LEAD AND MANAGE

TEAM EFFECTIVENESS:

E D U C AT I O N
TANJIM AHMED - 5489
JENIFER REICHEL - 5534
SANJIB KUMAR DEBNATH - 6746

ENROLLMENT BAJIMAYO SABINA

ANKIT BANSIWAL –
- 6594
6820

13/12/2018
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SHORT DESCRIPTION ABOUT THE WORKPLACE

• We would like to take this opportunity to introduce our company. We are Equinox Education
Consultancy, a new and exciting Australian Education Agent Counselor based in Hobart
Tasmania, dedicated to be the students’ primary choice in organizing and planning their
academic future and determined to contribute to the betterment of the society through
quality Australian education.

• Equinox Education Consultancy is a comprehensive all-in-one service platform for current and
future students to explore and compare courses provided by Australian universities and
colleges across all states and territories, attain comprehensive education consultation services
including enrollment services, up to date news in relation to the education sector, and per-
departure briefing.

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EQUINOX PROVIDES SERVICES LIKE:

• Enrolment services

• Organizing flights and accommodation

• Arrange Overseas student health care (OSHC)

• Visa processing

• Professional career advice

• Professional Year enrolment

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STAKEHOLDERS
• Students

• Staffs

• Directors

• Partners

• Government Authorities (i.e. ATO, ASIC)

• Insurance Companies

• Colleges and University authority (public relation officers or marketing officers)

• Other competitor agencies

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ORGANIZATIONAL GOAL &
OBJECTIVE
THE TEAM AT EQUINOX EDUCATION CONSULTANCY DETERMINE
TO CREATE AN INSTITUTE THAT EMPHASIZES ON BUILDING LONG-
TERM RELATIONSHIP WITH THE STUDENTS.

OUR FUNDAMENTAL OBJECTIVE IS TO, BY ALL MEANS:

- HELP FUTURE STUDENTS FIND THE RIGHT EDUCATIONAL

PLACEMENT TO ENHANCE THEIR ACADEMIC, PROFESSIONAL AND
PERSONAL LIVES.

- WE ACHIEVE THIS OBJECTIVE BY PROVIDING COMPREHENSIVE

ASSISTANCE, FROM CHOOSING THE APPROPRIATE COURSES TO
ADVISING ON POTENTIAL FUTURE CARRIER PATH, TO ALL OUR
STUDENTS THROUGHOUT THEIR ENTIRE EDUCATIONAL LIFE.

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MISSION
• Equinox Education Consultancy will assist and
provide admission into abroad universities for
eligible students with their chosen courses and
programmers.

• Equinox Education Consultancy will make sure the

successful applicants travel to their universities to
pursue their program of study, as smoothly as
possible without facing any inconveniences.

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VISION

• Equinox Education Consultancy will strive to be

the number one educational consultancy/agency by
the year 2025, through providing quality and
affordable consulting services. Furthermore, to
continue increasing the agency’s services to
students applying from offshore.

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 Tanjim Ahmed (Team Leader)
Head of Admissions and Marketing

Jenifer Reichel

TEAM MEMBERS Marketing Manager

Sanjib Kumar Debnath

& Accountant & Operation Manager

ROLES Bajimayo Sabina

Administrative Staff

Ankit Bansiwal
Database Administrator

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RESPONSIBILITIES

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TANJIM
Head of Admissions

• Encourages and maintains open communication

• Motivates and inspires team members
• Helps the team focus on the task
• Recruit Students
• Interview students to understand their objectives and background
• Advice students about the programs offered, admission procedure, eligibility and costs involved
• Provide assistance to the students to complete the enrolment forms
• Participate in all recruitment events, open houses, school fairs, information sessions, exhibitions,
school visits and off-campus events

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JENIFER REICHEL
Marketing Manager

• Organizing and running meetings and tracking the resulting decisions and details through
delivery
• Providing ideas and input into the development of new marketing materials
• Updating information about the company on external websites and directories
• Representing and promoting the School at national and international exhibitions and providing
market analysis post event
• Support the Executive Officer in developing and managing strategic partnerships and
relationships with government, schools, industry and the broader community.

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SANJIB KUMAR DEBNATH
Accountant & Operation Manager

• Prepare BAS report for ATO

• Prepare financial statements (i.e. balance sheet, cashflow statement, income statement)
• Generate invoice
• Keep track of the expenses.
• Planning and controlling change.
• Managing quality assurance programmers.
• Researching new technologies and alternative methods of efficiency.
• Setting and reviewing budgets and managing cost.
• Overseeing inventory, distribution of goods and facility layout.

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BAJIMAYO SABINA
Administrative Staff

• Answering incoming calls; taking messages and re-directing calls as required

• Dealing with email enquiries
• Taking notes and minutes in meetings
• Diary management and arranging appointments, booking meeting rooms and conference facilities
• General office management such as ordering stationary
• Organising travel and accommodation for staff and customers
• Arranging both internal and external events
• Providing administration support to Sales Reps, Property Managers and Senior Management
• Finding ways to improve administrative processes

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ANKIT BANSIWAL
Database Administrator

• Establish the needs of users and monitoring user access and security
• Monitoring and optimizing the performance of the database
• Planning for backup and recovery of database information for
• Maintaining archived data for students and employees
• Backing up and restoring databases
• Generating various reports by querying from database as per need
• Managing and monitoring data replication

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Excellent Performance Proficient Skill Building Unsatisfactory
Performance Performance Performance

Meets goals with highest

quality and timeliness Meets goals with Meets goals with
Does not meet
while quality and quality and
goals.
showing initiative in timeliness. timeliness.
(0-2 points)
taking on (5-6 points) (5-6 points)
more than expected.
(7-8 points)

TEAM PERFORMANCE PLAN RUBRICS

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 PERFORMANCE PLAN
A formal process for discussing, identifying and planning the organizational as well as individual goals
which an employee can or would achieve in coming appraisal or review cycle.

• Identifying tasks and accountabilities

• Competencies necessary to be successful in a position
• Ensuring that team members have the required competencies
• Having in place a system to develop competencies
• Rewarding and motivating effective performance
• In the event that performance does not meet established requirements, the corrective processes
and methods would be implemented that can help improve employee performance.
• Innovation of new technologies. -MS Office One note

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KEY PERFORMANCE INDICATOR (KPI)

Financial Metrics

Profit: analyse both gross and net profit margin to better understand how successful the
company is at generating a high return.

Cost: Measure cost effectiveness and find the best ways to reduce and manage costs.

Innovation Spending: This metric shows the amount of money the company spends on
innovation.

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Customer Metrics
Customer Acquisition Cost This is considered one of the most important metrics in business

Customer Satisfaction & Retention: Make the customer happy and they will continue to be your customer

Net Promoter Score (NPS): Finding out your NPS is one of the best ways to indicate long-term company growth. To
determine your NPS score, send out quarterly surveys to our customers to see how likely it is that they’ll recommend
your organization to someone they know

Process/operational Metrics
Customer Support

Efficient processing of application

Data management

Efficient Vendor support system

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WHAT CAN GO WRONG IN PERFORMANCE PLAN

The basic objective of performance plan is to develop and improve the performance effectiveness
of team members. The manager and the team member work together to plan, monitor, review
and appraise the latter’s work objectives and overall contribution to achieving the organization’s
goals. Some of the major challenges in managing performance could be as follows:

1. Wrong Design
The performance plan system and tools must fit with the specific needs of the organization. It
cannot be a duplication of a system designed and implemented in another organization.

2. Absence of Integration
The performance plan system has to be integrated with the strategic planning as well as with the
organizational culture, structure and all other major organizational systems and processes.

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3. Lack of Leadership Commitment
Leadership commitment and support is a must for smooth implementation of the
system.

4. Ignoring Change Management in System Implementation

Strategic management of change is a vital part of implementing the system. Driven by
the top management, it involves careful management of resistance. Communication
would be a major intervention and a key tool in managing the change

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5. Incompetence
Competence to use the performance plan system is necessary to ensure smooth implementation of
the system. Some of the major skills would include:
- Defining strategic objectives, performance indicators, core competencies and performance contracts
- Defining performance measures that correspond to the KPIs
- Giving and taking feedback, conducting appraisal interviews, and active listening
- Performance coaching

Issues and Contingencies Strategies Troubleshoot the contingencies plans:

• Identify risk for equinox:
• Market competition
• Under performance of employee
• Getting the consignment with universities
• Promoting Tasmania
• Wide range of prospects
• Establishment of office in the heart of Hobart City
• Keep in touch with clients from overseas and onshore
• Advertising the scenic beauty of Tasmania
• Offering lucrative package for the clients and stakeholders
• Post admission service and a key tool in managing the
change
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 CONCLUSION
• Performance plan is key to determine whether the team members are improving
• Risk factor of performance plan should be evaluated quarterly.
• KPI should be reviews periodically
• Smooth flow of orders should be in order.
• Prioritize the communication within team members to ensure achievement of goal.
• Encourage team member to utilize more technology innovation in their work.

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