ASSESSMENT BOOKLET

BSBLDR522
Manage people performance
Student Details
Student Name
Mangesh chaudhari Student ID
212643

Result Summary
TASK 1 ☐C ☐ NYC ☐ NA
☐ First submission
Assessment TASK 2 ☐C ☐ NYC ☐ NA Type of ☐ First re-submission
task outcomes Submission ☐ Second re-
TASK 3 ☐C ☐ NYC ☐ NA submission

Final Unit ☐ Not Yet Submission

☐ Competent
Outcome Competent Date

Assessor
Assessor Name
Signature
 This Page is
intentionally left blank

BSBLDR522 2
 Assessment Record of Outcome
Purpose: This sheet provides an overview of a student’s competency for each unit based on all
assessment tasks submitted.

Instructions: Assessor: Record the outcome of each assessment task and determine the student’s
competency for the unit based on all assessment tasks. Record the unit outcome below, sign and date.

Admin Team: Record the unit outcome in RTO Manager and save the assessment bundle in the
student’s file. A scanned copy of this document is to be retained once the assessment is destroyed.

Mangesh chaudhari 212643

Student Name
Student ID

Unit Code BSBLDR522

Unit Title BSBLDR522 Manage people performance

□ First Submission
Assessment
Type of
Submission □ First Re-submission
submission
Date
□ Second Re-submission

Assessment Task Results (Please tick)

Assessment 1 □ C (Competent) □ NYC (Not Yet Competent) □NA (Not Assessed)

Assessment 2 □ C (Competent) □ NYC (Not Yet Competent) □NA (Not Assessed)

Final Assessment Result for this unit ☐ Competent ☐ Not Yet Competent

In completing this assessment, I confirm that the participant has demonstrated all unit
outcomes through consistent and repeated application of skills with competent
Assessor performance in multiple instances over a period of time.
Declaration
Evidence collected has been confirmed as:
Authentic

AssessorName Assessor
Signature

Feedback

BSBLDR522 3
 Data Entry

Admin Date Entered

Officer In RTO ☐ YES ☐ No
Initials Manager

Student Declaration and Agreement

Section One: Declaration

a. I declare that this assessment is my own work, except where acknowledged, and has not
been submitted for academic credit elsewhere, and acknowledge that the assessor of this item
may, for the purpose of assessing this item:

i. reproduce this assessment item and provide a copy to another member of the Institute;
and/or,
ii. communicate a copy of this assessment item to a plagiarism checking service (which may
then retain a copy of the assessment item on its database for the purpose of future plagiarism
checking).

b. I understand it is my responsibility as a student to keep a copy of the assessment prior to

submission, Albright Institute takes no responsibility for lost in transit. If required I may be asked to
reproduce another copy of the assessment/s.

c. I understand that it is my responsibility to read all the policies relevant to my course and
college and if I am found to be in breach of policy, disciplinary action may be taken against
me.

Section Two: Agreement

Read through the assessments in this booklet before you fill out and sign the agreement
below. Make sure you sign this before you start any of your assessments.

i. Have you read and understood what is required of you in terms of

 Yes  No
assessment?

ii. Do you understand the requirements of this assessment?  Yes  No

iii. Do you agree to the way in which you are being assessed?  Yes  No
iv. Do you have any special needs or considerations to be made for this
assessment? If yes, what are they?  Yes  No

BSBLDR522 4
 v. Do you understand your rights to appeal the decisions made in an  Yes  No
assessment?

Student Student
Date
Name Signature

Assessment Overview
This Student Assessment Booklet includes all your tasks for assessment of BSBLDR522 Manage
people performance
About your assessments
This unit requires that you to complete three (3) assessments. You must complete all
assessments with a competent result to achieve competency for this unit. Please read the
information below about each task included in this assessment.

Task Description

Short Answer Questions

In this assessment, you will demonstrate a sound knowledge of the unit

Assessment 1 requirements through completing and submitting written questions.

(Written Questions) You must correctly answer all questions to show that you understand the
knowledge required of this unit.

This assessment is divided into three tasks:

▪ Case Study 1: Team Member Check-ins

Assessment 2 (Case
o Task 1: Feedback and Coaching
Study)
▪ Case Study 2: Team Member Performance Improvement
Planning

BSBLDR522 5
 Task Description

o Task 2: Performance Improvement Planning

▪ Case Study 3: Team Member Performance Monitoring

o Task 3: Performance Improvement Monitoring

This assessment is divided into six tasks:

▪ Task 1: Work Plan

▪ Task 2: Risk Plan
Assessment 3 ▪ Task 3: Plan for Performance Management Training
(Workplace Project) ▪ Task 4: Deliver Performance Management Training
▪ Task 5: Performance Evaluation
▪ Task 6: Performance Development Plan

Student Information
What is competency?
To complete assessment tasks satisfactorily you will need to demonstrate competence – but
what does this mean?
In the Australian vocational education and training system, the concept of competence, is
defined as: “The ability to perform tasks and duties to the standard expected in the
workplace”. Competence involves the application of specific skills, knowledge and attitudes to
the work performance in an industry, an industry sector or an enterprise. Competence is
rarely achieved in a one-off demonstration. It needs to be developed holistically – that is,
bringing a range of skills and knowledge together – and over time in a real or simulated

BSBLDR522 6
 workplace. To achieve competence, you need to demonstrate that you can perform a given
task to the standard defined in an endorsed unit of competency.

How to submit your assessments?

When you have completed each assessment you will need to submit it to your assessor.
Instructions about submission can be found at the beginning of each assessment task. Make
sure you photocopy your written activities before you submit them – your assessor will put the
documents you submit into your student file. These will not be returned to you.

Assessment Task Cover Sheet

At the beginning of each task in this booklet, you will find an Assessment Task Cover Sheet.
Please fill it in for each task, making sure you sign the student declaration.
Your assessor will give you feedback about how well you went in each task, and will write this
on the back of the Task Cover Sheet.

Assessment outcomes
Once the assessment has been completed the student will be given the result within 14 days.
Once the student has satisfactorily completed the required assessments for a unit of
competency he/she will receive an outcome of C (Competent) or otherwise NYC (Not Yet
Competent) in which case the student is entitled to apply for a resubmission of the assessment.

Reasonable adjustments
Wherever possible, trainers/assessors will make reasonable adjustments to training and
assessment processes to ensure all people are treated equally in the training and assessment
process.
Students who have special needs may be allowed reasonable adjustment at the time of
assessment in line with the Albright Institute’s Policy and Procedures.
To meet the needs of all learners’ adjustments can be made to the way assessments are
conducted but not to the requirements of the assessment. The purpose of these adjustments
is to enhance fairness and flexibility so that the specific needs of students can be met.
Examples of reasonable adjustments
a. providing additional time for student to practice the assessment tasks
b. presenting questions orally for students with literacy issues
c. asking questions in a relevant practical context
d. adapting machinery and equipment to make it more easily used
e. presenting work instructions in diagrammatic or pictorial form instead of words and
sentences
f. simplifying the design of tasks
It is the responsibility of each assessor to assess students’ needs and make whatever
reasonable adjustments are practicable to maximise a students’ opportunity to demonstrate
their competence.

BSBLDR522 7
 Assessment re-submission
If a student is deemed NYC (not yet competent) the Trainer/Assessor (TRN) will explain why and
inform the student of what needs to be completed in order to demonstrate competence.

Re-assessment for assessments only occurs if the student has previously submitted the
assessment or has missed the relevant session(s) and has been afforded special consideration
which is approved by the Administration department.

If the result for the first submission of an assessment is NYC, students will be given two re -
submission opportunities to achieve a competent result (this re-assessment is conducted free
of charge). A suitable time will be arranged for the reassessment to occur within 14 days of the
completion of the unit in question. Should a student either not make an attempt within this time
frame (in spite of all efforts by Albright Institute, its Trainer/Assessor and administration staff to
have the student attend a reassessment session) or the student does not achieve a satisfactory
result after two re-assessments they may be charged for another attempt.

Should the student still not achieve competence after these assessment attempts, it will be
necessary for them to re-enrol in (repeat) the unit of competence at a cost.

Assessment appeals
You can make an appeal about an assessment decision by filling an appeal form. Ask for an
appeal for from a student support officer. Refer to Albright Institute’s Assessment Policy for more
information about our appeals process.

Plagiarism Policy
All student work must be written in their own words, except where acknowledged through
quotations and referencing. Plagiarism is a serious offence; Albright Institute may impose
severe penalties on students who plagiarise.
For more information on Plagiarism and Cheating refer to Albright Institute’s policies.

BSBLDR522 8
 Assessment 1 – Coversheet

Students: Please fill out this cover sheet clearly and accurately. Make sure you have kept a
copy of your work.

Student and Submission Details

Student Name Mangesh chaudhari 212643

Student ID

Unit Code Date of

BSBLDR522 Manage people performance
and Name submission

STUDENT DECLARATION
I declare that
a. this assessment is my own work.
b. None of this work has been completed by any other person.
c. I have not cheated or plagiarised the work or colluded with any other student/s.
d. I have correctly referenced all resources and reference texts throughout these
assessment tasks.
e. I understand that if I am found to be in breach of policy, disciplinary action may be
taken against me.
Mangesh
Student
Signature

Assessor To Complete

Assessment 1 Assessment Result Date Type Of Submission

□ C (Competent) ☐ First submission

□ NYC (Not Yet ☐ First re-submission
Short Answer Questions
Competent)
☐ Second re-
□NA (Not Assessed) submission

Assessor feedback

BSBLDR522 9
 Assessor Name

Assessor Signature

This assessment meets the following Knowledge Evidence:

Unsatisfactory

Not Present
Satisfactory
Knowledge evidence

• legislative and regulatory and organisational

requirements for performance management and
review
• organisational human resource support services
• key features of unlawful dismissal rules and due process
• staff development options and information.

Assessment 1 – Short Answer

Questions
 Assessment summary

☐ You are required to answer all the written questions in this assessment.

 Resources and equipment required to complete this assessment

o Access to textbooks and other learning materials.

BSBLDR522 10
 o Access to a computer, printer, Internet and email software (if required).
☐
 When and where should the assessment be completed?

o This assessment may be done in your own time as homework or you may
be given time to dothis task in class (where applicable).
o Your assessor will provide you with the due date for this assessment.
☐
 What needs to be submitted?

o Your answers to each question in this assessment along with references.

☐

 Instructions

o This is an open book test – you can use your learning materials as reference.
o You must answer all questions in this assessment correctly.
o You must answer the questions by typing your answers in Microsoft Word
and converting it into a pdf.
o Please include the following details in the header section of
each page of your assessment document:
☐
• Student Name and ID
• Course Code and title
• Unit Code and title
• Trainer and assessor name
• Page numbers
☐
o You are required to submit your assessment on the LMS
(Moodle). No submissions will be accepted via emails.

BSBLDR522 11
 Short Answer Questions

Question 1
Complete the table below:
a. Identify at least three services that Human Resource (HR) personnel can provide
to support an organisation’s employees’ performance development.
b. Briefly explain how the identified service supports employee performance
development.

HR Service for Providing Support Explanation on How the Service Supports

Employee Performance Development
Employee relations is the HR discipline
a. Employer – Employee Relationship
concerned with strengthening the employer-
employee relationship through measuring job
satisfaction, employee engagement and
resolving workplace conflict
On the compensation side, the HR functions
b. Compensation and Benefits
include setting compensation structures and
evaluating competitive pay practices. A comp
and benefits specialist also may negotiate
group health coverage rates with insurers
and coordinate activities with the retirement
savings fund administrator
Employers must provide employees with the
c. Training and Development
tools necessary for their success which, in
many cases, means giving new employees
extensive orientation training to help them
transition into a new organizational culture
BSBLDQuestion 2
Access and review the Fair Work Act 2009:
Fair Work Act 2009
https://www.legislation.gov.au/Series/C2009A00028
Ensure you access the most recently registered Act in the Series labelled ‘In force’.
Answer the following questions about unfair dismissal and unlawful termination.

• Identify the eight criteria that the Fair Work Commission must take into account
in determining whether a dismissal was harsh, unjust or unreasonable.

i. Whether there was valid reason for the dismissal related to the person’s capacity or
conduct
ii. Whether the person was notified for that reason.
iii. Whether the person was given the opportunity to respond to any reason related to
the capacity or conduct of the person.
iv. Any unreasonable refusal by the employer to allow the person to have a support
person present to assist at any discussion relating to dismissal.
v. If the dismissal related to unsatisfactory performance by the person – whether the
person had been warned about the unsatisfactory performance before the dismissal
vi. The degree to which the size of the employer’s enterprises would be likely to
impact on the procedures followed in effecting the dismissal
vii. The degree to which the absence of dedicated human resource management
specialists or expertise in the enterprise would be likely to impact on the
procedures followed in effecting the dismissal
viii. Any other matters the commission considers relevant.

• An employer is considered to have followed due process for a dismissal if the

employee was given procedural fairness.
Define what procedural fairness means in the context of termination of
employment.
Procedural fairness is when an employer gives an employee a fair and reasonable opportunity to respond
to matters or evidence that the employer suggests justifies employment termination.

• Identify the grounds on which employment cannot be terminated, as set out in

s. 772(1) of the Fair Work Act 2009.

1. Temporary absence from work because of illness or injury of a kind prescribed by the
regulations.
2. Trade union membership or participation in trade union activities outside working hours
or, with the employer's consent, during working hours.
3. Non-membership of a trade union.
4. Seeking office as, or acting or having acted in the capacity of, a representative
of employees.
5. The filing of a complaint, or the participation in proceedings, against
an employer involving alleged violation of laws or regulations or recourse to competent
administrative authorities.
6. Race, colour, sex, sexual preference, age, physical or mental disability, marital status,
family or carer's responsibilities, pregnancy, religion, political opinion, national extraction
or social origin.
7. Absence from work during maternity leave or other parental leave.
8. Temporary absence from work for the purpose of engaging in a voluntary emergency
management activity, where the absence is reasonable having regard to all the
circumstances.

Question 3

Complete the table below.

a. Identify the following sources of information that can be used to determine
training and development needs:
▪ at least two examples of organisational documents
▪ at least two examples of individuals and/or groups to consult
b. Identify at least one type of information each source can provide regarding
training and development needs.

Sources of information Type of information each source provides

Organisational documents

Work Analysis and Task Analysis The output is as desired or deviated from the requirement.

Performance and cost benefit analysis The performance is as per company requirement or it is burden to the
organization
Individuals or groups to consult

Management to be consulted To understand their vision and requirement from individuals to the
company.
Direct observation and questionnaire Help to get correct data.

Focus group and interviews What is t he problem statement and how it can be rectified.
 Assessment 2 – Coversheet

Students: Please fill out this cover sheet clearly and accurately. Make sure you have kept a
copy of your work.

Student and Submission Details

212643
Student Name Student ID

Unit Code and Date of

BSBLDR522 Manage people performance
Name submission

STUDENT DECLARATION
I declare that
 This assessment is my own work.
 None of this work has been completed by any other person.
 I have not cheated or plagiarised the work or colluded with any other student/s.
 I have correctly referenced all resources and reference texts throughout these assessment tasks.
 I understand that if I am found to be in breach of policy, disciplinary action may be taken against me.

Student
Signature

Assessor to complete

Assessment 2 Assessment Result Date Type Of Submission

□ C (Competent)
☐ First submission
□ NYC (Not Yet
Assessment 2 (Case study)
Competent) ☐ First re-submission

□NA (Not Assessed) ☐ Second re-submission

Assessor feedback

BSBLDR522 15
 Assessor Name

Assessor Signature

This assessment meets the following requirements :

• Monitor and evaluate performance according to

performance standards and key performance indicators
• Provide informal feedback and coaching to staff
• Advise relevant personnel, where performance is poor and
take necessary actions
• Document feedback according to the organisational
performance management system
• Conduct formal structured feedback sessions as necessary
and according to organisational policy
• Develop performance improvement and development
plans according to organisational policies
• Monitor underperforming individuals according to
organisational policies
• Respond to underperforming individuals, as required
• Reinforce excellence in performance through recognition
and continuous feedback
• consult with stakeholders to identify work requirements,

BSBLDR522 16
 performance standards and agreed performance indicators
• develop work plans and allocate work to achieve outcomes
efficiently and within organisational and legal requirements
• assess performance against performance indicators
according to performance management and review
processes
• monitor, evaluate and provide feedback on performance
and provide coaching or training, as needed
• Consolidates and improves own knowledge and skills by
coaching, mentoring or training others
• Plans and prepares documents for allocating work and
managing performance suitable for the target audience
and in accordance with organisational requirements
• Uses language and structure appropriate to context and
audience to explain expected standards of performance,
provide feedback and coach staff
• Sequences and schedules complex activities, monitors
implementation and manages relevant communication
• Seeks advice, feedback and support, as required to assist in
the decision-making process

BSBLDR522 17
 Case Study Overview

This case study assessment requires you to provide informal and formal feedback, reward
excellence and manage the poor performance of team members.
This assessment includes detailed scenarios and simulated environments, providing all
necessary information required to complete relevant tasks and activities, based on the
simulated business, Bounce Fitness <http://bouncefitness.precisiongroup.com.au/>.

Forms and Templates

Forms and Templates are provided for each task. These can be accessed from the following
link:
BSBLDR522 Forms and Templates

Username: albrightlearner
Password: albright@123

Review these forms and templates with your assessor before starting the task.
Case Study 1: Team Member Check-ins
You are currently working as a Centre Manager for Bounce Fitness, a dynamic fitness
corporation centred on providing premier personal training services in Cairns, Brisbane,
Sydney and Melbourne.

You have reviewed the results from the recently conducted quarterly customer satisfaction
survey, the third of four to be conducted for the year. The findings highlight some issues
about the performance of two fitness instructors, Monica Lange and John Ward.

Monica Lange

Monica, a newly recruited team member, has received some great feedback from
customers regarding her skills and knowledge as a fitness instructor. Most customers have
provided her with a rating of ‘excellent’ as an instructor as they are well on the way to
meeting or exceeding their goals. This means Monica is on track to exceeding her key
performance indicator of an ‘excellent’ customer satisfactory rating of 60% by the end of
the year (in three months’ time).

A couple of customers, however, are feeling pressured at the end of sessions into booking
additional private sessions and joining classes, despite being on track to meet their goals.
One customer stated she felt Monica is making assumptions about what was best for her
instead of carefully listening to what she wanted. As a result, Monica is not meeting the
requirements of the Customer Service Standard Policy. By the end of the year, Monica must
demonstrate the ability to meet each of the requirements of Customer Service Standard
Policy.

You feel that Monica is an extremely skilled and enthusiastic fitness instructor but needs to
understand Bounce’s approach to being customer-centred, which involves making sure the
customers are the one who makes the decisions about their needs and plan, and in making
any adjustments to goals.

John Ward

John has always been popular with customers, working with them to develop and achieve
their goals. He works mainly one on one with customers, rarely taking classes.

The latest survey’s findings reveal that many of his customers rated John as a ‘good’
instructor, none considered him to be ‘excellent’ and a few rated him as ‘satisfactory’. One
of John’s key performance indicators is to achieve, by the end of the year, an ‘excellent’
customer rating of 90 per cent. The indicator was not unrealistic as John has received ratings
in the high 80s for the past two years. Previous survey results and the current results indicate
John will not be able to meet the standard.

Some responses indicate that John has not been very enthusiastic. One customer stated he
was ‘uninterested’, another that he was ‘bored’ and a new customer is considering asking for
a new instructor because they don’t feel motivated by John.

In line with the requirements of the Bounce Performance Management Policy and
Procedure, you take steps to manage underperformance. You initiate performance
improvement coaching by checking in with Monica and John and to provide feedback via
email before meeting with them to plan for improvement. This gives each team member
 with an opportunity to carefully consider the feedback to identify ways to address concerns,
and how you can support them in this.

Access and review the following documents:

▪ Bounce Customer Service Standard Policy

https://bouncefitness.precisiongroup.com.au/policies-and-procedures/customer-
relationship-management/
▪ Bounce Performance Management Policy and Procedures

https://bouncefitness.precisiongroup.com.au/policies-and-procedures/human-
resource/

Task 1: Informal Feedback and Coaching

This task will require you to provide informal feedback and coaching to two underperforming
team members.
To record the emails, use the Bounce Email Template.

To complete this task, develop two emails, which must include:

▪ provide positive feedback on current performance, including acknowledgement

of any achievement above ‘good’

▪ describe the concerns with performance as identified in the case study,

referencing current performance and the risk to achieving their key performance
indicators by the end of the year

▪ initiate performance coaching by asking the team member:

o to carefully consider the feedback to identify strategies to improve

performance, including actions and development options

o to identify how you can support them to resolve the concern and improve
performance

o to meet to plan for improvement.

After completing this task, submit the two completed Bounce Email Templates, one for
Monica Lange and one for John Ward, to your assessor.

ToSend From

To Monica Lange

Subject Performance Feedback Review

 Dear Monica,

We have completed the performance feedback review and we are

thrilled to have you at Bounce.
Your performance is very good and has exceeded 100%.
We have received few feedbacks where its been observed that
clients were pushed hard to achieve the target before time which
according to them is not correct.
We request to understand the client requirement with deep
understanding for achieving their target. As per our standards
we should not assume the requirements instead we need to
understand it and validate with facts
Also have a feedback session with them on weekly basis and
understand that they are satisfied with their performance or not.

Centre Manager

ToSend From

To John Ward

Subject Performance Feedback Review

 Dear John,
You had been our star performer but recently we see that
something is obstructing you to be your best. We wish to see
gathering yourself back and hitting the floor with complete
passion and enthusiastic.
We are open to any discussion, for this year it’s forecasted that you
won’t be able to meet the yearly target.
Your clients responded stating the enthusiasm is lacking during the
trailing session and they are not able to reach their target.

Centre Manager

Case Study 2: Team Member Performance Improvement Planning

Both Monica and John have taken time to consider the feedback provided relating to their
performance concerns and coaching you initiated.

Access and review the following documents:

▪ Performance Improvement Planning Character Brief

▪ Performance Improvement Plan Template

https://bouncefitness.precisiongroup.com.au/supplementary-files/social-
competence-bsbldr522/

▪ Bounce Progressive Discipline Policy

https://bouncefitness.precisiongroup.com.au/policies -and-procedures/human-
resource/

Employee to comment on Performance Improvement Plan.

PERFORMANCE IMPROVEMENT PLAN

Learner Name Monica Lange

Workplace/Organisation Bounce
BSBLDR522 – Manage peopleFitness
performance (Release 1)

21
State/Territory
Line manager to comment on Performance Improvement Plan.
Assessor Assessment Pack Produced 21 December 2020
© Precision Group (Australia)
Brisbane Centre
 Improvement Plan

Team Member Name Staff Position Fitness

Instructor

Supervisor’s/Manager Supervisor’s/Manager’s
Name Position

Date of Plan 11th March 2022

Period of Plan Insert start date to end date.

15th March 2022 to 30th March 2022

Progress and Support Identify at least two instances of when informal discussions of progress and
Check-ins need for support will occur.

a. If the customer requirement is not met

b. Drop in performance of other customers

Monitoring Session Formal monitoring session date to measure progress against performance
Date objective.

30 march 2022

Current Performance Describe what the staff member is Describe the performance
doing well concern/s.

Feedback Push the

received as excellent customer more than
from most of the required
client

Performance Improvement Objective

Understanding the client requirement

Strategies a. Improve the analysis of requirement.

Actions to take b. Improvement of planning of meeting of goal
and/or
development
options

Supervisor/Manager a. Will share the experience

Support
Methods b. Assist during the sessions

Consequences Verbal warning and another opportunity of improvement would be given

By signing, both parties acknowledge that they have jointly created and are committed to the Performance Improvement Plan.

Signature of Staff Monica Signature of Supervisor/Manager

Date 15th March 2022 Date 15th March 2022

Performance Monitoring
Manger to record responses to these sections from the monitoring discussion.

Date of 30th March 2022

Monitoring
Session:

Actual Performance has improved as the feedback from the customers has also improved
Performance

(Progress to date)

Strategies and Strategies Implemented Support Methods Implemented

Support List the strategies from the Improvement Plan and List the methods of support from the Improvement
Methods indicate if each was implemented Plan and indicate if each was implemented
Implemented
1. Yes  No  1. Yes  No 
Shadowing Yes  No  One on Yes  No 
one
2.
interaction
Knowledge
Sharing

Team Member’s Reasons for Actual Performance

Explanation No set of targets were assigned as this would help the trainer learn and develop oneself at its own pace.

Strategies Team members preferred to continue the ongoing process

Adjusted or new
actions and/or
development
options

Supervisor/Manager 1. Will hire industry expert to provide learning sessions.

Support 2. Continuous improvement to be implemented to maintain the performance benchmark

Adjusted or new
actions and/or
development
options

By signing, both parties acknowledge that they have participated in monitoring of performance against the Performance
Improvement Plan and are committed to implementing any new or adjusted strategies and support methods to achieve the
performance improvement objective.

Signature of Team
Monica Lange Signature of Supervisor/Manager
Member

Date 30th March 2022 Date 30th March 2022

PERFORMANCE IMPROVEMENT PLAN

Learner Name John Ward

Workplace/Organisation Bounce Fitness

State/Territory Brisbane Centre

Improvement Plan

Team Member Name Staff Position Fitness

Instructor

Supervisor’s/Manager Supervisor’s/Manager’s
Name Position

Date of Plan 11th March 2022

Period of Plan Insert start date to end date.

15th March 2022 to 30th March 2022

Progress and Support Identify at least two instances of when informal discussions of progress and need
Check-ins for support will occur.

c. If the customer is still not satisfied

d. Not happy with the work

Monitoring Session Formal monitoring session date to measure progress against performance
Date objective.

30 march 2022

Current Performance Describe what the staff member is Describe the performance
doing well concern/s.

Feedback received Enjoying the

as excellent from most additional roles and
of the client responsibilities

Performance Improvement Objective

Understanding the client requirement

Strategies c. Making space for additional responsibilities.

Actions to take d. Improvement of planning of meeting of goal.
and/or
development
options
 Supervisor/Manager c. Will allow to do shadowing work for understanding the roles
Support
Methods d. Assist during the sessions

Consequences Verbal warning and another opportunity of improvement would be given

By signing, both parties acknowledge that they have jointly created and are committed to the Performance Improvement Plan.

Signature of Staff John Ward Signature of Supervisor/Manager

Date 15th March 2022 Date 15th March 2022

Performance Monitoring
Manger to record responses to these sections from the monitoring discussion.

Date of 30th March 2022

Monitoring
Session:

Actual Performance has improved as the feedback from the customers has also improved
Performance

(Progress to date)

Strategies and Strategies Implemented Support Methods Implemented

Support List the strategies from the Improvement Plan and List the methods of support from the Improvement
Methods indicate if each was implemented Plan and indicate if each was implemented
Implemented
3. Yes  No  2. Yes  No 
Shadowing Yes  No  One on Yes  No 
one
4.
interaction
Knowledge
Sharing

Team Member’s Reasons for Actual Performance

Explanation No set of targets were assigned as this would help the trainer learn and develop oneself at its own pace.
 Strategies Team members preferred to continue the ongoing process

Supervisor/Manager 3. Will hire industry expert to provide learning sessions.

Support 4. Continuous improvement to be implemented to maintain the performance benchmark

By signing, both parties acknowledge that they have participated in monitoring of performance against the Performance
Improvement Plan and are committed to implementing any new or adjusted strategies and support methods to achieve the
performance improvement objective.

Signature of Team
John Ward Signature of Supervisor/Manager
Member

Date 30th March 2022 Date 30th March 2022

 Task 2: Performance Improvement Planning
Your assessor will observe you as you provide formal feedback to two team members to
complete an improvement plan for each one.

Use the Performance Improvement Plan Template, provided at the Bounce Fitness site.

▪ Complete the section Improvement Plan for each team member.

Please note that the Performance Monitoring section of the template is not required for this
Task. You will complete this section in Case Study 3 Task 3.

After completing this task, submit the two partially completed Performance Improvement
Plans Templates, one for Monica Lange and one for John Ward, to your assessor.

Case Study 3: Team Member Performance Improvement Monitoring

It has been four weeks since the Improvement Plans for both Monica and John were
implemented.
You are to implement the next stage of performance coaching – monitoring achievement.

You have scheduled a monitoring session with each team member to discuss their
performance against the objectives of the plan and to determine what should happen next.
You have asked Monica and John to reflect on and assess their performance. You have also
asked them to consider, should they not be on track to achieve their performance
objectives, what adjustments to the plan may be required.

Regular check-ins with Monica and feedback from members of staff and customers indicate
that Monica has really improved her skills in working with customers. You are extremely
pleased with Monica’s commitment and achievement and will provide that feedback to
her during the meeting.

You are aware that John has not been well, but your observations and feedback from others
have identified that he has been improving. You plan to acknowledge John’s effort during the
meeting.

Access and review the following documents:

▪ Performance Monitoring Character Brief

▪ Performance Improvement Plan Template

https://bouncefitness.precisiongroup.com.au/supplementary-files/social-
competence-bsbldr522/

▪ Bounce Progressive Discipline Policy

https://bouncefitness.precisiongroup.com.au/policies-and-procedures/human-
resource/

BSBLDR522 22
 Task 3: Improvement Monitoring

Use the performance improvement plan template, provided at the bounce fitness site.

Your assessor will observe you as you:

▪ Conduct two role plays with two different volunteers; during each role play you
must:

o Introduce the purpose of the meeting

o Discuss the performance monitoring section, identifying the sequence
of sections in the template
o Discuss actual performance against the performance improvement
objectives
o Determine if the strategies and manager support methods from the
improvement plan were implemented
o Discuss team member’s explanation of actual performance (progress
to date)
o Discuss and agree on at least two strategies to meet the performance
improvement objective/s
o Determine ways you can support the team member to achieve their
performance objective
▪ Complete the performance Monitoring section of the template for each team
member.

After completing this task, submit the two completed Performance Monitoring sections of the
Performance Improvement Plan Template, one for Monica Lange and one for John Ward,
to your assessor.

Improvement Plan is presented in previous exercise.

BSBLDR522 23
 Assessment 3 – Coversheet

Students: Please fill out this cover sheet clearly and accurately. Make sure you have kept a
copy of your work.

Student and Submission Details

Mangesh chaudhari 212643
Student Name Student ID

Unit Code and Date of

BSBLDR522 Manage people performance
Name submission

STUDENT DECLARATION
I declare that
 This assessment is my own work.
 None of this work has been completed by any other person.
 I have not cheated or plagiarised the work or colluded with any other student/s.
 I have correctly referenced all resources and reference texts throughout these assessment tasks.
 I understand that if I am found to be in breach of policy, disciplinary action may be taken against me.

Student Mangesh
Signature

Assessor to complete

Assessment 3 Assessment Result Date Type Of Submission

□ C (Competent)
☐ First submission
Assessment 3 (Workplace □ NYC (Not Yet
Project) Competent) ☐ First re-submission

□NA (Not Assessed) ☐ Second re-submission

Assessor feedback

Assessor Name

BSBLDR522 24
 Assessor Signature

Assessment 3 – Workplace Project

1. Allocate work 1.1 Consult relevant groups and

individuals on work to be
allocated and resources
available
1.2 Develop work plans and
allocate work according to
organisational requirements
and operational plans
1.3 Develop and confirm
performance standards and
key performance indicators
with relevant staff
1.4 Conduct risk analysis
according to organisational risk
management plan and legal
requirements

2. Assess performance 2.1 Review performance

management and processes
according to legislation,
organisational objectives and
policies
2.2 Train participants in the
performance management
and review process

BSBLDR522 25
 2.3 Conduct performance
management according to
organisational policies
procedures and relevant
timelines
2.4 Monitor and evaluate
performance according to
performance standards and key
performance indicators

3. Provide feedback 3.1 Provide informal feedback

and coaching to staff
3.2 Advise relevant personnel,
where performance is poor
and take necessary actions
3.3 Document feedback
according to the
organisational performance
management system
3.4 Conduct formal structured
feedback sessions as necessary
and according to organisational
policy

4. Manage follow up 4.1 Develop performance

improvement and
development plans according
to organisational policies
4.2 Monitor underperforming
individuals according to
organisational policies
4.3 Respond to underperforming
individuals, as required
4.4 Reinforce excellence in
performance through recognition
and continuous feedback

BSBLDR522 26
 This assessment meets the following performance Evidence:

Performance evidence

• consult with stakeholders to identify work requirements,

performance standards and agreed performance indicators
• develop work plans and allocate work to achieve outcomes
efficiently and within organisational and legal requirements
• assess performance against performance indicators according to
performance management and review processes
• monitor, evaluate and provide feedback on performance and
provide coaching or training, as needed
• keep records and documentation in accordance with the
organisational performance management system
• reinforce excellence in performance through recognition and
continuous feedback
• respond to underperforming individuals according to organisational
policies, as required.

This assessment meets the following Foundation Skills:

Foundation Skills

• Consolidates and improves own knowledge and skills

Learning
by coaching, mentoring or training others

BSBLDR522 27
 • Gathers, interprets and analyses texts in
Reading
organisational documents to facilitate performance
management

• Plans and prepares documents for allocating work

Writing
and managing performance suitable for the target
audience and in accordance with organisational
requirements

• Uses language and structure appropriate to context

Oral
and audience to explain expected standards of
Communicati
performance, provide feedback and coach staff
on

Self- • Applies legal and regulatory responsibilities related to

own work and the organisation as a whole
management
• Adheres to organisational policies and procedures

Teamwork • Applies the protocols governing what to

communicate to whom and how in a range of work
contexts
• Collaborates with others to achieve joint outcomes,
influencing direction and taking a leadership role on
occasion

Planning and • Sequences and schedules complex activities,

monitors implementation and manages relevant
organising
communication
• Seeks advice, feedback and support, as required to
assist in the decision-making process
• Uses experiences to reflect on the ways in which
variables impact on performance

BSBLDR522 28
 Workplace Project Assessment
Project Overview

This assessment is divided into five tasks:

▪ Task 1: Work Plan

▪ Task 2: Risk Plan

▪ Task 3: Plan for Performance Management Training

▪ Task 4: Deliver Performance Management Training

▪ Task 5: Performance Evaluation

▪ Task 6: Performance Development Plan

▪ Task 7: Performance Excellence Recognition.

Forms and Templates

Generic forms and templates are provided in the project tasks, unless otherwise specified.
These can be accessed from the following link:
BSBLDR522 Forms and Templates

Username: albrightlearner
Password: albright@123

BSBLDR522 29
 Task 1: Work Plan

ASSESSMENT INSTRUCTIONS

This task will require you to develop two work plans, one each for two members of a
team.
Use the Work Plan template provided at the Bounce Fitness site.
To complete this task, you must:

▪ Determine the work required to be undertaken and the resources available by:

o Reviewing organisational planning documentation, including

operational plans relevant to your team, to determine the goals and
objectives to be achieved and any relevant organisational standards
to meet

o Consulting with relevant organisational groups and individuals who can

provide information about work to be undertaken and the resources
required for this work.

▪ Develop one work plan part of template for each team member.

▪ For each team member, set and record in the workplace plan part of the
template at least two objectives that align to workplace/organisational and
operational goals, objectives and/or performance standards.

▪ Identify the following:

o At least two actions to the objectives
o The resources the team member will need to complete each action,
including human, financial and equipment
o A timeframe or due date for completion of each action
o At least one performance standard for each action
o At least one key performance indicator to measure performance against
each standard.
Please note that the ‘Performance Evaluation’ part of the Template is not to be
completed for this task. This part is required for Workplace Project Task 5.

▪ Confirm performance standards and key performance indicators with relevant

staff, for example your supervisor or manager and a human resources practitioner.

WORK PLAN TEMPLATE

Candidate Name Monica
Workplace/Organisat Bounce Fitness
ion
State/Territory Melbourne

Work Plan
Team Member Ellie Tolley
Team Member’s
Centre Manager
Position
Period of Plan April 01 2022
Record the organisational goals or objectives that your team must undertake work to achieve.
Organisational
Goals or a. Collaborative progress
Objectives b. Ensure Fitness for all

Include at least two objectives. Each must be aligned to organisational and operational
Team Member’s goals/objectives.
Objectives a. Build team spirit and progress together
b. Try to motivate people aware about the benefits of exercising
 Key Actions Required Performance Key Performance
Include two or more Resources Standard Indicators
Expected Date of
to meet each Include the human, At least one standard At least one KPI must be
Completion
objective. financial or must be included for included to measure
equipment to each action, aligned to performance against the
complete each action. objective. standard.
3 Promotional Event management July 30 2022 Adding 02 members
1. No. of
activities per week expert, and 3 each week
members for enquiries
coordination and received
3000$ per week for 2. No. of
events promotion members
onboarded

Member going for Professional July 30 2022 Members

1. No. of
yearly administrators considering yearly
memberships memberships and members
not quarterly and onboarded for
half yearly yearly
membership
2. No. of
members
converted to
yearly
membership

By signing, both parties acknowledge that they are committed to the Work Plan.
Signature of Signature of
Monica Ellie
Team Member Supervisor/Manager
Date March 20 2022 Date March 25 2022

WORK PLAN TEMPLATE

Candidate Name John Ward
Workplace/Organisation Bounce Fitness
State/Territory Melbourne

Work Plan
Team Member Ellie Tolley
Team Member’s
Centre Manager
Position
Period of Plan April 01 2022
Record the organisational goals or objectives that your team must undertake work to achieve.
Organisational
Goals or c. Collaborative progress
Objectives d. Ensure Recognition

Include at least two objectives. Each must be aligned to organisational and operational
goals/objectives.
Team Member’s c. Build team spirit and progress together
Objectives
d. Team to win events and build the brand
 Key Actions Required Performance Key Performance
Include two or more Resources Standard Indicators
Expected Date of
to meet each Include the human, At least one standard At least one KPI must be
Completion
objective. financial or must be included for included to measure
equipment to each action, aligned to performance against the
complete each action. objective. standard.
Out of 12team Medical and expert July 30 2022 All members to
3. No. of awards
members for support and finish in top 10 in
competition 04 consulting. every competition won
members should Support of 2000$ participated 4. No. of
win at least 01 for nutritional members
competition requirements reaching to top
10

Winning 02 Medical and expert July 30 2022 Winning 02

3. Winning major
competitions support and competitions and
consulting. finishing 03 events.
Support of 500$ for competitions in top
nutritional 5.
requirements

By signing, both parties acknowledge that they are committed to the Work Plan.
Signature of Signature of
John Ellie
Team Member Supervisor/Manager
Date March 20 2022 Date March 25 2022
Submit the partially completed Work Plan to your assessor. Provide the supplementary
documents/sources used to create the work plan, including the organisational strategic
and operational documentation that provided information about organisational key result
areas and goals and operational and objectives.
Task 2: Risk Plan

ASSESSMENT INSTRUCTIONS

This task will require you to conduct risk analysis for the Work Plans developed in Workplace
Project Assessment Task 1.
Use the Risk Plan template provided at the Bounce Fitness site.
To complete this task, you must:

▪ Identify at least two risks to the team members meeting their objectives, taking into
consideration:

o Risks in your organisation’s risk management plan that may be relevant to your
team’s work plans

o Determine any legislative and regulatory requirements specific to your work

area to be met.

• Assess each risk to determine its likelihood and consequence

and overall risk rating

• Prioritise the risks according their likelihood and consequence.

• Determine how each risk will be managed by selecting a

treatment option appropriate to the risk’s impact and likelihood
and in line with any options listed in the organisation’s risk
management plan.

Submit the completed Risk Plan to your assessor

RISK PLAN
Candidate Name Monica
Workplace/Organ Bounce Fitness
isation
State/Territory Sydney

Risk Likelihood Consequen Overall Priority Treatment

Describe two Refer to the ce Risk Rating Refer to the Option
or more risks scale Refer to the Refer to the scale Select an
to meeting provided later scale matrix provided later option for
objectives. in this provided later provided later in this each risk
document. in this in this document. based on
document. document ratings.
Moderate Minor 3 L Precaution
a. Fatali
towards
ty methodolog
durin y for
g performing
prom promotional
otion activities
al and events
to be taken
care of.
 event
s

Moderate Minor 3 L Resources

b. Avail
and
abilit necessary
y of items for
resou internal
rces team and
increasing
members to
be made
available by
checking
inventory on
monthly
basis

RISK PLAN
Candidate Name John
Workplace/Organisation Bounce Fitness
State/Territory Sydney

Risk Likelihood Consequence Overall Risk Priority Treatment

Describe two or more Refer to the scale Refer to the scale Rating Refer to the scale Option
risks to meeting provided later in provided later in Refer to the provided later in Select an option
objectives. this document. this document. matrix provided this document. for each risk
later in this based on ratings.
document
Likely Serious 8 H Immediate
a. Injuries to
availability of
the medical and
members expert facility
developed available
to through tie ups
participate and partnering
in with hospitals.
bodybuilding
competitions

Likely Serious 8 H Having

b. Injury to
consultant with
self because immediate
of excessive availability for
activities resolving and
concern caused.
Task 3: Plan for Performance Management Training

ASSESSMENT INSTRUCTIONS

This task will require you to plan for the delivery of performance management training to
two or more team members.
To complete this task, you must:

▪ Review federal and state/territory legislative sites to determine requirements for

performance management, including terminating employment and
requirements identified in anti-discrimination legislation.

▪ Review any modern awards, enterprise agreements or contracts that may apply
to the members of the team.

▪ Review workplace/organisational policies, procedures and processes and other

relevant guidance documentation to determine the purpose and benefits of
and requirements for managing performance, including conducting
reviews/appraisals.

▪ Plan to deliver a training session to two or more team members to present

performance management requirements and the review process. Your plan must
include:

o Explanation on the purpose and benefits of performance management,

for the workplace/organisation and for individuals, referencing the
workplace/organisation’s identified purpose and benefits

o Legislative requirements must be presented and include reference to

federal/state relevant workplace, employee or industrial relations and
anti-discrimination acts, and any relevant awards or agreements.

o The policies and procedures to follow to meet workplace/organisational

performance management requirements must be presented.
 o The review process must be presented, including:

▪ key actions in managing performance, addressing poor

performance and terminating employment

▪ responsibilities of supervisors and employees

▪ key dates

▪ tools used

▪ at least two examples of support provided by human resources,

e.g. support in developing work plans or support in dealing with
underperforming staff.
Submit evidence of the content you plan to delivery to the team.
Task 4: Deliver Performance Management Training

ASSESSMENT INSTRUCTIONS

This task will require you to deliver the performance management training to at least two
team members you planned in Workplace Project Task 3.
You will be assessed on your skills to deliver performance management training to a team
of at least two members.
Before starting this task, review:

▪ the Evidence of delivery planning documentation that you completed in Task

3

▪ Workplace Project Task 4 – Observation Form

This form outlines all the practical skills you need to demonstrate to satisfactorily
complete this task. Your assessor will also discuss with you the practical skills
outlined in this form prior to the assessment.
Task 5: Performance Evaluation

ASSESSMENT INSTRUCTIONS

This task will require you to evaluate the performance of the two team member’s
performance from Workplace Project Task 1 Work Plan, against performance standards
and indicators recorded in the plan.
Use the Work Plan template provided at the Bounce Fitness site.
If time doesn’t permit, discuss with your assessor options to complete this task.
To complete this task, you must:

▪ Access relevant reports and obtain feedback to evaluate performance.

▪ Meet with each team member when the team members’ performance is
due to be reviewed, according to your organisation’s policy and
procedures, to discuss performance. This must involve:

o Discussing and determining actual performance (progress to date if not at

the end of the performance management period)

o Discussing team member’s views on their actual performance

o Providing feedback about what each team member did well and not so
well
Trainer will discuss these resources with you, and the criteria outlined in this form prior to
this assessment.
Submit to your assessor the completed Part B of the Work Plan for each of the team
members.
.

Employee: Monica
Performance Evaluation
Date of September 10 2022
Evaluation
1. 02 members were added each week
Actual 2. Short term memberships were converted to yearly membership
performance
Compared to
planned
performance

Louis: Members has increased in the gym and its all efforts of monica and his
team.
Team Manas: Xing as a family is increasing because of new faces
member’s and jointness also short term relationship going towards long
views term partnerships

Employee: John
Performance Evaluation
Date of September 10 2022
Evaluation
3. Won 02 competitions
Actual 4. Couldn’t achieve in finishing the top 5 in other 03 competitions
performance due to injury.
Compared to
planned
performance

Roger: John has achieved exceptional awards but hard work and crossing the
limits had led him to injury.
Team Luna: Had work hard for the achievement and increase the
member’s visibility of Xing fitness.
views
 Task 6: Performance Development Plan

Personal Development Plan

Template
Name: Monica

Centre: Melbourne

Period Covered: April-August

COLUMN 1 COLUMN 2 COLUMN 3 COLUMN 4 COLUMN 5 COLUMN 6 COLUMN 7

SKILL CURRENT TARGET DEVELOPMENT CRITERIA FOR TIME SCALE EVIDENCE

PROFICIENCY PROFICIENCY OPPORTUNITY JUDGING SUCCESS
Winning competition Medium Good Sufficient Winning 02 competition 03 months Major events result
PRIORITY
NO.1

PRIORITY Building results Medium Good Sufficient Preparing team for 03 months Performance of team
NO.2 competing in members in Events
competitions
 Personal Development Plan
Template
Name: John

Centre: Melbourne

Period Covered: April-August

COLUMN 1 COLUMN 2 COLUMN 3 COLUMN 4 COLUMN 5 COLUMN 6 COLUMN 7

SKILL CURRENT TARGET DEVELOPMENT CRITERIA FOR TIME SCALE EVIDENCE

PROFICIENCY PROFICIENCY OPPORTUNITY JUDGING SUCCESS
Event management Medium Good Sufficient On boarding team 03 months Increase in
PRIORITY members membership in next 03
NO.1 months

PRIORITY Customer relationship Medium Good Sufficient Converting short term 03 months Converting short term
NO.2 members to long term members to long term
members members.