ASSESSMENT TASKS

Unit of competency:
Students
full legal
PERFORMANCE
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

MANAGEMENT PLAN

Key Result Area

ASSESSMENT INSTRUCTIONS

Cleric administration
Overview
Prior
to
commencing
the assessments
your assessor
Key Performance
-policies
and procedures
followedwill explain each task and the terms and
submission of your task. Please consult your assessor if you are unsure of any questions. It is
Indicator/Target
store and keep confidential documents
important that you understand adhere to the terms and conditions and addresses fully each task.
present
comapny
If any task I not fully
address
than your assessment task will not be marked. The assessor will
support you throughout
this process.
Activity
Targets/Measures/Milestones
Results/Comments
/Timing
Written work
the
byunderstanding
Be always and
up to
date
The assessmentHave
tasks are
usedknowledge
to measure your
underpinning
skills and
knowledge of this
unit of competency.
When
answering please ensure you address each criteria
revising
them and
know
and sub point, demonstrate your research each of the questions and cover the topic in a logical
what is new
and structured manner.
Active participation

Policies
and
It is a condition of enrolment that you actively participate in your studies. Active participation is
procedurescompleting all tasks on time. If you do not participate you will be required to report to Student
Services Coordinator

Keep

Plagiarism
Plagiarism is taking and using someone else's thoughts, writings or inventions and representing
confidential
files No one should be able to Data kept secret
them as your own. Plagiarism is a serious act and may result in a students exclusion from a
see
but about
youincluding
and the work of other authors in your assessment,
course. When you
havethem
any doubts
please consult your
trainer/assessor.
The
following
list outlines some of the activities for which a
manager
student can be accused of plagiarism:
Presenting any work by another individual as one's own unintentionally
Handing in assessments markedly similar to or copied from another student
Presenting the work of another individual or group as their own work
Handing in assessments without the adequate acknowledgement of sources used,
including assessments taken totally or in part from the Internet

Meetings

Agendas of meetings,

Be

there-successful

If it is identified that you have plagiarised within your assessment task, then we will organise a
take minutes,
meeting
meeting to discuss this with you.

set dates and time

Present

Copyright
You must be careful when copying the work of others. The owner of the material may take legal
action against you if the owner's copyright has been infringed. You are allowed to do a certain
amount of copying for research or study purposes. Generally, 10% or one chapter of a book is
company
Presentation,
welcoming Customer feedback
acceptable, where the participant is studying with, or employed by, an educational institution.

guests

and

doing

Competency Outcome
correspondance
There are two outcomes of assessments: S=Satisfactory and NS = Not Satisfactory. You will be
awarded C=Competent if you have completed all tasks.
Assessment appeals process

2016 Microsoft
Condizioni BSBMGT502B Assessment Task V.1
Issued 3/3/2015
Privacy e cookie
Sviluppatori

Page 1 of 26

ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

If you feel that you have been unfairly treated during the assessment and you are not happy with
your assessment and you are unhappy with the outcome you have a right to lodge an appeal. You
must first discus with your trainer/assessor. If you would like to proceed further with the request
you need to lodge an appeal to the Course Coordinator in writing outlining the reason(s) for the
appeal.
Special Needs
Candidate with special needs will have their request for adjusts to suit these needs addressed
immediately.
Application of the unit
This unit applies to all managers and team leaders 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. This is a unit that all managers/prospective managers who have responsibility for
other employees should strongly consider undertaking.

Elements

Performance Criteria

Assessment Tasks

1. Allocate work

1.1 / 1.2 / 1.3 / 1.4 / 1.5 / 1.6

Task 1

2. Assess performance

2.1 / 2.2 /2.3/2.4

Task 2

3. Provide feedback

3.1 / 3.2/3.3/3.4/3.5

Task 3

4. Manage follow-up

4.1 /4.2 /4.3/4.4/4.5/4.6/4.7

Task 4

Required Skills & Knowledge

Evidence of the following is
essential:

BSBMGT502B Assessment Task V.1

Issued 3/3/2015

documented performance indicators and a critical

description and analysis of performance
management system from the workplace
techniques in providing feedback and coaching for
improvement in performance
knowledge of relevant awards and certified
agreements.

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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

Assessment Task 1: Allocate work

This task will give candidates an understanding of how to consult with relevant groups
and individuals on allocating work, developing work plans, confirming performance
standards, code of conduct, developing and agreeing on performance indicators and
being able to conduct risk analysis in accordance with organisational and risk
management plan and legal requirements.

Refer to an organisation you are familiar or one your assessor has discussed with you.
List three (3) goals which could impact on a managers decision making process. List
these three goals and describe each one in detail. (Guide 50 to 80 words).
Goals

Explanation of the goals

STRATEGIC

Strategic goals are statements of what your organisation would like to

achieve over the next five to ten years. (in the long term) These goals
are developed from the mission and vision statement and the SWOT
analysis that you complete of the environment of the organization.
SWOT stands for an analysis of the strengths and weaknesses internal
to the organization and opportunities and threats external to the
organization

TACTICAL

OPERATIONAL

Tactical goals and objectives must support the organizations strategic

goals. They indicate what level of achievement is necessary in the
departments of the organization. For example, if the organizations
strategic goal is to increase sales by 5% in the next year, then the sales
staff in the sales department,for instance, may be trained in techniques
used to enhance their customer service skills.
Operational goals are determined by the lowest level of the organisation
and relate to specific teams
within each department.They focus on the responsibilities of individual
employees.
Using the example where the tactical goal of the sales department is to
receive training to increase sales by 5%, individual employees then
apply their new skills to ensure that sales increases.

BSBMGT502B Assessment Task V.1

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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

2.

BSBMGT502B Manage People Performance

Read the scenario below and the sample of a Work Plan Template below and
answer in the questions in small groups. Your assessor will observe your
communication skills and how you engage with others in your class and provide you
with feedback.
Scenario
Zanzibar is a small hospitality company based in Sydney. The Manager has decided
that to stay on budget he would like to reconcile receipts and expenses monthly and
annually. Therefore he has decided to ensure that each staff member collaborates
and is responsible for handing in receipts and expense report by a certain due date.
Staff before have been uncooperative and not always handing in their expenses on
time therefore he was unable to reconcile expenses monthly to give to this
manager.
WORK PLAN TEMPLATE
Goal

To be more organized and help department stay on budget by reconciling receipts and
expenses monthly and annually.

Task/s

Collaborati
on needs

Resource
needs

Date due
and
frequency

Anticipate
d obstacle

Solutio
n

Create budget
binder with
tabs for each
member of the
department.
Review
expenses from
last year to
agree upon
budget
categories.

Each staff
member gives
me receipts
and expense
report using
policy copies
by the 3rd
Tuesday of
each month.

Binder, tabs,
ruler, marker,
Excel
spreadsheet.

4th Tuesday
of each
month.

Not receiving
expense
reports and
receipts on
time from
staff
members.

Set up
electroni
c
reminder
on
calendar
s for
each
staff
member
for the
Thursday
prior and
on the
due
date.

Create a tab
for each
department
member.
Develop Excel
spreadsheet
with budget
categories.

Time during a
department
meeting to
review the
budget
categories
and process
with the staff.

Complete
binders by
6/3/15.

Progre
ss

a) Explain how the manager would consult and give clear instructions to each of the
staff members

BSBMGT502B Assessment Task V.1

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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

The manager must let the staf know that the company's budget must not be
under control and that they all have to help with this. He should tell them what
they have to do to be in budget. He has to let them know that receipts are
necessary to keep track of the expenses and that they have to give them to
him. For this reason he has to clarify when the receipts should be handed not only
orally but with an electronic reminder both about meetings and receipts to be
given.
b) Explain how the manager would ensure that the work allocation is aligned to the
organisations operational plan.

The manager must have an idea of what his employees know and where
they perform their best to make work be shared and done effectively and
keeping the business in budget. In order to track the task's progress, it
is important that he consults and meets team regularly, and check whether
everything is under control and helps realise the company's long term
goals..
c) Explain how the manager would confirm each staff members performance
standards and code of conduct (e.g. agreed set of rules relating to employee
behavior/conduct).

The manager has to be sure that the employees perform under the
company's standards and code of conduct. The standards refer to
quantity, but code on conduct is about behaviour and what is right and
wrong. Performance should not be seen as something general, cost must be
calculated to see how worth the task is, quality and quantity must be
related and a profit must be made. The manager should check how much
money is spent, if quality and quantity needs arethe ones that should
be and if company has gains. Also the code of conduct, must be met and
refers to the staff's behaviour compared to the business's expected
behaviour. This can be assessed by setting what is acceptable behaviour

BSBMGT502B Assessment Task V.1

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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

and what is not. Feedback from managers employees and customers can
help assess too.
d) Explain the meaning of performance indicators and what performance indicators
would the manager have to put in place to ensure that each staff member is
working towards the agreed goals?

Performance indicators or Key Performance Indicators (KPIs) is industry jargon for a

measure of performance. KPIs are commonly used by organisations to evaluate its
success or the success of a particular activity that the organisation is engaged in.
At an organizational level, a Key Performance Indicator (KPI) is
a quantifiable metric that reflects how well an organization is achieving its stated
goals and objectives. To ensure that each staff member is working towards the
agreed goals you need to first identify each particular step in the work process,
what must be achieved at each step in the process as well as how it is to be
achieved

e) Explain why you should conduct risk analysis when implementing goals?
There is always risks associated with all work plans and projects. It is important to
take these risks in performance into consideration allowing for all vulnerabilities
(that can then be quantified) to be worked into a suitable risk management plan.
Quantification is the process of determining the degree of risk in each of the
identified areas.

f) Based on the scenario above, conduct a risk analysis of the likelihood of a negative
event preventing the manager from reaching its goals and the likely consequence
of such an event on organisational performance. Document your answer below.

BSBMGT502B Assessment Task V.1

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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

Zanzibar hotel has to pay attention on budget and how money is spent when it
comes to employees, so employees have to give receipts to managers and
managers have to store them in excel documents and calculate the overall
expenses. If the employees do not give the receipt then an immediate risk is
detected; the money management will be unsucessful and company will have
money issues so less profit. That is why managers should provide reminders and
even ask staff to pay for their expenses when they don't hand the receipts.. This
way employees will be made to do as told.

g) Once risks have been identified and quantified, there are a number of mitigation
strategies you can implement to manage the risk. Explain what these mitigation
strategies could be.

Businesses set goals but goals sometimes have risk when it comes to working
towards them so managers should be able to work out plans so that the risk is
minimum. For example, if a task is really risky, then the managers should thing
twice before working to reach the goal. But, if there is no real or big risk, then
managers should skip the negative result and work to achieve the goal. If risk is
medium the managers should have a plan b to change the plan when the risk
appears. If managers are not sure if the plan is risky they can get advice from
specialists

Assessment Task 2: Assess

Performance

In this task, you will be able to demonstrate your ability to design performance
management and review processes to ensure consistency with organizational
objectives and policies. Refer to the job description below and complete the following
activities.

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Issued 3/3/2015

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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

Job Description for Administrative Clerk

Purpose of the position
The Administrative Clerk is responsible for providing administrative and clerical services in
order to ensure effective and efficient operations.
Scope
The Administrative Clerk reports to the Senior Administrative Officer and is responsible for
providing administrative and clerical services. Providing these services in an effective and
efficient manner will ensure that municipal operations are maintained in an effective and
efficient manner.
Responsibilities
Provide administrative support to ensure that municipal operations are maintained in an
effective, up to date and accurate manner
Main Activities:
Type correspondence, reports and other documents
Maintain office files
Open and distribute the mail
Take minutes at meetings
Distribute minutes
Coordinate repairs to office equipment
Provide support to Council to ensure that Council is provided with the resources to make
effective decisions
Main Activities:
Maintain confidential records and files
Maintain records of decisions
Arrange for payment of honorariums
Research and assist with the preparation of motions, policies and procedures
Review and edit reports to the Board
Prepare correspondence for Board members
Prepare documents and reports on the computer
Schedule Board meetings
Prepare agendas for Board meeting
Administrative Assistant
Prepare packages for Board meetings
Attend board meetings
Record minutes and submit minutes for approval
Provide receptionist services
Main Activities:
Greet and assist visitors
Answer phones
Direct calls and respond to inquiries
Perform other related duties as required

BSBMGT502B Assessment Task V.1

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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

Scenario
As a Manager, one of your responsibilities is to assist in the development of a
management plan for members of your team. Sally has recently been employed in
your organisation as an Administration Clerk.
Christine, a member of your HR team is unclear about what review procedures are
sufficient for Sally. To assist Christine, you are to consult with your team and
determine the Key Performance Indicators should be for this role as shown in the Job
Description provided above.
a) Explain your understanding of a Performance Management System

Performance management is a method used to measure and improve the effectiveness of people
in the workplace .Performance Management starts with goal setting. As a manager, you need to
not only look at individual goals, but at the group as a whole so that you can develop and
manage and develop in a way in which you can increase the probability that you will be able to
ensure that both long and short term goals are met. A performance management system
provides management with the key elements for the recruitment, assessment, appraisal, and
follow up of performance. It relies on documents and procedures that guide management and
employees through performance and review process supplying feedback in regards to
performance issue.
b) Develop a Performance Management Plan for the position in the job description
provided above. You can use the template attached as Appendix A.

c) What skills did Sally need to demonstrate to prove she was the person for the job?
Sally must have relevant knowledge, titles and experience for the role of the clerk,
like typing, using internet, and have a relevant certificate.
Then some personal characteristics is important. She must be helpful when guests
arrive, have good language skills on the phone, mails and face-to-face
correspondance. Also she must be trustworthy; she has to keep all correspondance.
She also must be able to work under stress, be multitasking and set priorities, as she
has many responsibilities.hers is a role that requires someone to rely on, and be really
responsible.

d) Based on the skills in 3 above, briefly outline the performance requirements,

standards and measures required. Consult and negotiate with your colleagues in
your class.
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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

- mail, phone calls> is she helpful? Is her manner professional?

- take minutes at meetings> is she objective?
- typing skills> is she fast?

e) Develop an individual performance plan. You can use Appendix B to complete

this activity.

f) How will you track the performance plan you completed in Appendix A? Should
it be formal or informal? Explain why?

Employees must know whether they are doing well at work and what they
need to do to get better. So they must be given feedback. Managers can
complete matrix about their performance and that show how sufficient the
employee is. So the performance must be assessed in written form basically
and some times by visiting the site where the task is performed
- employer can go where the employees are and assess the progress
- send emails, about observations
- ask and provide help

g) Reflect on this performance management plan. What were you hoping to achieve
by using the performance management plan?
The

performance management plan is made so that the manager can make

the most out of the employee.
- assess his productivity during years
- set objectives
- focus on weaknesses

h) What should you do to make this performance management plan work effectively?

BSBMGT502B Assessment Task V.1

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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

The performance management plan is developed with the goal to work

effectively and motivate employee. In sally's case:
she should be evaluated continuously and see how well she complies to the
plan, and when there is a problem give with solution. The solution comes
through dialogue with the employee and training. Also manager has to be
clear when setting his goals for the employee.

2. This task will give you an opportunity to train your colleagues in the performance
management and review process, conduct performance management in
accordance with your organisational protocols and timelines and monitor and
evaluate performance on a continuous basis. Individually or in pairs read
complete the activity.
Succession planning is the process and identifying internal people with the
potential to fill key leadership positions in the company. (Wikipedia,2011) You
have been asked to choose a member of your team to learn how to learn all
aspects of your job. With a team member, acting as leading hand, discuss the
skills that are required to perform your job and discuss their skills. Identify the
variances in the skill level and determine what training is needed to bring their
skills and knowledge to the level of manager within your organisation. You can use
the template below to complete this activity.
Training Plan for:
Department
:
What
training is
needed

Kitchen

Policies and
procedures

Does he
comply?

Business
need
solved

Gaetano Buongiorno
Date:
Priority link
to
businesss
strategic
plan
It is
important for
business
strategy

Time
needed

Planning
needed

Budget and
notes

1 month

Provide
training ,
documents

no

Coach
BSBMGT502B Assessment Task V.1
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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:
Speed in
preparation of
meals

Food styling

BSBMGT502B Manage People Performance

Increased
productivity

Customers
served in
time

2 months

Coaching

payment

High level of
produce

Well satisfied
customers

3 months

Training

Training and
seminars
cost

seminars

Assessment Task 3: Provide feedback

Instructions to the students
In this task you will learn how to provide feedback to staff on a regular basis, advise
people of poor performance, provide on-the-job coaching and document performance in
accordance with the organisational performance management system. Ensure you read
each question in detail and provide detailed answers. You must demonstrate your ability
to conduct research and have engaged with others in your class to discuss these
questions.
3.1 Refer to the assessment task 2 and discuss why you should be assessing this staff
member? (Guide: 2 paragraphs)
The administrative clerk must be present for most activities in the institution. He has to
type and do correspondance, so he must be professional and fast. He has to be in in
meetings prepare and store important information and be pleasant for those she
contacts.A clerk's role can be assessed both as for the quality of services and the
productivity. If there are weaknsses they must be addressed and goals be made clear.
3.2 Explain what methods will you use to give feedback to the team member? Give
three methods.

Reports and matrixes (employee's performance assessed)

Meetings
BSBMGT502B Assessment Task V.1
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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

checking time employee uses for a task, the quality of his work too

3.3 What will you do with the results of your feedback and why? (Guide: Two or more
paragraphs).

Back of the employee performance is necessary, so that the manager knows

whether one under-performs and the impact it has on the business. Feedback is a
tool to show problems but also good performance of the employee and
improvement methods to be discussed. Feedback is important and for the
manager, as it shows the manager what he has to do to help staff, for example
training, bonuses etc. Feedback is important for the company to see the risks
each role and member's performance entail and make contigency plans.

3.4 Explain the importance of conducting structured formal feedback in accordance with
organisational policy and procedures. Refer to relevant legislation in your answer.
Feedback is formal or informal, in order to be always effective and successful.
Formal feedback refers to quantity so that bigger goals can be set for employees. It
should be clear when analysed, and employees should comply with it. It should
comprise of employees performance and objectives to be compared, for their
performance to improve. Weaknesses are not stressed, because we want positive
outcomes.
Legislation that applies here :
- anti- discrimination act
- fair work act
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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

- privacy act
3.4 Read the scenario below and complete this task.
Scenario
Your team leader is underperforming and requires more one-on-one training. The
team leader is intimidated about the position. You need to build the team leaders
skills and knowledge to motivate the team leader and build his/her confidence.
a) Use the template and develop a coaching plan to build the team leaders skills
and knowledge.
COACHING PLAN
Name:
Manager:
Date of meeting:
Employee activities

-Manage priorities in specific time

-managing his emotions
-Managing employee's performance and assign activitie
-manage change and unpredictable event

Areas where excellence in performance has been demonstrated

manage priorities

Performance areas needing improvement

Effective problem solving and managing performance

Success Measures

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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

Time needed to make a decision for solving problems

delegate tasks and monitor performance
Additional items (i.e. training and professional development needed)

Training
professional development
Milestones

To solve problems more quickly

to be more objective
Target Dates

Nine months
b)

Use the seven key elements of coaching by Larson and Richburg (2000) to
analyse whether the plan that you have worked together to fulfill is effective by
completing the table below. If you find a lack in any area, make
recommendations on how you may close the gap.
Context:

To achieve objectives by deadline

Clarity:

Ability to clarify objectives

Commitment:

Priorities set and to work towards realising

them
Course of action:

develop a performance plan

Confidentiality:

To trust each other

BSBMGT502B Assessment Task V.1

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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

Chemistry:

Compatibility between colleagues

Assessment Task 4: Manage Follow Up

Instructions to the students
In this task you will learn how to how to write and agree on performance improvement
and development plans, seek assistance from human resources specialists, reinforce
excellence in performance through recognition, monitor and coach individuals, provide
support, counsel individuals and terminate staff in accordance with legal and
organisational requirements.
Read the scenario below and either individually or in pairs, complete the following;
Scenario
John Smith works a sales representative for a large retail company. Peter Wayne
his manager has noticed that Johns performance over the past 6 months has
declined. He seems to be demotivated and there has been a number of
complaints from other sales representatives about Johns behavior. Johns sales
figures has declined and some of his customers had gone to other companies as
they were not happy with the service John was providing.
4.1Explain how you would approach John to address the issues surrounding his
performance. (Guide: 2 paragraphs)

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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

When an employee under-performs manager should talk to him face to face and try to
solve the problem. The manager should ask theemployee what the problem is and
explain what problem this causes to the company, in productivity and relationships.
During the meeting the discussion should be open and they should both hear each
other, but not only negative stuff should be mentioned. Finally, the manager has to
address it as a problem that needs solution , and discuss the objectives that need to be
set(what the employee has to do step by step
4.2Explain what steps you would have to take to write and agree on performance
improvement and development plans in accordance with organisational policies.
(Guide: 2 paragraphs)

There are five steps that the employer needs to follow:

1) identify the problem (why there is underperformance)
2) analyse the problem (why?, how long the problem is there)
3) meeting to discuss the problem (in private)
4) find a solution through discussion
5) monitor performance and support employee

4.3What support services and specialist/s would you need to consult in order to
review and put together a performance management plan for John? List at least
three (3).

find things that motivate him,

give him training to be confident
give him technological means
4.4How can Peter reinforce excellence in performance through recognition and
continuous feedback?

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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

Feedback is given to the employee so that he knows what to improve . In John's case we
must let him know that his role is important and that his success is part of the companys
success ,we should stress the implortance of :
-productivity
-sales
-customer service
-initiative
-participating in projects

4.5In this task, you are required to develop a Performance Management plan for John.
You can use Appendix C to complete this task.

4.6 Read the scenario below and complete this activity and using your knowledge of
counseling an coaching coach John. Your colleague will act as the team member
and your assessor will observe your coaching skills and complete the
Observation Checklist.
Scenario
After three months, John is still not making any effort to respond to the
improvement plan to improve their skills. He is still negative and this is not
having a good impact on the rest of the team.
4.7 Explain how you engaged with John and explain to him his poor performance and
get Johns support and buy-in during the coaching session.

In a face to face meeting I tell him what I saw regarding his performance
and ask him why his performance is still poor, after all the training and
discussions. We should see if he is dissatisfied with his joband it plays a
role on how he performs. We should offer to give him coaching or training
and remake a plan for him. then maybe do some coaching,identify the
problems on the spot and help him.

4.8 Explain how you would handle any resistance to change and to the coaching
session. (Give three examples)

BSBMGT502B Assessment Task V.1

Issued 3/3/2015

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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

many employees resist to change and the manager should :

- identify why and see if it has to do with knowledge or interpersonal
relations
- discuss with the employee regarding their poor performance
- discuss th possibility of termination

4.9 If John continues to underperform after you have given him all the required
support what disciplinary actions could you put in place? What rules and
regulations would you have to be aware of when implementing a disciplinary
action? (Guide: 100 to 200 words or half a page). If the space below is not
enough, type up your answer and attach it to the assessment task.

The manager should thing whether it is worth keeping or sucking john, and
once decided give him a deadline for improvement, and if he doesn't fire
him according to the legislation with respect to his rights as a person and
as an employeechecking with the Australian human Rights
Commissionand the Fair Work Act calculating hispayments, time
for notices etc. The anti-discrimination board should be consulted too, so
that the termination is not unfair. There should be documents that show
why John is terminated and that it is not unfair. In the end, the
employer must be able to provide to the unuion or whomever else
involved this documentation.

4.10Read the scenario below and complete this activity.

Scenario
John even after the coaching and counseling session still has not improved. His
performance is still regarded as poor and his department has lost revenue again.

BSBMGT502B Assessment Task V.1

Issued 3/3/2015

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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

You have decided to write a report to your General Manager explaining Johns
performance and recommend that you would like to terminate Johns
employment. Your organisation does not have procedures on how to terminate
an employee.
Access the Fair Work Commissions website: www.fairwork.gov.au and research
this website on how to terminate an employee. In your own words write a report
to the General Manager and explain why you wish to terminate Johns
employment. In your report you must also address the following:

Responsibilities of the employer when terminating an employee e.g.

notice period

Unlawful dismissal rules and due process

Laws and legislations you need to be aware of e.g. Anti-discrimination,

Equal Opportunity, Industrial Relations.

Your report must be structured, well-formatted and at least 500 words. Attach
your report with this assessment task.

BSBMGT502B Assessment Task V.1

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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

John Smith's Termination

Performance: John Smith who is a sales representative does not perform according
to the code of conduct, despite the training he was given. He performs that bad that
we have even lost many of our customers who went to other companies, with a
significant loss to the company's profit. We had a meeting three months ago and we
talked about the issue but no improvement has been made. Even the employees
have given negative feedback for him. I suggest that we fire him with respect to the
laws .
Termination steps: we must be very careful about the termination since we don't
have relevant documentation in our policies and procedures. First we need to let
him know that he is terminated about a month before. Then, payments
and reimbursementshould be made for making him redundant ,considering how
long he has worked for us. We must also pay him his annual and any other relevant
benefits. Finally, we musthave all the excel sheets of his assessment so that the
reasons for his dismissal are fair; feedback, matrix, performance plan , assessment
and coaching , and proof of his poor performance. We must be very sensitive
about illegal behaviour, discriminationand violation of his rights. The law prevents
aus to dismiss him with regards toreligious, sexual, racial or personal reasons. We
should provide proof that the environment at work was healthy and that he was
respected by his colleagues. All in all we should be able to prove that he was always
supported and continuously trained and in regards to our demands.

Please ensure that your report is typed up and ready to be submitted well before
the due date and not on the last date of your course.

BSBMGT502B Assessment Task V.1

Issued 3/3/2015

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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

Assessors Observation Checklist

As an assessor you are required to observe the students ability to interact with others, participate
in group discussions, role-plays and any other in class activities relevant to this unit of
competency. Please complete this checklist, which will form part of the students overall
assessment.

Assessors Observation Checklist

Ratings
scale

N/A

Area of strength
Well done

Adequate
Meets
expectations

Area of weakness
Below expectations

Not relevant or
applicable in the
observed session

Area
Communication skills when coaching colleague

Rating
1

N/A

N/A

N/A

N/A

N/A

N/A

N/A

When engaging with colleague, student observed, used effective

listening skills, made eye contact, clarified issues, used friendly
tone
Demonstrated respect and empathy for others
Used appropriate body language such as open arms, nodding,
relaxed to build rapport with colleagues.
Gave and received feedback regarding the clients needs
Supported colleague in setting appropriate goals
Encouraged commitment from colleague
Teamwork
Consulted with others in class in a positive manner
Supported others in class
Problem solving skills
Demonstrated ability to develop strategies to minimize risk
Initiative and Enterprise
Demonstrated ability to review organisations work practices and
suggest improvements.
Technology and research skills
Demonstrated ability to us business technology to prepare reports
Planning and organising skills
Demonstrated ability to develop coaching plans and schedules
Demonstrated ability to plan and organize coaching sessions
Self-management and Learning

BSBMGT502B Assessment Task V.1

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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

Student was able demonstrate ability to prioritise task operational

plan
Student demonstrated the following knowledge:

N/A

Relevant awards and certified agreements

Performance measurement systems utilized within the organization
Unlawful dismissal rules and due process
Staff development options and information
Relevant legislation from all levels of government that affects
business operation
Feedback to the student:

Assessor

I confirm that I have observed this student in the classroom and the
student has demonstrated the above skills to a in a context as
indicated in the above report.

Name:

BSBMGT502B Assessment Task V.1

Issued 3/3/2015

Signature:

Date:

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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

Appendix A: Performance Management Plan

PERFORMANCE MANAGEMENT PLAN

Key Result Area

Cleric administration

Key Performance
Indicator/Target

-policies and procedures followed

store and keep confidential documents
present comapny
Targets/Measures/Milestones/T Results/Comments
iming

Activity

Policies and procedures

Keep confidential files

Have the knowledge by

revising them and know
what is new
No one should be able to see
them but you and manager

Be always up to date
Data kept secret

Meetings

Agendas of meetings,
take minutes,
set dates and time

Be there-successful
meeting

Present company

Presentation, welcoming
guests and doing
correspondance

Customer feedback

BSBMGT502B Assessment Task V.1

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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

Appendix B Individual Work Plan

Goal: Maintain a high level of administrative activities in accordance with council goals

Description for Year 1:Improve procedures to ensure council activities are achieved at the
highest level.

Measurable
objective for Year 1

Activities for Year 1

Impact for Year 1

Evaluation for Year

1

Provide high level

customer service

Answer phones

Improve levels +
standards of customer
service

Feedback from
customers

Communication
Serve at counter

Maintain high level

reporting + meeting
minutes for council

Report writing
analyse,write +
distribute minutes

Maintain professional
written verbal
communication for
council.

Evaluate quality of
reports minutes

Ensure management of
maintenance + office
repairs are actioned +
monitored

Monitor office repairs+

maintenance

Monitor repaire +
maintenance

Evaluate ongoing
efficiency of office
equipment

BSBMGT502B Assessment Task V.1

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ASSESSMENT TASKS
Unit of competency:
Students full legal
name/ID:
Assessors name:

BSBMGT502B Manage People Performance

Appendix C: Performance Management Plan

PERFORMANCE MANAGEMENT PLAN

Key Result Area
Key Performance
Indicator/Target
Activity
Improve communication

Give good customer service

(provide training)

BSBMGT502B Assessment Task V.1

Issued 3/3/2015

Improving John's communication skills and customer service

Targets/Measures/Milestones/T
iming

Results/Comments

Be professional to those he talks to

Poor 1-10 excellent

Questionaires by customers
positive, they don't go to other
companies

Poor 1-10 excellent

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