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Monitor staff performance

Unit Descriptor This unit deals with the skills and knowledge required to monitor staff performance, within the framework of established performance management systems. It includes the skills to conduct structured performance appraisal and formal counselling sessions. A more strategic approach to performance management can be found in unit BSBHR601A Manage performance management systems from the Business Services Training Package.

1 . Monitor performance and provide feedback to staff
  1. Consult with and inform colleagues about expected standards of performance using appropriate communication mechanisms.

  2. Monitor ongoing performance by maintaining close contact with the workplace and relevant colleagues.

  3. Provide confirming and corrective feedback to colleagues on an on-going basis.

  4. Provide colleagues with appropriate guidance and support in the workplace.

  5. Recognise and reward achievements and outstanding performance in accordance with enterprise procedures.

  6. Identify the need for further coaching or training and organise in accordance with enterprise policies.

2 . Recognise and resolve performance problems
  1. Identify and investigate performance problems promptly.

  2. Use feedback and coaching appropriately to address performance problems.

  3. Discuss and agree upon possible solutions with the colleague in question in accordance with enterprise procedures.

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

  5. Organise and conduct a formal counselling session when required in accordance with required procedures.

3 . Implement performance management systems
  1. Implement formal performance management systems in accordance with enterprise policy.

  2. Conduct individual performance evaluations openly and fairly in accordance with enterprise policy.

  3. Complete and file performance management records in accordance with enterprise policy and industrial requirements.

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

Key CompetencyExamples of ApplicationPerformance
How can information be collected, analysed and organised?Running a consultation session on a new performance appraisal system Conducting an informal counseling session3
How are ideas and information communicated within this competency?Gathering and analysing sales results achieved by staff members3
How are activities planned and organised?Co-ordinating a series of 6-monthly performance appraisal interviews, including scheduling and preparation of all documents2
How are problem solving skills applied?Providing constructive feedback to a colleague who is struggling to meet sales targets3
How are mathematical ideas and techniques used?-0
How is use of technology applied?Developing and following through on a solution with a team member who is consistently providing difficulties for other team members3
How is team work used within this competency?Using human resource management software for the performance appraisal process1

Range Statement

Expected standards of performance and performance problems may relate to

Recognition of achievement may include

Solutions to performance problems may include

Issues to be considered in performance evaluations may include

Required procedures for a formal counselling session may include

Evidence Guide

Essential Knowledge and Skills to be Assessed

The following knowledge and skills must be assessed as part of this unit:

Linkages to Other Units

This unit must be assessed with or after the following units. These units describe skills and knowledge that are essential to this unit of competence:

There is also a strong link between this unit and a range of other units carried out by supervisors and managers in the workplace. Depending upon the industry sector and workplace, combined training and assessment may be appropriate. Examples include:

Note: Knowledge of specific legal issues is required within this unit. This means that there is some duplication with the generic unit THHGLE20B Develop and update the legal knowledge required for business compliance. Repetition should be avoided in training and assessment.

Critical Aspects of Assessment

Evidence of the following is critical:

Context of Assessment and Resource Implications

Assessment must ensure:

For generic pre-employment training and assessment, a range of industry contexts must be addressed. Where the focus is sector or workplace specific, training and assessment must be tailored to meet particular needs.

Assessment Methods

Assessment methods must be chosen to ensure that performance management skills can be practically demonstrated. Methods must include assessment of knowledge as well as assessment of practical skills.

The following examples are appropriate for this unit: