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SITXHRM0006 Assessment 3

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Assessment 3

Your tasks:

This assessment consists of 3 parts, Part A, Part B and Part C.

Part A requires you to

  1. Monitor the effectiveness of staff in your area of work, using the criteria and checklist you developed in Part A of Assessment 2. You must ensure that your monitor and record the effectiveness of staff members, comparing their performance against at least 6 of the criteria.
  2. Provide supportive feedback for the staff being monitored, as well as guidance for improving performance standards in cases where observed performance is below the required standard.

Part B requires you to

Plan and conduct a structured performance appraisal of at least 2 staff members you have observed in Part A in line with established organisational procedures.

Part C requires you to

Plan and conduct formal counselling and training sessions for at least 2 staff members you have observed in Part A in line with established organisational procedures.  

PART A – Monitoring staff effectiveness

Your tasks:

  1. You will be observed monitoring staff performance for 6 of the performance standards listed in the table below over 2 or more service periods as instructed.
  2. You will be required to use the criteria and checklist developed in Assessment 2, PART A for these tasks.
  3. During the monitoring of staff performance you will be required to provide supportive feedback on each staff member’s performance against the specified criteria.
  4. In cases where you determine that the staff member’s performance does not meet the required standard, you will be required to provide guidance for how the staff member can improve their performance – you will be required to conduct the structured formal counselling and training sessions for 2 students in Part C of this assessment.

Instance

Staff members monitored

Performance standards monitored

(6 must be selected in Total – this may be covered in 2, 3  or more instances as relevant to organisational processes.)

Instance 1:

Date:

_________

Duration

From:

_________

To:

_________

Name:

Job role:

Name:

Job role:

Name:

Job role:

  adherence to procedures

  cost minimisation

  customer service standards

  level of accuracy in work

  personal presentation

  productivity

  punctuality

  response times

  team interaction

  waste minimisation

Instance 2:

Date:

_________

Duration

From:

_________

To:

_________

Name:

Job role:

Name:

Job role:

Name:

Job role:

  adherence to procedures

  cost minimisation

  customer service standards

  level of accuracy in work

  personal presentation

  productivity

  punctuality

  response times

  team interaction

  waste minimisation

Instance 3:

Date:

_________

Duration

From:

_________

To:

_________

Name:

Job role:

Name:

Job role:

Name:

Job role:

  adherence to procedures

  cost minimisation

  customer service standards

  level of accuracy in work

  personal presentation

  productivity

  punctuality

  response times

  team interaction

  waste minimisation

Observation Checklist


Instance 1

1.Instance

2.Instance

3.Instance

Criteria

S

NYS

S

NYS

S

NYS

Comment

Informs staff of expected performance standards

       

The information provided to staff is detailed and covers the key requirements according to performance standards

       

Uses positive communication when discussing performance requirements

       

Offers staff the opportunity to clarify requirements

       

Observes staff conducting operational activities

       

Monitors staff performance standards:

1.

2.

3.

       

Identifies breaches of performance standards or underperformance

List:

___________________________________

___________________________________

___________________________________

       

Offers appropriate guidance and support to staff members where underperformance is identified:

(Tick all that apply)

  advises on training and development opportunities

  confirms organisational objectives and key performance requirements

  ensures adequate resources are applied

  provides opportunity to discuss work challenges

  provides confirming and corrective feedback

  represents staff interests in other forums

  provides support with difficult interpersonal situations

       

Feedback provided is appropriate to the task or underperformance

       

Feedback provided is positive and encouraging, and enhances work performance

       

Recognises outstanding performance

       

Offers appropriate recognition for outstanding performance, in line with organisational policies

       

Records of observation are sufficient in detail and complete

       

PART B – Conducting Performance Appraisals

Your task:

Using your plan for conducting performance appraisals developed in Assessment 2 Part A, you will be observed how you organise and undertake performance appraisals of 3 staff you have observed in Part A of this assessment.

Observation Criteria

Staff Appraisal

Appraisal  1

Appraisal  2

Appraisal  3

Criteria

S

NYS

S

NYS

S

NYS

Comment

       

Prepares for performance appraisal

       

Selects appropriate stakeholders to be involved in the performance appraisal

       

Notifies stakeholders of time and location of performance appraisal

       

Informs stakeholders of how the performance appraisal will be administers

       

Collects performance data and other relevant staff records from appropriate sources

       

Collects self-assessment, peer assessment, team assessment and/or 360 degree feedback

       

Analyses performance data and feedback to inform the performance appraisal process

       
       

Performance Appraisal

       

Uses effective listening skills

       

The appraisal process is structured and organised

       

Conducts appraisal in a friendly, encouraging manner

       

Adapts interview techniques according to cultural or special needs where relevant

       

Draws on performance data and relevant feedback to discuss the staff member’s performance

       

Evaluates and considers factors that may contribute to poor performance during the appraisal

       

Provides opportunities for the staff member to provide input and clarify issues

       

Identifies areas where training / counselling is recommended

       

Agrees on an action plan for implementing solutions:

  additional training

  adjusting workload

  organising counselling

  initiating grievance procedures

  reorganizing work practices

       

Agrees short term and long term goals for the staff member, in consultation

       

Assists with problems outside of the workplace where appropriate

       

Recognises outstanding performance

       

Provides recognition and/or rewards according to organisational procedures

       

Follows up Performance Appraisal

       

Completes all required documentation

       

Forwards action plans to relevant stakeholders, e.g. to organise training or counselling sessions, or grievance procedures

       

PART C – Conducting Counselling and Training Sessions

Your task: following your observations in Part A, you are required to conduct each, a training session (1.) and a formal counselling session (2.) to two students who were underperforming during these sessions.

Training session:

Nature of the training:

Performance requirements:

Staff member name:

Location:

Date:

Resources:

Documentation:

Signature staff member: ___________________________________________

Signature Student: _______________________________________________ 

Criteria

S

NYS

S

NYS

Comment

The skill requirements have been identified correctly based on the performance checklist used in Part A

     

The requirements for performance of tasks have been put into steps.

     

The task steps have been explained to staff member

     

Staff member was given opportunity to clarify any queries/questions

     

The task steps are demonstrated to the staff member, confirming each step.

     

The staff member is given opportunity to undertake each step

     

Staff member is corrected where relevant

     

Constructive feedback is provided

     

Opportunities for applying learnt skills are identified and suggested for practice

     

Opportunities and procedures for follow-up are discussed

     

The training session is conducted in a professional manner

     

Counselling session:

Reason/Nature of the session:

Performance requirements:

Staff member name:

Location:

Date:

Resources:

Signature staff member: ___________________________________________

Signature Student: _______________________________________________

Criteria

S

NYS

S

NYS

Comment

The underperformance(s)  have been identified correctly based on the performance checklist used in Part A

     

The underperformance(s) are discussed and outlined to the staff member

     

Staff member is  given opportunity to provide input for reasons of underperformance(s):

     

The reasons are evaluated

     

Suitable solutions are explored:

1.

2.

3.

     

The solutions determined for post counselling are cost-effective/feasible

     

Further procedures for formal counselling have been outlined  where relevant

     

Disciplinary measures have been discussed where and if relevant

     

Steps to implement solutions are discussed

     

Constructive feedback is provided

     

Opportunities and procedures for follow-up are discussed

     

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