BSBMGT502 Assessment Task 02 V3.0

Crown Institute of Business and Technology Pty Ltd ABN 86 116 018 412 National Provider No: 91371
CRICOS Provider Code: 02870D

North Sydney Campus: 116 Pacific Highway North Sydney NSW 2060 P 02 9955 0488 F 02 9955 3888
Sydney CBD Campus: Level 5, 303 Pitt St Sydney NSW 2000 P 02 8959 6340 F 02 9955 3888
Sydney CBD Campus: Level 11, 307 Pitt St Sydney NSW 2000 P 02 8034 6431
Canberra Campus: Suite 1, Level 4, 40 Cameron Avenue, Belconnen, ACT 2617 P 02 6253 5184
BSBMGT502 Manage people performance
Assessment Task 2 –Project

Part A
Task summary
This assessment task requires you to develop policy and procedures for performance
management for Boutique Build Australia. While the organisation currently has a performance
management policy, it is outdated and needs revising.
Following this, you are also required to conduct a 30-minute training session for Boutique Build
Australia managers on the new performance management policy and procedure.
Required
• Access to textbooks/other learning materials
• Computer with Microsoft Office and internet access
• Space with a screen and projector for presentation
Submit
• Performance management policy and procedures
• Performance management presentation
Assessment criteria
Students must complete all of the activities listed and will be assessed against the assessment
criteria included in the checklist included with this task.
Complete the following activities:
1. Develop performance management policy and procedures.

Conduct research by identifying and reviewing a range of performance management policies
and procedures from other organisations.
Then develop a performance management policy and procedure for Boutique Build Australia
that addresses all of the following:
 Purpose of the policy
 To whom the policy applies
 Number of times a year that a performance review is to occur for each employee.
 Summary of purpose of performance reviews
 Simple step-by-step procedure for organising and conducting the performance review
meeting.
 Templates used to record performance
 Identifying performance gaps and providing feedback.
© RTO Works 2019 – BSBMGT502 Assessment Task 02 V3.0 Page 1 of 14

Crown Institute of Business and Technology Pty Ltd ABN 86 116 018 412 National Provider No: 91371 CRICOS Provider Code: 02870D
The policy and procedures must be written in your own words and be clear and concise. As a
guide your policy and procedure should be maximum 2 pages.
Save the document as Performance Management Policy and Procedures.
2. Develop training presentation.
Prepare a training session for your managers. The duration of the training session will be
maximum 30 minutes.
Prepare for the training session by developing a PowerPoint (or another presentation
program) presentation, including notes within your slides to assist you in conducting the
session.
The presentation should address the key points in the new performance management
processes that you developed in the previous activity.
You will also need to research effective communication skills for Managers for use in
conducting performance reviews.
You should prepare a minimum of 8 Power Point slides that include visuals and images to
add interest.
Save the file as Performance Management Presentation
3. Conduct the training session.
Now conduct the training session as per your preparation, provide the
opportunity for questions and feedback.
You will need to demonstrate effective communication skills including:
 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
Please note: Your assessor will advise in class of the date and time of the training session.

Assessment Task 2 Part A

Checklist
Student’s name:
Completed
successfully? Comments
Did the student: Yes No
Develop performance management

policy and procedures that addresses
all of the following?
 Purpose of the policy
 To whom the policy applies
 Number of times a year that a

performance review is to occur
for each employee.
 Summary of purpose of
performance reviews
 Simple step-by-step procedure for

organising and conducting the
performance review meeting.
 Templates used to record

performance
 Identifying performance gaps and

providing feedback
Develop and provide a training session

on the performance management
policy and procedure and
communication skills required for
performance review?
Demonstrate effective communication

skills including:
 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
Task outcome:  Satisfactory  Not satisfactory
Assessor signature:
Assessor name:
Date:

Part B
Task summary
This assessment task requires you to prepare for and participate in three roleplays.
In the first roleplay, you are required to provide 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.
In the third roleplay, you are requires to participate in a roleplay to provide formal feedback to a
staff member, Janice about ongoing poor work performance. You will also be required to
terminate an employee.
Please note: Your assessor will advise in class of the date and time of the roleplays.
Required
• Access to textbooks/other learning materials
• Computer with Microsoft Office and internet access
• Performance Review Assessment
• Performance Review Template
• Space for a meeting
Submit
• Email draft with a request to attend a meeting to Tony
• Performance Review
• Meeting minutes with Tony
• Termination procedure
• Email draft with a request to attend a meeting to Janice
• Email draft summarising the meeting and the required actions to Janice
• Meeting minutes with Janice
• Termination letter
Assessment criteria
Students must complete all of the activities listed and will be assessed against the assessment
criteria included in the checklist included with this task.
Carefully read the following scenario:
Role-Play A
Tony is the learning and development officer at Boutique Build Australia. Tony has been with the
company for two months and so far, has shown that she is hard working and responsible. Up
until this point, Tony has mainly been delivering training and education to staff, as well as
organising professional development. Tony has recently been allocated a task to develop a new
health and safety manual for staff. Tony has developed the first chapter of the manual and has
provided it to you for review. The content seems okay, but Tony’s writing style is confusing and
difficult to understand.
As Tony’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 Tony.
To prepare for the meeting with Tony 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 Tony. Your script should also
include positive comments on Tony’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 Tony.
The duration of the meeting with Tony will be maximum 15 minutes.
2. Meet with Tony (your assessor).
At the meeting with Tony, provide positive feedback on Tony’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. Make
notes in the meeting minutes.
During the meeting, you are required to demonstrate effective communication

skills including:
 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

Role-Play B
It is now six months later, and it is time for Tony’s performance review. As you were busy
working on a number of other projects, another staff member has been supervising Tony and has
provided feedback to you on Tony’s performance. You will use this feedback as part of Tony’s
performance review.
Your assessor will roleplay Tony during the performance review.
3. Prepare for the meeting with Tony.
To prepare for the meeting with Tony you are required to:
 Review the Performance Review Assessment from the person who has
been supervising Tony so that you are able to provide this feedback to
Tony at her performance review.
 Review the Performance Review Template to familiarise 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 Tony 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 Tony. 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 maximum 15 minutes.
4. Draft an email to Tony (your assessor).
The text of the email should be in grammatically correct English, written in an

appropriate (polite, business-like) style.
It should introduce and summarise the contents of the Performance Review
Template and give them the place, date, time and expected duration of the
meeting.
5. Conduct the meeting with Tony.
At the performance review you will be required to:

 Explain the purpose of the performance review.

 Discuss the rating of Tony’s work against each item in the checklist.
 Ensure you emphasise areas where Tony has done well and others where
improvement is required.
 Respond to any questions.
In consultation with Tony, agree on areas of improvement/development and
indicate that a learning and development plan will be documented. Make notes
for inclusion in the meeting minutes.
During the performance review, use the effective communication skills for
performance management that you identified in Part A.
6. Document the performance review.
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.

7. Prepare for meeting.
This 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
Summarise the correct procedure for termination of an employee as set out in

the Fairwork 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 maximum 15 minutes.
8. Draft an email to Janice (your assessor).

The email text should request her to attend a meeting with you to discuss her
work.
Include a date and time for the meeting.

Attach your Termination Procedure to the email
9. Conduct the meeting.
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:
o Keeping your communication clear and simple
o Listening to Janice and confirming and clarifying information shared

o Asking questions to confirm information
o 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.
 Make notes in the meeting minutes.
10. Draft an email to Janice (your assessor).
Following the meeting, send a follow up email to Janice within 1 day of the
meeting, summarising the meeting and the required actions. You must meet
this timeline in order to demonstrate that you are able to meet timelines.

Carefully read the following scenario.
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.
11. 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.

Assessment Task 2 Part B

Checklist
Student’s 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:
 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
Role-Play B
Demonstrate the ability to prepare for

performance management according
to procedures by sending an email to
Jamie advising of:
 Time and date of performance

Student’s name:

successfully?
Yes No
review?
 Duration of performance review?
 Template that will be used?
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?
Role-Play C
At the meeting with Janice:
 Explain the purpose of the

meeting

Student’s name:

successfully?
Yes No
 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?
 Listening, confirming and

clarifying information shared?
 Asking questions to confirm

information?
 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

Student’s name:

successfully?
Yes No
 Within one day of the meeting?
Demonstrate ability to meet timelines?
Follow termination procedures?
Develop a termination letter that is

developed in accordance with advice
on the Fair Work Ombudsman site?
Outline termination procedure as per

Fair Work Ombudsman?
Task outcome:  Satisfactory  Not satisfactory
Assessor signature:
Assessor name:
Date:

BSBMGT502 Assessment Task 02 V3.0

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Crown Institute of Business and Technology Pty Ltd ABN 86 116 018 412 National Provider No: 91371

CRICOS Provider Code: 02870D

BSBMGT502 Manage people performance

Assessment Task 2 –Project

Complete the following activities:

1. Develop performance management policy and procedures.

 Purpose of the policy

 To whom the policy applies

 Summary of purpose of performance reviews

 Templates used to record performance

 Identifying performance gaps and providing feedback.

© RTO Works 2019 – BSBMGT502 Assessment Task 02 V3.0 Page 1 of 14

Save the document as Performance Management Policy and Procedures.

2. Develop training presentation.

Save the file as Performance Management Presentation

3. Conduct the training session.

You will need to demonstrate effective communication skills including:

 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

© RTO Works 2019 – BSBMGT502 Assessment Task 02 V3.0 Page 2 of 14

Assessment Task 2 Part A

Did the student: Yes No

Develop performance management

 Purpose of the policy

 To whom the policy applies

 Number of times a year that a

 Simple step-by-step procedure for

 Templates used to record

 Identifying performance gaps and

Develop and provide a training session

Demonstrate effective communication

 Speaking clearly and concisely

 Using non-verbal communication

 Asking questions to identify

© RTO Works 2019 – BSBMGT502 Assessment Task 02 V3.0 Page 3 of 14

 Using active listening techniques

Task outcome:  Satisfactory  Not satisfactory

© RTO Works 2019 – BSBMGT502 Assessment Task 02 V3.0 Page 4 of 14

Carefully read the following scenario:

© RTO Works 2019 – BSBMGT502 Assessment Task 02 V3.0 Page 5 of 14

Complete the following activities:

1. Prepare for the meeting with Tony.

The duration of the meeting with Tony will be maximum 15 minutes.

2. Meet with Tony (your assessor).

At the meeting with Tony, provide positive feedback on Tony’s performance to

During the meeting, you are required to demonstrate effective communication

 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

© RTO Works 2019 – BSBMGT502 Assessment Task 02 V3.0 Page 6 of 14

Carefully read the following scenario:

3. Prepare for the meeting with Tony.

 Review the Performance Review Template to familiarise yourself with the

 Research potential learning and development opportunities for Tony based

 Develop and practice a script to use at the performance review meeting

The performance review will be maximum 15 minutes.

4. Draft an email to Tony (your assessor).

The text of the email should be in grammatically correct English, written in an

5. Conduct the meeting with Tony.