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Elements and Performance Criteria

1. Lead and motivate people
   • Goals personnel and teams to optimise achievement in work tasks are established and agreed
2. Advice and support sensitive to the individual's needs is provided to personnel in the performance of their duties
3. Activities are undertaken to achieve commitment to common goals
4. Initiative and innovation are recognised and encouraged
5. Achievements are recognised and communicated within the organisation
6. Undertake human resource planning
   • Human resource needs are determined and/or reviewed within anticipated operational needs and allocated budget
7. Alternatives for staffing levels which clearly demonstrate returns to the organisation are analysed
8. Contingency plans for staffing which meet key provisions of the human resource plan are developed
9. Existing competencies of staff are compared with the needs of the organisation and/or work group
10. Staffing levels are planned and negotiated with stakeholders within the organisational framework to achieve maximum efficiency of operations
11. Develop and facilitate performance
12. Strategies to rectify performance shortfalls and recognise success are identified
13. Performance problems are addressed confidentially and in a constructive and timely manner, in accordance with organisational procedures
14. Selections, transfers and promotions are made, in accordance with organisational policies and are supported with documented information
15. Mechanisms are developed and implemented for the identification of human resource development needs within the work group and/or organisation taking into account the strategic plan for the organisation
16. Facilitate training, educational and development opportunities
    • Information on planned training events is made available throughout the organisation
17. Training, educational and development plans are included as part of an individuals and/or team performance plan
18. Individual and/or team access to and participation in training, educational and development opportunities is facilitated
19. Coaching and mentoring strategies are used to develop personnel in an environment of change
20. Training, educational and development opportunities to enhance individual, team and organisational performance are identified
21. Develop and implement issue resolution and grievance procedures
    • Problem solving and/or issue resolution procedures are established within legislative requirements and organisational guidelines
22. Grievances and complaints are managed in a timely and caring way to optimise likelihood of a favourable outcome for all parties, in accordance with organisational policies and procedures
23. Individual rights and obligations under industrial awards and/or agreements and legislation are documented and communicated in a clear and concise manner using appropriate language
24. Hearings, interviews and meetings are conducted within the principles of industrial democracy and are participative and use consultative processes
25. Relevant industrial parties are identified and invited to participate in the resolution process
26. Manage disciplinary matters
    • Disciplinary matters are implemented, in accordance with organisational policies and procedures
27. Investigations are conducted in a caring and confidential manner to maintain performance and morale
28. Feedback is provided promptly
29. Appeals processes are instituted, in accordance with organisational policies and procedures
30. Deficiencies in procedures are recognised and recommendations for change are made

Range Statement

Range is restricted to essential operating conditions and any other variables essential to the work environment. Non-essential conditions may be found in the Companion Volume Implementation Guide.

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