FACULTY HUMAN SERVICES, TOURISM & HOSPITALITY

Monitor Staff Performance

SITXHRM006A PRACTICAL ASSESSMENT Hospitality & Events Management

OUTLINE
You will be required to:

Additional information Portfolio of evidence to be handed in Week 16 This practical assessment represents 80% of total assessment marks for the unit and students must pass to

achieve the competencies. A 5 minute individual interview will then be conducted where you will be questioned and asked to present additional evidence to access your competency. This will be the other 20% used to determine the remaining assessment marks. Monitor Staff Performance is an ungraded unit, results will be recorded as AC Achieved competency or NC Not competent.

I have sighted and been advised of the requirements of this assessment. Name: Signature: Date:

Tips for gathering evidence to demonstrate your skills

The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usually demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!

Due Date: Ongoing final interview week 17 & 18

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Student Name: ________________________________ Circle Student Result: AC NC

Achieved Competency Not Yet Competent

Assessment Outline
You are required to design an incentive program. The need and objective of the incentive system must be clearly stated. Eg. The aim of this system is to motivate employees to be punctual and use their initiative. Please note this is an example only and from the needs of your group you need to assess what behaviour/ attitude or performance standard you are hoping to improve. This activity can be carried out in groups of no more than 4. The system that you design should incorporate all students including part time students if they are willing to participate. Obviously the reward system needs to be calculated carefully to ensure fairness ie.if I attend TAFE full time and meet all the criteria outlined then it is fair to think that I would be rewarded more than if I only attended 2 classes per week and contributed at an equal level to a full time student. There must be at least 5 criteria outlined to communicate how you are eligible to redeem prizes. I would like you to think about this realistically and if possible think of rewards that you can actually get from businesses i.e. sponsorship, donation or small contribution from yourself eg. Packet of snake lollies. A survey may be used in the initial planning stages to assist you in identifying the need to establish an incentive system. Or simply use your own judgement to see what isnt working so well in the planning and running of class activities within your group. You may incorporate some ideas that your workplace currently uses to motivate its employees or come up with your own. A system is only as good as it can be enforced and the ease of monitoring it. Time should be spent with the selection of rewards that could actually be offered according to realistic expectations as this is relative to what you would need to consider within industry and budget constraints. Try to relate this assessment to how industry would sit down and formally evaluate your performance in a position. The learning outcomes for each module provide the basic criteria that you are using for the appraisal. Greater analysis and breaking down of the definition of these learning outcomes would enable easier assessment of the persons performance and provide them with a very clear understanding of the reviewers expectations and standards that need to be met to gain that mark. Dont forget to incorporate supervision and leadership ability into your criteria as problem solving, delegation, leadership, decision making skills are all really
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important and should be used regardless of the module you decide to design this appraisal system on.

Monitor Staff Performance- SITXHRM006A Elements of Competency and Performance Criteria Element Performance criteria

1 Monitor staff 1. Consult with and inform colleagues about . performance and expected standards of performance using provide feedback. appropriate communication mechanisms. 2. Monitor ongoing performance by maintaining close contact with the workplace and relevant colleagues. 3. Provide confirming and corrective feedback to colleagues on an ongoing basis. 4. Provide colleagues with appropriate guidance and support in the workplace. 5. Provide recognition and reward for achievements and outstanding performance according to organisation procedures. 6. Identify the need for further coaching or training and organise according to organisation policies. 2 Recognise and . resolve performance problems. 1. 2. 3. 4. 5. Identify and investigate performance problems promptly. Use feedback and coaching appropriately to address performance problems. Discuss and agree upon possible solutions with the colleague in question according to organisation procedures. Follow up outcomes of informal counselling through review in the workplace. Organise and conduct a formal counselling session when needed according to required procedures .

3 Implement . performance management systems.

1.

Implement formal performance management systems according to organisation policy. 2. Conduct individual performance evaluations openly and fairly according to organisation policy. 3. Complete and file performance management records according to organisation policy and industrial requirements. 4. Agree on courses of action with colleagues
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and follow up in the workplace.

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