SITXHRM006 Assessment 3

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

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

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

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

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