Monitor Staff Performance Assessment for SITXHRM006

This assessment is for SITXHRM006 Monitor Staff Performance and includes questions related to job description, SMART principle, performance appraisals, feedback, coaching, performance problems, grievance procedures, and more.

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Course Code SIT60316 Course Name Advanced Diploma of Hospitality
Management
Unit Code SITXHRM006 Unit Name Monitor staff performance
Due Date ________________ Assessment Name Short Answer Questions
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Practical Observation
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Course Code and Name: SIT60316 Advanced Diploma of Hospitality Management
Unit Code: SITXHRM006
Unit Title: Monitor staff performance
Assessment 1
Your task: Answer the following questions. Each question must be completed.
Question 1: How does a well-defined job description help the business?
Job description which are well-defined positively impact the organizational
effectiveness that ensure jobs are aligned to carry out organization's mission and
objectives while aligning workloads into appropriate manner. It is an essential tool
in terms of recruitment process which ensures about selecting an appropriate
employee for the job. In this way, job description help the business.
Question 2: When applying targets they should follow the SMART principle.
What does SMART stand for?
SMART basically stands for specific, measurable, achievable, relevant and time
bound.
Question 3: List 10 criteria which are often used in performance appraisals
in the TH&E industry that can help you monitor the ongoing
performance of staff.
1. Assessment Centre Method
2. Behaviorally Anchored Rating Scale
3. Critical Incident Technique
4. Essay evaluation
5. Human asset accounting method
6. Management by objective
7. Paired comparison method
8. Rating Scale
9. Trait focused appraisals
10. 360 degree feedback

Question 4: When should you provide your employees with feedback?
The best time to give feedback to an employee is shortly after that period of time
when the moment has already occurred. After a project completion or execution of
goal within a set period of time at that time feedback should be provided so that
employee can make improvement in themselves that where they are weak and
where they have strong points in them. While working on an important assignment
at that time feedback can also be provided so that they can make corrections and
add on s in their assignment into effective manner.
Question 5: List 4 functions of coaches and mentors.
1. Coaches and mentors act as adviser for their students and followers
2. Mentors and coaches act as support system
3. Coaches and mentors also act as motivator for their students and employees in
terms of achieving their goals into positive manner
4. Mentors or coaches also play the role of planner and organizer for planning
activities which are required for coaching
Question 6: Giving feedback helps guide and support your staff. ‘Giving
credit where credit is due is one example’. List 3 others.
1. Performance review
2. Appraisal
3. Bonus
Question 7: List 3 ways to identify if a staff member might need further
coaching or training.
1. By exploring the overall performance
2. By giving a task to complete it within a set period of time to analyze that whether
the employee is efficient or not in their job role
3. By performing individual assessment
Question 8: List 5 strategies you might take to prevent performance
problems.
1. Don't delay in terms of work
2. By having tough conversation
3. Document each step into appropriate manner
4. Improving your own performance
5. By mastering in terms of performance management conversation

Question 9: What is the first step in resolving a performance problem?
For resolving a performance problem first of all prevent problems before they get
start. Employees can meet out the expectations through setting those expectations
in the up front manner. The first step can be providing feedback on regular basis
so that performance problem can be resolved into appropriate manner.
Question 10: List 3 possible solutions to performance problems.
1. Through creating a performance improvement plan
2. Diagnose the problem into appropriate manner
3. Document everything into proper manner
Question 11: If you find that performance issues are ongoing what are some
steps you might take? What policies and procedures must be followed?
Performance issues can be solved by following certain steps. First of all
preparation needs to be done and after that meeting should be conducted. Then
agree on a problem which exists and then ask for employee's help. In the further
step, determine if the employee could perform if he or she wanted to and then
agree on possible solutions. After that set a follow-up date for it and then
document the agreements, dates and actions and at the end jointly sign the
document.
There are certain policies and procedures which needs to be adopted by an
organization to solve performance issues:
Organization has to set a parameter for performance and it needs to be applied
according to their highest capability after reviewing their annual performance.
Question 12: What does a formal grievance procedure usually involve?
A formal grievance procedure usually involves a thorough investigation in order to
determine whether it can be substantiated.
Question 13: Why is it important to have accurate records of any
disciplinary procedures?
Clear documentation basically allows decisions to be made with as much
information as possible. It also ensures that there is a lasting record of the reasons
for a termination or disciplinary action even if memories get fade or the decision
maker leaves the company

Question 14: Name and describe 3 methods of reviewing performance.
1. Management by objectives: It is the appraisal method where employees and
managers together can identify, organize, plan and communicate objectives to
focus on during a particular appraisal period.
2 360 Degree feedback: It is a multidimensional performance appraisal method
which basically evaluates an employee with support of feed back collected from
employees circle of influence.
3. Assessment centre method: This assessment method enables an employee
to get a clear picture that in which manner others observe them and the impact on
its performance.
Question 15: Why is analysis of performance data useful? What must be
considered when analysing performance data in preparation for a
performance review?
Question 16: Name 5 aims of a performance management system.
1. Define and set goals to fulfill objectives of company
2. Setting right kind of expectations for employees and managers
3. Effective communication between team and individuals
4. Set performance standards
5. Determining performance plans and individual training
Question 17: Any criticism given during the review should be what?
Criticism should be objective and constructive in terms of nature and it should not
be hurtful. Criticism should not be based on discrimination or personal reasons.

Question 18: What do you do with completed performance records?
With completed performance records, regular monitoring of records can be
done into appropriate manner and record keeping can be done into positive
manner. With support of completed performance records, an organizational
management program can be developed which is beneficial for public sector
organizations.
Question 19: What are the advantages of an employee agreeing to a course
of action during a performance review?
When employees agree on a course of action for performance review then it helps
Managers/Supervisors in terms of framing future programs and training policies as
well. It helps employees to analyze their strengths and weaknesses as well to
ascertain if the right employee is in the right job.

Question20: For YOUR organisation or industry, describe the procedures for
performance appraisal, counselling sessions and grievance
procedures. Are there any areas that need to be reconsidered for
inclusion?
Your response must include the procedures that exist in the
organisation. If you are not working in industry, provide an
overview what this procedures entail based on your studies.
Performance appraisal has been done through following certain steps and it is
defined into the following manner:
First of all it is important to establish performance standards and then
communicate performance expectations to the employees. After that measure the
actual performance and then compare actual performance according to standards.
In the further step, it is necessary to discuss the appraisal with employees and if it
is required then take corrective actions for it.

Course Code and Name: SIT60316 Advanced Diploma of Hospitality Management
Unit Code: SITXHRM006
Unit Title: Monitor staff performance
Assessment 2
Your task: Answer the following questions. Each question must be completed.
This assessment consists of 2 parts, Part A and Part B
Part A
– requires you to choose 3 different job roles relevant to your industry or area of
training, for example Hospitality, Tourism or Events and develop the
documentation for a performance appraisal procedure for these 3 positions.
– Chef, Bar attendant, waiter, receptionist, room service attendant ,
Part B
– requires you to write a report in which you will outline how you will administer
the performance appraisal, the provisions for various feedback requirements,
processes to recognise and deal with performance problems including training,
and informal and formal grievance procedures.

PART A – Developing procedures for performance appraisal
1. Choose 3 different positions relevant to your industry or area of study in
Hospitality, Tourism or Events and determine at least 7 tasks or responsibilities of
each role. Use the attached document “Performance-agreement-template.docx” or
suitable documents sourced from http://www.fairwork.gov.au/about-us/policies-
and-guides/templates (Managing performance), to record your tasks and
responsibilities.
Responsibilities of receptionist:
 Greeting and meeting clients
 Booking of meetings
 Arranging couriers
 keeping the reception area clean and hygienic as well
 Phone calls screening
 Distributing and sorting post
 Notify company personnel of visitor arrival
Responsibilities of chef:
 Developing new recipes
 Planning of menus
 Customer relations management
 Training of kitchen staff
 Monitoring safety standards
 Coordinating with purchasing department
 Quality control
Responsibilities of waiter:
 Providing excellent services to customers
 Always strive towards best customer satisfaction
 Present menus and greet customers as well
 Serve and take food/drink orders
 Arrangement of table settings
 Checking of quality of products
 Collect payments and deliver checks
Examples for different positions and job roles in these sectors can be accessed
under following links:
http://www.thejobilove.com.au/category.php?id=15 (hospitality)
http://www.thejobilove.com.au/category.php?id=13 (travel and tourism)
http://www.thejobilove.com.au/category.php?id=14 (events)
2. For each job role and each task, establish the key performance indicators. The
following links can help you to define these:
The key performance indicator for chef are commitment, creativity and leadership
The key performance indicator for receptionist are revenue growth, revenue per client
or customer and profit margin
The key performance indicator for waiter are average customer headcount, customers
feedback and overall profitability as well.
http://www.profitablehospitality.com/public/88.cfm

Position Description – Executive Sous Chef
https://business.nt.gov.au/__data/assets/pdf_file/0011/432875/bar-attendant-
supervisor.phttps://resources.workable.com/restaurant-manager-job-descriptiondfhttps://
www.betterteam.com/bar-manager-job-description
https://resources.workable.com/duty-manager-job-description
Develop measurable criteria which you will use to base your questions for the individual appraisals
on.
The criteria need to be measurable e.g. in form of a rating scale that measures the level of
performance.
Ensure that each of the key aspects listed below are incorporated into the key outcomes and key
performance indicators.
Compile these criteria into a checklist for each job role that can be used for monitoring the
effectiveness of staff as they perform their day-to-day duties in Assessment 3, Practical
Observation.
Key Aspects:
adherence to procedures
cost minimisation
customer service standards
level of accuracy in work
personal presentation
productivity
punctuality
response times
team interaction
waste minimisation
3. Develop the annual performance review document addressing the criteria
developed in Question 3 which will be used for the staff performance appraisal
A basic sample could include but is not limited to:
http://www.outbackhospitality.com.au/documents/322717/756394/Employee
%20Performance%20Appraisal.pdf
Note: If the sample document is selected, you must amend the existing criteria therein to
reflect those you have developed in Question 3.
EMPLOYEE INFO
Employee Name Department
Employee ID Reviewer Name
Position Held Reviewer Title
Last Review Date Today's Date
CHARACTERISTICS
QUALITY UNSATISFACTORY SATISFACTORY GOOD EXCELLENT
Works to full potential

Quality of work
Work Consistency
Communication
Independent Work
Take Initiative
Group Work
Productivity
Creativity
Honesty
Integrity
Co worker Relations
Client Relations
Technical Skills
Dependability
Punctuality
Attendance
GOALS
ACHIEVED GOALS SET IN REVIEW?
GOALS FOR NEXT REVIEW PERIOD
COMMENTS AND APPROVAL
COMMENTS
EMPLOYEE
SIGNATURE
REVIEW
SIGNATURE

PART B – Report
Write a report that clearly outlines how you will implement the performance appraisal
for your 3 staff. Your report needs to include the following details:
For performance appraisal of chef it is important to give notice to the employee about thirty
days that they have been evaluated within these thirty days. Their performance has been
evaluated on this basis that how many customers are visiting their restaurant. It can be also
evaluated through rating scale as well. Under the review process, senior authorities and
senior chef are involved into this process. Performance has been identified through
examining past mistakes and also take not of employee absences. Training and development
is required can be evaluated through examining the overall performance of chef. For
managing it is important that to schedule a proper time for it.
The grievance procedure for chef is that to escalate the issue to HR department even when it
is failed from senior authorities and then consider the appeal at higher level even in the case
that nothing will work. For purpose of improvement in the performance, it is important to take
suggestions from seniors at work place and in the informal manner, counseling can be done
from their relatives and friends as well. For rewarding the outstanding performance they can
be rewarded with cash prize or opportunity in new restaurant for experience purpose. In
terms of disagreement of performance, first of all they have to acknowledge their opinion and
then explain the role and then don't get charged up. After that share a story with them and be
specific as well. The requirement for documentation and record keeping is that it is necessary
to be factful, accurate and consistent as well. It is necessary to keep updated as soon as
possible after the record able event.
For performance appraisal of waiter, performance appraisal can be administered
through announcing the process will begin at least thirty days in advance and then distribute
the self evaluation on thirty day point. It requires that all managers to have their written
evaluation and then review each manager's completed employee evaluation. At the end,
analyze the completed appraisal. Performance appraisal can be evaluated through rating
scale. Under the review process, restaurant or hotel manager is taken into consideration.
Performance has been identified through examining past mistakes. Training and
development is required can be evaluated through examining the overall performance of
waiter. For managing it is important that to schedule a proper time for it. The grievance
procedure for waiter is that to inform to their senior authorities for resolving their problem. For
purpose of improvement in the performance, it is important to take suggestions from seniors
at work place and in the informal manner, counseling can be done from their relatives and
friends as well. For rewarding the outstanding performance they can be rewarded with
increment in their salary and it can be also from bonuses as well. In terms of disagreement of
performance, first of all they have to acknowledge their opinion and then explain the role and
then don't get charged up. After that share a story with them and be specific as well. The
requirement for documentation and record keeping is that it is necessary to be factful,
accurate and consistent as well. It is necessary to keep updated as soon as possible after the
record able event.
For performance appraisal of receptionist, performance appraisal can be administered
through announcing the process will begin at least thirty days in advance and then distribute
the self evaluation on thirty day point. It requires that all managers to have their written
evaluation and then review each manager's completed employee evaluation. At the end,
analyze the completed appraisal. The evaluation can be done through rating scale. Under the
review process, restaurant or hotel manager is taken into consideration. Performance has
been identified through examining past mistakes. Training and development is required can
be evaluated through examining the overall performance of receptionist. For managing it is
important that to schedule a proper time for it. The grievance procedure for receptionist is
that to escalate the issue to HR department even when it is failed from senior authorities and
then consider the appeal at higher level even in the case that nothing will work. For purpose
of improvement in the performance, it is important to take suggestions from seniors at work
place and in the informal manner, counseling can be done from their relatives and friends as
well. For rewarding the outstanding performance they can be rewarded with senior position

with increment into the salary. In terms of disagreement of performance, first of all they have
to acknowledge their opinion and then explain the role and then don't get charged up. After
that share a story with them and be specific as well. The requirement for documentation and
record keeping is that it is necessary to be factful, accurate and consistent as well. It is
necessary to keep updated as soon as possible after the record able event.
a. Notification of staff and timelines of what will occur, how and when
b. Who will participate in the review process
c. How the review will be administered
d. How you will identify performance problems based on your criteria which you have
developed in PART A
e. Provisions for training and professional development: How these are determined and
which options could be used to manage this effectively
f. Grievance procedures
g. Informal and formal counselling options including options for problem solving
techniques
h. Provisions and options for recognising and rewarding outstanding performance
i. Procedures for disagreements of performance
j. Documentation and record keeping requirements

Course Code and Name: SIT60316 Advanced Diploma of Hospitality Management
Unit Code: SITXHRM006
Unit Title: Monitor staff performance
Assessment 3
Your tasks:
This assessment consists of 3 parts, Part A, Part B and Part C.
Part A requires you to
1. Monitor the effectiveness of staff in your area of work, using the criteria and
checklist you developed in Part A of Assessment 2. You must ensure that your
monitor and record the effectiveness of staff members, comparing their
performance against at least 6 of the criteria.
2. Provide supportive feedback for the staff being monitored, as well as guidance for
improving performance standards in cases where observed performance is below
the required standard.
Part B requires you to
Plan and conduct a structured performance appraisal of at least 2 staff members
you have observed in Part A in line with established organisational procedures.
Part C requires you to
Plan and conduct formal counselling and training sessions for at least 2 staff
members you have observed in Part A in line with established organisational
procedures.

PART A – Monitoring staff effectiveness
Your tasks:
A. You will be observed monitoring staff performance for 6 of the performance
standards listed in the table below over 2 or more service periods as instructed.
B. You will be required to use the criteria and checklist developed in Assessment 2,
PART A for these tasks.
C. During the monitoring of staff performance you will be required to provide
supportive feedback on each staff member’s performance against the specified
criteria.
D. In cases where you determine that the staff member’s performance does not meet
the required standard, you will be required to provide guidance for how the staff
member can improve their performance – you will be required to conduct the
structured formal counselling and training sessions for 2 students in Part C of this
assessment.
Instance Staff members
monitored
Performance standards monitored
(6 must be selected in Total – this may be covered
in 2, 3 or more instances as relevant to
organisational processes.)
Instance 1:
Date:
_________
Duration
From:
_________
To:
_________
Name:
Job role: Chef
Name:
Job role:
Name:
Job role:
adherence to procedures
cost minimisation
customer service standards
level of accuracy in work
personal presentation
productivity
punctuality
response times
team interaction
waste minimisation
Instance 2:
Date:
_________
Duration
From:
_________
To:
_________
Name:
Job role: Receptionist
Name:
Job role:
Name:
Job role:
adherence to procedures
cost minimisation
customer service standards
level of accuracy in work
personal presentation
productivity
punctuality
response times
team interaction
waste minimisation
Instance 3:
Date:
_________
Duration
From:
_________
To:
_________
Name:
Job role: Waiter
Name:
Job role:
Name:
Job role:
adherence to procedures
cost minimisation
customer service standards
level of accuracy in work
personal presentation
productivity
punctuality
response times
team interaction
waste minimisation

Observation Checklist
Instance 1 1.Instance 2.Instance 3.Instance
Criteria S NYS S NYS S NYS Comment
Informs staff
of expected
performance
standards
S S S Through this kind of step,
employees can perform
into required manner
The
information
provided to
staff is
detailed and
covers the
key
requirement
s according
to
performance
standards
S S S Through this kind of step,
employees can perform
into required manner
Uses
positive
communicati
on when
discussing
performance
requirement
s
S S S Through this kind of step,
employees can perform
into required manner
Offers staff
the
opportunity
to clarify
requirement
s
S S S With this kind of step,
improvement can be done
at organizational level
Observes
staff
conducting
operational
activities
S S S With this kind of approach,
it is easier to analyze
employee into deeper
manner
Monitors
staff
performance
standards:
1.
2.
3.
S S S Staff performance
standards helps in terms of
maintaining standard of an
organization
Identifies
breaches of
performance
standards or
underperfor
mance
List:
__________
__________
__________
_____
__________
__________
__________
_____
__________
__________
NYS NYS NYS The reason of under
performance can also be at
personal level so it can't be
considered as in the
category of under
performance

__________
_____
Offers
appropriate
guidance
and support
to staff
members
where
underperfor
mance is
identified:
(Tick all that
apply)
advises
on training
and
development
opportunities
confirms
organisationa
l objectives
and key
performance
requirements
ensures
adequate
resources are
applied
provides
opportunity
to discuss
work
challenges
provides
confirming
and
corrective
feedback
represents
staff interests
in other
forums
provides
support with
difficult
interpersonal
situations
S S S These parameters help in
achieving overall objectives
and goal of an organization
Feedback
provided is
appropriate
to the task
or under
performance
S S S With support of feedback, it
is easier for employees to
make improvement in
themselves
Feedback
provided is
positive and
encouraging
, and
NYS NYS NYS If feedback is always
provided into positive
spectrum then employees
can't get a chance to make
improvement in themselves

enhances
work
performance
Recognises
outstanding
performance
S S S When recognizing
outstanding performance
then it gives motivation to
employees to work with
their full potential
Offers
appropriate
recognition
for
outstanding
performance
, in line with
organisation
al policies
S S S Recognizing according to
company's policies shows
that organization work into
ethical manner
Records of
observation
are sufficient
in detail and
complete
NYS NYS NYS On the basis of records, it
is not easier to identify all
kinds of situations into
deeper manner
PART B – Conducting Performance Appraisals
Your task:
Using your plan for conducting performance appraisals developed in Assessment 2 Part
A, you will be observed how you organise and undertake performance appraisals of 3
staff you have observed in Part A of this assessment.
Observation Criteria
Staff
Appraisal
Appraisal 1 Appraisal 2 Appraisal 3
Criteria S NYS S NYS S NYS Comment
Prepares for performance appraisal
Selects appropriate stakeholders to be involved in the
performance appraisal
S S S With support of
appropriate seniors,
appraisal can be done
into successful manner
Notifies stakeholders of time and location of
performance appraisal
S S S With exact time and
location appraisal can
be done into set period
of time
Informs stakeholders of how the performance
appraisal will be administers
S NYS S With this kind of
information
stakeholders feel
confident about the
procedure of appraisal
Collects performance data and other relevant staff
records from appropriate sources
S S S With relevant
information it is easier
to analyze employee
into appropriate manner
Collects self-assessment, peer assessment, team
assessment and/or 360 degree feedback
S NYS NYS It is not possible to take
appropriate 360 degree
feedback for waiter and
receptionist
Analyses performance data and feedback to inform
the performance appraisal process
S S S With this analysis it is
easier to take
appropriate decision
Performance Appraisal
Uses effective listening skills S S S With this skill employee
provide right results to

the organization
The appraisal process is structured and organized S S S Appropriate structure
can improve the results
into appropriate manner
Conducts appraisal in a friendly, encouraging manner NYS NYS NYS This kind of method
can't give exact results
Adapts interview techniques according to cultural or
special needs where relevant
S S S This kind of procedure
helps in giving exact
results
Draws on performance data and relevant feedback to
discuss the staff member’s performance
S S S This kind of procedure
helps in giving exact
results
Evaluates and considers factors that may contribute
to poor performance during the appraisal
S S S This kind of procedure
helps in giving exact
results
Provides opportunities for the staff member to provide
input and clarify issues
S S S With this kind of
approach, it is easier to
give results into ethical
form
Identifies areas where training / counselling is
recommended
S S S It is helpful in terms of
improving performance
of employees
Agrees on an action plan for implementing solutions:
additional training
adjusting workload
organising counselling
initiating grievance procedures
reorganizing work practices
S S S Action plan help in
terms of achieving
results into appropriate
manner
Agrees short term and long term goals for the staff
member, in consultation
S NYS S Long term goal is
basically not applicable
in the case of waiter
Assists with problems outside of the workplace where
appropriate
NYS NYS NYS It is basically different
from professional world
and also not related as
well
Recognises outstanding performance S S S By recognizing
performance it basically
gives motivation to
employees to work into
appropriate manner
Provides recognition and/or rewards according to
organisational procedures
S S S By recognizing
performance it basically
gives motivation to
employees to work into
appropriate manner
Follows up Performance Appraisal
Completes all required documentation S S S It basically gives ethical
working at professional
level
Forwards action plans to relevant stakeholders, e.g.
to organise training or counselling sessions, or
grievance procedures
S S S This kind of step
basically make
improvement into the
procedure at
organizational level

PART C – Conducting Counselling and Training Sessions
Your task: following your observations in Part A, you are required to conduct each, a training
session (1.) and a formal counselling session (2.) to two students who were underperforming
during these sessions.
1. Training session:
Nature of the training: Pleasing and To The point training
Performance requirements: Must be legal age in order to serve drinks and beverages to
customers and it is required that to be attentive in terms of nature so that orders can be taken
with appropriate actions
Staff member name:
Location:
Date:
Resources:
Documentation:
Signature staff member: ___________________________________________
Signature Student: _______________________________________________
Criteria S NYS S NYS Comment
The skill requirements have been identified
correctly based on the performance checklist used
in Part A
The requirements for performance of tasks have been
put into steps.
S S Putting into steps according
to requirements then
employees will act into
appropriate manner
The task steps have been explained to staff member S S By explaining into
appropriate manner, staff
members can fulfill the
requirements accordingly
Staff member was given opportunity to clarify any
queries/questions
S S Through clarification,
conflicts can be resolved into
positive manner
The task steps are demonstrated to the staff member,
confirming each step.
S S Through demonstration, staff
members get more clarity
about their actions
The staff member is given opportunity to undertake
each step
NYS NYS When given opportunity for
each step then it is required
that all the time some senior
person always
Staff member is corrected where relevant S S When correction has been
informed on the right time
then it is easier to execute
task into appropriate manner
Constructive feedback is provided S S Helps in improvement of
employees
Opportunities for applying learnt skills are identified and S S When skills have been learnt
according to requirement

suggested for practice then it is easier to work more
confidently at professional
level
Opportunities and procedures for follow-up are
discussed
S S With this kind of step it is
easier to guide employees
into right manner
The training session is conducted in a professional
manner
S S With professional manner
then employees will be ready
to face realistic situations of
professional world

2. Counselling session:
Reason/Nature of the session: Listening and problem solving nature
Performance requirements: Should have good communication skills and also have good
listening skills and problem solving nature as well
Staff member name:
Location:
Date:
Resources:
Signature staff member: ___________________________________________
Signature Student: _______________________________________________
Criteria S NYS S NYS Comment
The underperformance(s) have been identified
correctly based on the performance checklist used
in Part A
The underperformance(s) are discussed and outlined
to the staff member
S S Through discussion
employees can make
improvement in themselves
Staff member is given opportunity to provide input for
reasons of underperformance(s):
S S With this kind of opportunity,
the evaluater can take
appropriate decision for right
kind of employee
The reasons are evaluated
Suitable solutions are explored:
1. With appropriate training and skill development
2. Right kind of support system from seniors
3. By understanding employees problems
S S With this parameter,
employees can make
improvement in themselves
The solutions determined for post counselling are cost-
effective/feasible
NYS NYS Until solutions are not
implemented into realistic
manner, there is no
guarantee that solutions are
cost effective in terms of
nature
Further procedures for formal counselling have been
outlined where relevant
S S With this procedure
employees can resolve their
problems
Disciplinary measures have been discussed where and
if relevant
S S With proper discipline it is
easier to run organization
into appropriate manner
Steps to implement solutions are discussed S S Through discussion, positive
actions can be taken
Constructive feedback is provided S S Employees can make
positive improvement in
themselves
Opportunities and procedures for follow-up are
discussed
S S Follow up can also make the
procedures more smoother
and effective as well

Feedback:
Result: Satisfactory | Not Satisfactory | Not Assessed
Student Declaration: I declare that I have been
assessed in this unit, and I have been advised of my
result. I also am aware of my appeal rights.
Name: ________________________
Signature: ________________________
Date: ____/_____/_____
Assessor: I declare that I have conducted a fair, valid,
reliable and flexible assessment with this student, and I
have provided appropriate feedback
Name: ________________________
Signature: ________________________
Date: ____/_____/_____