The dispute reslutin prcess, if agreement is nt reached n utcmes. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 25 f 49

28 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 5. Regular perfrmance reviews are insufficient alne fr effective perfrmance management. A manager shuld mnitr and evaluate perfrmance n a cntinuus basis. Case Study: Yu are the senir manager f a warehusing cmpany, with a warehuse in each capital city in Australia. Yu are lcated in Brisbane. The warehuse supervisrs reprt directly t yu. There have been several Wrkers Cmpensatin claims fr back injuries in the past 6 mnths, the majrity frm the Sydney warehuse. Yu need t put in place a prcedure fr mnitring cmpliance with OHS requirements in each warehuse. PC 2.4 CAE 1 RS 1-3 ES 1, 3, 5-6 Design a prcedure fr yu t mnitr: Training and inductin prcesses in each warehuse Supervisin f activities and safety prcedures in each warehuse. Recrds f injuries r unsafe wrk practices in each warehuse. Yur prcedure shuld state: The recrds t be kept A schedule fr reprting the infrmatin t yu State what yu will evaluate in relatin t the reprts, and the perfrmance standard required. Design a memrandum t be sent t each warehuse supervisr, instructing them as t yur requirements. Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title OHS Mnitring Prcedure. Has the candidate met the fllwing criteria fr Task 5 The candidate s respnse will vary A dcument with the title OHS Mnitring Prcedure cntaining: Designed an apprpriate mnitring prcedure fr the senir manager. Identified recrds t be kept (training, inductin, recrds f supervisin/bservatin f safe wrk practices, minutes f team meetings, recrds f incidents / accidents. Identified a regular reprting schedule (eg mnthly) Stated perfrmance standards all emplyees are fully trained in safe wrk practices, supervisr bserves n a daily basis, regular team meetings (eg weekly), safe wrk practices are used at all times, incidents and accidents are dealt with immediately t minimise further injury, reprts n incidents / accidents state the reasn it ccurred and the cntrl methd put in place t prevent recurrence. Designed an instructin memrandum t the warehuse supervisrs, clearly stating requirements. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 26 f 49

29 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Task The verall prject task: Cmpile all the abve dcuments tgether. They will be assessed separately and then assessed fr verall readability, which includes use f apprpriate grammar and punctuatin in sentences and paragraphs. ES 1, 8 Has the candidate met the fllwing criteria fr the verall prject task Reprts display apprpriate readability by using apprpriate grammar and punctuatin in sentences and paragraphs. Assessment checklist Assessr Nte Please cmplete the assessment checklist in the Candidate Guide t recrd the assessment prcess and utcme. The checklist cntains a declaratin by the candidate as fllws: The purpse and utcmes f the assessment have been explained. I have received infrmatin abut the unit f cmpetency. I understand the type f evidence t be cllected. The appeals system has been explained t me. I have ntified my assessr f any special needs that may need t be cnsidered during the assessment. The checklist cntains a sectin fr the assessr t recrd the fllwing: Whether RPL / Accelerated prgressin is required Whether Language / Literacy / Numeracy supprt is required Any ther special needs BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 27 f 49

30 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Assessment 4: Prject The fllwing instructins have been prvided t the candidate. Instructins t Candidate This activity is related t the unit f cmpetency BSBMGT502B: Manage peple perfrmance. In particular, yu will be required t demnstrate yur skills and knwledge in relatin t this unit f cmpetency. Yu may refer t yur training materials and ther research if required. The activity may be cmpleted in the wrkplace r a simulated wrkplace. Yur assessr will use a checklist t recrd the assessment decisin. Overview Belw are a number f practical tasks t be cmpleted ver a perid f time in a real r simulated wrkplace where yu will perfrm the duties f a manager. The times fr cmpletin f the tasks are t be negtiated between yurself and the assessr. The tasks will reflect yur ability t: Prject: Identify and analyse techniques fr prviding feedback and caching fr imprvement in perfrmance Yur assessr will prvide yu with instructins and cmplete a checklist n which they will recrd yur satisfactry perfrmance f wrkplace tasks. The Prject Tasks table belw identifies the dcuments that yu are required t prepare and submit in yur evidence prtfli. They may be presented in printed frmat in a flder r as an electrnic cpy. Ensure bth yur name and student number is clearly displayed. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 28 f 49

31 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Instructins t Assessr The fllwing benchmarks are supplied fr yu (the assessr). Please ensure when marking the candidate s wrk that yu adhere t the prescribed benchmarks which are intended as a guide t ensure cnsistency f assessment. Prject Tasks The fllwing tasks may be cmpleted as a wrkplace prject based n yur wn rganisatin and jb rle, r as a simulated wrkplace prject based n a fictitius rganisatin, r an rganisatin yu are familiar with. 1. Staff members wh receive frequent (at least weekly) feedback frm their superirs are mre likely t remain gal centred. Design a reprt that utlines the reasns why it is essential fr a manager t prvide frequent feedback, and the cmmunicatin skills that a manager needs in rder fr feedback t be effective. Discuss hw feedback helps an emplyee t achieve perfrmance standards. Explain the term active listening and why this is an imprtant skill fr managers. Describe an example f a manager giving cnstructive criticism and cntrast it with an example f destructive criticism. Explain why it is imprtant t keep feedback n a factual level, giving examples f inapprpriate feedback. Explain why it is imprtant t fcus n future behaviur and perfrmance, rather than fcusing n past actins. Explain hw crrect use f questining can ensure that feedback is effective. Explain the imprtance f fllw-up after giving feedback, and give an example that highlights the pint. Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title Feedback and Cmmunicatin Techniques. Has the candidate met the fllwing criteria fr Task 1 The candidate s respnse will vary A dcument with the title Feedback and Cmmunicatin Techniques cntaining: PC 3.1 CAE 2 BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 29 f 49 RS 1 ES 1-2, 7 Feedback helps an emplyee t achieve perfrmance by fcusing n gals and utcmes, and a shared understanding f perfrmance requirements. Active listening invlves cncentrating n what is said and repeating back the key pints t cnfirm understanding Example f cnstructive criticism this is an area where yu can imprve. Example f destructive criticism yu did that task badly, yet again Keeping t a factual level encurages bjectivity. Inapprpriate feedback example yu have a persnality prblem and just can t get alng with the rest f the team Fcusing n past utcmes is negative, fcusing n future gives an pprtunity t change and imprve. It explains the manager s expectatins and prmtes a shared understanding. Questining is a key part f active listening yu can ask pen ended questins s that the emplyee can respnd in such a way that yu knw they understd. Fllw up is essential, particularly where imprvement is required, in rder t ensure that the emplyee is meeting perfrmance standards. Als fr the emplyee t appreciate the imprtance f imprvement.

32 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 2. Infrmal feedback is a key aspect f regular mnitring. A manager must be aware f issues and reslve them as sn as pssible, in rder t prevent the prblem escalating. Design a reprt that discusses the strengths and weaknesses f the fur main leadership styles: Directing Prblem Slving Develping Delegating Discuss the ways that each type f leader wuld mnitr perfrmance and give feedback. Identify what yu cnsider the best mixture f leadership styles t enable a manager t prvide effective infrmal feedback t staff n a regular basis. PC 3.1 CAE 2 RS 1 ES 1-2, 7 Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title Regular Feedback Leadership Styles. Has the candidate met the fllwing criteria fr Task 2 The candidate s respnse will vary A dcument with the title Regular Feedback Leadership Styles cntaining: Directing Strengths: Gives peple clear directins; prvides explanatins and hnest feedback. Weaknesses: Dminating, taking cntrl when it is unnecessary, interrupting the effrts f thers, and verriding ther peple s ideas. Prblem Slving Strengths: Identifies prblems, Clarifies gals, Suggests alternatives, Chses the best slutin, Mnitrs implementatin, Seeks input frm thers, Listens t peple s cncerns Weaknesses: Meets fr the sake f meeting, discusses issues but des nt listen, invlves peple but prduces n actin. Develping Strengths: Assists members f the grup when they need supprt, prvides infrmatin r pinins but supprts thers t develp slutins, encurages thers t assume respnsibility. Weaknesses: Over-accmmdating. They culd agree with anything and bend ver backwards t be supprtive, even when the requests are inapprpriate r d nt make sense Delegating Strengths: Empwers members f the grup t make decisins and take actin in areas where they have the ability r expertise Weaknesses: Need t take respnsibility themselves when apprpriate r they may risk team members becming frustrated at having things dumped n them and lse respect. Directing leader may supervise mre than required. Prblem slving leader may nt prvide sufficient mnitring and supervisin. Develping leader may nt mnitr r actively give feedback. Delegating leader may nt mnitr sufficiently and nly give brad big picture feedback Final paragraph shuld identify the need fr a manager t be a mixture f all 4 leadership styles depending upn circumstances. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 30 f 49

33 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 3. An essential aspect f perfrmance management is fr a manager t deal effectively with pr perfrmance. Design a reprt explaining: The imprtance f prmpt actin t reslve pr perfrmance issues, and an example f a situatin where pr perfrmance escalated because the manager did nt take prmpt actin. PC 3.2 CAE 2 RS 1 ES 1-2, 6-7 The actins that the manager shuld have taken in the example. The imprtance f keeping dcumented recrds f pr perfrmance and advising relevant peple. Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title Pr Perfrmance and Necessary Actin. Has the candidate met the fllwing criteria fr Task 3 The candidate s respnse will vary A dcument with the title Pr Perfrmance and Necessary Actin cntaining: Prvided a real-life r realistic example f pr perfrmance and the cnsequences when the manager des nt take prmpt actin. Identified the actins the manager shuld have taken in the example: Prepare fr the meeting Meet with the individual privately State the facts clarify what was nt acceptable and clarify what is acceptable Facilitate a discussin fr the individual t explre the reasns Gain agreement Dcument the meeting and reprt t HR. Fllw up and mnitr Imprtance f recrds s that if pr perfrmance is nt rectified there is evidence f actins taken prir t disciplinary actin r terminatin. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 31 f 49

34 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 4. The main rle f a manager is t facilitate the team in achieving the rganisatin s bjectives. This places them in a similar rle t a sprting cach, wh des nt actually play the game, but facilitates the players. Design a reprt explaining the fllwing. Give examples in each case t illustrate yur explanatins: The tw meanings f caching PC 3.3 CAE 2 RS 1, 3 RK 5 ES 1-2, 4, 7 recgnising and finding pprtunities t use talent n-the-jb caching t build knwledge, skills and give practice Cntrasting caching with mentring. Explain hw a manager can use caching t cnfirm excellence. Explain hw a manager can use caching t imprve perfrmance. Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title The Rle f Caching Has the candidate met the fllwing criteria fr Task 4 The candidate s respnse will vary A dcument with the title The Rle f Caching cntaining: Prvided real life r realistic examples t illustrate: Recgnising talent and giving pprtunities fr develpment On-the-jb caching t build skills, knwledge and give practice (may include jb rtatin) Cach: usually the manager nt in the same jb rle but gives advice and directin Mentr: usually a mre experienced c-wrker may be appinted by the manager Caching t cnfirm excellence by giving pprtunities fr prfessinal develpment and career advancement Caching t imprve perfrmance by cunselling, appinting a mentr, giving n-the-jb specific advice. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 32 f 49

35 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 5. An effective perfrmance management system implies keeping and regularly reviewing dcumented recrds, and reprting as necessary. Design a checklist f the dcuments that a manager wuld need t keep in accrdance with the rganisatinal perfrmance management system. Identify the purpse f the dcument, hw the infrmatin wuld be recrded and hw it wuld be reprted and retained. PC 3.4 CAE 1 RS 3 ES 6 Dcuments that wuld be retained by Human Resurces in the emplyee s file, as part f the perfrmance management and review system. Dcuments that the manager wuld retain as a recrd f perfrmance management activities. Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title Perfrmance Management Recrds Has the candidate met the fllwing criteria fr Task 5 The candidate s respnse will vary A dcument with the title Perfrmance Management Recrds cntaining: Identified HR perfrmance management dcuments such as: Recrds f perfrmance reviews and utcmes Perfrmance agreements Jb descriptin r duty statement Recrds f disciplinary actin Recrds f rewards and acknwledgement f excellence in perfrmance. Training and prfessinal develpment recrds Identified manager recrds such as: Diary ntes f individual feedback Minutes f team meetings Recrds f cmmunicatin with HR experts and ther cnsultants BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 33 f 49

36 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 6. Frmal structured feedback sessins are an integral part f the plicy f many rganisatins. These may be regular perfrmance reviews r cunselling sessins t crrect pr perfrmance issues. When cnducting a frmal structured feedback sessin, a manager shuld: Prepare fr the meeting PC 3.5 CAE 2 RS 1, 3 ES 1-2, 7 Allw sufficient time and private lcatin Give the emplyee equal time fr speaking Listen and respnd using active listening and questining Stick t facts rather than persnalities and emtins Cnsider hw the emplyee can be supprted Acknwledge and celebrate excellence Negtiate agreement. Design a reprt that explains the reasns why a manager shuld d all f the abve. Give an example t illustrate yur reasns. Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title Cnducting Structured Feedback Sessins Has the candidate met the fllwing criteria fr Task 6 The candidate s respnse will vary A dcument with the title Cnducting Structured Feedback Sessins cntaining: Identified reasns why the manager needs t d all f the fllwing, and prvided a real life r realistic example t illustrate their explanatins. Prepare fr the meeting (s that they have all the facts and are clear abut the purpse f the meeting) Allw sufficient time and private lcatin (t allw fr pen, cnfidential discussin) Give the emplyee equal time fr speaking (t avid dminating r lecturing ) Listen and respnd using active listening and questining (t ensure a shared understanding) Stick t facts rather than persnalities and emtins (t maintain bjectivity) Cnsider hw the emplyee can be supprted (self-evaluatin by the manager) Acknwledge and celebrate excellence (mtivating the emplyee) Negtiate agreement (ensuring cmmitment by the emplyee t the utcme) BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 34 f 49

37 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Task The verall prject task: Cmpile all the abve dcuments tgether. They will be assessed separately and then assessed fr verall readability, which includes use f apprpriate grammar and punctuatin in sentences and paragraphs. ES 1, 8 Has the candidate met the fllwing criteria fr the verall prject task Reprts display apprpriate readability by using apprpriate grammar and punctuatin in sentences and paragraphs. Assessment checklist Assessr Nte Please cmplete the assessment checklist in the Candidate Guide t recrd the assessment prcess and utcme. The checklist cntains a declaratin by the candidate as fllws: The purpse and utcmes f the assessment have been explained. I have received infrmatin abut the unit f cmpetency. I understand the type f evidence t be cllected. The appeals system has been explained t me. I have ntified my assessr f any special needs that may need t be cnsidered during the assessment. The checklist cntains a sectin fr the assessr t recrd the fllwing: Whether RPL / Accelerated prgressin is required Whether Language / Literacy / Numeracy supprt is required Any ther special needs BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 35 f 49

38 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Assessment 5: Prject The fllwing instructins have been prvided t the candidate. Instructins t Candidate This activity is related t the unit f cmpetency BSBMGT502B: Manage peple perfrmance. In particular, yu will be required t demnstrate yur skills and knwledge in relatin t this unit f cmpetency. Yu may refer t yur training materials and ther research if required. The activity may be cmpleted in the wrkplace r a simulated wrkplace. Yur assessr will use a checklist t recrd the assessment decisin. Overview Belw are a number f practical tasks t be cmpleted ver a perid f time in a real r simulated wrkplace where yu will perfrm the duties f a manager. The times fr cmpletin f the tasks are t be negtiated between yurself and the assessr. The tasks will reflect yur ability t: Prject: Identify methds f managing fllw-up in accrdance with legislative requirements, relevant awards and agreements and rganisatinal plicies and prcedures. Yur assessr will prvide yu with instructins and cmplete a checklist n which they will recrd yur satisfactry perfrmance f wrkplace tasks. The Prject Tasks table belw identifies the dcuments that yu are required t prepare and submit in yur evidence prtfli. They may be presented in printed frmat in a flder r as an electrnic cpy. Ensure bth yur name and student number is clearly displayed. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 36 f 49

39 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Instructins t Assessr The fllwing benchmarks are supplied fr yu (the assessr). Please ensure when marking the candidate s wrk that yu adhere t the prescribed benchmarks which are intended as a guide t ensure cnsistency f assessment. Prject Tasks The fllwing tasks may be cmpleted as a wrkplace prject based n yur wn rganisatin and jb rle, r as a simulated wrkplace prject based n a fictitius rganisatin, r an rganisatin yu are familiar with. 1. Part f the prcess f perfrmance management is t agree upn perfrmance develpment plans fr individuals. Many emplyers encurage emplyees t draft their wn perfrmance develpment plans, and this ften ges hand in hand with a change management prcess. Design a perfrmance develpment plan fr yurself, as manager f yur team, which incrprates: A statement f yur jb rle in terms f hw yu prmte the missin f the team and the rganisatin as a whle. A summary f the measurable perfrmance standard/s that yu need t enable yur team t achieve. The methd/s yu will use t measure whether the perfrmance standards are achieved. A statement f the behaviural perfrmance standards and rle mdelling that yu need t achieve. The key skills that yu need t achieve high perfrmance in yur psitin. The key knwledge that yu need t achieve high perfrmance in yur psitin Yur persnal career aspiratins. Areas where there are gaps in yur knwledge and/r skills and the training r ther methds yu will use t bridge the gaps. Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title Perfrmance Develpment Plan PC 4.1 RS 1, 3 RK 5 ES 1-2, 4, 7 Has the candidate met the fllwing criteria fr Task 1 The candidate s respnse will vary A dcument with the title Perfrmance Develpment Plan cntaining: Identified their jb rle in terms f hw it prmtes rganisatinal gals. Identified their respnsibility t facilitate team perfrmance utcmes and at least ne measurable team perfrmance standard (KPI) including hw it will be measured. Identified key behaviural perfrmance standards, setting an example fr the team and acting as a rle mdel. Identified key skills invlving cmmunicatin, analysis, prblem slving, innvatin, empathy, self-management and priritising. Identified key knwledge invlving legislative and rganisatinal requirements, knwledge f perfrmance management rganisatinal prcedures, thery and practice, awards and emplyment cnditins. Identified persnal career aspiratins and methds f self-develpment thrugh training r ther methds. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 37 f 49

40 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 2. A Perfrmance Imprvement Plan is an Actin Plan, designed t assist in vercming pr perfrmance prblems. It is usually part f the rganisatinal prcedure fr cunselling n pr perfrmance issues. It is a signed agreement between the emplyer (represented by the manager) and the emplyee. PC 4.1 RS 1, 3 CAE 2 ES 1-2, 5, 7 Case Study: Yu are the senir manager f a warehusing cmpany, with a warehuse in each capital city in Australia. Yu are lcated in Brisbane. The warehuse supervisrs reprt directly t yu. There have been several Wrkers Cmpensatin claims fr back injuries in the past 6 mnths, the majrity frm the Sydney warehuse. As a result, yu put in place a prcedure fr mnitring cmpliance with OHS requirements which invlved the warehuse supervisrs preparing a mnthly reprt n: OHS training cmpleted OHS inductins cmpleted Observatin checklist cmpleted daily by warehuse supervisr Minutes f team meetings Recrds f incidents / accidents The Sydney warehuse supervisr s mnthly reprt was sent ne week late and was incmplete. There were n recrds f training r meetings. The bservatin checklists were incrrectly cmpleted and yu suspect that the warehuse supervisr did nt actually cnduct the bservatins. Draft a perfrmance imprvement plan fr the Sydney warehuse supervisr. Nte that in reality yu wuld nt finalise the plan until the clse f the cunselling interview. Yu wuld prepare the plan as a draft fr negtiatin. The plan shuld have the fllwing headings: Areas requiring imprvement (perfrmance bjectives) Strategies fr Imprvement Outcmes sught and by when Schedule fr mnitring prgress and final utcme. Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title Perfrmance Imprvement Plan Has the candidate met the fllwing criteria fr Task 2 The candidate s respnse will vary A dcument with the title Perfrmance Imprvement Plan cntaining: Perfrmance bjectives: Cnduct required OHS training reprt mnthly. Cnduct weekly team meetings and dcument minutes. Observatin must be cmpleted befre wrk every day. Ensure mnthly reprt is delivered within 2 days f mnth end. Strategies: Cmplete a training needs analysis f all staff fr OHS knwledge and skills. Arrange weekly team meetings and dcument minutes. Attend wrk early and cmplete bservatin checklist every day. Priritise wrk lad s that reprt is cmpleted at the end f mnth. Outcmes sught accurate mnthly reprt n time with all elements crrect. Reductin f incident/accident rate. By the end f the mnth. Schedule end f first mnth and end f secnd mnth. Final utcme end f third mnth. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 38 f 49

41 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 3. Managers shuld seek assistance frm human resurces specialists where apprpriate. PC 4.2 ES 1, 6 Design a reprt, indicating the ways that a manager wuld use HR specialists in the fllwing areas. Use examples t illustrate yur pints. Recgnitin f excellence Pr perfrmance Terms f emplyment Legislative requirements Training and prfessinal develpment. Disciplinary prcedures and terminatin Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title The rle f HR Has the candidate met the fllwing criteria fr Task 3 The candidate s respnse will vary A dcument with the title The rle f HR cntaining: Prvided real life r realistic examples f situatins where HR wuld be used: Recgnising excellence advising n rganisatinal plicy and prcedures Pr perfrmance perhaps assisting with cunselling; advising n rganisatinal plicy and prcedures and legislative requirements Terms f emplyment expertise in award structure, wrkplace agreements, unins etc. Legislative requirements expertise in OHS, anti-discriminatin legislatin and Fair Wrk Act Training and prfessinal develpment advising n rganisatinal plicy and prcedures and relatinships with training rganisatins, knwledge f funding etc. Disciplinary prcedures and terminatin advising n rganisatinal plicy and prcedures and legislative requirements essential t call in HR fr this area. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 39 f 49

42 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 4. A gd perfrmance management system will d mre than reslve pr perfrmance issues. It will als reinfrce excellence thrugh recgnitin and cntinuus feedback. PC 4.3 ES 1-2, 4 Design a reprt that explres the ways that an rganisatin can reinfrce excellence in perfrmance. Discuss the fllwing areas and yur pinin f their effectiveness as an incentive: Financial rewards Prfessinal develpment Team and individual reward/incentive schemes Praise and acknwledgement Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title Reinfrcing Excellence Has the candidate met the fllwing criteria fr Task 4 The candidate s respnse will vary A dcument with the title Reinfrcing Excellence cntaining: Identified salary increases, bnuses, fringe benefits (eg cmpany vehicle) Identified giving pprtunities fr training and career path as an incentive/reward Discussed incentive schemes and the advantages f team incentives t achieve team gals. Explained the need fr a manager t give praise and acknwledgement when it is due fr exceptinal perfrmance (t celebrate success). BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 40 f 49

43 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 5. Pr perfrmance issues always have a reasn. All emplyees wish t perfrm well. A manager needs t cach and mnitr pr perfrmers and supprt them t imprve. Case Study Fu Wung s Chinese Restaurant has emplyed a new fd purchasing fficer (Lee). Lee previusly wrked as a kitchen hand fr the restaurant. The previus fd purchasing fficer has mved back t China. The missin f Fu Wung s Restaurant is t prvide high quality Chinese fd using the freshest ingredients. Lee is buying fish and seafd at the markets which is nt fresh enugh fr the chef s high standards. PC 4.4 RS 1 RK 5 CAE 2 ES 1-2, 7 Design a reprt explaining hw the restaurant manager can reslve Lee s pr perfrmance by caching and mnitring, bearing in mind that: The nly persn wh understands the chef s requirements is the chef himself. Lee is intelligent and mtivated enugh t fllw instructins Lee is quiet and respectful and will nt actively questin the chef In rder fr Lee t be effective in his new rle, he must firstly be able t identify freshness in seafd but als have the skills t actively questin the chef. As the restaurant manager, yu need t identify and deal with the underlying prblem as well as the bvius prblem. Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title Mnitring and Caching Has the candidate met the fllwing criteria fr Task 5 The candidate s respnse will vary A dcument with the title Mnitring and Caching cntaining: Restaurant manager can questin chef directly, identify requirements and then cach Lee. Restaurant manager might g with Lee t the markets fr seafd. The main issue is that Lee needs caching frm the manager in rder t knw hw t cmmunicate with chef. The restaurant manager can mnitr perfrmance thrugh discussin with chef. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 41 f 49

44 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 6. A manager shuld prvide supprt services fr their emplyees where necessary, in rder t reslve any issues that may cause pr perfrmance. Case Study Frank is a purchasing fficer fr and imprt/exprt cmpany n the 22nd flr f a building in Brisbane. He has wrked there fr a little ver five years and has always perfrmed satisfactrily. His wrk is mainly rutine, but there is a high daily thrughput required, and he has achieved this cnsistently in the past. Tw mnths ag, his teenage daughter was tragically killed when she was a passenger in a car crash. Frank was given leave after the event, and returned t wrk tw weeks after the accident. Since he returned t wrk, his perfrmance has been pr and he is cnstantly behind schedule, needing help with his wrk lad. He als des nt have the same attentin t detail and is making small mistakes. The stress f the tragedy caused Frank t take up smking again. This entails him leaving his desk and descending in the lift t the grund flr abut 5 times a day, reducing his wrking time further. Design a reprt that identifies the supprt services that Frank s manager shuld prvide, and the way that they shuld deal with the prblem. Identify the key prblem frm the rganisatin s pint f view. Describe hw the manager shuld explain the prblem t Frank. Identify the ways that the manager can seek expert advice n rganisatinal plicy fr prviding supprt. Identify the types f supprt that the manager might be able t prvide, in terms f: Internal supprt External supprt services Cnclude yur reprt by recmmending a realistic apprach by the rganisatin, in terms f the rganisatin s respnsibilities and Frank s persnal respnsibilities. PC 4.5 RS 1 CAE 2 ES 1-2, 6 Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title Prviding Supprt Services Has the candidate met the fllwing criteria fr Task 6 The candidate s respnse will vary A dcument with the title Prviding Supprt Services cntaining: Key prblem: wrk behind schedule, needing help with wrk lad, leaving wrk 5 times a day fr a a cigarette. Explain the prblem: Perfrmance has fallen belw Frank s previus standard. Prblem needs t be reslved. Let s discuss the reasns and what we can d abut it. Expert advice: HR experts within rganisatin will be able t advise n cmpassinate r stress leave, reassigning rles and any funding fr emplyee supprt. Internal supprt: Change f wrking hurs perhaps reduce lunch break t allw fr smke breaks. Assign a mentr. Regular mnitring and caching by manager, stress leave. External supprt services: Quit smking help, grief cunselling. Cnclusin: Change f wrking hurs and stress leave may be realistic ptins. Emplyer shuld be understanding f the prblem and c-perate with Frank in reslving it, within the limits f rganisatinal plicy. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 42 f 49

45 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 7. Individuals wh cntinue t perfrm belw expectatins shuld be cunselled. If they fail t imprve, it may be necessary t implement disciplinary prcedures. Whereas caching is used fr imprving skills and knwledge, cunselling is used where there is pr perfrmance due t the individual s attitude. This is ften caused by a situatin in the emplyee s private life. PC 4.6 RS 1 CAE 2 ES 1-2, 7 Design a reprt that explains the reasns fr the fllwing statements: It is nt apprpriate fr a manager t apprach emplyees regarding issues in their private life. Where the manager identifies a prblem, they must deal with it immediately. A cunselling meeting shuld be private with sufficient time allwed. The manager shuld prepare all the facts befre the meeting and have them available as dcumentary evidence. The manager shuld use pen-ended questining techniques The emplyee needs t acknwledge the behaviur and that it is unacceptable. The manager needs t clarify the behaviur that is required. The manager needs t clarify the cnsequences if there is n imprvement. The emplyee needs t undertake t change their behaviur, and hw they will d s. The manager needs t clarify the way the emplyee s behaviur will be mnitred. The utcme shuld be dcumented in a perfrmance imprvement plan The perfrmance imprvement plan shuld be signed by manager and emplyee, a cpy given t the emplyee and a cpy retained n the emplyee s file. Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title Cunselling fr cntinued pr perfrmance BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 43 f 49

46 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Has the candidate met the fllwing criteria fr Task 7 The candidate s respnse will vary A dcument with the title Cunselling fr cntinued pr perfrmance cntaining: Manager s apprach shuld be t discuss wrk perfrmance and behaviur nly. Behaviural prblems escalate and can affect the whle team if the manager turns a blind eye. Privacy and time are essential fr the emplyee t feel secure and able t discuss issues penly. The meeting shuld fcus n facts rather than attitudes and the manager shuld have them available fr reference in rder t keep n track. Open ended questining will lead the emplyee t explre the prblem and cme t a cnclusin rather than just telling them with yes r n answers nly allwed. The emplyee needs t see what they are ding wrng and be mtivated t reslve a behaviural issue. Clarifying the required behaviur ensures the emplyee knws what is expected. Cnsequences can be disciplinary measures r terminatin. Emplyee needs t take the prblem seriusly. Emplyee must agree t cmmit t a change, and explain hw they will g abut it, dealing in actual behaviur rather than attitudes. Emplyee needs t realised that they will be mnitred the manager is serius and expects change. The utcme shuld be dcumented fr clarity and bth sign t indicate what the emplyee has agreed t d in terms f behaviur (as ppsed t attitude). This agreement is dcumented evidence f a first warning which can be used t cmmence the disciplinary r terminatin prcess if behaviur des nt imprve. Emplyee has a right t be given a cpy fr transparency and fr their wn reference. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 44 f 49

47 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 8. Disciplinary measures may be apprpriate where an emplyee breaches the rganisatin s cde f cnduct. This cnstitutes miscnduct, as ppsed t pr perfrmance. Organisatinal prcedures fr a breach f the cde f cnduct wuld usually include: PC 4.6 RS 3 RK 1, 4 ES 1, 6 Invlving human resurces experts Cnducting an investigatin int the breach Giving the emplyee an pprtunity t explain their pint f view Prviding a frmal reprt n the utcme f the investigatin and recmmending disciplinary measures r ther actin. Cnducting a disciplinary interview with the emplyee (usually with HR expert assisting) Advising the emplyee f their rights f appeal r review. Design a reprt that discusses disciplinary measures. Explain the fllwing: The rle f psitive discipline and rle mdelling. Reprimands, suspensins, fines, demtin r dismissal. Legislative requirements (name f the Act) and the rle f the Fair Wrk Ombudsman Examples f minr miscnduct. Examples f serius miscnduct justifying summary dismissal. Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title Disciplinary Measures BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 45 f 49

48 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Has the candidate met the fllwing criteria fr Task 8 The candidate s respnse will vary A dcument with the title Disciplinary Measures cntaining: Psitive discipline is where the emplyee knws the behaviur required and cmplies with the requirements withut further actin by the manager. The manager s respnsibility is t ensure the emplyee knws the requirements. Reprimands, suspensins, fines, demtin r dismissal are all pssible disciplinary measures, depending n seriusness f the breach. Must use the frmal investigatin, cunselling, reprting and mnitring prcess accrding t rganisatinal plicy and prcedures invlve HR. Must be fair and seen t be fair r culd affect mrale/attitude f c-wrkers. Fair Wrk Act 2009 Fair Wrk Ombudsman rle is ffer peple a single pint f cntact fr them t get accurate and timely advice and infrmatin abut Australia s wrkplace relatins system educate peple wrking in Australia abut their wrkplace rights and bligatins investigate cmplaints r suspected cntraventins f wrkplace laws, awards and agreements litigate t enfrce wrkplace laws and deter peple frm ding wrng in the cmmunity. Minr miscnduct breach f cde f cnduct nt cnstituting serius miscnduct, apprpriate fr cunselling and disciplinary measures (warning), nt summary dismissal. Serius miscnduct warranting summary dismissal caused a serius and imminent risk t the health r safety f a persn. caused a serius and imminent risk t the reputatin, viability r prfitability f the Emplyer's business. cnduct in the curse f emplyment engaging in theft cnduct in the curse f emplyment engaging in fraud. cnduct in the curse f emplyment engaging in assault. intxicated at wrk, s impaired as t be unfit t be entrusted with emplyment duties. refused t carry ut a lawful and reasnable instructin that was cnsistent with cntract f emplyment. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 46 f 49

49 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 9. An emplyer may terminate staff fr pr perfrmance r miscnduct as lng as their rganisatinal prcedures cmply with legislative requirements. In rder t ensure that an emplyee has n grunds fr an appeal t the Fair Wrk Ombudsman fr unfair dismissal, it is essential t fllw the prcedures very carefully. PC 4.7 RS 3 RK 1, 4 ES 6 Design a reprt that explains the crrect rganisatinal prcedures fr terminatin, accrding t legislative requirements. Yur reprt shuld be in 2 parts: PART A: Terminatin fr cntinued pr perfrmance. PART B: Terminatin fr serius miscnduct. Explain the crrect prcedure in bth cases. Explain hw yu ensure that emplyees are made aware f the rules at the utset. Identify the prcedure fr cunselling fr pr perfrmance, written warnings and final written ntice and terminatin interview. Identify the prcedure fr written ntice and terminatin interview Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title Terminatin Prcedures Has the candidate met the fllwing criteria fr Task 9 The candidate s respnse will vary A dcument with the title Terminatin Prcedures cntaining: PART A: Initial cunselling interview and agreed, signed perfrmance imprvement plan Mnitring Secnd cunselling interview if n imprvement, written warning invlve HR at this pint if nt befre Mnitring Terminatin interview emplyee must be given an pprtunity t put their pint f view and this must be taken int accunt then written ntice f terminatin giving standard perid f ntice r payment in lieu f ntice. PART B: Summary dismissal fr miscnduct invlve HR Terminatin interview required emplyee must be given an pprtunity t put their pint f view and this must be taken int accunt. Then written ntice f terminatin effective immediately. Assessr nte: The Fair Wrk Ombudsman web site has a template letter fr summary dismissal. BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 47 f 49

50 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Tasks 10. The Fair Wrk Act sets ut different prcedures fr terminatin in the case f small business the Small Business Fair Dismissal Cde. The Fair Dismissal Cde applies t small business emplyers with fewer than 15 full-time equivalent emplyees. Design a reprt that explains why there are different rules fr small business, and the key elements f the cde. Yu may cpy wrding frm the cde, r summarise the cde in yur wn wrds. Yu are required t prvide yur assessr with the fllwing dcument: A dcument with the title Small Business and Terminatin PC 4.7 RS 3 RK 1, 4 ES 6 Has the candidate met the fllwing criteria fr Task 10 The candidate s respnse will vary A dcument with the title Small Business and Terminatin cntaining: Reasns why there are different rules: They recgnise that small businesses usually: Dn t have big human resurce departments t help them Can t affrd lst time Can t find ther psitins fr emplyees. Key elements: Small business emplyees cannt make a claim fr unfair dismissal in the first 12 mnths fllwing their engagement. If an emplyee is dismissed after this perid and the emplyer has fllwed the Cde then the dismissal will be deemed t be fair. Summary Dismissal: It is fair fr an emplyer t dismiss an emplyee withut ntice r warning when the emplyer believes n reasnable grunds that the emplyee s cnduct is sufficiently serius t justify immediate dismissal. Serius miscnduct includes theft, fraud, vilence and serius breaches f ccupatinal health and safety prcedures. Fr a dismissal t be deemed fair it is sufficient, thugh nt essential, that an allegatin f theft, fraud r vilence be reprted t the plice. Of curse, the emplyer must have reasnable grunds fr making the reprt. Other Dismissal: In ther cases, the small business emplyer must give the emplyee a reasn why he r she is at risk f being dismissed. The reasn must be a valid reasn based n the emplyee s cnduct r capacity t d the jb. The emplyee must be warned verbally r preferably in writing, that he r she risks being dismissed if there is n imprvement. The small business emplyer must prvide the emplyee with an pprtunity t respnd t the warning and give the emplyee a reasnable chance t rectify the prblem, having regard t the emplyee s respnse. Rectifying the prblem might invlve the emplyer prviding additinal training and ensuring the emplyee knws the emplyer s jb expectatins. Representatin: In discussins with an emplyee in circumstances where dismissal is pssible, the emplyee can have anther persn present t assist. Hwever, the ther persn cannt be a lawyer acting in a prfessinal capacity. Evidence in claims fr unfair dismissal: A small business emplyer will be required t prvide evidence f cmpliance with the Cde if the emplyee makes a claim fr unfair dismissal t Fair Wrk Australia, including evidence that a warning has been given (except in cases f summary dismissal). Evidence may include a cmpleted checklist, cpies f written warning(s), a statement f terminatin r signed witness statements. Assessr nte: The Fair Wrk Ombudsman website prvides the cde and a checklist at the fllwing address: BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 48 f 49

51 BSBMGT502B: Manage peple perfrmance Assessment Tasks: Assessr Guide Prject Task The verall prject task: Cmpile all the abve dcuments tgether. They will be assessed separately and then assessed fr verall readability, which includes use f apprpriate grammar and punctuatin in sentences and paragraphs. ES 1, 8 Has the candidate met the fllwing criteria fr the verall prject task Reprts display apprpriate readability by using apprpriate grammar and punctuatin in sentences and paragraphs. Assessment checklist Assessr Nte Please cmplete the assessment checklist in the Candidate Guide t recrd the assessment prcess and utcme. The checklist cntains a declaratin by the candidate as fllws: The purpse and utcmes f the assessment have been explained. I have received infrmatin abut the unit f cmpetency. I understand the type f evidence t be cllected. The appeals system has been explained t me. I have ntified my assessr f any special needs that may need t be cnsidered during the assessment. The checklist cntains a sectin fr the assessr t recrd the fllwing: Whether RPL / Accelerated prgressin is required Whether Language / Literacy / Numeracy supprt is required Any ther special needs BSBMGT502B_sample-Assessment_Assessr Guide.dc Ver1.0: April 2010 Page 49 f 49