Unit of competency Outline
Date retreived
22/07/2026 6:30 AM AWST
22/07/2026 6:30 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.
Facilitate performance management processes
Facilitate performance management processes
Unit of competency
National Code
PSPHR503A
PSPHR503A
State Code
C8147
C8147
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
26/06/2013
Field of Education
080303 - Human Resource Management
Original Release Date
26/06/2013
Nominal Hours
80
Description
This unit covers facilitation of the organisation's performance management processes to review and enhance employee performance. It includes identifying organisational performance requirements, supporting performance management processes and reporting on performance. This is not the line management function of performance management, which is addressed in PSPGOV519A Manage performance. In practice, facilitation of performance management processes overlaps with other generalist and specialist workplace activities such as promoting ethical behaviour and compliance with legislation, capitalising on diversity, providing client service etc.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of publication
Notes
Elements and Performance Criteria
1. Identify organisational performance requirements
- 1.1 Position profiles are confirmed as up-to-date, comprehensive and reflecting business requirements.
- 1.2 Performance standards are identified and clarified where necessary with individuals, supervisors and managers in accordance with position requirements.
- 1.3 Where relevant, individual performance agreements are assessed to confirm agreed requirements.
- 1.4 Organisational policies and agreements relating to performance management are analysed to identify requirements and any performance incentives/rewards.
2. Support performance management processes
- 2.1 Goals, objectives and required outcomes for the organisation's performance management framework are confirmed and agreed.
- 2.2 Staff and other stakeholders are educated on performance management processes, benefits and the links between performance management and organisational policies.
- 2.3 Ongoing two-way communication/performance feedback between the performance manager, the employee, key stakeholders and clients is promoted and supported to ensure that performance is managed on a day-to-day basis and not only during formal performance reviews.
- 2.4 Support and advice are provided to performance managers to ensure processes are ethical, objective and inclusive in responding to the needs of the range of business units, position types and diverse employee working/learning styles represented within the organisation.
- 2.5 Information and advice are provided to performance managers to assist in responding to inappropriate, under- or over-performance in accordance with legislation, policy and procedures.
- 2.6 Performance managers are supported to respond to grievances and appeals in accordance with organisational policy and procedures.
3. Report on performance
- 3.1 Aggregated data relating to performance management across the organisation is obtained and analysed to identify organisational outcomes and trends.
- 3.2 Trends requiring intervention are recorded with supporting evidence, and reported in accordance with organisational policy and procedures.
- 3.3 The impact of performance outcomes on career management, retention and succession strategies is identified and reported.
- 3.4 Organisational performance reports are integrated into the business planning cycle to ensure outcomes are considered in forward planning, learning and development, and resourcing.
The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance Criteria is explained here.
Position profilesmay include:
job descriptions
competencies
behavioural requirements
key performance indicators
duty statements
work plans
work level standards
classification descriptors
business unit plans
Performance managementrefers to:
planning, review and development of the on-the-job performance of individuals and/or groups of employees
Outcomes of performance managementmay include:
job satisfaction
reward
recognition
learning and development
counselling
discipline
salary progression
job rotation
higher duties
Stakeholders may include:
all those individuals and groups both inside and outside the organisation that have some direct interest in the organisation's behaviour, actions, products and services such as:
users of the human resource services
employees at all levels of the organisation
other public sector organisations
union and association representatives
boards of management
government
Ministers
Educating stakeholders on performance managementmay include:
oral advice and guidance
telephone contact and/or electronic mail
information/training programs such as those addressing negotiation skills
policy and procedure statements, guides
information brochures and pamphlets
written documentation
one-on-one meetings
small group meetings
manuals
Performance management processes may include:
planning
measurement
reviews and appraisals
monitoring
evaluation
feedback
coaching
learning agreements
Performance review feedbackmay be provided through:
manager
supervisor/employee
customer/client
peers
360 degree feedback
upward appraisal systems
Responses to inappropriate, over- and under-performancemay include:
counselling
discipline
reward
recognition
documenting performance issues
later follow-up
following procedures to the letter for recording issues and actions taken
Legislation, policy and proceduresmay include:
Commonwealth and State/Territory legislation including equal employment opportunity, anti-discrimination and privacy law
national and international codes of practice and standards
the organisation's policies and practices
government policy
codes of ethics/conduct
Aggregated datamay include:
numbers of employees with performance agreements or career development plans
implied links between performance management and achieving business outcomes
numbers of performance related grievances
Position profilesmay include:
job descriptions
competencies
behavioural requirements
key performance indicators
duty statements
work plans
work level standards
classification descriptors
business unit plans
Performance managementrefers to:
planning, review and development of the on-the-job performance of individuals and/or groups of employees
Outcomes of performance managementmay include:
job satisfaction
reward
recognition
learning and development
counselling
discipline
salary progression
job rotation
higher duties
Stakeholders may include:
all those individuals and groups both inside and outside the organisation that have some direct interest in the organisation's behaviour, actions, products and services such as:
users of the human resource services
employees at all levels of the organisation
other public sector organisations
union and association representatives
boards of management
government
Ministers
Educating stakeholders on performance managementmay include:
oral advice and guidance
telephone contact and/or electronic mail
information/training programs such as those addressing negotiation skills
policy and procedure statements, guides
information brochures and pamphlets
written documentation
one-on-one meetings
small group meetings
manuals
Performance management processes may include:
planning
measurement
reviews and appraisals
monitoring
evaluation
feedback
coaching
learning agreements
Performance review feedbackmay be provided through:
manager
supervisor/employee
customer/client
peers
360 degree feedback
upward appraisal systems
Responses to inappropriate, over- and under-performancemay include:
counselling
discipline
reward
recognition
documenting performance issues
later follow-up
following procedures to the letter for recording issues and actions taken
Legislation, policy and proceduresmay include:
Commonwealth and State/Territory legislation including equal employment opportunity, anti-discrimination and privacy law
national and international codes of practice and standards
the organisation's policies and practices
government policy
codes of ethics/conduct
Aggregated datamay include:
numbers of employees with performance agreements or career development plans
implied links between performance management and achieving business outcomes
numbers of performance related grievances
The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package.
Units to be assessed together
Pre-requisite units that must be achieved prior to this unit:Nil
Co-requisite units that must be assessed with this unit:Nil
Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:
PSPETHC501B Promote the values and ethos of public service
PSPGOV502B Develop client services
PSPGOV504B Undertake research and analysis
PSPGOV505A Promote diversity
PSPGOV507A Undertake negotiations
PSPGOV512A Use complex workplace communication strategies
PSPHR506A Coordinate employment relations
PSPLEGN501B Promote compliance with legislation in the public sector
PSPOHS501A Monitor and maintain workplace safety
Overview of evidence requirements
In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:
the knowledge requirements of this unit
the skill requirements of this unit
application of the Employability Skills as they relate to this unit (see Employability Summaries in Qualifications Framework)
facilitation of performance management processes in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, policies and procedures
workplace scenarios and case studies
performance management guidelines and other relevant workplace materials
Where and how to assess evidence
Valid assessment of this unit requires:
a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when facilitating organisational performance management, including coping with difficulties, irregularities and breakdowns in routine
facilitation of performance management processes in a range of (3 or more) contexts (or occasions, over time)
Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:
people with disabilities
people from culturally and linguistically diverse backgrounds
Aboriginal and Torres Strait Islander people
women
young people
older people
people in rural and remote locations
Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:
case studies
portfolios
questioning
scenarios
authenticated evidence from the workplace and/or training courses
For consistency of assessment
Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments
Units to be assessed together
Pre-requisite units that must be achieved prior to this unit:Nil
Co-requisite units that must be assessed with this unit:Nil
Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:
PSPETHC501B Promote the values and ethos of public service
PSPGOV502B Develop client services
PSPGOV504B Undertake research and analysis
PSPGOV505A Promote diversity
PSPGOV507A Undertake negotiations
PSPGOV512A Use complex workplace communication strategies
PSPHR506A Coordinate employment relations
PSPLEGN501B Promote compliance with legislation in the public sector
PSPOHS501A Monitor and maintain workplace safety
Overview of evidence requirements
In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:
the knowledge requirements of this unit
the skill requirements of this unit
application of the Employability Skills as they relate to this unit (see Employability Summaries in Qualifications Framework)
facilitation of performance management processes in a range of (3 or more) contexts (or occasions, over time)
Resources required to carry out assessment
These resources include:
legislation, policies and procedures
workplace scenarios and case studies
performance management guidelines and other relevant workplace materials
Where and how to assess evidence
Valid assessment of this unit requires:
a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when facilitating organisational performance management, including coping with difficulties, irregularities and breakdowns in routine
facilitation of performance management processes in a range of (3 or more) contexts (or occasions, over time)
Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:
people with disabilities
people from culturally and linguistically diverse backgrounds
Aboriginal and Torres Strait Islander people
women
young people
older people
people in rural and remote locations
Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:
case studies
portfolios
questioning
scenarios
authenticated evidence from the workplace and/or training courses
For consistency of assessment
Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AWV02 | PSPHRM003 | Facilitate performance management processes | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| J306 | PSP50812 | Diploma of Government (Human Resources) | Qualification |
| C809 | PSP50804 | Diploma of Government (Human Resources) | Qualification |