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Published by Umesh Banga

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Published by: Umesh Banga on Dec 09, 2008
Copyright:Attribution Non-commercial


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Performance Summary
Guidelines and template
Purpose of Performance summary

The Performance summary is a self-evaluation for the purpose of improving the business. It closes the quality cycle for the year as it documents the organisation\u2019s successes throughout the year. This will help with:

Measuring actual results against projections in the year\u2019s projected Strategic plan
Capturing good practice so that it can be repeated
Indicating areas for that might benefit from improvement in coming year
Successive Performance summaries will also provide evidence of strategic trends that can
inform business decisions in the future.
Format of Performance summary

The Excellence Criteria provide a framework to describe the quality of performance and
outcomes and to identify areas of particular strength and/or good practice. As it is designed
specifically for the education and training environment, it is also a useful framework for a
performance summary. However, the Performance summary is not a report against all of the
Excellence Criteria elements.

Audience for Performance summary

The Performance Summary is intended to be a report to management as it will provide useful
information to inform the preparation of the following year\u2019s Strategic plan. It may also be
made available to staff. It is important to remember that this is not a report for an auditor or
an outside evaluator. It doesn\u2019t have to be a lengthy formal document \u2013 it should reflect the
size and culture of the organisation.

Compiling a Performance summary
There are five result areas. Each result area has two parts:

Several sentences/paragraphs summing up organisational performance in the area over the
calendar year. Use the information in these guidelines to decide on the topics to be covered in
a result area. It is not necessary to mention each item. These lists are suggestions only. Focus
on the achievements of the year.

RTO Quality Framework: 200X Performance summary
Ver1. Page 2 of 11

Then provide evidence to support the statement. This may be in the form of dot points or
paragraphs. The evidence must be verifiable \u2013 that is, it must actually exist in an observable
form. Where possible, present evidence that shows performance targets being achieved,
improvement trends and examples of good practice.

Data as evidence

Raw data is not evidence. The results and recommendations are evidence. Data is simply a
collection of organised information. It may consist of numbers, words or images. It must be
processed in some way to give it meaning before it becomes useful intelligence that can inform
decision making.

1. Collect data
Data can be collected in two ways:

Quantitative data is collected in numeric format and allows for measurement. Researchers
identify variables and then collect data specifically related to those variables. This is usually
done by survey or questionnaire. The data can then be analysed so that results display as a
graph, chart or similar. The quantitative approach yields statistical results that can be used to
make comparisons.

Qualitative research is useful when looking to understand why and how certain outcomes were
achieved, not just what the outcomes were. It is particularly effective for evaluating aspects
such as implementation of an initiative or effectiveness of processes. Some methods of
collecting qualitative data include action research, forums, interviews, formal group
discussions, case studies, content analysis, Delphi method, nominal group technique.

2. Analyse data
Data must be systematically examined to identify patterns in the information so that it can be
organised, classified, compared and displayed.

3. Results
The findings from the analysis must be displayed in some meaningful way. Some examples
would be a written summary, a chart, graph or comparative table.

4. Recommendations
The results become intelligence when they are interpreted in a way that helps the organisation
learn from them. Intelligence results when information is evaluated. Usually this is expressed
as recommendations. The organisation is then able to act on these recommendations to
improve processes, outputs and outcomes.

This process should be followed when collecting evidence using:
Annual competency completion data
Attendance records
Complaints and appeals
Employer questionnaire
Learner anecdotal notes
Learner questionnaire
Staff survey
Workplace personnel feedback

RTO Quality Framework: 200X Performance summary
Ver1. Page 3 of 11

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