Formats and tools
- Unit Description
- Reconstruct the unit from the xml and display it as an HTML page.
- Assessment Tool
- an assessor resource that builds a framework for writing an assessment tool
- Assessment Template
- generate a spreadsheet for marking this unit in a classroom environment. Put student names in the top row and check them off as they demonstrate competenece for each of the unit's elements and performance criteria.
- Assessment Matrix
- a slightly different format than the assessment template. A spreadsheet with unit names, elements and performance criteria in separate columns. Put assessment names in column headings to track which performance criteria each one covers. Good for ensuring that you've covered every one of the performance criteria with your assessment instrument (all assessement tools together).
- Wiki Markup
- mark up the unit in a wiki markup codes, ready to copy and paste into a wiki page. The output will work in most wikis but is designed to work particularly well as a Wikiversity learning project.
- Evidence Guide
- create an evidence guide for workplace assessment and RPL applicants
- Competency Mapping Template
- Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners. A template for developing assessments for a unit, which will help you to create valid, fair and reliable assessments for the unit, ready to give to trainers and students
- Observation Checklist
- create an observation checklist for workplace assessment and RPL applicants. This is similar to the evidence guide above, but a little shorter and friendlier on your printer. You will also need to create a seperate Assessor Marking Guide for guidelines on gathering evidence and a list of key points for each activity observed using the unit's range statement, required skills and evidence required (see the unit's html page for details)
- Self Assessment Survey
- A form for students to assess thier current skill levels against each of the unit's performance criteria. Cut and paste into a web document or print and distribute in hard copy.
- Moodle Outcomes
- Create a csv file of the unit's performance criteria to import into a moodle course as outcomes, ready to associate with each of your assignments. Here's a quick 'how to' for importing these into moodle 2.x
- Registered Training Organisations
- Trying to find someone to train or assess you? This link lists all the RTOs that are currently registered to deliver BSBHRM503A, 'Manage performance management systems'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Books
- Reference books for 'Manage performance management systems' on fishpond.com.au. This online store has a huge range of books, pretty reasonable prices, free delivery in Australia *and* they give a small commission to ntisthis.com for every purchase, so go nuts :)
Elements and Performance Criteria
Elements and Performance Criteria | |||
Element | Performance Criteria | ||
1 | Develop performance management systems | 1.1 | Analyse strategic and operational plans to identify relevant policies and objectives for performance management system |
1.2 | Design methods and processes for line managers to develop key performance indicators for positions reporting to them | ||
1.3 | Develop organisational timeframes and processes for formal performance management sessions | ||
1.4 | Ensure systems developed are flexible enough to cover the range of employment situations within the organisation | ||
1.5 | Consult with key stakeholders about the system and agree on its features | ||
1.6 | Gain support for the implementation of the performance management system | ||
2 | Implement performance management systems | 2.1 | Train relevant groups and individuals to monitor performance and to identify performance gaps |
2.2 | Ensure that line managers are monitoring performance regularly and that intervention occurs to acknowledge poor performance and excellent performance | ||
2.3 | Work with line managers, where necessary, to assist them to address poor performance in accordance with organisational policies and legal requirements | ||
2.4 | Support line managers to counsel and discipline employees who continue to perform below standard | ||
2.5 | Provide support to terminate employees who fail to respond to interventions, in accordance with organisational protocols and legislative requirements | ||
2.6 | Recognise excellence in accordance with organisational policy | ||
2.7 | Ensure documented outcomes of performance management sessions are accessible and are stored in accordance with organisational policy | ||
3 | Coordinate formal feedback processes | 3.1 | Develop performance feedback plans by relevant managers/team leaders and lodge them with human resources staff |
3.2 | Provide training and assistance to managers/team leaders participating in the feedback process | ||
3.3 | Agree on and sign, plans for performance improvement and individual learning and development | ||
3.4 | Establish processes to deal with any problems or grievances which arise from the performance feedback | ||
3.5 | Make available specialist advice on career development to participants in the process | ||
4 | Coordinate individual/group learning development plans | 4.1 | Contract appropriate providers for performance development, as identified by the plans, in accordance with organisational policies |
4.2 | Design learning and development plans to contribute to the development of a learning organisation | ||
4.3 | Deliver learning and development plans according to agreed timeframes and ensure they deliver specified outcomes | ||
4.4 | Monitor learning and development activities to ensure compliance with quality assurance standards | ||
4.5 | Negotiate remedial action with providers where necessary | ||
4.6 | Generate reports to advise appropriate managers on progress and success rates of activities | ||
4.7 | Regularly evaluate and improve all aspects of the performance management system, in keeping with organisational objectives and policies | ||