SITXHRM0006 Assessment 3

Assessment 3

Your tasks:

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

Part A requires you to

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.
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:

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.
You will be required to use the criteria and checklist developed in Assessment 2, PART A for these tasks.
During the monitoring of staff performance you will be required to provide supportive feedback on each staff member’s performance against the specified criteria.
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