SITXHRM012 Monitor staff performance.

Observation Assessor Guide

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Contents
Portfolio Assessment................................................................................................................................................3
Portfolio Learner Instructions..................................................................................................................................4
Portfolio Assessors Instructions...............................................................................................................................5
Portfolio Checklist....................................................................................................................................................6

Portfolio Assessment
Instructions for learners This assessment task involves you participating in a series of activities
which reinforce the learning content.
You can complete these activities based on:
 the organisation you are currently employed in
 an organisation you are familiar with

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  an organisation in the community
 a simulated organisation.
You may reference the learning content for this unit and/or conduct
additional research.
You must complete all tasks within the assessment, ensuring sufficient
actions to demonstrate required knowledge and skills for each task.
Where you do not complete tasks as required, you will be provided
with feedback and an opportunity to repeat the observation at a later
date.

Instructions for assessors The assessor must consider all aspects of the Unit of Competency
(UoC) when making a judgement.
Number of observations required: one (1).
The assessor must offer constructive feedback across the assessment.
In the first instance, if there is insufficient evidence to prove the learner
has met the Observation Checklist requirements, the assessor must
offer feedback and provide the learner with another opportunity to
demonstrate required competencies.
Feedback comments must be provided in red text.

Range and conditions The assessment evidence demonstrates consistent performance of

typical activities experienced in the workplace based on real or
simulated situations using relevant workplace documentation,
equipment and resources.
Learners must complete activities independently.

Decision-making rules Learners must complete all tasks in a way that demonstrates
understanding of required competencies in the Observation Checklist.
To maintain a consistency of judgement, refer to the Observation
Checklist to determine ‘Satisfactory’(S) or ‘Not Yet Satisfactory’
(NYS) for each task, and the final assessment outcome of ‘Competent’
(C) or ‘Not Yet Competent’ (NYC).
Where a learner does not complete tasks as required, they must be
provided with an opportunity to repeat the assessment at a later date.

Pre-approved reasonable adjustments There are no pre-approved adjustments for this assessment.
Adjustments will be made on a case by case basis. The assessor must
record details on the student’s profile record.

Portfolio Learner Instructions

Portfolio
Instructions to Learners
In line with an upcoming departmental staffing needs audit, each department manager has been asked to consider their

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current staff performance appraisals in order to produce documents for their departmental performance management
processes. It is imperative that all departments across The Righteous Inn have uniformity in this area, so Mark Penfold
has asked you, the Human Resources Manager, to develop a series of standard documents that other department
managers can adhere to and change for their own individual needs.
He has requested that you prepare and submit the following documents:
1. An organisational ‘Staff Performance Management Policy’.
2. Performance standards for a casual employee in relation to two nominated areas of your choice.
3. Performance standards for a permanent, full-time employee in relation to two nominated areas of your choice.
4. Performance standards for a volunteer employee in relation to two nominated areas of your choice.
5. Performance management documentation required to underpin the performance management system of the
business.
For preparation of these documents, Mark has advised you to conduct research into the document processes used by
other establishments, use online sources, as well as the existing Righteous Inn performance standards documents to
assist your work.
Once complete, you are to submit your documents to Mark for review and dissemination throughout the hotel’s
departments.
If evidence of a required task is not provided as required in the Learner’s submission, the Assessor will create an
opportunity to observe the task/s, using a role play, scenario or questioning.

All tasks must be completed satisfactorily as guided by the checklist for this assessment.

Criteria for success

You must complete all tasks and demonstrate an understanding of required competencies in the Portfolio Checklist.
You need to achieve a result of ‘Satisfactory’(S) for each task to receive the final assessment outcome of ‘Competent’
(C).
Where you are marked as ‘Not Yet Satisfactory’ (NYS) for any task, the final assessment outcome will be ‘Not Yet
Competent’ (NYC). In such cases, you will be provided with an opportunity to repeat the assessment at a later date.

Portfolio Assessors Instructions

Assessor instructions:
This assessment requires the learner to identify a venue (real or simulated) to be the focus of their portfolio and
prepare and submit a series of performance management documents for that venue. Documents to be submitted
include:
1. An organisational ‘Staff Performance Management Policy’.
2. Performance standards for the casual employee identified above in relation to two nominated areas.
3. Performance standards for the permanent, full-time employee identified above in relation to two
nominated areas.
4. Performance standards for the volunteer employee identified above in relation to two nominated areas.
5. Performance management documentation required to underpin the performance management system of
the business.

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The assessor is to:
 Advise the Learner of the ‘Due Date’ for submission of the documents.
 Clarify requirements of the Assessment with the Learner so they are fully aware of what is required of
them.
 Assess the submission based on the Portfolio Checklist.
 If the Learner does not submit a document and/or does not adequately meet the assessment
requirements for a document they will be given another opportunity to do so, or questioning will be
used to address identified gaps in the evidence.

Portfolio Checklist
Portfolio Checklist
Performance management documents

Learner name: Learner name:

Date: Location or observation environment:

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Time:

Portfolio tasks S NYS Comment

1. Document 1 - organisational ‘Staff Performance  

Management Policy’.

a) Stated implementation date.

b) Gave aim of the policy.

c) Provided scope for the policy.

d) Stated a rationale for the policy explaining why

staff performance management is
important/implemented in the venue.

e) Defined relevant words/terms.

f) Made policy statement.

g) Listed applicable legislation.

h) Provided procedures to follow to implement aims

of the policy – in relation to:

i) Identifying the elements of the performance

management system to be applied.

j) Listing how applicable performance standards are

to be developed.

k) Explaining how identified performance standards

may be communicated to workers.

l) Naming timing of induction of employees into the

staff performance management system.

m) Detailing processes inherent in performance

management meetings, sessions or interviews

n) Describing guidance and support the organisation

is prepared to offer/provide to employees to
enhance their performance.

o) Identifying methods of appraising different job

performances.

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 p) Explaining protocols for developing remedial
action to address identified need.

q) Describing ways to monitor employee progress

under the system and acknowledge/reward their
progress.

r) Identifying methods to be used for collecting

employee performance data.

s) Identifying methods to be used for interpreting

performance data.

t) Describing strategies and techniques to be used to

identify and investigate identified staff
performance problems.

u) Identifying record keeping, filing and storage

requirements and protocols.

v) Detailing reasons for and activities inherent in the

provision of verbal and written warnings and
formal counselling.

w) Date for revision of the policy.

2. Document 2 - Performance standards for the casual  

employee.

a) Identified and detailed performance standard in

relation to interaction with other members of the
team.

b) Identified and detailed performance standard in

relation to waste minimisation.

c) Explained process used for generating provided

standards.

d) Detailed how standard would be communicated to

worker.

e) Described how compliance with and/or

achievement of these standards would be
monitored identifying evidence to be used as
performance indicators.

3. Document 3 - Performance standards for the  

permanent, full-time employee.

a) Identified and detailed performance standard in

relation to customer service standards.

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 b) Identified and detailed performance standard in
relation to productivity.

c) Explained process used for generating provided

standards.

d) Detailed how standard would be communicated to

worker.

e) Described how compliance with and/or

achievement of these standards would be
monitored identifying evidence to be used as
performance indicators.

4. Document 4 - Performance standards for the  

volunteer employee.

a) Identified and detailed performance standard in

relation to personal presentation.

b) Identified and detailed performance standard in

relation to punctuality.

c) Explained process used for generating provided

standards.

d) Detailed how standard would be communicated to

worker.

e) Described how compliance with and/or

achievement of these standards would be
monitored identifying evidence to be used as
performance indicators.

5. Document 5 - Performance management  

documentation.

a) Demonstrated alignment with the organisational

‘Staff Performance Management Policy’.

b) Provided an ‘Employee Performance Review’ form

showing planning for a review/appraisal session
and providing a basis for recording items
discussed.

c) Provided an ‘Employee Performance Plan’

outlining the goals for the next performance
appraisal period and the support the organisation
will provide.

d) Included a model ‘Employee Under-Performance

Management Meeting Plan’.

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 e) Presented a Checklist suitable for guiding actions
when managing under-performance informally.

f) Presented a Checklist suitable for guiding actions

when managing under-performance using formal
steps (that is, when ‘informal’ means have failed).

g) Produced ‘rewards and recognitions list’ applicable

to the venue that is the focus of this Activity that
can be used as a reference point when
acknowledging achievement and outstanding
performance of workers.

h) Prepared an ‘Employee request for

coaching/training’ form.

i) Included an ‘Employee self-assessment of work

skills and knowledge’ form.

Learner feedback

Assessment outcome

Competent 
Assessor signature

Assessor name
Not Yet Competent 

Date

Final comments

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