Monitor and review operational performance

TASK 2 

 

 

Monitor and review operational performance

Submission details

Candidate’s name

 

Phone no.

 

Assessor’s name

 

Phone no.

 

Assessment site

 

Assessment date/s

 

Time/s

 

The assessment task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor.

Submit this document with any required evidence attached. See specifications below for details.

Performance objective

You will demonstrate skills and knowledge required to monitor and review operational performance.

Assessment description

In response to a simulated business scenario, and using work completed in Assessment Task 1, you will develop, monitor and review performance systems, analyse performance, identify areas of underperformance, take prompt remedial action and report on operational performance.

In accordance with contingency planning developed in Assessment Task 1, you will take prompt action to address employee underperformance. In a role-play, you will coach the employee in accordance with performance management systems.

You will then prepare and present, in a second role-play, a management report describing the performance system, performance results and recommendations for changes to operational plans. During the role-play, you will negotiate changes to operational plans and gain approvalfor recommendations from the Operations General Manager (the facilitator/assessor).

Procedure

  1. Read the simulated BBQfun scenario information provided in Appendix 1 of this task and in the business documentation provided by your assessor (the same documentation provided in Assessment Task 1).
  2. Prepare a plan for monitoring performance from the start of implementation to the end of the financial year. You may use the action plan template (provided in Appendix 2)or create your own plan. Ensure you include plans for monitoring and/or documenting:
    1. budgetary and financial performance
    2. productivity performance
    3. employee performance in line with performance management policy
    4. milestone achievement and performance against targets
    5. dates for monitoring activities in line with scenario
    6. resources for monitoring
    7. progress reporting at the end of each quarter to the Operations General Manager
    8. regular performance management of online staff and lodgement of records with the HR Manager.
  3. Identify areas of employee underperformance, determine possible remedial actions and prepare to performance manage underperforming employees. Refer to, follow, or adapt, existing contingency plan for underperforming employees (developed in Assessment Task 1).
  4. Follow your contingency plan and the BBQfun performance management policy to coach and performance manage an underperforming employee.Arrange with your assessor to role-play the coaching session. You may wish to use the performance management plan template and coaching plan template (provided in Appendices3 and 4 of this task) to prepare for the coaching session.Make sure you begin a coaching session with an explanation of your role as a coach in supporting the employee to meet BBQfun’s organisational goals.
  5. Analyse operational performance as described in scenario, and produce an operational plan status report based on the information provided in Appendix 1. You may wish to use the Operational Status Report template (provided in Appendix 5). You will also need to include in your report:
    1. adescription of budgetary and financial performance
    2. adescription of productivity performance
    3. an analysis of milestone achievement and performance against targets
    4. three recommendations for operational improvement.
  6. Arrange a time to meet with your assessor to role-play the presentation of your reportto the Operations General Manager and negotiate recommendations –involving, for example, changes to plans, changes to implementation of plans, changes to budget, etc. –and seek approval for the implementation of your recommendations.
  7. Submit a portfolio of your implementation documents as outlined in the specifications below. Keep copies of your work for your records.

Specifications

You must:

  • participate in tworole-plays:
    • coaching an underperforming employee
    • presentation of report to Operations General Manager
  • submit a portfolio that includes:
    • a monitoring plan
    • a contingency plan (amended from Assessment Task 1) for managing employee underperformance
    • a coaching and performance management plan
    • an operational plan status report, including:
      • a description of budgetary and financial performance
      • a description of productivity performance
      • an analysis of milestone achievement and performance against targets
      • three recommendations for operational improvement.

Your assessor will be looking for:

  • reading and writing skills to access, interpret and use workplace information and to write a practical monitoring plan and management report
  • oral communication skills to present information in a clear and professional manner to underperformers and management, listen and comprehend information and confirm understanding through questioning and active listening
  • planning and organisational skills to take responsibility for monitoring an operational plan to determine performance against operational goals
  • leadership skills to communicate with and motivate underperformers, facilitate performance management discussions and collaborate to achieve business outcomes
  • numeracy skills to monitor expenditure of financial resources
  • knowledge of models and methods for operational plans
  • knowledge of the relationship between an operational plan and organisational objectives
  • knowledge of budgeting processes.

Adjustment for distance-based learners

  • The role-plays can be adjusted for distance learning. The role-plays for this task can be varied to take place using Skype conferencing (or any other video conferencing tool available to both you and the assessor).
  • A follow-up interview may be required (at the discretion of the assessor).
  • Documentation can be submitted electronically or posted in the mail.

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