BSBMGT502 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.

1. Refer to an organisation you are familiar or one your assessor has discussed with you. List three (3)
goals which could impact on a manager’s 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. These goals are developed from
the mission and vision statement and the SWOT analysis that you
complete of the environment of the organisation. SWOT stands for an
analysis of the Strengths and Weaknesses (i.e. strength - offer high level
of customer service) internal to the organisation and Opportunities and
Threats (i.e. market demand in your product has led to a larger share of
the market) external to the organisation.
Tactical Tactical goals and objectives must support the organisations strategic
goals. They indicate what level of achievement is necessary in the
departments of the organisation. For example, if the organisations
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 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. As a manager it is important to apply your work allocation
plan so that people working for you have the best opportunity to meet the
organisations performance standards. There are nine steps that you can
follow to assist you in this task.

2. 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.

BSBMGT502 Assessment Task V.1 Page 1 of 20

Issued 3/3/2015
 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 Collaboration Resource Date due and Anticipated Solution Progress

needs needs frequency obstacle
Create budget Each staff Binder, tabs, 4th Tuesday of Not receiving Set up
binder with tabs member gives me ruler, marker, each month. expense reports electronic
for each member receipts and Excel and receipts on reminder
Complete
of the expense report spreadsheet. time from staff on
binders by
department. using policy members. calendars
Time during a 6/3/15.
Review expenses copies by the 3rd for each
department
from last year to Tuesday of each staff
meeting to
agree upon month. member
review the
budget for the
budget
categories. Thursday
categories and
prior and
Create a tab for process with the
on the due
each department staff.
date.
member.
Develop Excel
spreadsheet with
budget
categories.

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

In team management, it is not always necessary to say just what should be done, but mainly how
it should be done and when it needs to be finalized. That way, when giving orders do not allow for
different interpretations. At the end of the conversation with your employee, make sure he
understands the request, communicating with clarity and objectivity is one of the most important
factors for a manager.

b) Explain how the manager would ensure that the work allocation is aligned to the organisation’s
operational plan.

As a manager it is important not only to ensure that the person or team allocated to perform a
task have not only got the correct skills and knowledge, but also the capability of meeting the
needs of the operational plan. When making decisions about the allocation of work and being cost
effective, it is important to make sure that you are aware of the resources you have available and
any time constraints. When making decisions about the allocation of work and being cost
effective, you need to be aware of your resources and any time restraints. Trusting work to an

BSBMGT502 Assessment Task V.1 Page 2 of 20

Issued 3/3/2015
 employee is good for morale, however if you are on a tight schedule it is important that you
ensure that your productivity is not affected.

c) Explain how the manager would confirm each staff member’s performance standards and code of
conduct (e.g. agreed set of rules relating to employee behavior/conduct).

There are many benefits obtained in a performance evaluation, through this it is possible to
measure the contribution level of each employee by promoting appropriate training and
improvement for those who present need, relocation of employees between departments, in
addition to establishing a clear vision of the objectives The evaluator is able to invest more in its
development, thus improving its performance.

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 are management tools for measuring and achieving the level of
performance and success of an organization or process, focusing on the "how" and indicating how
well the company processes are, allowing its achieved. There are different categories of
indicators, which can be quantitative indicators, qualitative indicators, main indicators, delay
indicators, input indicators, process indicators, directional indicators, actionable indicators and
financial indicators. In order for these performance indicators to make a significant contribution
to company control, it is first necessary to understand strategic planning and to have clear goals
when setting targets to achieve.

e) Explain why you should conduct risk analysis when implementing goals?

When you are conducting a risk analysis, it is important to define what the goals and objectives
are for the risk assessment and what the organization would like to accomplish by conducting
one. Risk analysis provide the necessary information about an organization’s IT infrastructure
and its asset’s current level of security.

This level of security allows the assessor to provide recommendations for increasing or enhancing
that IT asset’s level of security based on the identified and known vulnerabilities that are inherent
in the IT infrastructure and its assets.

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.

A risk analysis is the determination of the likelihood of a negative event preventing the organisation
meeting its objectives and the likely consequences of such an event on organisational performance. No
matter, how much you plan, 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. Risks are usually graded as high, medium or
low.

BSBMGT502 Assessment Task V.1 Page 3 of 20

Issued 3/3/2015
 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.

Avoidance: If the risk is too great, you may need to consider whether it is worth continuing on with a
particular project or initiative.

Acceptance: If the likelihood of risk is too small, you should document the risk, but consider continuing with
the project or initiative.

Control: For medium level risks, you should continually monitor the risk, and develop a contingency plan.

Deflection: If unsure about the level of risk you might consider deflecting or transferring it over to a third
party (i.e. outsourcing a particular function).

Assessment Task 2: Assess Performance

1. 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.

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

BSBMGT502 Assessment Task V.1 Page 4 of 20

Issued 3/3/2015
 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

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

The Performance Management System is a human resources strategy to optimize and develop as team
competencies. In addition to the Performance Assessment, the Performance Management System covers the
entire annual work schedule and is essential for the collection of essential information and decision making.

In this perspective, the Performance Management System constructs a file with a trajectory of employees
within the company, including the strengths and weaknesses, the developments, as attitudes taken and
postures adopted. This review process also helps in the dissemination of strategies, culture and
organizational values of the company.

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 needs demonstrate that she is responsible for providing clerical and secretarial services in order to
ensure smooth running of all operations inside an office. They prepare meeting agendas, attend meetings
and record minutes, manage mails and file records. They may also be expected to attend to any visitors
coming in to the office and answer phones.

BSBMGT502 Assessment Task V.1 Page 5 of 20

Issued 3/3/2015
 Since this is an administrative position with a huge array of responsibilities, administrative clerks need to
possess some qualities that will in turn make their work professional.

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.

Able to schedule meetings and conference calls;

Effectively write, receive and distribute correspondence and emails;
Competent at compiling and maintaining office records;
Demonstrated ability to perform word processing tasks including letters, memos, reports, labels, inventory;
Computer savvy: Database, MS Office Suite, Administration Software, Outlook and Internet;
Able to make quick and effective decisions;
Excellent oral and written communication skills.

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?

As a manager I can provide performance feedback to my employees through of formal and informal
methods. This keeps the employees moving forward and engaged and enables them to make adjustments as
needed to keep growing personally and professionally.

The Performance Plan completed providing feedback on formal methods because was done:

One-on-one meetings;
Department meetings;
Via regular status reports on projects/major tasks;
Small team m eetings (such as when a few employees are working together on a task/project).

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

I hoping to achieve using the performance management plan the major objectives below:

To enable the employees towards achievement of superior standards of work performance and help the
employees in identifying the knowledge and skills required for performing the job efficiently.

Boosting the performance of the employees by encouraging empowerment, motivation and implementation
of an effective reward mechanism.
Promoting a two way system of communication between the supervisors and the employees for clarifying
expectations about the roles and accountabilities.

BSBMGT502 Assessment Task V.1 Page 6 of 20

Issued 3/3/2015
 Identifying the barriers to effective performance and resolving those barriers through monitoring, coaching
and development interventions creating a basis for several administrative decisions strategic planning,
succession planning and promotions. Promoting personal growth and advancement in the career of the
employees by helping them in acquiring the desired knowledge and skills.

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

Some of the key performance management plan effectively are:

To concerned with the results achieved, processes required for reaching the results and also the inputs
(knowledge, skills and attitudes). Measurement of results and review of progress in the achievement of set
targets and defining business plans in advance for shaping a successful future.

Striving for continuous improvement and development by creating a learning culture and an open system
and concerned with establishing a culture of trust and mutual understanding that fosters free flow of
communication at all levels in matters such as clarification of expectations.

Transparency in the process of decision making. The performance management approach has become an
indispensable tool in the hands of the corporates as it ensures that the people uphold the corporate values
and tread in the path of accomplishment of the ultimate corporate vision and mission.

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:

Skills and Knowledge of Customer Service
Department: Date: 25/05/2017
Administrative
What Business need Priority link to Time Planning Budget and
training is solved business’s strategic needed needed notes
needed plan
Congresses - Management Experts in customer 1 week Provide Lease - Most
Provide Development service and greeting to excellent effective and
external customers, will be able to knowledge of cost saving
training communicate with customer method
customers in an excellent service
manner

Internal Program Online communication 3 days Provide good Own

procedure - Trainee skill training and mentor technology Equipment for
Training programs skills and training

BSBMGT502 Assessment Task V.1 Page 7 of 20

Issued 3/3/2015
 room Microsoft as
well

Courses - Supervisors Experts in increase the 5 days Having a high Own - Most
Training development customer and hence the level of effective and
room program profit customer cost saving
service method

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)

As Manager I have to assist the Human Resources area and pass all the observations obtained on
which points this employee has to be evaluated. In addition to the technical skills, a secretary
should know very well the profile of the company, the managers and the customers.

The secretary's function is multidisciplinary and with simultaneous activities, it receives several
demands at the same time and suffers many interruptions throughout the day, which requires
autonomy to differentiate what is important from what is urgent.

3.2 Explain what methods will you use to give feedback to the team member? Give three methods.

Objectivity and clarity: You should be objective about points of improvement and positive attitudes
so you do not run the risk of becoming boring. Do not leave anything to be understood, be sure that
what you have said has been fully understood.

Listen to the employee: You need to understand the employee giving him space to feel comfortable
talking. Feedback is not just a communication, the main goal is to find a solution through a dialogue.
Innovative ideas can emerge in these conversations.

Show the right direction: This opinion is an excellent opportunity to develop skills of your
employees. It is harmful to point out just the mistake and wait for the professional to turn around to
fix it. As a leader, it is imperative to help, guide and educate the professionals involved.

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

Once done in the right way, the manager must gather all comments and work on continuous
improvement, this process works as a stimulus, leading the employee to feel encouraged to find

BSBMGT502 Assessment Task V.1 Page 8 of 20

Issued 3/3/2015
 solutions, improve or adopt a proactive stance.

It is essential that the sender points out more productive and enriching ways, when this does not
happen, those who are receiving the message may feel lost.

3.4 Explain the importance of conducting structured formal feedback in accordance with organisational
policy and procedures. Refer to relevant legislation in your answer.

It can be considered as an excellent tool of learning and improvement in our work, because through it, one
can seek perfection and discover the right path to follow. It is an attitude that shows consideration and
respect for the human being by minimizing uncertainties and anxieties when received. It must be individual
when dealing with conduct or even improper faults.

Feedback is a fundamental part of the process that guides people to present behavior and performance
appropriate to a given situation, letting them know how they are being seen in the marketplace or in the work
environment, so we can know how they are being viewed and evaluated around.

The lack of feedback can leave you without knowing which direction to go. It can be considered as a compass,
which gives the direction one must take, to achieve the goal and customer satisfaction.

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: Adam
Manager: Chloe
Date of meeting: 12/03/2015
Employee activities

Increase productivity;

BSBMGT502 Assessment Task V.1 Page 9 of 20

Issued 3/3/2015
 Improve the organizational climate
Facilitate recruitment;
To retain the competent employees (reduce attendance and absenteeism);
Improve the quality of life of employees.

Areas where excellence in performance has ben demonstrated

Good communication is essential for effectiveness;
The perfect distribution of the tasks always provides a productivity more than expected;
It meets the expected levels of productivity and strives for the adequate distribution of its personnel.

Performance areas needing improvement

Examine the performance achieved by the employee in your area, related to expected productivity;
Strive to achieve predicted levels of productivity, but need to improve the distribution of your staff to
increase your workload.

Success Measures
The perfect distribution of the tasks always provides a productivity more than expected;
Satisfaction with work performed;
Recognition for results achieved.

Additional items (i.e. training and professional development needed)

Greater interaction with the work group;
Posture, techniques of self-knowledge;
Ability to detect problems and possible solutions;
Know how to handle problem employees by giving feedback.
Hold meetings and give courses to employees.

Milestones
Innovate and Increase Organizational Capacity;
Be Competent in the Business of the Organization;
Promote actions and discourses to motivate the team;
Have the courage to face difficulties;
Focus on achieving the goals.

Target Dates

30 Sept 2017

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: Providing leadership training based on our organizational
principles and beliefs. The company culture highly regards formal
qualifications from recognized institutions the recommendation
for James to get a formal qualification from Institute os
Management.
Clarity: The objective is to make fumes confident through training and
networking. This creates opportunities to meet others in the same
category as him which might inspire some confidence in him
Clarity od purpose could be archived through e better
understanding of the mission and vision of the organizations.
Commitment: The commitment the company gives to James is to support him
through an in house mentoring program. He will be given the
necessary time off to attend workshops.

BSBMGT502 Assessment Task V.1 Page 10 of 20

Issued 3/3/2015
 Course of action: The development plans will be established and agreed to by both
parties using the SMART principle.

Confidentiality: Both parties will agree to maintain confidentiality on this matter

in accordance with the Privacy Act. The companies take these
confidential discussions seriously.

Chemistry: It is important that both parties find common ground to start

building a long term relationship on. Good chemistry can help
speed things along.

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 John’s 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
John’s behavior. John’s 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.

1.1 Explain how you would approach John to address the issues surrounding his performance. (Guide:
2 paragraphs)
Lack of dialogue can discourage the employee. It is always necessary to give clear feedback to the
employees and to show what is right and how failures can be corrected.

It is important to follow the implementation process. Showing interest in John's work can cause a
significant increase in a company's productivity.

1.2 Explain 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)

Agree and align with employee performance development to the needs of the company;
Provide conditions for a reflection on the professional development and
Personal, stimulating self-development;

BSBMGT502 Assessment Task V.1 Page 11 of 20

Issued 3/3/2015
 Strengthen professional development for growth and succession;
To contribute to the improvement of satisfaction, stimulating greater engagement of the
people;
Identify diverse learning forms.

1.3 What 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).

Following are steps to work out a John's joblessness management plan:

Identify needs (evaluation / feedback / perception of other managers);
Analysis of behavior and objective effort;
Determine John's strengths and reinforce this development. These are the points that will lead the
professional to excellence;
Monitor the process (here the result happens, in action).

1.4 How can Peter reinforce excellence in performance through recognition and continuous
feedback?

Peter can enhance performance excellence by performing the following tasks:

The development of a performance management plan for John can be divided into three parts:
Feedback - as a process of reorientation in the return of results and identification of specific needs.
Feedthrough - reinforces the communication process.
Feedforward - aiming to explore as potentialities. This focus makes feedforward a basis for defining how
the actions of the plan.
Peter can include a performance management plan in the following services: performing John's activities
detailing, through interviews, information gathering, feedback. In possession of the material informed, it
is possible to carry out a strategic analysis of the employee. Through meetings with leaders, it is possible
to draw up a management plan.

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

1.6 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.
1.7 Explain how you engaged with John and explain to him his poor performance and get John’s
support and “buy-in” during the coaching session.

BSBMGT502 Assessment Task V.1 Page 12 of 20

Issued 3/3/2015
 As Manager of John, realizing his poor performance in the company, I tried to understand what
was really happening. What are the reasons and why. I made an immediate meeting with John
and his area leader to talk a little about it and try to solve this problem in the best way possible.

After our meeting I came to the conclusion that there were many doubts to be clarified and that
John would need training and eaptial attention for his best performance.

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

When the professional is clear all the points of change. This is because often resistance to change
comes precisely from this feeling of the unknown. Three examples to overcome resistance:

Make sure that the vision of the future that you are seeing for the team is enticing and
captivating for individuals;
Increase financial recognition when you realize that the changes are happening in earnest;
Always be frank.

1.9 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.

Disciplinary actions are the application of a warning, suspension or dispensation to the

employee, due to conduct that violates the internal regulation, the code of ethics and other
written or verbal guidance, provided it is in accordance with the law and good customs.

Disciplinary action is a punitive and guiding measure at the same time, never being
disproportionate to the fact. If the measure is exaggerated (well above the fact practiced) it can
be annulled by the Justice, in addition to the risk of reimbursement of damages and indirect
termination of the employment contract. For a very serious offense, if the measure is too lenient
(eg, warning), it can have a negative psychological effect on the offender and other collaborators
(feeling of impunity).

After the disciplinary actions are applied in a proportional and gradual manner, and there is no
result in the attempt to recover the employee, the manager may dismiss him for just cause,
which is considered the most serious of the penalties.

It is a serious fault to practice any of the facts to which it refers, when by their repetition or
nature they represent a serious violation of the duties and obligations of the employee.

It should be noted, however, that for a stable employee, the rule should be observed, since some
acts of wrongdoing may be sufficient to justify the dismissal of a common employee, but not a
person who has stability in employment.

BSBMGT502 Assessment Task V.1 Page 13 of 20

Issued 3/3/2015
 1.10 Read 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. You have decided to write a
report to your General Manager explaining John’s performance and recommend that you would
like to terminate John’s employment. Your organisation does not have procedures on how to
terminate an employee.

Access the Fair Work Commission’s 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 John’s 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.
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.

BSBMGT502 Assessment Task V.1 Page 14 of 20

Issued 3/3/2015
 Assessors Observation Checklist
As an assessor you are required to observe the student’s 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 student’s overall assessment.

Assessor’s Observation Checklist

Ratings 1 2 3 N/A
scale Area of strength Adequate Area of weakness Below Not relevant or applicable in
Well done Meets expectations expectations the observed session
Area Rating
Communication skills when coaching colleague 1 2 3 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 client’s needs
Supported colleague in setting appropriate goals
Encouraged commitment from colleague
Teamwork 1 2 3 N/A
Consulted with others in class in a positive manner
Supported others in class
Problem solving skills 1 2 3 N/A
Demonstrated ability to develop strategies to minimize risk
Initiative and Enterprise 1 2 3 N/A
Demonstrated ability to review organisation’s work practices and suggest
improvements.
Technology and research skills 1 2 3 N/A
Demonstrated ability to us business technology to prepare reports
Planning and organising skills 1 2 3 N/A
Demonstrated ability to develop coaching plans and schedules
Demonstrated ability to plan and organize coaching sessions
Self-management and Learning 1 2 3 N/A
Student was able demonstrate ability to prioritise task operational plan
Student demonstrated the following knowledge: 1 2 3 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

BSBMGT502 Assessment Task V.1 Page 15 of 20

Issued 3/3/2015
 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: Signature: Date:

BSBMGT502 Assessment Task V.1 Page 16 of 20

Issued 3/3/2015
Appendix A: Performance Management Plan
PERFORMANCE MANAGEMENT PLAN
Key Result Area
Key Performance
Indicator/Target
Activity
To provide secretarial and
administrative support to the
Senior Administrative Director
To maintain Office files
To review and collate feedback for
submission to Member Services
Manager
To implement measures to ensure
accuracy and integrity of records
and documentation
To communicate and document
system changes to stakeholders
BSBMGT502 Assessment Task V.1
Issued 3/3/2015
Administrative Office
Always punctual for work; nil legal, ethical and cultural issues; maintain
workplace in a safe, and a professional demeanour at all times. 100%
compliance with policies and procedures.
Targets/Measures/Milestones/Timing Results/Comments
Assist with meeting room and morning Excellence in the achievement of
tea set up, photocopying and filing any business plans and objectives
invoices; tasks as required.
Membership, processing of awards, Excellence in management,
manager set up and requests are up to including people management,
date.
All feedback forms reviewed, scanned Excellence in the display of
and saved. Member Manager is made expected behaviours
aware immediately if the feedback is
considered in breach of any policies or
procedures.
Conduct random sampling of processed Excellence in the achievement of
courses at least every fortnight to ensure objectives which contribute to a
accuracy and integrity. corporate commitment
All changes are documented and Outstanding in the achievement of
information presented to stakeholders business plans
via email, website or meetings, as
deemed appropriate to changes being
made.
Page 17 of 20
Appendix B – Individual Work Plan

Goal: Grow in a progressive organization

Description for Year 1: Getting work done efficiently

Measurable objective for Activities for Year 1 Impact for Year 1 Evaluation for Year 1
Year 1

Maintain the capacities Provid referrals to useful Build strong working Advancement, growth
and functionsrequired information relationships

Getting stakeholder Figurinsout future Reach out to contacts who Promoting work, getting a
support priorites and challenges can make referrals good reputation

Enhaning personal and Open to take responsibility Identify interests Helping, learning,
professional development and iniciative. following directions

Gain real work experience Making independent Skills fir between self and Research most effective
contributions work ways of growing

Appendix C: Performance Management Plan

PERFORMANCE MANAGEMENT PLAN

Key Result Area

Sales Department

Key Performance The Sales Target measures current sales and compares that value to a

BSBMGT502 Assessment Task V.1 Page 18 of 20

Issued 3/3/2015
Indicator/Target target or past performance. The key is setting an appropriate sales
target. This requires a deft touch, as a goal that is set too high will be
viewed as unachievable.

Activity Targets/Measures/Milestones/Timing Results/Comments

Excellence in achievement and
Present, promote and sell Coordinate sales effort with team work experience as a sales
products/services members and other departments representative

Excellence in knowledge
Use solid arguments to existing Expedite the resolution of customer management
and prospective customers problems and complaints to maximize
satisfaction

Outstanding in practices along

Performing cost-benefit and needs In order to boost top-line revenue with ability to build productive
analysis of existing/ Potential growth, customer acquisition levels and business professional
customers to meet their needs profitability

Continuously improve through feedback Excellence in selling,

Establish, develop and maintain communication and negotiation
positive business and customer skills
relationships

Achieve agreed upon sales targets and Outstanding in the achievement of

Analyze the territory/market’s outcomes within schedule business sales plans
potential, track sales and status
reports

1.10

Report to: General Manager

The official John Smith works as sales representative. John's performance over the past months has
declined. He seems to be demotivated and there have been a number of complaints from other
representative representatives. John's sales figures have declined and some of his customers have
changed to John.

I, as area manager, summoned John to a training and counseling session to check the bad points that
needed adjusting. At the meeting John showed himself willing to go on with the company.

BSBMGT502 Assessment Task V.1 Page 19 of 20

Issued 3/3/2015
After three months, John is negative and is not making any effort to respond to the improvement plan to
improve their skills. John's performance is still considered poor and the sales department lost revenue
again. Therefore, I, as manager of the area recommend terminating John's employment.

To take this further, the company must act in accordance with the labor rules. When an employer
dismisses an employee, they have to give them notice. This notice starts when the employer tells the
employee that they want to end the employment ends on the last day of employment.

John will lose his job and may contact the Fair Work Commission if he thinks that was sacked because of:
discrimination; a reason that is harsh, unjust or unreasonable. He have 21 days from the day he will be
sacked to lodge an application with the Fair Work Commission.

If John to think you haven’t been paid everything you’re owed, he should get help in resolving workplace
issues section for practical advice and talking to the employer about fixing your notice and final pay if it’s
wrong. The company will should check that the right notice and final pay has been given done correctly.

Sincerely,

Peter Wayne.
Manager

BSBMGT502 Assessment Task V.1 Page 20 of 20

Issued 3/3/2015