BSBLDR522 Manage people performance

Assessment 2 - Project
Instruction
This assessment task requires you to prepare for and participate in three roleplays.
In the first roleplay, you are required to provide information feedback to a staff member about their
workplace performance.
In the second roleplay, you are required to conduct a formal performance review for the same staff member.

You also require to prepare for and participate in a roleplay to provide formal feedback to a staff member,
Janice about ongoing poor work performance. Then, you will be required to terminate an employee.

Assessment Resources
• Performance Review Assessment
• Performance Review Template

Assessment criteria
Students must complete all of the activities listed and submit:
• Performance review template
• Termination Procedure
• Termination letter

Carefully read the following scenario.

Role-Play A

Jamie is the learning and development officer at Boutique Build Australia. Jamie has been with the
company for two months and so far, has shown that she is hard working and responsible. Up until this
point, Jamie has mainly been delivering training and education to staff, as well as organising professional
development. Jamie has recently been allocated a task to develop a new health and safety manual for
staff. Jamie has developed the first chapter of the manual and has provided it to you for review. The
content seems okay, but Jamie’s writing style is confusing and difficult to understand.

As Jamie’s supervisor, you need to meet with her to provide feedback on her work, expected
performance, and provide some coaching.

Complete the following activities:

1. Prepare for the meeting with Jamie. To prepare for the meeting with Jamie you are required to:

• Research the STAR model of giving feedback and develop and practice a script that you can use at
the meeting with Jamie. Your script should also include positive comments on Jamie’s performance
to date. You will not be required to submit your script and you should talk without referring to the
script at the assessment.
 • Research ways of improving writing style and make notes on at least five tips to talk through at the
meeting with Jamie.

The duration of the meeting with Jamie will be approximately 15 minutes.

2. Meet with Jamie (your assessor). At the meeting with Jamie, provide positive feedback on Jamie’s
performance to date and then using the STAR model of feedback to outline the areas where improvement is
required as per the script you have developed.

Talk through the five tips you have identified to improve writing style.

Role-Play B

It is now six months later, and it is time for Jamie’s performance review. As you were busy working on a
number of other projects, another staff member has been supervising Jamie and has provided feedback to
you on Jamie’s performance. You will use this feedback as part of Jamie’s performance review.

Your assessor will roleplay Jamie during the performance review.

3. Prepare for the meeting with Jamie. To prepare for the meeting with Jamie you are required to:

• Review the Performance Review Assessment from the person who has been supervising Jamie so
that you are able to provide this feedback to Jamie at her performance review.
• Review the Performance Review Template to familiarize yourself with the organisation’s procedure
for performance reviews, as well as the template you need to complete following the performance
review.
• Research potential learning and development opportunities for Jamie based on the Performance
Review Assessment information provided to you. You will discuss these at the performance review.
• Develop and practice a script to use at the performance review meeting with Jamie. Ensure you
review all the information that you will need to cover at the meeting so that you can prepare your
script accordingly.
The performance review will be for approximately 15 minutes.

4. Conduct the meeting with Jamie. At the performance review you will be required to:

• Explain the purpose of the performance review.

• Discuss the rating of Jamie’s work against each item in the checklist.
• Ensure you emphasize areas where Jamie has done well and others where improvement is required.
• Respond to any questions.
In consultation with Jamie, agree on areas of improvement/development and indicate that a learning and
development plan will be documented. Make notes for inclusion in the Performance Agreement Template.

5. Following the performance review, document the performance review in the Performance Review
Template. Save this document as Performance Review.
 Role-Play C

Janice is a new Administration Assistant at Boutique Build Australia. She has been with the company for 3
months. Janice’s work is of consistently high standard, but she is also consistently late for work.
You have mentioned this to Janice informally, but her punctuality hasn’t improved. The situation is also
impacting client’s calls, as Janice is not there to answer the phone, which is a key part of her duties. Now
you need to formally meet with Janice to discuss the situation.
Janice’s official start time is 9am and her finish time is 5.30pm with 30 minutes for lunch.
In the last week Janice has arrived at work at the following times:

• Monday: 9.05 am
• Tuesday: 9.25 am
• Wednesday: 9.20 am
• Thursday: 9.10 am
• Friday: 9.30 am

Janice has also been offered access to a counsellor with whom the company has an ongoing arrangement.
As far as you know, she hasn’t accessed this service.

6. Prepare for meeting. This assessment task requires you to assume the role of the Human Resources
Manager and provide formal feedback to Janice (roleplayed by your assessor) about her ongoing poor work
performance and to offer counselling and support.

Before you commence this assessment, download and read the following guide about managing
underperformance. You will be assessed on your demonstration of the skill referred to under Step 3 key
points for employers to remember.

http://www.fairwork.gov.au/about-us/policies-and-guides/best-practice-guides/managing-
underperformance

Summarize the correct procedure for termination of an employee as set out on the Fair work Ombudsman
website. Your summary should be about one page in length.

Save the document as Termination Procedure.

The duration of the meeting with Janice will be approximately 15 minutes.

7. Conduct the meeting with Janice (with your assessor playing the role of Janice), explaining to her what
the problem is, why it is a problem, how it impacts on the workplace and why there is a concern.

At the meeting you must:

 Explain the purpose of the meeting
 Explain to Janice what the problem is
 Explain how this behaviour impacts on the workplace and why it is a concern. Ensure that you focus on the
issue not the person.
 Demonstrate your interpersonal and communication skills by:
 Keeping your communication clear and simple
 Listening to Janice and confirming and clarifying information shared
 Asking questions to confirm information
 Emphasizing Janice’s strengths as per the scenario information
 Offer support as required, including accessing company support services.
 Confirm that Janice needs to meet her contractual requirements.

Despite your informal feedback to Janice about her ongoing lateness, Janice’s work arrival times have not
improved. In accordance with workplace procedures, you have discussed the situation with the Managing
Director and had one further meeting with Janice to remind her of the requirement to arrive at work on
time.

The decision has been made to terminate Janice’s employment. Assume that the company’s procedures
for termination is as described below and follow it.

8. Prepare and provide a termination letter. Research the Fair Work Ombudsman web site for guidance on
termination and to assist in developing a suitable letter of termination.

In accordance with your research, develop a written letter to Janice informing her that her employment has
been terminated.
 Observation Checklist (Role play A)
Date of Observation

Name of Learner
Signature

Assessor ONLY YES NO

 Speaking clearly and concisely
 Using non-verbal communication to assist with understanding
 Asking questions to identify required information
 Responding to questions as required
 Using active listening techniques to confirm understanding

Briefly describe
the Learner’s
overall
performance.
If any of the
items above are
marked as NO,
explain why
here.
 Observation Checklist (Role play B)
Date of Observation

Name of Learner
Signature

Assessor ONLY YES NO

 Explain the purpose of the performance review.
 Discuss the rating of Jamie’s work against each item in the checklist.
 Ensure you emphasise areas where Jamie has done well and others where
improvement is required.
 Respond to any questions.

Briefly describe
the Learner’s
overall
performance.
If any of the
items above are
marked as NO,
explain why
here.

Observation Checklist (Role play C)

Date of Observation

Name of Learner
Signature

Assessor ONLY YES NO

 Explain the purpose of the meeting
 Explain to Janice what the problem is
 Explain how this behaviour impacts on the workplace and why it is a
concern. Ensure that you focus on the issue not the person.
 Keeping your communication clear and simple
 Listening to Janice and confirming and clarifying information shared
 Asking questions to confirm information
 Emphasizing Janice’s strengths as per the scenario information
 Offer support as required, including accessing company support
services.
 Confirm that Janice needs to meet her contractual requirements.

Briefly describe
the Learner’s
overall
performance.
If any of the
items above are
marked as NO,
explain why
here.
 Assessment Task 2 Marking Checklist (Assessor Only)
Student ID

Student Name

Did the student: Completed Comments

successfully?

Yes No

Role-Play A

At the meeting, provide positive feedback?

At the meeting, provide feedback on

performance where improvement is needed
using the STAR model?

Provide coaching to improve writing style by

outlining five writing style tips?

During the meeting, demonstrate effective

communication skills including:

 Speaking clearly and concisely

You could understand what the student said

 Using non-verbal communication to

assist with understanding

Such as nodding to indicate understanding,

smiling to facilitate communication.

 Asking questions to identify required

information

By asking relevant questions

 Responding to questions as required

By providing a clear and concise and relevant

response to the question asked

 Using active listening techniques to

confirm understanding

By paraphrasing information or feedback

provided to confirm understanding.
Role-Play B

Demonstrate the ability to prepare for

performance management according to
procedures

Conduct performance review including:

 Explain the purpose of the performance

review?

 Discuss Jamie’s work against each item

in checklist?

 Emphasise areas where Jamie has done

well and others where improvement is
required?

 Respond to any questions?

 In consultation with Jamie, agree on

areas of improvement/development
and indicate that a learning and
development plan will be documented?

 Use effective communication skills for

performance management?

Document performance as discussed at the

performance review meeting in the
performance review template?

As evidenced by the student’s completed

performance review accurately reflecting the
discussions that you had during the meeting.

At the meeting with Janice:

 Explain the purpose of the meeting

 Outline the poor performance

Explain how behaviour impacts on the

workplace and why it is a concern, focussing
on the issue not the person?

Demonstrate interpersonal and

communication skills by:
 Keeping your communication clear and
simple?

You could understand what the student said

 Listening, confirming and clarifying

information shared?

By paraphrasing information or feedback

provided to confirm understanding

 Asking questions to confirm

information?

By asking relevant questions

Emphasising Janice’s strengths?

Provide guidance and support, including

discussing relevant actions required to
achieve required performance?

Advise Janice of the company’s counselling

services?

At the meeting, confirm that Janice needs to

meet her contractual requirements?

Communicate the outcomes of the meeting

in writing, including:

 Information about achievement of work

responsibilities

 Agreed outcomes

 Within one day of the meeting?

As evidenced by the student’s termination

letter fulfilling the requirements as set out in
the Termination Letter Assessor.

Demonstrate ability to meet timelines?

By communicating the outcomes of meeting

in writing, within one day of the meeting

Follow termination procedures?

As evidenced by the student developing the

termination letter and outlining the
termination procedure.

Develop a termination letter that is

developed in accordance with advice on the
Fair Work Ombudsman site?

As evidenced by the student’s termination

letter fulfilling the requirements as set out in
the Termination Letter Assessor.

Outline termination procedure as per Fair

Work Ombudsman?

As evidenced by the student’s termination

procedure fulfilling the requirements as set
out in the Termination Procedure Assessor.

Not
Task 2 Outcome: Satisfactory
Satisfactory

Assessor Declaration

By signing this declaration, I confirm that I have observed the learner, whose name is
recorded above, has demonstrated the requirements outlined in this task.
I further confirm that all of the responses the learner has provided above are true and
accurate about their performance of the task.

Assessor’s signature

Assessor’s name

Date signed