Modification History
PSPHR616A Release 2: Layout adjusted. No chagnes to content.
PSPHR616A Release 1: Primary release.
Unit Descriptor
This unit covers the management of an organisation's performance management system to review and enhance employee performance. It includes developing a new or existing performance management framework, developing performance management processes, and managing the implementation of these processes.
In practice, managing a performance management system overlaps with other generalist and specialist workplace activities such as managing diversity, managing policy implementation, facilitating workforce effectiveness, managing human resource development etc.
This unit replaces PSPHR606A Manage performance management processes. The units are not equivalent. The revised unit has additional requirements and no longer covers evaluation of performance management processes. Evaluation is addressed in PSPMNGT611A Manage evaluations, added to the Management Competency field of the Training Package in 2004.
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 . Develop performance management framework |
1.1 Goals, objectives and required outcomes for the organisation's performance management framework are determined/confirmed in consultation with key stakeholders to improve the work effectiveness of the organisation. 1.2 The performance management framework is established/developed through consideration of existing good practice models and is integrated with other key human resource functions and areas. 1.3 The framework is linked to the organisation's operating context and strategic direction and developed through consultation with key stakeholders. 1.4 Key performance management elements are included in the framework. 1.5 The framework is developed based on the principles of natural justice, equity and fairness. |
2 . Develop performance management processes |
2.1 Performance management processes are developed which utilise performance standards established and validated by key stakeholders. 2.2 The processes are structured to provide for ongoing two-way communication between the performance manager, the employee, key stakeholders and clients. 2.3 Inclusive processes are developed to respond to the needs of the range of business units, position types and diverse employee working styles represented within the organisation. 2.4 The processes are structured to be flexible enough to allow for changes in the organisation's operating context and strategic direction. 2.5 Options for dealing with inappropriate, over- or under-performance are detailed in the processes. 2.6 Information and advice is provided to facilitate effective implementation and assessment of processes. |
3 . Manage implementation of performance management processes |
3.1 An implementation plan is agreed in consultation with key stakeholders. 3.2 Systems are managed to monitor the effectiveness of performance management processes in accordance with contractual obligations, legislation , organisational policy and needs, and in consultation with managers. 3.3 External and/or internal trends or events which have an effect on the organisation's performance management processes are monitored and responses are formulated. 3.4 Adjustments to processes are implemented as a result of monitoring and/or changed internal/external trends and/or events. 3.5 Processes are monitored to gauge their effectiveness in providing support to staff involved in implementation. |
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 |
Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to: PSPETHC601B Maintain and enhance confidence in public service PSPGOV601B Apply government systems PSPGOV604A Foster leadership and innovation PSPGOV605A Persuade and influence opinion PSPHR603B Provide advisory and mediation services PSPHR615A Manage human resource development strategies PSPHR619A Manage remuneration strategies and plans PSPLEGN601B Manage compliance with legislation in the public sector PSPMNGT611A Manage evaluations PSPMNGT615A Influence workforce effectiveness |
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
RANGE STATEMENT |
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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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Stakeholders may include: |
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Key performance management elements may include: |
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Performance management refers to: |
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Performance management processes may include: |
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Information about performance management processes may be distributed through: |
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Legislation and policy may include: |
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Internal and external factors impacting upon performance management processes may include: |
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Unit Sector(s)
Not applicable.
Competency field
Human Resource Management.