Part D: Monitor performance
You will complete two separate role-plays in Part D; you must have the same role-play partner for both events.
Role-play 1: Formal structured feedback session
Review the performance data in the tables below. Identify the team member with poor performance.
You must conduct a formal structured feedback session with the employee. You must offer appropriate support to the team member to improve their performance. Your trainer/assessor will observe the feedback session and use the checklist at Appendix E to record their observations and provide feedback.
During the session, you must prepare a performance improvement plan using the template at Appendix F.
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Role-play 2: Counselling session
There are 2 parts to this activity- you must conduct a counselling session and also document a performance management report.
Review the performance data for the next month in the tables below and evaluate if the team member with poor performance is now meeting their KPIs.
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• Conduct a formal counselling session that is observed by your trainer/assessor. Review the observation checklist at Appendix F to understand the criteria they will use to judge your performance.
• Document a performance management report in accordance with MyHome2’s policy and procedures.
Role play 3: Termination
There are two parts to this activity – you must conduct a role-play and write a letter. Read the scenario and role-play a meeting with a partner. Your role-play partner is the Human Resources Manager in your workplace.
Read the scenario below and the Trainer/assessor checklist at Appendix H, then arrange a role-lay meeting with the Human Resources Manager to confirm you are following the termination process correctly. In your role-play you must explain to the Human Resources manager the termination process you have followed. You must explain how you have complied with the relevant legislation and award.
Scenario
Workplace health and safety is a top priority in your workplace. Many of the employees are young workers (including school leavers). Your business specialises in healthy burgers and chicken dishes. Many of the meals are served with fries. Employees use sharp kitchen implements, cook with oil and are in proximity to hot surfaces. Slips are a regular hazard due to spills.
You have had two formal feedback sessions with Jin, a team leader. Jin is a permanent, full-time employee with two years’ service. There have been serious issues with Jin’s compliance with the restaurant’s workplace policies and procedures, including:
• not using correct personal protective equipment when cooking or cleaning
• using a sharp knife to open boxes rather than the perforated strip around the top of the box
• not attending to spills (this has led to two incidents where employees have slipped).
The most serious issues relate to Jin’s habit of playing ‘practical jokes’ on other team members. She has put ‘fake’ insects and rodents in the food store and has told other employees that they should not follow correct WHS procedures if they find it slows them down. Your investigations have found that Jin’s consistent message to team members is: ‘You have to reach your sales and service targets. You will find you will faster if you don’t wear gloves.’
You conducted a formal feedback session where you developed a performance improvement plan with Jin on 1 June.
You sent Jin a formal warning letter on 2 June.
On 1 July you had a second meeting with Jin and the human resources manager. You sent Jin a second warning letter on 2 July.
You met with Jin again on the 18th July as the concerning behaviours were continuing. In that meeting, you were issued Jin a final warning letter that stated that her employment could be terminated if herr conduct did not improve by 30 July.
After her practical joke of briefly shutting a new team member in the refrigerated section yesterday, you have met with Jin and terminated her employment. She will receive wetwoek’s pay in lieu of notice and her accrued annual leave will be paid to her today.
Activities
a. The purpose of your role-play is to see the advice of the Human Resources Manager to confirm that you are following the termination process correctly. In your role-play you must explain to the Human Resources manager the termination process you have followed. You must explain how you have complied with the relevant legislation and award.
b. Write a letter that you will give to Jin at the conclusion of the termination meeting.
You must submit the letter as part of your assessment.
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