Monitor Staff Performance in Hospitality Management - AIC

This page provides information on how to monitor staff performance in hospitality management through AIC's Advanced Diploma of Hospitality Management course. It includes a performance appraisal procedure for 3 different job roles in the industry.

Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
AIC- SITXHRM006 -AT–V1.0
Educating for Excellence
Assessment Submission Sheet
Course SIT60316 - Advanced Diploma of Hospitality Management
Unit Code SITXHRM006
Unit Name Monitor staff performance
Assessor
Name
Student
Name
Student ID
Date Due
Please read and sign this assessment coversheet and submit it together with your assessment to
your Assessor by the due date.
Student Declaration
 I declare that the work submitted is my own, and has not been copied or plagiarised from any
person or source.
 I have read the Plagiarism Policy and Assessment Appeal and Reassessment Policy in the
Student Handbook and I understand all the rules and guidelines for undertaking assessments.
 I understand that by typing my full name in the student field this is equivalent to a hand-written
signature.
 I give permission for my assessment material to be used for continuous improvement purposes.
Student
Signature
Date
Submitted
Assessor Use Only
Assessment Items Result
Task 1 Short Answers S NS
Task 2 Project S NS
Task 3 Role Play S NS
Final Result for this unit C NYC
Student Declaration: I declare that I have
been assessed in this unit, and I have been
advised of my result. I am also aware of my
appeal rights.
Assessor Declaration: I declare that I have
conducted a fair, valid, reliable and flexible
assessment with this student, and I have
provided appropriate feedback
Signature Signatur
e
Date

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
Assessor’s Final Comments

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
Task 1
Assessment Instructions
This is an individual assessment. If you need help understanding any questions, ask your assessor to
explain.
Procedure
You are required to address all questions to achieve competence. Your trainer will provide you with
instructions for time frames and dates to complete this assessment.
To be deemed competent you will need to successfully demonstrate the following:
You must submit:
Satisfactory responses to all the questions

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
Your task: Answer the following questions. Each question must be completed.
Question 1: How does a well-defined job description help the business?
Question 2: When applying targets they should follow the SMART principle. What
does SMART stand for?
Question 3: List 10 criteria which are often used in performance appraisals in the
hospitality industry that can help you monitor the ongoing performance
of staff.
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
Question 4: When should you provide your employees with feedback?
Question 5: List 4 functions of coaches and mentors.
1.
2.
3.
4.
Question 6: Giving feedback helps guide and support your staff. ‘Giving credit
where credit is due is one example’. List 3 others.
1.
2.
3.
Question 7: List 3 ways to identify if a staff member might need further coaching or
training.
1.
2.
3.
Question 8: List 5 strategies you might take to prevent performance problems.
1.
2.
3.

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
Question 9: What is the first step in resolving a performance problem?
Question 10: List 3 possible solutions to performance problems.
1.
2.
3.
Question 11: If you find that performance issues are ongoing what are some steps
you might take? What policies and procedures must be followed?
Question 12: What does a formal grievance procedure usually involve?
Question 13: Why is it important to have accurate records of any disciplinary
procedures?
Question 14: Name and describe 3 methods of reviewing performance.
1.
Description:
2.
Description:
3.
Description:

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
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.
2.
3.
4.
5.
Question 17: Any criticism given during the review should be what?
Question 18: What do you do with completed performance records?
Question 19: What are the advantages of an employee agreeing to a course of
action during a performance review?

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
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.

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
Task 2
Project
Assessment Instructions
This is an individual assessment. There are two parts in this task. If you need help understanding any
questions, ask your assessor to explain.
Part A
Procedure
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.
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
To be deemed competent you will need to successfully demonstrate the following:
You must:
Part A
Performance appraisal procedure
Part B
Report on administering performance appraisal

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
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.
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.

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
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.
Examples for different positions and job roles in these sectors can be accessed under
following links:
http://www.thejobilove.com.au/category?cid=ff11fe3b-f4e9-49cf-89be-94e25a4a5fd9 (hospitality)
http://www.thejobilove.com.au/category?cid=39eb0e54-de26-40fb-9aaf-9271a4c439f3 (travel and
tourism)
(Accessed Aug 2020)
Monitoring staff performance can be understood as a process of appraising a surrounding of
ongoing learning and evolution. It will be done by keeping the staff performance, improving their
individual skills to make them more productive for the company. The key purpose of overall
monitoring of performance of staff is to increase employee's productivity and hence lead to a rise in
the entire business performance. HR plays an important in hiring the employees, together with
tracking their performance on the job so that they can identify the ways and solutions to fill the gap in
staff performance. In the current report, the chosen industry is hospitality industry. In order to
complete this assignment, the following report will consider three different roles in a hospitality
organisation. Later, it will also highlight how HR will administer the performance appraisal, provisions
for several feedback needs, procedures to identify and deal with the performance related issues
covering training, formal and informal grievances.
The 3 main job roles which have been taken in context of relevancy in the chosen field includes
receptionist, chef and waiter.
2. For each job role and each task, establish the key performance indicators. The following
links can help you to define these:
https://www.betterteam.com/hospitality-and-tourism-job-descriptions (Accessed Aug 2020)
Position Description – Sous Chef
1st Job Role
Employee:
Role: Receptionist
Date:
Review dates
Task/responsibilities Key outcomes Key Performance
Indicators
(Specify the role and obligations that (Explain what it (Key results and

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
Task/responsibilities Key outcomes Key Performance
Indicators
are relevant to the job below) means to perform a
good job below)
quantifiable parameters
connected to the
assignment)
Greeting and meeting visitors, guests
or clients
Receptionist require
to identify the needs
of visitors, resolving
their queries and if
they are satisfied and
addressed effectively
them it will gain the
desired results of the
company.
The measurable criteria
will be the interaction with
customers.
Maintaining the area of reception
clean and hygienic
It will help in making
the environment
friendly for all
visitors, along with
workers working in
the area. Also, it will
help in delivering a
good impression on
the guests.
It will be measured
through a checklist.
Informing the company who is visiting
at what time
The outcome is that it
will maintain the
safety of organisation
as it helps in
ensuring who is
coming the premise.
A visitor's book will help in
knowing who visited the
premise.
Employer Signature:
Employee Signature:
2nd Job Role
Employee:
Role: Chef
Date:
Review dates
Task/responsibilities Key outcomes Key Performance
Indicators
(Describe the job-related position and
responsibilities here)
(Describe what it
entails to do an
excellent work in the
following paragraphs)
(Measurable criteria
related to the
task/responsibility and key
outcomes)
Introducing new recipes It will help in
attracting more
customers for the
restaurant.
Customers' feedback and
review will be the
measurable criteria.
Training to other members in kitchen Subordinates can
also make recipes in
absence of chef if
they are well-trained.
The performance of
employees will be the
measurable criteria.
Planning for menus It will help in Dozen of choices will be

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
Task/responsibilities Key outcomes Key Performance
Indicators
understanding what
items can be
provided to
customers and at
what prices.
provided to the customers
at different range.
Employer Signature:
Employee Signature:
3rd Job Role
Employee:
Role: Waiter
Date:
Review dates
Task/responsibilities Key outcomes Key Performance
Indicators
(Explain your employment role and
duties here.)
(Describe what doing
the job well looks like
here)
(Measurable criteria
related to the
task/responsibility and key
outcomes)
Greet customers and present menu
in front of them
If the customers are
satisfied with the
services then will
come in future as
well and become
loyal to the company
if treated well.
Both positive and negative
feedback of customers will
be measurable criteria
Providing excellent services to guests It will help in
promoting the
organisation to other
customers as well, if
they tell positive
reviews on the
services and food.
It will be measured
through business
profitability.
Taking food orders and serving to the
customers
The customers will
provided with fast
orders in the
premise.
The customers' headcount
will be measurable
criteria.
Employer Signature:
Employee Signature:
3. Develop measurable criteria which you will use to base your questions for the individual appraisals on.
a. The criteria need to be measurable e.g. in form of a rating scale that measures the level of
performance.

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
b. Ensure that each of the key aspects listed below are incorporated into the key outcomes and key
performance indicators.
c. 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
The assistant's growth requirements have been identified and promised to be addressed within the
next 8-twelve months.
Areas for development Actions
(Put activities, abilities, or attitudes
that are acknowledged to warrant
improvement based conversations
here.)
(Incorporate exercises that will aid in growth. They
might be TAFE classes, on-the-job education, or
mentoring from somebody who has the necessary
skill set)
Communication skills
These skills can be improved by giving coaching in
which they can talk and learn how to communicate
with visitors and other guests coming in the hotel
premise.
Problem solving skills
Such skills can be improved by giving small tasks
and activities in which they might face the same
difficulties and give them chance to resolve
themselves.
Employer Signature:
Employee Signature:
The restaurant's growth requirements have been examined and decided to be addressed within the
next 1 to 1.5 years.

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
Areas for development Actions
(Put actions, talents, or behaviours
that have been identified as needing
development in this section)
(Include workouts that can help you grow. They
could be TAFE courses, on-the-job training, or
mentorship from someone with the relevant skill set)
Motivation skills
It is important to have good motivational skills when
leading and directing subordinates in an
organization. Chef will be trained to learn about
different tools and techniques that might be used in
their leadership.
Adaptability skills
As customers always want something new to taste
and consume so it is fundamental to learn about
modification and trends in the market and that might
be served to consumers. Hence, chef will be learned
about latest trends of foods in the market.
Employer Signature:
Employee Signature:
The following development needs have been discussed for the waiter and agreed to be undertaken
over the next <3-4> months.
Areas for development Actions
(Insert tasks, skills or behaviours
that following discussions are
agreed to require development
here)
(Insert activities that will assist in development.
They could be class training at TAFE, on-the-job
training, coaching from someone with the required
skill here)
Customer service skills
The waiter will be introduced to the workplace
culture and make them learnt how customers are
treated and served in the premise.
Coordination skills
As waiter’s job is connected with other jobs as well
such as they need to communicate the ordered
dishes with the cook, need to submit order to the
manager and much more. Hence, this area will also
be enhanced in the plan.
Employer Signature:
Employee Signature:
4. 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:
https://www.business.vic.gov.au/hiring-and-managing-staff/staff-management/review-staff-
performance
or
use the template provided to you by your trainer

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
Note: If the sample document is selected, you must amend the existing criteria therein to reflect
those you have developed in Question 3.

Name of Employee
Job Title
Period of Review From To
Punctuality/Attendance
Standard for Assessment 5 4 3 2 1
Consistent and prompt participation during the Institution's operating
times and days
*
Productivity
Standard for Assessment 5 4 3 2 1
Generates large amounts of products quickly in dramatic increase and
normal-setting circumstances.
*
Quality of Work
Standard for Assessment 5 4 3 2 1
Creates the highest grade, mistake work that conforms with the
Organisation's approach
*
Knowledge of Job
Standard for Assessment 5 4 3 2 1
Demonstrates knowledge of the position comes specialized and
technical demands, as well as their significance to and support to the
Agency's purpose and goals.
*
Personal Development
Standard for Assessment 5 4 3 2 1
Carries out efforts and/or gets involved in programs to enhance one's
ability to carry out duties and obligations of a profession. keeps up
excellent behaviour at work
*
Initiative
Standard for Assessment 5 4 3 2 1
Recognizes ongoing problems, shortcomings, and restrictions and
proposes alternatives; exhibits acumen in determining whether it is
necessary to move quickly and alone or after consulting a higher (s)
*
Judgment
Standard for Assessment 5 4 3 2 1
Shows the ability to carefully analyse problems, weigh available
alternatives for action and their potential effects, and decide on or
propose the most appropriate approach.
*

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
Reliability/Dependability
Standard for Assessment 5 4 3 2 1
Regularly fulfils obligations in a way that produces intended results or
products inside set time frames and timeframes. can indeed be
trusted to take action or guarantee that steps are taken in the
Association's greatest advantage
*
Communication
Standard for Assessment 5 4 3 2 1
Demonstrates strong oral, written, and auditory abilities regularly.
interacts with co-workers, superiors, and the community in a classy
manner.
*
Teamwork
Being prepared to offer, share duties, and help with job
accomplishment, particularly under time constraints
5 4 3 2 1
*

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
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:
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
For performance appraisal of chef, it is found as important that employees should be provided with
information that there has been an evaluation within thirteen days in the organisation. The employees’
performance has been evaluated on the basis of how many clients, visitors or customers are visiting
in the workplace. It can also be evaluated on the basis of rating scale. Under the performance
evaluation process, senior chef and other authorities are also engaged into the procedure. The
employees’ performance has been evaluated through assessing for former, mistakes errors and
absenteeism of employees. Training and development that might be provided to the employees after
evaluate their entire performance. For managing successfully, it is essential to schedule a proper time
for evaluation so that overall aim can be attained.
The process of grievance for chef is that to raise the issue to human resource domain even when it is
not succeeded from senior authorities and department and then ascertain the appeal at top level
authorities even in the case that nothing will work. In order to improve the performance, it is vital to
take suggestions from high level authorities at organisation and in the informal way counselling can
be taken from friends and relatives as well. For rewarding the outstanding performance, employees

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
can be rewarded with an opportunity and cash prize in new restaurant for the purpose of experience.
In case of disagreement of performance, first of all they have to understand their perception and then
explain the role or position and then do not get charged up. They might also be shared with story and
be certain as well. The need for record keeping and documentation is that it is essential to be
accurate, reliable and consistent for the evaluation. It is important to keep updated as well.
For performance appraisal of waiter, it can be done through introducing the process that it is begin
within thirteen days and then distribute self-analysis on day 30. It needs that all the senior authorities
and managers to have their written evaluation and then review all the managers’ individual evaluation
of employees. In the end, evaluate the completed appraisal of employees. Rating scale is used
evaluate the performance appraisal. Under such process, hotel manager or restaurant manager is
taken into consideration in order to identify pass mistakes, errors and much more. After analysing the
over performance of waiter, training and development sessions shall be provided to them accordingly.
For managing the performance appraisal, it is fundamental to schedule the right time for it and
grievance procedure must be communicated with the senior authorities for resolving the issues and
difficulties. It is quite important to take suggestions and advise from seniors at workplace as well.
As per the above report, it has been concluded that it is important to monitor the overall employee
performance. As this increase employee's productivity and hence lead to a rise in the entire business
performance. HR plays an important in hiring the employees, together with tracking their performance
on the job so that they can identify the ways and solutions to fill the gap in staff performance. The
employees’ performance has been evaluated through assessing for former, mistakes errors and
absenteeism of employees. Training and development that might be provided to the employees after
evaluate their entire performance. For managing successfully, it is essential to schedule a proper time
for evaluation so that overall aim can be attained.
REFERENCES
Books and Journals:
Alrawadieh, Z. and Law, R., 2019. Determinants of hotel guests’ satisfaction from the perspective of
online hotel reviewers. International Journal of Culture, Tourism and Hospitality Research.
Balica, R., 2019. Automated Data Analysis in Organizations: Sensory Algorithmic Devices, Intrusive
Workplace Monitoring, and Employee Surveillance. Psychosociological Issues in Human Resource
Management, 7(2), pp.61-67.
Cerfolio, R.J. and et.al., 2019. Improving operating room turnover time in a New York City academic
hospital via Lean. The Annals of thoracic surgery, 107(4), pp.1011-1016.
Dobija, D. and et.al., 2019. Rational and symbolic uses of performance measurement: Experiences
from Polish universities. Accounting, Auditing & Accountability Journal.
Erickson, H. and et.al., 2020. Designing a Respiratory-Rate Monitor for Developing Countries. IEEE
Potentials, 39(2), pp.15-21.
Grinev, A.V., 2019. The use of scientometric indicators to evaluate publishing activity in modern
Russia. Herald of the Russian Academy of Sciences, 89(5), pp.451-459.
Hewitt, S., Green, M. and Hudson, C., 2018. Evaluation of key performance indicators to monitor
performance in beef herds. Livestock, 23(2), pp.72-78.
Holbeche, L.S., 2018. Organisational effectiveness and agility. Journal of Organizational
Effectiveness: People and Performance.
Hursh, S., Schwartz, L.P. and Devine, J.K., 2022. Validation of Wearable Sleep and Fitness Monitor
with SleepTank Model. INSTITUTE FOR BEHAVIOR RESOURCES BALTIMORE MD.
Lock, O. and et.al., 2020. A review and reframing of participatory urban dashboards. City, Culture and
Society, 20, p.100294.
Moon, J. and et.al., 2018. Relay-assisted proactive eavesdropping with cooperative jamming and
spoofing. IEEE Transactions on Wireless Communications, 17(10), pp.6958-6971.

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
Moos, R.H., 2018. Evaluating Treatment Environments: The Quality of Psychiatric and Suhstance
Ahuse Programs. Routledge.
Moshiro, R. and et.al., 2018. Factors affecting effective ventilation during newborn resuscitation: a
qualitative study among midwives in rural Tanzania. Global Health Action, 11(1), p.1423862.
Reid, D.H., Parsons, M.B. and Green, C.W., 2021. The supervisor's guidebook: Evidence-based
strategies for promoting work quality and enjoyment among human service staff. Charles C Thomas
Publisher.
Zapka, M., Design, S. and Peppard, C.E., Methods to Monitor and Simulate Existing Residences.
INTEGRATION INNOVATION, p.390.

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
Task 3
Role Play
Assessment Instructions
This is an individual assessment. There are three parts in this task. If you need help understanding
any questions, ask your assessor to explain.
Procedure
Part A
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
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
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.
To be deemed competent you will need to successfully demonstrate the following:
You must:
Part A
Provide Feedback to the staff being monitored
Part B
Plan and conduct a structured performance appraisal of at least 2 staff members
Part C
Plan and conduct formal counselling and training sessions for at least 2 staff members

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
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.

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
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: 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
Instance 3:
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

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
Observation Checklist (Trainer to fill)
Instance 1 1.Instance 2.Instanc
e
3.Instanc
e
Criteria S NYS S NYS S NYS Comment
Informs staff of expected performance standards
The information provided to staff is detailed and
covers the key requirements according to
performance standards
Uses positive communication when discussing
performance requirements
Offers staff the opportunity to clarify requirements
Observes staff conducting operational activities
Monitors staff performance standards
Identifies breaches of performance standards or
underperformance
Offers appropriate guidance and support to staff
members where underperformance is identified
Feedback provided is appropriate to the task or
underperformance
Feedback provided is positive and encouraging, and
enhances work performance
Recognises outstanding performance
Offers appropriate recognition for outstanding
performance, in line with organisational policies
Records of observation are sufficient in detail and
complete

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
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 (Student to fill)
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 By the help of
seniors,
appraisal can be
done
successfully
Notifies stakeholders of time and location of
performance appraisal
S S S With exact
location and
time appraisal
can be done into
a specific time
period.
Informs stakeholders of how the performance
appraisal will be administers
S S NY
S
S It will make
stakeholders
feel confident
about the steps
taken for the
appraisal
Collects performance data and other relevant staff
records from appropriate sources
S S S With right
information, it is
simple to assess
employee's
performance
Collects self-assessment, peer assessment, team
assessment and/or 360 degree feedback
S S S It is impossible
to take 360
degree feedback
for receptionist
and waiter
Analyses performance data and feedback to inform
the performance appraisal process
S S S It will help in
better decision-
making
Performance Appraisal
Uses effective listening skills S S S It will help in
providing better
results to the
customers
The appraisal process is structured and organised S S S It will help in

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
enhancing the
results.
Conducts appraisal in a friendly, encouraging manner NY
S
NY
S
N
YS
It lacks the
actual results
Adapts interview techniques according to cultural or
special needs where relevant
S S S It helps in
gaining the
insights of actual
results
Draws on performance data and relevant feedback to
discuss the staff member’s performance
S S S Makes results
more suitable
and accurate
Evaluates and considers factors that may contribute
to poor performance during the appraisal
S S S Help in avoiding
the negative
impacts.
Provides opportunities for the staff member to provide
input and clarify issues
S S S Better
performance
and
development of
key skills
Identifies areas where training / counselling is
recommended
S S S It makes
employees more
competent to
work
Agrees on an action plan for implementing solutions:
additional training
adjusting workload
organising counselling
initiating grievance procedures
reorganizing work practices
S S S It will help in
removing the
gaps in skills
and makes staff
members more
competent
Agrees short term and long term goals for the staff
member, in consultation
S NY
S
S Long term goal
is not
considered for
waiter
Assists with problems outside of the workplace where
appropriate
NY
S
NY
S
N
YS
It is not
necessary for
the role of waiter
Recognises outstanding performance S S S It helps in
motivating staff
members
Provides recognition and/or rewards according to
organisational procedures
S S S It makes
employees to
better perform
their job duties.
Follows up Performance Appraisal
Completes all required documentation S S S Provides ethical
consideration
Forwards action plans to relevant stakeholders, e.g.
to organise training or counselling sessions, or
grievance procedures
S S S Helps in
enhancing the
process of
performance
appraisal

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
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:
Performance requirements:
Staff member name:
Location:
Date:
Resources:
Documentation:
Signature staff member: _ __________________________________________
Signature Student: _ ______________________________________________
(Student to fill)
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 It will make staff
members to work
accordingly
The task steps have been explained to staff member S S Staff members will be
able to perform their
duties
Staff member was given opportunity to clarify any
queries/questions
S S With the help of
clarification, conflicts
will be addressed.
The task steps are demonstrated to the staff member,
confirming each step.
S S By demonstrating,
employees get clarify
about their roles.
The staff member is given opportunity to undertake
each step
NY
S
NY
S
It requires the
inspection from seniors
or superiors.
Staff member is corrected where relevant S S When correction has
been done before

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
mishappenings, it will
help in saving cost and
extra efforts.
Constructive feedback is provided S S Better employees
performance
Opportunities for applying learnt skills are identified and
suggested for practice
S S It will help in making
employee to perform
their duties with more
confidence
Opportunities and procedures for follow-up are
discussed
S S It helps in directing the
employees
The training session is conducted in a professional
manner
S S It will make employees
to face realistic
situations

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
2. Counselling session:
Reason/Nature of the session:
Performance requirements:
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
✔ It supports in making
the employees to
perform better in an
accurate manner
The underperformance(s) are discussed and outlined
to the staff member
✔ It supports in getting
the understanding
where employee is
underperforming and
need to develop key
areas.
Staff member is given opportunity to provide input for
reasons of underperformance
✔ With the help of
training and
development program
employees are able to
perform their
respective job duties
The reasons are evaluated ✔ There is a need to pay
extra attention of the
identification of issues
faced by employees
Suitable solutions are explored ✔ By analysing all needs
and wants of
developing skills and
competencies among
employees, more ways
could be found.
The solutions determined for post counselling are cost-
effective/feasible
✔ It is not cost effective
as the expenses are
required to give
trainer's fees, cost on
electricity and much
more.
Further procedures for formal counselling have been ✔ Formal counselling

AIC- SITXHRM006 -AT–V1.0
Australian Ideal College
Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Level 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD Floor, 116 Murray Street, Hobart TAS 7000 Australia
T: [phone] (Sydney) | [phone] (Adelaide) | [phone] (Hobart)
E: [e-mail] | W: www.aic.edu.au
s
Educating for Excellence
outlined where relevant have been given to the
staff members.
Disciplinary measures have been discussed where and
if relevant
✔ It is effectively shared
to the employees in the
training program.
Steps to implement solutions are discussed ✔ It is discussed
effectively in the
counselling session.
Constructive feedback is provided ✔ Employees are able to
identify the gaps in
their skills and abilities
through constructive
feedback.
Opportunities and procedures for follow-up are
discussed
✔ It needs to be shared
among staff members
so that they can attend
training programs.