BSBLDR522 Manage people performance

Task 3 – Managing People Performance at BizOps

Enterprises
Assessment Templates
Student ID Student Name

First Name: Carlota

Last Name: Teixido

Submitting your assessment:

Complete all assessment tasks, upload the Assessment Templates, and submit in Moodle for
grading. Once your assessment is graded, you will receive an email notification. Check your
grades and submission feedback on Moodle.

Assessor’s acknowledgement:
Please verify each of the following principles of assessment by placing a tick in each box. Refer
to the assessor's handbook for further information if required.

Authentic: I am assured that the evidence presented for assessment is the learner’s
☐
own work
Valid: I am assured that the learner has the skills, knowledge and attributes as
☐ described in the module or unit of competency and associated assessment
requirements
Current: I am assured that the assessment evidence demonstrates current
☐ competency. This requires the assessment evidence to be from the present or the
very recent past
Sufficient: I am assured that the quality, quantity and relevance of the assessment
☐
evidence enable a judgement to be made of a learner’s competency

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Task 3: Part 1, Step 2b
Staff Consultation document
Add the shareable link to your consultation document in OneDrive

Task 3: Part 1, Step 3

Performance and Development Plan template
Department

Work Team

Position
Employee name/s
Position

Manager/Supervisor name Position

Senior manager name Position

Performance improvement period: From To

Performance will be reviewed: [fortnightly/weekly] commencing:

Review will be documented in a performance improvement review report completed by the

supervisor/manager

Final review will be conducted on:

Note: employees must be informed where performance expectations are not being met without
satisfactory reason, BizOps may commence disciplinary processes, which may include termination.
Responsibilities
Employee responsibilities:
 Meet the performance expectations outlined in this document.
 Report immediately to the manager/supervisor any circumstances that may impact the
employee’s ability to meet the expectations.
 Manager/supervisor responsibilities:
⁻ Conduct [fortnightly/ weekly] review meetings for duration of the plan.
⁻ Document progress in a performance review report.
⁻ Provide honest, constructive, timely feedback and reasonable support on an ongoing
basis.

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 ⁻ Identify and provide any additional and reasonable resources, training and assistance
the employee requires to achieve a satisfactory performance.
Senior manager responsibilities
Ensure the process identified in this document is adhered to in accordance with the principles of
natural justice, namely:
 the decision maker is free from bias, objective and has no personal interest in the matter
being decided
 the employee is advised of the allegations and has the opportunity to present their case
before a decision is made
Address any issues that arise from this process.
Performance issue/s being addressed
This section should note the current performance issues that are to be addressed within the
performance improvement plan.
Team name:

Achieved KPI Variance

Performance metrics Yes/No +/-

Yes No

Yes No

Yes No

Yes No

Yes No

Yes No

Insert rows as needed:

Staff Member 1:
Underperformance:

Insert rows as needed:

Staff Member 2:
Underperformance:

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Insert rows as needed

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Task 3: Part 1, Step 4
Performance Management System

Flow chart / Infographic:

Outline of the process:

Stages of the Details Timing
performance
management and review
process

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Task 3: Part 1, Step 5
Training video link
Add the shareable link to your training video in OneDrive.

Task 3: Part 1, Step 5

Performance and review process feedback
Add a screenshot of the feedback you received in MS Teams about your performance management
system.

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 Task 3: Part 2, Step 1
Work Plan template
Name of employee: Click or tap here to enter text.
Name of supervisor/manager: Click or tap here to enter text.
Name of team: Click or tap here to enter text.
Role of team members: Click or tap here to enter text.
Date work plan effective from: Click or tap to enter a date. to: Click or tap to enter a date.
Risks -
Staff member &
possible causes of Implementation
No. Tasks SMART Goals level of Resources Likelihood Risk treatments
normal work dates
responsibility
disruption

Insert or delete rows as needed

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Performance standards:

Code of conduct underpinning this work plan:

Legal considerations underpinning this work plan:

Information management system:

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Task 3: Part 2, Step 2
KPIs and Performance Metrics
KPIs Target Performance metrics Target

Insert or delete rows as needed:

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Task 3: Part 2, Step 4
Performance Review and Improvement Plan
Department

Work Team

Position
Employee name/s
Position

Manager/Supervisor name Position

Senior manager name Position

Performance improvement period: From To

Performance will be reviewed: [fortnightly/weekly] commencing:

Review will be documented in a performance improvement review report completed by the

supervisor/manager

Final review will be conducted on:

Note: employees must be informed where performance expectations are not being met without
satisfactory reason, BizOps may commence disciplinary processes, which may include termination.
Responsibilities
Employee responsibilities:
 Meet the performance expectations outlined in this document.
 Report immediately to the manager/supervisor any circumstances that may impact the
employee’s ability to meet the expectations.
 Manager/supervisor responsibilities:
⁻ Conduct [fortnightly/ weekly] review meetings for duration of the plan.
⁻ Document progress in a performance review report.
⁻ Provide honest, constructive, timely feedback and reasonable support on an ongoing
basis.
⁻ Identify and provide any additional and reasonable resources, training and assistance
the employee requires to achieve a satisfactory performance.
Senior manager responsibilities
Ensure the process identified in this document is adhered to in accordance with the principles of
natural justice, namely:
 the decision maker is free from bias, objective and has no personal interest in the matter
being decided
 the employee is advised of the allegations and has the opportunity to present their case
before a decision is made
Address any issues that arise from this process.

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Performance issue/s being addressed
This section should note the current performance issues that are to be addressed within the
performance improvement plan.
Staff Member 1:

o
o
o
o
o
Insert or delete rows as needed:

Coaching/mentoring schedule:
Responsibility
Scheduled start date
Type of activity (Oversee coaching and and finish date
mentoring)

Staff Member 2:





Insert rows as needed

Coaching/mentoring schedule:
Responsibility
Scheduled dates and
Type of activity (Oversee coaching and timeframes
mentoring)

Insert or delete rows as needed

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Task 3: Part 2, Step 5
Informal feedback and coaching - Sharon Jenkins

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Task 3: Part 2, Step 6
Email to HR Manager

To:

From:

Subject:

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Task 3: Part 2, Step 7
Formal Warning Letter - Angela Adams
<Date>
Private and confidential
<Insert employee’s full name>
<Insert employee’s residential address>

Dear Angela
Warning letter
I am writing to you about your <performance/conduct> during your employment with <insert
company/partnership/sole trader name and the trading name of business> (the employer).
On <insert date> you met with <insert name of others at the meeting>. At this meeting you
were advised that your <performance/conduct> has been unsatisfactory, and that immediate
improvement is required. In particular you were advised that <insert explanation of
unsatisfactory performance or conduct, for example regularly attending work late or not
completing required tasks>.
In the meeting you were asked if you had anything you wished to say or to respond to the
situation and you <insert details of the employee’s response or if no response was provided you
can note here that the employee ‘did not respond’>.
After considering the situation it is expected that your <conduct/performance> improves and
specifically that you <insert advice given to employee regarding improvement of performance or
conduct, for example outline deadlines for improvement, specific performance targets set
(ensure whatever you require is reasonable and fair in the circumstances and that you have
considered any response or reasons from the employee)>.
This is your <first/second> warning letter. Your employment may be terminated if your
<conduct/performance> does not improve by <insert date that is reasonable in this situation>.
I propose that we meet again on <insert date> to review your progress. Please let me know if
this time is convenient to you. If you wish to respond to this formal warning letter please do so
by contacting me on <insert phone number> or by replying in writing.

Yours sincerely,
<insert your name>
Frontline Manager
Customer Support Department

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Task 3: Part 2, Step 8
Termination Letter - Angela Adams
<Date>
Private and confidential
<Insert employee’s full name>
<Insert employee’s residential address>

Dear Angela,
Termination of your employment

I am writing to you about the termination of your employment with BizOps Enterprises.
On <insert date> you met with <insert name>. In that meeting, you were advised that it was
necessary to improve your performance following a performance development plan. You were
issued with a formal warning letter on <insert date>.
On <insert date> you had a second meeting with <insert name> and you were advised that your
performance had not improved to the level required. You were issued with a second warning/
letter on the same day.
You also attended a meeting with <insert name> on <insert date>. In that meeting you were
issued with a final warning letter. This letter indicated that your employment may be terminated
if you do not improve your performance and fulfil all the agreements.
We consider that your performance is still unsatisfactory and have decided to terminate your
employment for the following reasons:
 providing poor-quality customer service
 providing incomplete and sometimes inaccurate product information
 poor verbal communication manner
 decreased level of professionalism
 a number of complaints from clients
Based on your length of service, your notice period is two weeks. Therefore, your employment
will end on <insert date>.
You will be paid your accrued entitlements and any outstanding pay, up to and including your
last day of employment. This includes the balance of any time off instead of overtime accrued
but not yet taken (paid at the overtime rate applicable when the overtime was worked), and
superannuation.
If you have been paid annual leave in advance, any amount of annual leave still owing will be
deducted from your final pay.
You may seek information about minimum terms and conditions of employment from the Fair
Work Ombudsman. If you wish to contact them, you can call 13 13 94 or visit their website at
www.fairwork.gov.au.

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Some termination payments may give rise to waiting periods for any applicable Centrelink
payments. If you need to lodge a claim for payment you should contact Centrelink immediately
to find out if there is a waiting period.
Yours sincerely,

Sarah Voss
Customer Service Manager

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