Crown Institute of Business and Technology Pty Ltd ABN 86 116 018 412 National Provider No: 91371CRICOS Provider Code: 02870D
North Sydney Capmpus: 116 Pacific Highway North Sydney NSW 2060 P 02 9955 0488 F 02 99553888
Sydney CBD Campus: Level 5, 303 Pitt St Sydney NSW 2000 P 02 8959 6340 F 02 99553888
Web: www.cibt.nsw.edu.au Email: [email protected]
BSBMGT502B Assessment Task 1- Report & Case Study v2.1 Page 1 of 9
BSBMGT502B Manage people performance
Assessment Task 1 – Report & Case Study
Task -1
Performance objective
The Student must demonstrate ability to develop operational plan including task and resources requirement andperformance managementpolicies and procedures.
Assessment description
You are required to work individually to develop relevant performance managementpolicies and procedures for one of the company listed below. You also need to includerelevant deadlines for each stage of the review.
List of companies:
1. KFC
2. IBM
3. Sub-way
4. Coles
5. ANZ Bank
6. Qantas Airline
7. BHP
8. CIBT
Procedure
1. Chose a company from above list and get approved by your assessor.
2. Develop performance management policy and procedures for your chosencompany from the above list.
Specifications
Student can work together to design and develop the document/s; however,each student must individually submit the documents.
The performance management policy must include:
? Job specification
? Resources requirement
? time management
? policy introduction
? performance Management System
? performance review objectives
? performance review roles and responsibilities
? supervision and training
? performance review guidelines
? Application of awards
Crown Institute of Business and Technology Pty Ltd ABN 86 116 018 412 National Provider No: 91371CRICOS Provider Code: 02870D
North Sydney Capmpus: 116 Pacific Highway North Sydney NSW 2060 P 02 9955 0488 F 02 99553888
Sydney CBD Campus: Level 5, 303 Pitt St Sydney NSW 2000 P 02 8959 6340 F 02 99553888
Web: www.cibt.nsw.edu.au Email: [email protected]
BSBMGT502B Assessment Task 1- Report & Case Study v2.1 Page 2 of 9
? Salary reviews
? Resources
? Relevant organisational documents/legislation/templates
? Review dates.
The procedures must include:
? Performance Review (Appraisal) Procedure
? Coaching Procedure
? Disciplinary Procedure
? Grievance Procedure
Submit this document with any other evidence attached.
Policy Template
Policy Name:
Policy Number:
Contact Officer:
Date Approved:
Date for Next Review:
Overview
Aims and Objectives
Unit Teams
Responsibility for Performance Management and Training
Policy Implementation
Manager’s responsibilities
Employee’s responsibilities
Performance Management Framework
Equity
Performance Management KPIs
Crown Institute of Business and Technology Pty Ltd ABN 86 116 018 412 National Provider No: 91371CRICOS Provider Code: 02870D
North Sydney Capmpus: 116 Pacific Highway North Sydney NSW 2060 P 02 9955 0488 F 02 99553888
Sydney CBD Campus: Level 5, 303 Pitt St Sydney NSW 2000 P 02 8959 6340 F 02 99553888
Web: www.cibt.nsw.edu.au Email: [email protected]
BSBMGT502B Assessment Task 1- Report & Case Study v2.1 Page 3 of 9
Funding
Procedure Template
PROCEDURE #:
TASK DESCRIPTION:
DEPARTMENT:
SOP#:
APPROVED BY:
Date:
Procedure: Action number Action Description Standard Required Who
If successful, sign and date:
Crown Institute of Business and Technology Pty Ltd ABN 86 116 018 412 National Provider No: 91371CRICOS Provider Code: 02870D
North Sydney Capmpus: 116 Pacific Highway North Sydney NSW 2060 P 02 9955 0488 F 02 99553888
Sydney CBD Campus: Level 5, 303 Pitt St Sydney NSW 2000 P 02 8959 6340 F 02 99553888
Web: www.cibt.nsw.edu.au Email: [email protected]
BSBMGT502B Assessment Task 1- Report & Case Study v2.1 Page 4 of 9
Task -2
Performance Objective
The Student must demonstrate knowledge and understanding of the processrequired to terminate a difficult employee.
Assessment Description
Read the following case study relating to the discipline and termination of anemployee Sam and develop a clear argument to support the decision of theAustralian Industrial Relations Commission (AIRC).
Conduct a risk analysis.
Consider relevant policies and procedures, legislation and performancemanagement issues to support your argument.
You are required to produce a written report for your manager Rob as to why yourorganisation lost the case.
Case Study:
Sam is a programmer at a small security company. She has recently missed acouple of deadlines on a project. Sam has been pretty upset about this. She isa diligent worker, however the organisation has started working on a newprogramming language and Sam is not familiar with it.
You are Sam’s manager and are familiar with your predecessor’s methods fordealing with her. She would come out and yell at Sam and then go back to heroffice. Sam has a staff files show that there have been no verbal or writtenwarnings recorded against her.
As Sam’s manager you have been managing Sam more effectively. You havebeen spending time to try and understand Sam’s issues and have reallocatedresources in order to give Sam some extra time until she is confident andcompetent in using the new programming language. You have not specified anytimelines for a performance review to discuss progress in meeting the requiredstandard of performance or taken notes. You have also offered extra training toher.
However in a meeting about her inability to meet her latest deadline, Samphysically struck you and walked out of the office. She has not returned.Sam contacted her doctor after the meeting and was given a medical certificateclaiming stress as the reason for her absence and given 7 days leave. This wassent to and received by the organisation on the day following your meeting withSam. Sam called and verified with the Human Resources department that thecertificate had been filed within the organisation’s systems.
Three days after your meeting with Sam you advised your supervisor that shehad struck you and has since reported in ill; this advice being received from theHuman Resources department. A meeting between you, your supervisor and theHuman Resources
Crown Institute of Business and Technology Pty Ltd ABN 86 116 018 412 National Provider No: 91371CRICOS Provider Code: 02870D
North Sydney Capmpus: 116 Pacific Highway North Sydney NSW 2060 P 02 9955 0488 F 02 99553888
Sydney CBD Campus: Level 5, 303 Pitt St Sydney NSW 2000 P 02 8959 6340 F 02 99553888
Web: www.cibt.nsw.edu.au Email: [email protected]
BSBMGT502B Assessment Task 1- Report & Case Study v2.1 Page 5 of 9
department is convened and a decision is made to dismissSam on the basis of serious misconduct. A letter was sent by registered mail toSam’s personal mail address.
Two days later Sam filed an unfair dismissal claim with the Australian IndustrialRelations Commission (AIRC). The organisation received a letter from the AIRCto attend a hearing.
Sam wins the hearing as no evidence was provided by the company to supportits case of dismissal on the grounds of misconduct or serious misconduct.
The hearing went in Sam’s favour for the following reasons:
• The employer failed to follow a formal disciplinary process.
• There was no impartial investigation carried out.
• There were no records of any notes provided by the employer to back theclaims that there had been meetings and reviews. The only writtenevidence produced was the termination letter.
• The original version of the medical certificate was not produced in thehearing by the company.
• Sam produced a verified copy of her medical certificate in the hearingalong with email evidence from the Human Resources departmentconfirming that the medical certificate had been received by theorganisation and entered into its files.
• No documented evidence of any meetings, coaching sessions had beenkept by the employer.
• No performance management review or development plans werepresented by the employer.
• There were no copies of signed agreements reviewing Sam’s progress(performance reviews and development plans) submitted by theemployer.
• No written documents outlining timelines were given for monitoring orreviewing Sam’s progress were submitted by the employer.
• No formal disciplinary hearings had taken place prior to Sam’s dismissal.
• Sam was not formally stood down while an investigation was carried out.
• There was no physical evidence to support the serious misconduct claimthat the manager has been struck as no witnesses were called to verify whether an attack had taken place.
No senior managers or Human Resource department specialists werepresent in any meeting where Sam was being warned of poorperformance.
• There was no evidence to support the claim of misconduct by Sam. Themanager had not documented any written warnings in Sam’s file. Theonly agreements that had been reached between Sam and the managerwere verbal.
Sam was awarded costs of approximately $5000 for lost salary and wages and afurther $5,000 for emotional distress.
After the decision was handed down, Rob the Senior Human Resources Managerapproaches you to discuss the reasons behind the decision going in favour ofSam. Rob wants a written report on his desk by the end of the week giving thebackground and reasons why the decision went in Sam’s favour against
Crown Institute of Business and Technology Pty Ltd ABN 86 116 018 412 National Provider No: 91371CRICOS Provider Code: 02870D
North Sydney Capmpus: 116 Pacific Highway North Sydney NSW 2060 P 02 9955 0488 F 02 99553888
Sydney CBD Campus: Level 5, 303 Pitt St Sydney NSW 2000 P 02 8959 6340 F 02 99553888
Web: www.cibt.nsw.edu.au Email: [email protected]
BSBMGT502B Assessment Task 1- Report & Case Study v2.1 Page 6 of 9
theorganisation.
As part of your brief from Rob, he would like to see a completed risk assessmentidentifying areas that the organisation needs to address and implement in orderto prevent this type of situation occurring again. The information in the reportwill guide whether the organisation will pursue an appeal.
Based on the findings of your report, Rob decides not to proceed with an appealbut to develop and implement a new Performance Management System.Rob recommends that the organisation follow the two processes as outlinedbelow to handle:
a) Performance Reviews for all staff
Procedure:
Prepare a report that outlines the reasons as to why the organisation lost its caseand also what it ought to have been doing for it to have successfully defended itsposition against Sam’s claim of unfair dismissal.
In your report:
• Critically analyse the case and develop a discussion paper as to whythe organisation lost the case. Your analysis should include a riskanalysis of the case and strategies to mitigate future risks shouldsimilar situations arise
Crown Institute of Business and Technology Pty Ltd ABN 86 116 018 412 National Provider No: 91371CRICOS Provider Code: 02870D
North Sydney Capmpus: 116 Pacific Highway North Sydney NSW 2060 P 02 9955 0488 F 02 99553888
Sydney CBD Campus: Level 5, 303 Pitt St Sydney NSW 2000 P 02 8959 6340 F 02 99553888
Web: www.cibt.nsw.edu.au Email: [email protected]
BSBMGT502B Assessment Task 1- Report & Case Study v2.1 Page 7 of 9
• Using examples from Sam’s case, describe the conditions under whichmisconduct and serious misconduct may be deemed to exist
• List any legislation that applies and any internal policies andprocedures that may have applied in situations similar to Sam’s case
• Develop policies and procedures that an organisation would need toimplement to avoid a similar situation occurring and to ensure thatdisciplinary hearings andterminations are considered to be fair andreasonable
• What documents would have to be developed for the organisation toevidence that it has implemented a process to support non-performingemployees?
Crown Institute of Business and Technology Pty Ltd ABN 86 116 018 412 National Provider No: 91371CRICOS Provider Code: 02870D
North Sydney Capmpus: 116 Pacific Highway North Sydney NSW 2060 P 02 9955 0488 F 02 99553888
Sydney CBD Campus: Level 5, 303 Pitt St Sydney NSW 2000 P 02 8959 6340 F 02 99553888
Web: www.cibt.nsw.edu.au Email: [email protected]
BSBMGT502B Assessment Task 1- Report & Case Study v2.1 Page 8 of 9
Marking Guide
Assessment 1: Report –Task 1 Assessment specification Satisfactory Yes No
Did the Student submit the required assessment in the specifiedtimeframes?
Performance Indicators Satisfactory Yes No Did the Student
Submit a Performance Management policy and procedures document whichWas easy to read and comprehend?
Included advice regarding the responsibilities for the supervisor/employerand employee?
including identifying and clarifying underperformance issues
setting performance objectives and reasonable timeframes for their
achievement
Included advice regarding the responsibilities for the supervisor/employerand employee?
setting performance objectives and reasonable timeframes for their
achievement
Training and development plans?
Listed the applicable legislation and other organisational codes within thepolicy and procedures
Provided a flowchart of the Performance Review process?
Included timeframes for the completion of each step of the process in thepolicy and procedures?
Crown Institute of Business and Technology Pty Ltd ABN 86 116 018 412 National Provider No: 91371CRICOS Provider Code: 02870D
North Sydney Capmpus: 116 Pacific Highway North Sydney NSW 2060 P 02 9955 0488 F 02 99553888
Sydney CBD Campus: Level 5, 303 Pitt St Sydney NSW 2000 P 02 8959 6340 F 02 99553888
Web: www.cibt.nsw.edu.au Email: [email protected]
BSBMGT502B Assessment Task 1- Report & Case Study v2.1 Page 9 of 9
analysis of Sam’s indicate situations
improve and/or opportunities (e.g. more time to develop skills) toimprove performance
Assessment 1: Case study –Task 2
Identify risks associated with Sam’s case?
Suggest appropriate solutions to reduce risk?
Discussed the conditions underwhich misconduct and serious misconduct may exist?
Listed any relevant policies and procedures (that could haveexisted) and legislation that would have applied in this case?
Developed advice regarding the required policiesand procedures for disciplinary and terminations processes to beconsidered to be fair and reasonable?
Provided advice regarding the documentation that wouldbe required to show that it had provided opportunities to support underperformingemployees?
Outcome: Successful Unsuccessful Assessor name: Assessor signature: