Unit of competency Outline

Date retreived
24/07/2026 6:51 AM AWST

Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.

Manage performance management systems

Manage performance management systems

Unit of competency
National Code
BSBHRM503B
State Code
D4862
TGA Status
Replaced
DTWD Status
Replaced
Current Release Number
1.00
Current Release Date
10/03/2009
View on TGA
State Implementation and Classification
Approved Date
15/10/2014
Field of Education
080303 - Human Resource Management
Original Release Date
15/10/2014
Nominal Hours
60
Description
This unit describes the performance outcomes, skills and knowledge required to design, implement and oversee performance management systems. It includes developing and managing ongoing performance feedback strategies and conducting formal performance feedback meetings. The unit also includes specific intervention associated with under-performance or misconduct.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Notes
Elements and Performance Criteria
1. Develop performance management systems
  • 1.1. Analyse strategic and operational plans to identify relevant policies and objectives for performance management system
  • 1.2. Design methods and processes for line managers to develop key performance indicators for those reporting to them
  • 1.3. Develop organisational timeframes and processes for formal performance management sessions
  • 1.4. Ensure performance management systems developed are flexible enough to cover the range of employment situations in the organisation
  • 1.5. Consult with key stakeholders about the system and agree on its features
  • 1.6. Gain support for the implementation of the performance management system
2. Implement performance management systems
  • 2.1. Train relevant groups and individuals to monitor performance, identify performance gaps and manage talent
  • 2.2. Ensure that line managers are monitoring performance regularly and that intervention occurs to address poor performance and acknowledge excellent performance
  • 2.3. Work with line managers, where necessary, to assist them to address poor performance according to organisational policies and legal requirements
  • 2.4. Support line managers to counsel and discipline employees who continue to perform below standard
  • 2.5. Provide support to terminate employees who fail to respond to interventions, according to organisational protocols and legislative requirements
  • 2.6. Recognise excellence according to organisational policy
  • 2.7. Ensure recorded outcomes of performance management sessions are accessible and stored according to organisational policy
3. Coordinate formal feedback processes
  • 3.1. Develop performance feedback plans by relevant managers or team leaders and lodge them with human resources staff
  • 3.2. Provide training and assistance to managers or team leaders participating in the feedback process
  • 3.3. Agree on and sign plans for performance improvement and individual learning and development
  • 3.4. Establish processes to deal with problems or grievances that arise from the performance feedback
  • 3.5. Make specialist advice on career development available to participants in the process
4. Coordinate individual or group learning development plans
  • 4.1. Contract appropriate providers for performance development, as identified by the plans, according to organisational policy
  • 4.2. Design learning and development plans to contribute to the development of a learning organisation
  • 4.3. Deliver learning and development plans according to agreed timeframes and ensure they deliver specified outcomes
  • 4.4. Monitor learning and development activities to ensure compliance with quality assurance standards
  • 4.5. Negotiate remedial action with providers where necessary
  • 4.6. Generate reports to advise appropriate managers on progress and success rates of activities
  • 4.7. Regularly evaluate and improve all aspects of the performance management system, in keeping with organisational objectives and policies
casual and contract work
full-time and part-time work
marketing and sales
office and clerical
physical labour
processing
production
technical or scientific
tele-working
warehousing and transport.

costs above budget
disruptive conflict
external interference
failure to meet strategic or operational objectives
low or high turnover of labour
productivity below budget
quality, OHS or environmental failure
work bans or go slow.

coaching
counselling
disciplining
giving praise
recognising good performance.

enhancement of knowledge
mentoring
personal development
project work
skills training
visits to other workplaces.

consultants
external and internal providers
trainers.

Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the following is essential:


development and implementation of:

a performance management system that aligns with a human resource strategy
a formal feedback process
individual or group learning development plans.

Context of and specific resources for assessment
Assessment must ensure access to appropriate documentation and resources normally used in the workplace.

Method of assessment

The following assessment methods are appropriate for this unit:

assessment of reports on performance management and performance development systems
direct questioning combined with review of portfolios of evidence and third-party workplace reports of on-the-job performance by the candidate
observation of demonstrated techniques in performance management
observation of presentations
review of plans for performance improvement and individual learning and development
review of reports generated to advise appropriate managers on progress and success rates of activities
oral or written questioning to assess knowledge of models for giving feedback and options for skill development and talent management.

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:

BSBHRM507A Manage separation or termination.

Replaces
State Code National Code Title Type
D0736 BSBHRM503A Manage performance management systems Unit of competency
Replaced By
State Code National Code Title Type
WG086 BSBHRM512A Develop and manage performance-management processes Unit of competency