Detailed Performance Management Report for ADANSW (Assessment 1 & 2)

This report provides a comprehensive analysis of performance management within the context of ADANSW, a dental practice. The report is divided into two assessments. Assessment 1 focuses on monitoring and evaluating performance, including the use of paperwork, flowcharts, and the review of an employee's performance against established KPIs. Assessment 2 delves into developing work plans, defining team objectives and KPIs, creating a risk management plan, and allocating tasks within the team. The report further includes case studies addressing unsatisfactory performance and misconduct, demonstrating the application of performance management principles in real-world scenarios. The report also covers the organization's background, vision, mission, goals, and organizational structure.

Manage People
Performance

Table of Contents
ASSESSMENT 1.............................................................................................................................5
PART B – MONITORING AND EVALUATING PERFORMANCE..........................................5
Q1. Collect all the performance related paperwork that you, as a manager, supervisor or team
leader are required to complete then, using the flowchart that is developed make a note on the
flowchart as to where each document is used and why...............................................................5
Q5. Identify a member of your team for whom you have reviewed performance in the past 12
months or so. Remember, don’t use their name, instead, use an identifying characteristic........6
ASSESSMENT 2.............................................................................................................................9
PART A – Develop the Work Plan and the Team Objectives & KPI’s..........................................9
Q1. Organisation & its background.............................................................................................9
Q2. Vision, mission and purpose of the organisation..................................................................9
Q3. Goals/objectives of the organisation...................................................................................10
Q4. An organisational structure chart that shows how the organisation is structured...............10
Q5. Identify the name of your team...........................................................................................10
Q6. Identify the objectives or goals of the team........................................................................10
Q7. Develop the performance standards....................................................................................11
Q8. Identify the key tasks that need to be performed................................................................11
Q9. List 3 key tasks that need to be performed by the team......................................................11
Q10. Outline the strategies you will use to consult and engage with your team.......................12
Q11. Using the team performance standards.............................................................................12
Q12. Each of the performance standards explain......................................................................12
PART B – Risk Management Plan................................................................................................13

Q1. Identify any potential risks associated with performing each of the tasks along with the
risks or associated dangerous in not achieving each task..........................................................13
Q2. Conduct a risk assessment. The risk assessment should include the probability and impact
of each occurring and the consequences....................................................................................13
Q3. Identify the risk control strategy and measures to be implemented for each risk identified.
...................................................................................................................................................14
PART C – Team Work Allocation................................................................................................15
Q1. List each member of your team..........................................................................................15
Q2. Make a list of each team member’s key skills and knowledge...........................................16
Q3. Based on the lists of skills and knowledge, allocate key tasks to each team member........17
Q4. Explain why you have allocated the tasks to the various team members and why this is the
most effective and efficient allocation.......................................................................................17
Q5. Identify one skill set required in the team...........................................................................17
PART D - PERFORMANCE MANAGEMENT..........................................................................18
CASE STUDY 1 UNSATISFACTORY PERFORMANCE.........................................................18
Q5. Provide a copy of the performance plan you develop with Pia to address this performance
issue and make sure you outline the steps she needs to take to improve and the timeline agreed
to for review...............................................................................................................................18
CASE STUDY 3 MISCONDUCT................................................................................................18
Q3. Write a letter of termination to give to Sam.......................................................................18
REFERENCES..............................................................................................................................20

ASSESSMENT 1
PART B – MONITORING AND EVALUATING PERFORMANCE
Q1. Collect all the performance related paperwork that you, as a manager, supervisor or team
leader are required to complete then, using the flowchart that is developed make a note on
the flowchart as to where each document is used and why.
Once all the paperwork that was related to performance is completed by me as a team leader and
supervisor then these people was a need to be circulated in the department amongst others
according to the flowchart that was provided earlier in assessment 1.
FLOWCHART
 Planningis the first stage of performance management cycle where this work will be
provided for analyzing and understanding the skills and capabilities of employees and
each individual that is working in the organization (Armstrong, 2016). Once these

documents are provided to the planning stage it is easy to locate and responsibilities
employees in future.
 Trackingis the second stage of performance management cycle where these documents
are provided in order to track on the performances and agenda that are accomplished by
the employees and those agenda which were not fulfilled by them and the individual was
unable to perform their job role efficient.
 Regular Feedback stages are where these documents are provided helping the team
leaders and superiors to know the actual performance standard of each teammate. This
feedback which is provided to team leaders allow them to appropriately allocate task to
their subordinates and keep a track of their performance standards (Bader, Schuster and
Dickmann, 2015).
 Formal reviewis the last stage of performance management cycle these documents are
provided to provide a review and feedback to employees about the efforts and actions
they undertake while performing their tasks and also to inform them about their
efficiencies and inefficiencies.
Q5. Identify a member of your team for whom you have reviewed performance in the past 12
months or so. Remember, don’t use their name, instead, use an identifying characteristic.
 List the set of performance standards and KPI’s that was developed and mutually agreed
too.
Considering the organisational goals and strategies list of three KPI's is developed that are
enabling the organisation to attend the strategic goals and objectives.
1. Excellence in best practice and patient care.
2. Continuous expansion and safe working environment for all the patients and worked
force that are present in the organization.
3. Attracting and influencing new patients to the practice along with maintaining the
existing customer base and patient number.
 How closely do these performance standards and KPIs match up with the organizations
or departments code of conduct?
 How much time was spent on discussing the KPIs and making sure that both you and
your employee were happy with them?

While discussing the KIP's and making sure that both the organisation and employees are
satisfied and happy with the developed key performance indicators it took the management
around 1 hour to effectively develop appropriate key performance indicators and keep
everyone happy.
 Explain how you rated their performance for each of these KPIs over the period
reviewed.
For each of the key performance indicator the rating system is reviewed over 12 months.
Excellence in best practice and patient care.
The employees are given ratings on three bases divided in colours where green colour
highlights the performance standard between 100% to 75%, then comes amber colour which
shows the performance standard between 75% to 65% and at the end red colour highlights
the performance below 55%.
Excellence in best practice and patient care.
KPI Timeframe Green Amber Red
Completed patient satisfaction survey rate Annually 75%>100% 65%>75% >%55
Number of employee mis-conduct incidents
reported
Annually 0 1 2
Number of employee fraud incidents
reported
Annually 0 0 1
Percentage of cancelled appointments Monthly 0% 10%>20% >20%
Continuous expansion and safe working environment for all the patients and workforce
that is present in the organisation.
what is key performance indicator the employees are treated with 0 to1 performance standard
under green colour, 2 – 3 under amber and more then 4 in red colour.
Continue expanding a safe working environment for patients and staff
KPI Timeframe Green Amber Red
Number of staff work health and safety
incidences reported
Quartley 0 - 1 2 – 3 >4
Staff trained in all WHS responsibilities Annually 100% 80% 60%
Management training for WHS amendments Quartley 100% 80% 60%

reviewed
Attracting and influencing new patients to the practice along with maintaining the
existing customer base and patient number.
For this key performance indicator the employees are rated on monthly basis where green
colour shows 30% performance, Amber shows 20% and red shows 10%.
Attracting new patients to the practice and maintaining existing patient numbers
KPI Timeframe Green Amber Red
Percentage of new patients to the practice Monthly 30% 20% 10%
Percentage of accepted treatment plans Monthly 80% 60% 40%
Percentage of no shows Monthly 0% 10% 20%
 How did you monitor their performance over the time period?
Excellence in best practice and patient care
KPI Timeframe Green Amber Red
Completed patient satisfaction survey rate Annually 75% 65% >%55
Number of employee mis-conduct incidents
reported
Annually 0 1 2
Number of employee fraud incidents reported Annually 0 0 1
Percentage of cancelled appointments Monthly 0% 10% 20%
Continue expanding a safe working environment for patients and staff
KPI Timeframe Green Amber Red
Required training needs for all staff Annually 80% 60% >50%
Number of patient safety incidents monthly Monthly 1 2 >2
Staff feedback on WHS. (How can it be
improved?)
Quartley
Attracting new patients to the practice and maintaining existing patient numbers

KPI Timeframe Green Amber Red
Percentage of new patients to the practice Monthly 30% 20% 10%
Measure the amount of accepted treatment
plans
Monthly 80% 60% 40%
Percentage of no shows Weekly 0% 10% 20%
 Do you think the rating given was fair and objective?
No, according to me the ratings which were given affair and objective.
 If not, explain why you think this.
According to me all the meetings which were provided but not fair and objective enough
because the employees were not at all involved while discussing the rating system which is a
huge lacking point and can cause a lot of differences and grievances in the organisation
amongst management and workforce (A Elliott and et. al., 2015).
ASSESSMENT 2
PART A – Develop the Work Plan and the Team Objectives & KPI’s
Q1. Organisation & its background
The name of current organisation is advancing dentistry to improve the health of every
Australian ADANSW which is specialised in the dental field and has dentistry professionals.
Along with this company represent 70% of the dentist and 79% of the specialist in there
organisation. Moreover their purpose is to have the best dentist in the world by considering the
oral health of people and for this they need the support of professional and expert dentist
throughout their entire career (Weick and Sutcliffe, 2015). Despite from this company has strong
professions and all are represented when to each other and offer comprehensive and respected
facilities to people.
Q2. Vision, mission and purpose of the organisation
The significant vision of companies to support their team members in order to become the
world’s leading dentist within the nation and across the world by offering best oral Health

Services. With their professional qualities and politeness company has capability to retain
maximum number of customers towards them (Moon and Hamner, 2017). Along with this the
mission of company is to develop advancement in the dentist industry in order to improve the
health conditions of every Australian citizen as there motivates to offer qualitative and cost
effective Dental Services and also consider the long lasting feature with it.
Q3. Goals/objectives of the organisation
The objectives are the factor that helps the company in order to achieve their prominent
objectives and desired outcomes with the help of suitable strategies. Goals are the factor that
motivates people in order to perform their task with full potential. Along with this the prominent
goals and objectives of company is professional is teamwork sustainability excellence respect
and more specially lifelong learning as company focus on the lifelong learning factor towards
their employees in order to offering suitable training to them (Van Waeyenberg and Decramer,
2018). It is offered to employees in order to make them more efficient and effective in order to
perform their job role and make the organisation quite sustainable.
Q4. An organisational structure chart that shows how the organisation is structured
The structure of organisation is very simple and follows the line organisational structure in
order to perform and complete the task. As per this is structure there is a proper chain that should
be followed by the company and the workers always have a fore man above their whom they can
significance report their overall work (D’antonio and Chiabert, 2018). The considerable structure
is very simple and easy to use within the organisation without the breakage of any rules and
norms as the organisation only need to do is to follow a proper line in order to accomplish their
work.

Q5. Identify the name of your team
In order to treat the people of Australia there is a team which is developed by considering
the many expertise and specialist that are capable enough to treat people and the name of team is
“Best of ADA NSW”. The team is developed in order to provide the best treatment to employees
and it has around 7 to 8 team members that are more work oriented and enthusiastic towards
their objectives.
Q6. Identify the objectives or goals of the team
They are significant goals and objectives that are developed before creating a team and the
objective behind the development of these goals is to achieve the desired outcomes and overall
performance. There are some goals of the team that are mentioned below:
 The first goal of team is to develop suitable professionalism in their work and personality
as well.
 Another goal is that the leader of team must support the team members in order to boost
their motivation level and it also needs to increase the engagement within the team.
 Educational excellence is there another goal as by which team provides effective
professional development knowledge two other dental professionals.

 Influence and connectivity is the another goal of team as they influence the people of
Australia and also develop connectivity in order to retain them for the longer period of
time.
 Lastly the goal of team is to make sure the sustainability is offered by them in their
overall performance and it also leads to maintain the relevance to the team members and
the community as well.
Q7. Develop the performance standards
By considering the above discussed goals and objectives there is a suitable performance
standard that is set by the organisation towards the team which is to offer sustainable services
with their professionalism and educational excellence is useful in order to enhance the overall
services of their organisation (Phillips, 2016). As the performance standards helps in developing
the overall performance of employees and Organisation as well.
Q8. Identify the key tasks that need to be performed
By considering the preceding performance standards and goals there are suitable task that
should be performed by the team members in order to improve the overall performance of
company and reputation as well. In relation with this the first task is that Company need to
maintain suitable sustainability which is useful in order to increase the percentage of registered
dentist and membership rates. Along with this the connectivity and influence factor helps in
increasing the awareness regarding the oral health condition and also leads to develop suitable
connection with outsiders.
Q9. List 3 key tasks that need to be performed by the team
 Professionalism: This task includes the ethical behaviour and professional performance
of employees and makes them one of the most trusted professionals in the Australia.
 Support our members: Supporting other members is quite difficult as it is not
compulsory that each and every person has same perspective and because of the
difference in perspective it leads to develop confusion and conflict among the team
members.
 Sustainability: It is all about maintaining the relevance by the team members towards the
community but it is not so easy to maintain transparency with team members. Along with