Modification History
Release |
TP Version |
Comments |
3 |
PSP12V1 |
Unit descriptor edited. |
2 |
PSP04V4.2 |
Layout adjusted. No changes to content. |
1 |
PSP04V4.1 |
Primary release. |
Unit Descriptor
This unit covers the skills required for an individual to monitor the work performance of another person and provide feedback. It includes planning for performance monitoring and feedback, monitoring performance, providing and documenting feedback, determining action, and reviewing performance monitoring and feedback.
In practice, monitoring performance and providing feedback may overlap with other generalist or specialist public sector work activities such as acting ethically, complying with legislation, applying government processes, gathering and analysing information, etc.
This is one of 4 units in the Working in Government and Management Competency Fields that deal with performance. Related units are:
- PSPGOV315A Give and receive workplace feedback
- PSPGOV519A Manage performance
- PSPMNGT603B Facilitate people management
No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication
Application of the Unit
Not applicable.
Licensing/Regulatory Information
Not applicable.
Pre-Requisites
Not applicable.
Employability Skills Information
This unit contains employability skills.
Elements and Performance Criteria Pre-Content
Elements are the essential outcomes of the unit of competency. |
Together, performance criteria specify the requirements for competent performance. Text in bold italics is explained in the Range Statement following. |
Elements and Performance Criteria
ELEMENT |
PERFORMANCE CRITERIA |
1 . Plan for performance monitoring and feedback |
1.1 Standards for performance monitoring are identified and agreed in consultation with stakeholders . 1.2 Agreed standards are provided to the parties directly involved in the performance monitoring process. 1.3 Performance monitoring processes and guidelines are identified or developed and provided to the parties directly involved. |
2 . Monitor performance and document outcomes |
2.1 Evidence relating to performance is gathered from a range of sources. 2.2 Performance is assessed by comparing evidence gathered with agreed standards. 2.3 Performance monitoring decisions are discussed and documented in accordance with legislation, policy and procedures . |
3 . Provide feedback and determine action |
3.1 Feedback on the outcome of performance monitoring is provided to the person monitored, and to other personnel as agreed in the relevant guidelines, using communication to suit each particular audience. 3.2 Agreement on action/follow-up required is negotiated with the person monitored, and an action plan is documented. 3.3 Where agreement cannot be reached, reports are prepared and further action is taken if necessary, in accordance with organisational policy and procedures. 3.4 Learning and development opportunities related to performance standards are identified and included as required. 3.5 Ongoing monitoring is used to ensure that action/follow-up occurs in accordance with agreement. |
4 . Review performance monitoring and feedback |
4.1 Information related to the performance monitoring process is gathered from all stakeholders. 4.2 The performance monitoring process is reviewed in accordance with organisational requirements and amended if necessary to enhance its validity, reliability, efficiency and fairness. |
Required Skills and Knowledge
This section describes the essential skills and knowledge and their level, required for this unit. |
Skill requirements Look for evidence that confirms skills in:
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Knowledge requirements Look for evidence that confirms knowledge and understanding of:
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Evidence Guide
The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package. |
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Units to be assessed together |
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Overview of evidence requirements |
In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:
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Resources required to carry out assessment |
These resources include:
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Where and how to assess evidence |
Valid assessment of this unit requires:
Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:
Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:
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For consistency of assessment |
Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments |
Range Statement
The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance Criteria is explained here. |
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Standards for performance monitoring may include: |
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Contexts of performance monitoring may include: |
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Contexts of performance monitoring do NOT include: |
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Stakeholders may include: |
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Performance monitoring processes may include: |
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Guidelines may include: |
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Legislation , policy and procedures may include: |
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Action may be in accordance with: |
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Unit Sector(s)
Not applicable.
Competency field
Working in Government.