From Package: Business Services
What you get
This unit describes the skills and knowledge required to manage the performance of staff who report to them directly. Development of key result areas and key performance indicators and standards, coupled with regular and timely coaching and feedback, provide the basis for performance management.
It applies to individuals who manage people. It covers work allocation and the methods to review performance, reward excellence and provide feedback where there is a need for improvement.
The unit makes the link between performance management and performance development, and reinforces both functions as a key requirement for effective managers.
No licensing, legislative or certification requirements apply to this unit at the time of publication.
By the end of this training course, participants will:
|1. Allocate work||
1.1. Consult relevant groups and individuals on work to be allocated and resources available
1.2. Develop work plans in accordance with operational plans
1.3. Allocate work in a way that is efficient, cost effective and outcome focussed
1.4. Confirm performance standards, Code of Conduct and work outputs with relevant teams and individuals
1.5. Develop and agree performance indicators with relevant staff prior to commencement of work
1.6. Conduct risk analysis in accordance with the organisational risk management plan and legal requirements
|2. Assess performance||
2.1. Design performance management and review processes to ensure consistency with organisational objectives and policies
2.2. Train participants in the performance management and review process
2.3. Conduct performance management in accordance with organisational protocols and time lines
2.4. Monitor and evaluate performance on a continuous basis
|3. Provide feedback||
3.1. Provide informal feedback to staff on a regular basis
3.2. Advise relevant people where there is poor performance and take necessary actions
3.3. Provide on-the-job coaching when necessary to improve performance and to confirm excellence in performance
3.4. Document performance in accordance with the organisational performance management system
3.5. Conduct formal structured feedback sessions as necessary and in accordance with organisational policy
|4. Manage follow up||
4.1. Write and agree performance improvement and development plans in accordance with organisational policies
4.2. Seek assistance from human resources specialists where appropriate
4.3. Reinforce excellence in performance through recognition and continuous feedback
4.4. Monitor and coach individuals with poor performance
4.5. Provide support services where necessary
4.6. Counsel individuals who continue to perform below expectations and implement the disciplinary process if necessary
4.7. Terminate staff in accordance with legal and organisational requirements where serious misconduct occurs or ongoing poor-performance continues