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BARKLY INTERNATIONAL COLLEGE CRICOS Provider Code: 03136D RTO Provider Number: 22238
BSBLDR522 Manage People
Performance
Assessment Tasks
Student ID: _____________________________________
Student Name: __________________________________
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
MANAGE PEOPLE PERFORMANCE
BSBLDR522 STUDENT ASSESSMENT
TASKS
STUDENT ASSESSMENT
TASKS
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Trainer Guide
Introduction
3
Assessment Task 1: Knowledge questions
4
Assessment Task 1: Checklist
7
Assessment Task 2: Project
9
Assessment Task 2: Checklist
15
Final results record
20
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
BSBWRT301 Write simple documents
Trainer Guide
Introduction
The assessment tasks for BSBLDR522 Manage people performance are outlined in the assessment plan below. These tasks have been designed to help you demonstrate the skills and knowledge that you have learnt during your course. Please ensure that you read the instructions provided with these tasks carefully. You should also follow the advice provided in the Business Works Student User Guide
. The Student User Guide provides important information for you relating to completing assessment successfully.
Assessment for this unit
BSBLDR522 Manage people performance the skills and knowledge required to manage the performance of staff that are direct reports. For you to be assessed as competent, you must successfully complete two assessment tasks:
Assessment Task 1: Knowledge questions – You must answer all questions correctly.
Assessment Task 2: Project – You must work through a range of activities and complete a project portfolio. Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
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Assessment Task 1: Knowledge questions
Information for students
Knowledge questions are designed to help you demonstrate the knowledge which you have acquired during the learning phase of this unit. Ensure that you:
review the advice to students regarding answering knowledge questions in the Business Works Student User Guide
comply with the due date for assessment which your assessor will provide
adhere with your RTO’s submission guidelines
answer all questions completely and correctly
submit work which is original and, where necessary, properly referenced
submit a completed cover sheet with your work
avoid sharing your answers with other students.
i
Assessment information
Information about how you should complete this assessment can be found in Appendix A of the Business Works Student User Guide
.Refer to the appendix for information on:
where this task should be completed
the maximum time allowed for completing this assessment task
whether or not this task is open-book. Note
: You must complete and submit an assessment cover sheet with your work. A template is provided in Appendix C of the Student User Guide. However, if your RTO has provided you with an assessment cover sheet, please ensure that you use that.
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
BSBWRT301 Write simple documents
Trainer Guide
Questions
Provide answers to all of the questions below:
1.
Explain the key provisions of the Fair Work Act 2009.
a. Employee's Rights within the Workplace - This right ensures that employees are entitled to specific benefits and carry out responsibilities as outlined by workplace laws, agreements, awards, or company arrangements. It grants employees the privilege to actively participate in the organization's procedures and bestows upon them the authority to raise questions or seek clarifications regarding workplace regulations.
b. Freedom to Participate in Industrial Activities - Every employee, employer, and contractor has the freedom to decide whether they want to join industrial associations, such as employer groups or trade unions. They have the autonomy to choose whether or not to engage in activities associated with these associations, without any form of pressure.
c. The Entitlement to Be Protected Against Unlawful Discrimination - This law prohibits employers from singling out or taking adverse actions against employees or former employees
based on characteristics like race, age, marital status, mental or physical disabilities, gender, religion, nationality, or family and career responsibilities. Employees and former employees are shielded from discriminatory actions that violate the law, and no punitive measures can be taken against them for such reasons.
d. Safeguarding Against Improper Influence in Negotiating Personal Agreements - Undue influence refers to inappropriate or excessive pressure exerted by an employer on an employee to modify their employment conditions. This kind of pressure is deemed illegal under
this law, even if the employer's attempts are unsuccessful. The law upholds employees' rights by preventing employers from coercing employees into making or refraining from making agreements permitted by awards, agreements, and National Employment Standards.
2.
Explain the key provisions of each of the following Acts:
a.
The Racial Discrimination Act 1975
Racial discrimination occurs when someone is treated unfairly or denied the same opportunities as others due to factors like their country of origin, skin color, or race. This law explicitly states that fostering racial hatred goes against the law and makes it clear that discriminating against someone based on their immigrant status, race, origin, or skin color is illegal. This legislation aims to make life easier for the public in various aspects, including education, services, employment, access to public places, and housing. By doing so, this law safeguards the rights of both current and potential employees, as well as customers, from experiencing discrimination, whether it's direct or indirect.
b.
Sex Discrimination Act 1984
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
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In this act, the person who engages in discrimination is referred to as the "discriminator," while the person who is subjected to discrimination is called the "aggrieved person." Even when the circumstances are identical, the discriminator treats the aggrieved person less favorably. This discrimination is based on the aggrieved person's sex or characteristics associated with their sex, or by imposing certain practices, requirements, or conditions that put the aggrieved person at a disadvantage. This type of discrimination encompasses factors such as sexual orientation, gender identity, and intersex status.
c.
Disability Discrimination Act 1992 This act serves as a safeguard against discrimination towards individuals with disabilities across various domains, including education, employment, access to buildings, housing, participation in sports, and the availability of services, goods, lands, and facilities. It extends its reach to cover existing laws and programs as well. The primary objective of this act is to ensure that individuals with disabilities enjoy the same rights to equality as the broader community. Moreover, it promotes the acceptance and acknowledgment of the
fundamental rights of individuals with disabilities, just as it does for all other members of society.
3.
Explain the purpose of the National Employment Standards and the 10 minimum entitlements.
**Purpose of the National Employment Standards (NES): The NES serves as a framework to establish a baseline of employment conditions and wages for all Australian employees, ensuring fair and consistent treatment in the workplace. Its primary purpose is to promote workplace safety and equity by providing a set of 11 minimum entitlements.
**Minimum 10 Entitlements under NES:**
1. **Maximum Weekly Working Hours:** Specifies the limit on the number of hours an employee can work in a week to promote work-life balance and prevent overwork.
2. **Request for Flexible Working Arrangements:** Allows employees to request changes to their work hours or location to accommodate personal needs, such as family responsibilities.
3. **Parental Leave and Related Entitlements:** Provides provisions for parental leave, including maternity and paternity leave, to support employees during significant family events.
4. **Annual Leave:** Ensures employees receive paid time off for rest and recreation, promoting well-being and work efficiency.
5. **Personal/Carer's Leave, Compassionate Leave, Domestic Violence Leave:** Grants leave
for personal or family illness, compassionate reasons, and situations involving domestic violence, safeguarding employees' physical and emotional well-being.
6. **Community Service Leave:** Allows employees to take time off for voluntary emergency service activities, such as serving as a firefighter or in the defense force.
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
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7. **Long Service Leave:** Provides long-serving employees with extended paid leave as a recognition of their commitment and service to an organization.
8. **Public Holidays:** Ensures employees receive paid time off on recognized public holidays,
promoting work-life balance and rest.
9. **Notice of Termination and Redundancy Pay:** Requires employers to provide notice before terminating an employee's contract and mandates redundancy pay for eligible employees facing job loss.
10. **Casual Conversion:** Allows casual employees to request to become permanent employees after a certain period, providing job security and stability.
4.
Explain the use of modern awards in workplaces.
Modern awards serve as a crucial tool for establishing employment terms and conditions based on the elements outlined in the National Employment Standards (NES), effectively defining the minimum standards for employees within the private sector. Within the scope of these awards, employees are categorized according to their skill levels and qualifications within specific industries to ensure that employment conditions are equitable and suited to their expertise. A noteworthy feature is the provision of Individual Flexibility Arrangements (IFAs), which allow each employee to customize their employment conditions, provided these arrangements are documented in writing to be considered valid. In essence, modern awards are designed to tailor work agreements for each individual employee, mitigating the potential for employees to feel disempowered or lack control over their working conditions. This approach strives to find a harmonious balance between industry standards and the unique needs of individual workers.
5.
Identify at least two examples of modern awards using the Fair Work Ombudsman website. Write down the name of the award and the minimum wages under the award and minimum working hours.
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
BSBWRT301 Write simple documents
Trainer Guide
6.
Outline the purpose of an enterprise agreement and with which entity must the agreement be registered. An enterprise agreement serves the purpose of establishing the terms and conditions of employment, achieved through a legally binding contract that results from negotiations involving employers, employees, or their representatives. These agreements are instrumental in customizing employment conditions to match the specific needs of the organization and its workforce. To ensure adherence to the Fair Work Act and to grant them legal enforceability, enterprise agreements must undergo registration with the Fair Work Commission.
7.
Outline minimum terms and conditions that must be included in an enterprise agreement. Enterprise agreements are required to encompass provisions pertaining to various employment aspects, such as wages, working hours, leave entitlements, dispute resolution processes, and other relevant employment matters. It's essential to note that these conditions within the agreement must not fall below the minimum standards established by the National Employment Standards (NES) or modern awards, ensuring that employees are afforded at least these basic entitlements.
8.
Explain the process of performance management and the purpose of using performance management systems in the workplace.
Performance management is a structured approach employed by employers to aid employees in enhancing their job performance and productivity. This process generally includes establishing explicit job expectations, consistently delivering feedback, presenting opportunities for training and skill development, and, when warranted, taking corrective measures. The central objective is to guarantee that employees fulfill their job responsibilities and make meaningful contributions to the organization's objectives.
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
BSBWRT301 Write simple documents
Trainer Guide
9.
Explain two types of performance management systems that can be used at work. There are two primary types of performance management systems:
1.360-Degree Feedback This system collects input from diverse sources, encompassing supervisors, colleagues, subordinates, and self-assessments, to furnish a holistic assessment of an employee's performance.
2.Key Performance Indicators (KPIs): This system establishes precise and measurable targets and objectives for employees, facilitating an objective evaluation of their performance.
10.
In what form must an employer provide an employee with notice of termination?
Regarding the format of a notice of termination, employers are obligated to furnish this notice in written form. This can be accomplished through various means, including delivering it in person, sending it via email, or using postal mail.
11.
Under the Fair Work Act, what amount of notice must be given to employees who have worked
for a company for less than one year?
As per the Fair Work Act, employers must give one week's notice to employees who have worked for the company for less than one year. This notice requirement is applicable to employees with less than 12 months of service.
12.
List two types of employees to whom notice of termination would not need to be provided. There are two categories of employees who are exempt from the notice of termination requirement:
1. Casual Employees: These are employees who do not have guaranteed hours of work and have an irregular work schedule.
2. Employees Terminated for Serious Misconduct: In cases where an employee's actions constitute serious misconduct, such as theft or violence in the workplace, the employer may terminate their employment immediately without providing notice.
13.
Under what circumstances is an employee entitled to redundancy pay?
Employees are eligible for redundancy pay when their job becomes redundant due to business
changes, provided they have completed at least 12 months of employment. The specific amount of redundancy pay is determined by the length of an employee's service and is typically calculated according to a formula prescribed in the relevant legislation. This payment is a form of compensation to assist employees in transitioning to new employment opportunities when their current position is no longer required due to organizational changes.
14.
Explain at least three circumstances that can constitute unfair dismissal. Three Circumstances Constituting Unfair Dismissal:
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
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a. Termination without a valid reason: When an employee is dismissed from their job without a legitimate and justifiable cause.
b. Termination based on discriminatory factors (e.g., race, sex, disability): If an employee is let go due to discriminatory reasons, such as their race, gender, or disability, it constitutes unfair dismissal.
c. Dismissal not following a fair and proper process, including a lack of warnings or an opportunity for the employee to respond: When the termination process does not adhere to a fair and appropriate procedure, which may include insufficient warnings or not providing the employee with the chance to explain or respond.
.
15.
Which circumstances must apply for the Fair Work Commission to determine that an employee has been unfairly dismissed? The Fair Work Commission takes various factors into account when determining unfair dismissal, including the length of an employee's tenure, the size of the business, and whether the dismissal was conducted in a harsh, unjust, or unreasonable manner.
16.
Outline five ways of that staff can develop skills at work
1. On-the-Job Training
2. Formal Training Programs
3. Mentoring and Coaching
4. Self-Directed Learning
5. Cross-Training
17.
As a manager, list three types of information that you could provide to staff to help them to develop their knowledge base. 1. Industry-Specific Updates
2. Company-Specific Training Materials
3. Access to Expert
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
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18.
List the information that can generally be found in a risk management plan. Include at least four different types of information.
1. Risk identification and assessment
2. Risk mitigation strategies
3. Risk monitoring and reporting procedures
4. Contingency plans
19.
List four examples of organisational of human support services
1. Employee Assistance Programs (EAPs)
2. Health and Wellness Initiatives
3. Counseling Services
4. Professional Development Programs
20.
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
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Trainer Guide
Assessment Task 1: Checklist
Student’s name:
Did the student provide a sufficient and clear answer that addresses the suggested answer for the following?
Completed successfully?
Comments
Yes
No
Question 1
Question 2
Question 3
Question 4
Question 5
Question 6
Question 7
Question 8
Question 9
Question 10
Question 11
Question 12
Question 13
Question 14
Question 15
Question 16
Question 17
Question 18
Question 19
Task outcome:
Satisfactory
Not satisfactory Assessor signature:
Assessor name:
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
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Date:
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
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Trainer Guide
Assessment Task 2: Project
Information for students
In this task, you are required to demonstrate your skills and knowledge by working through a number of activities and completing and submitting a project portfolio.
You will need access to:
your learning resources and other information for reference
Project Portfolio template
Simulation Pack (if you need a case study).
Ensure that you:
review the advice to students regarding responding to written tasks in the Business Works Student User Guide
comply with the due date for assessment which your assessor will provide
adhere with your RTO’s submission guidelines
answer all questions completely and correctly
submit work which is original and, where necessary, properly referenced
submit a completed cover sheet with your work
avoid sharing your answers with other students.
i
Assessment information
Information about how you should complete this assessment can be found in Appendix A of the Business Works Student User Guide
.Refer to the appendix for information on:
where this task should be completed
how your assessment should be submitted.
Note
: You must complete and submit an assessment cover sheet with your work. A template is provided in Appendix B of the Student User Guide. However, if your RTO has provided you with an assessment cover sheet, please ensure that you use that.
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
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Trainer Guide
Activities
Complete the following activities:
1.
Carefully read the following:
This project requires you to manage the performance of two team members and one team. As part of the assessment, you will:
understand your organisation’s performance management requirements.
allocate work to team members and your team.
manage the performance of your team and individual team members.
Vocational education and training is all about gaining and developing practical skills
that are industry relevant and that can help you to succeed in your chosen career. For this reason, we are giving you the choice to base this project on your own business, one you work in or a familiar with, or you can use the case study provided. This will mean that you are applying your knowledge and skills in a relevant, practical and meaningful way to your own situation! If you are using your own business, it is important that you are able to access enough information for your chosen business in order to be able to do your assessment. You are required to manage the performance of one team and two individuals. The team members must be able to perform work tasks related to the operational plan. As a minimum your organisation must have an operational plan, a risk management plan and policies and procedures relevant to performance management and communication. You must also have access to data or information to monitor, evaluate and provide feedback to the team members (take a
look at Section 3 of your Project Portfolio for more information).
If you are using the case study, the information required to complete this assessment is contained in the Simulation Pack.
You will need to communicate with team members and a colleague/superior. Your communication may be either directly with actual staff members or fellow students/your assessor can play the roles of relevant people/parties. Communication can be in any appropriate format (e.g., face to face, video conference, email) as long as it meets the requirements outlined in the Project Portfolio. You will be collecting evidence for this unit in a Project Portfolio. The steps you need to take are outlined below.
21.
Preparation
Make sure you are familiar with the organisation you are basing this assessment on
and have read through the necessary background information (either your own business, or the case study provided in the Simulation Pack). If you’re basing this assessment on your own choice of business, have your business approved by your
assessor.
Complete Page 4 of your Project Portfolio
for this unit. Read through the requirements of Section 1, 2 and 3 of your Project Portfolio
.
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
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22.
Understand performance management requirements
Complete Section 1 of your Project Portfolio. To do this, you need to:
explain how your rolesupports people performance management and the daily operations of your organisation.
describe the roles and responsibilities of your team and two team members.
identify and summarise the legal requirements to perform your role, allocate work and manage/review people performance.
identify and summarise organisational requirements for your role, work allocation and people management:
o
including as a minimum the operational plan, risk management plan, performance management policies and procedures and communication protocols).
o
considering performance review, feedback (formal and informal), performance improvement opportunities, underperformance and rewards and recognition.
review your organisation’s performance management and processes according to the legislation, organisational objectives and policies.
23.
Allocate work
Consult with a relevant person or group (e.g. the CEO or executive team) regarding
work that must be allocated to staff.
i
Your consultation should include a discussion:
of operational requirements (outlined in the operational plan) for the next 12 months (including time frames).
of work you are responsible for (that must be allocated within your team).
of the resources which are available to do the work.
to develop and agree on the required performance standards and KPIs.
Consultation can take place in any appropriate format (e.g. email, telephone call, executive team meeting, meeting with the CEO etc.) as long as it adheres to your organisation’s requirements, policies and procedures. Start with completing Section 2 of your Project Portfolio. To do this, you need to:
develop work plans to efficiently allocate work to your team and two team members.
plan to meet with your team and team members.
i
You may need to meet separately with individual team members depending on the nature and location of your team and the work that is required (e.g. you may be required to keep KPIs confidential and as such they cannot be discussed in a Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
BSBWRT301 Write simple documents
Trainer Guide
group). Make sure you have all the required resources ready for your meeting (e.g. printout
of policies and procedures).
Meet with your team and team members to:
discuss the work that must be done by your team as a whole.
discuss work that must be done by individual team members.
explain the expected performance standards and KPIs.
provide training on the performance management and review processes.
i
This meeting should take approximately 20 minutes. It may take place with actual people who work for/are associated with your chosen organisation. Alternatively, classmates or your assessor may play the role of one or more team members. This can either be viewed in person by your assessor or you may like to video record the session for your assessor to watch later. Your assessor can provide you with more details at this step. Make sure you follow the instructions below and meet the timeframes allocated. If this session is not viewed in person by your assessor, you will attach proof of the meeting to Section 2 of your Project Portfolio.
At this meeting, take a leadership role and use language and structure appropriate to the context and audience. You will be assessed on this.
Complete Section 2 of your Project Portfolio by conducting a risk analysis of the work outlined in one of your work plans (identify at least two risks).
Make sure you have answered all questions in Section 1 and 2. You are required to attach certain documents as part of your evidence – review the documents you need to attach as outlined in Section 1 and 2
of the Project Portfolio
. Submit Section 1 and 2 to your assessor.
24.
Manage performance.
i
Assume the work plans have been implemented. You must now manage and monitor performance, providing informal feedback and coaching where required.
If you are using the case study, assume that it is July 2021.Additional information to
complete this step is contained in the Simulation Pack. If you are using your own organisation, make sure you have the enough information to fulfil the requirements in the Project Portfolio.
Start completing
Section 3
of your Project Portfolio
. To do this, you need to:
manage the individual team member and whole team performance according to the timelines outlined in your work plan and your organisation’s policies and
procedures.
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
BSBWRT301 Write simple documents
Trainer Guide
monitor individual team member and team performance.
provide informal feedback and coaching to team members.
i
Assume a period of time has passed. Team members, and individuals in your team have performed some (or all) the work tasks outlined in your work plan. If you are basing this assessment on your own business, you need suitable information to evaluate performance and provide formal feedback. The information must indicate that:
at least one team member has performed poorly
at least one team member or the team as a whole has demonstrated excellent performance.
If you are using the case study, assume that it is November 2021.
Continue working on Section 3
of your Project Portfolio
. To do this, you must:
evaluate the performance of the two individual team members and your team against performance standards and KPIs.
document individual team members’ performance according to your organisation’s performance management system.
keep record of the documented performance according to your organisation’s performance management system.
identify any actions required to:
o
address a team member’s ongoing poor performance o
to recognise the continued excellent performance of a different team member.
i
You will implement these actions at the formal feedback session (if verbal action is required), or at a later stage in this project (for other actions such as warning letters that do not require verbal interaction).
Meet with each individual team member separately for a structured and formal feedback session (follow the requirements of your organisation’s policies and procedures (as identified in Section 1)). As part of the meeting, discuss the team member’s performance and areas requiring development. If relevant, initiate the previously identified action to either address poor performance (e.g. ask the team member if there are any external factors contributing to their poor performance) or reinforce positive (e.g. discuss bonus or salary increase). i
Each meeting should take approximately 20 minutes. It may take place with actual people who work for/are associated with your chosen organisation. Alternatively, classmates or your assessor may play the role of one or more team members. This can either be viewed in person by your assessor or you may like to video record the session for your assessor to watch later. Your assessor can provide you with more details at this step. Make sure you follow the instructions below and Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
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meet the timeframes allocated. If this session is not viewed in person by your assessor, you will attach proof of the meeting to Section 3 of your Project Portfolio.
As you discuss performance and areas requiring development, make sure you influence the direction of the conversation. You will be assessed on this.
If the action you identified to address poor performance or recognise excellent performance in the previous step does not include verbal input, you will have an opportunity later on in the assessment to implement your identified action
Continue working on Section 3 of your Project Portfolio. To do this, you must:
develop a performance improvement and development plan for each team member according to your organisation’s performance management system.
take action to reinforce excellent performance or to address poor performance
(if you haven’t already taken action at the feedback session).
i
Assume another period of time has passed. If you are basing this assessment on your own business, you need suitable information to monitor and respond to the performance of the underperforming team member.
If you are using the case study, assume that it is June 2022.
Complete Section 3 of your Project Portfolio. To do this, you need to:
once again monitor the performance of the underperforming team member according to organisational policy.
if necessary, respond once again to the underperforming team member’s performance according to organisational policy.
25.
Submit your completed Project Portfolio Make sure you have completed all sections of your Project Portfolio
, answered all questions, provided enough detail as indicated and proofread for spelling and grammar as necessary. Remember to submit all necessary attachments as indicated. Assessment Task 2: Checklist
Student’s name:
Did the student:
Completed successfully?
Comments
Yes
No
Understand performance management requirements:
explaining how their role supports people performance management Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
BSBWRT301 Write simple documents
Trainer Guide
and the daily operations of their organisation.
describing the roles and responsibilities of their team and two team members (at least three responsibilities per team member).
identifying and summarising the legal requirements to: o
perform their role
o
allocate work o
manage/review people performance.
identifying and summarising organisational requirements fortheir role, work allocation and people management:
o
including as a minimum the operational plan, risk management plan, performance management policies and procedures and communication protocol.)
o
considering performance review, feedback (formal and informal), performance improvement opportunities, underperformance and rewards and recognition.
reviewing their organisation’s performance management and processes according to the legislation, organisational objectives
and policies.
Allocate work by:
consulting with a colleague or superior regarding work that must be allocated to staff, including a discussion:
o
of operational requirements (outlined in the operational plan) for the next 12 months Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
BSBWRT301 Write simple documents
Trainer Guide
(including time frames).
o
of work they are responsible for (that must be allocated within your team).
o
of the resources which are available to do the work.
o
to develop and agree on the required performance standards and KPIs.
developing work plans to efficiently allocate work to their team and two individual team members.
meeting with their team and team members to:
o
discuss the work that must be done by theirteam as a whole. o
discuss work that must be done by individual team members.
o
explain the expected performance standards and KPIs.
o
provide training on the performance management and
review processes.
o
take a leadership role.
developing a performance improvement and development plan
for each team member according to
their organisation’s performance management system.
taking action to reinforce excellent performance and to address poor performance.
o
use language and structure appropriate to the context and audience.
conducting a risk analysis of the work outlined in one of your work plans (at least two risks).
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
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Trainer Guide
Manage performance by:
managing the individual team member and whole team performance according to:
o
the timelines outlined in their work plans o
organisation’s policies and procedures.
monitor individual team member and team performance.
providing informal feedback and coaching to team members (at least
one informal feedback and one coaching session).
evaluating the performance of the two individual team members and their team against performance standards and KPIs.
documenting individual team members’ performance according to
their organisation’s performance management system.
keeping record of the documented performance according to the organisation’s performance management system.
identifying any actions required to:
o
address a team member’s ongoing poor performance o
recognise the continued excellent performance of a team member.
meeting with each individual team member separately for a structured and formal feedback session:
o
and following the requirements
of your organisation’s policies and procedures. o
to discuss the team member’s performance and areas Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
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Trainer Guide
requiring development. o
and influencing the direction of the conversation.
once again monitor the performance of the underperforming
team member according to organisational policy.
if necessary, responding once again
to the underperforming team member’s performance according to organisational policy.
Task outcome:
Satisfactory
Not satisfactory Assessor signature:
Assessor name:
Date:
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
Your preview ends here
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Trainer Guide
Final results record
Student name:
Assessor name:
Date
Final assessment results
Task
Type
Result
Satisfactor
y
Unsatisfactory
Did not submit
Assessment Task 1
Knowledge questions
S
U
DNS
Assessment Task 2
Project S
U
DNS
Overall unit results
C
NYC
Feedback
My performance in this unit has been discussed and explained to me.
I would like to appeal this assessment decision. Student signature: _________________________________________
Date: _________________
I hereby certify that this student has been assessed by me and that the assessment has been carried out according to the required assessment procedures. Assessor signature: _______________________________________
Date:__________________
Unit Code/Name:
BSBLDR522 Manage people performance
RTO Address: Level 1, 377 Lonsdale St, Melbourne, VIC 3000
Version Number: V 1.0
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