Professional Documents
Culture Documents
Values
Quality.
Customer value.
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BBQfun organisational chart Simulated business: BBQfun
Board of Directors
and
CEO Pat Mifsud
Operations External
Chief Financial
General consultant
Officer
Manager
Riz Mehra (you)
Kim Chen
Human
Manager Manager Manager
Resources
Marketing Brisbane Gold Coast
Manager
Sam Lee Pat Sweeney Alex Mitchell
Les Goodale
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Performance management policy and procedures Simulated business: BBQfun
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Performance management policy and procedures Simulated business: BBQfun
1. Annual discussion
The annual discussion is a key step in the performance review process. Essentially, this step
involves compiling all the information collected and assessed throughout the year relating
to the employees performance.
The key elements of the annual discussion are to:
reflect on performance during the year
clarify key responsibilities of the role and review the job description
set agreed targets and performance standards for the next six months
2. Documentation
The performance review documentation provides an important guide to record the
standards expected of an individual, their targets (according to the job role) and individual
development plans. It is important to use the correct forms to maintain the integrity of the
information, and to help the manager and employee ensure the review is completed
correctly.
3. Timing
Employee performance is to be formally reviewed every 12 months with a follow-up review
in six months. A new plan should be completed at each annual appraisal discussion.
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Date:
Date:
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When do we coach?
Coaching is different to formal training. But how do you know when you should step in, or
let employees work through the problems for themselves?
Observe the employee's work and be alert for certain triggers or signs. For example,
you may notice an attitude or behaviour creeping in, or you discover a slump in the
employees KPIs.
Coach when you want to focus attention on any specific aspect of the employee's
performance.
Dont hesitate do it now. Coaching is a process that is most effective when it
happens promptly.
How do we coach?
Good coaches challenge employees and ask questions that help the employee to
discover how to improve.
Coach when you wish to focus attention on any specific aspect of the employees
performance.
A coaching meeting should focus on just one or two aspects of performance. Any
more than that and employees wont remember the main impact of your meeting.
Keep coaching conversations brief and between 5 and 15 minutes long.
Allow the employee to own the problem and its solutions. Ask them: How do you
think we should handle this?
Be sure you document any key elements that come out of your coaching sessions and
store them in the employees file.
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Goal
Things can change, and the employees goals may need to be revisited and reviewed.
Current Reality
Getting to the root cause of problems means asking the team member about what is
happening and how the problem is affecting them. Often managers can leap to a conclusion
about solving a performance problem. Important information that can help to solve the
problem is often missed.
Some useful coaching questions include:
How is this change affecting your work?
Options
Once you and your team member have explored the current reality, it's time to start
exploring the alternatives for solving the problem. It should be a two-way process, so
encourage the team member for their ideas and views about what might be done.
Ask questions like:
What other options have you considered for how we might handle this?
Will
By this stage you will have examined the current reality and canvassed the options for what
could be done. The team member should now have a clear idea of how to deal with the
situation. The final step for you as a coach is to get them to commit to taking action.
How will you take this forward?
Note: The coaching conversation does not need to rigidly follow the order above. Any
genuinely two-way conversation will develop in unplanned ways. Nevertheless, each
element of the GROW model should be addressed at some point in any coaching session
that is likely to be effective.
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Procurement policy and procedures Simulated business: BBQfun
Scope The scope of this policy covers the purchasing and acquisition of
resources by employees and contractors of BBQfun.
A New Tax System (Goods and Services Tax) Act 1999 (Cwlth)
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Procurement policy and procedures Simulated business: BBQfun
3. Non-discrimination
This procurement policy is non-discriminatory. All potential contracted suppliers should
have the same opportunities to compete for business and must be treated equitably based
on their suitability for the intended purpose.
4. Risk management
Risk management involves the systematic identification, analysis, treatment and, where
possible, the implementation of appropriate risk-mitigation strategies. It is integral to
efficiency and effectiveness to proactively identify, evaluate, and manage risks arising out of
procurement related activities. The risks associated with procurement activity must be
managed in accordance with the organisations Risk Management Policy.
6. Procurement planning
In order to achieve value for money, each procurement process must be well planned and
conducted in accordance with the principles contained in this document and comply with all
of the organisations policies and relevant legal and regulatory requirements.
When planning appropriate procurement processes, consideration should be given to
adopting an approach that:
encourages competition
secures and maintains contractual and related documentation for the procurement
which best protects the organisation
complies with the summary of procurement delegations (on page 12).
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that the initial purchase price may not be a reliable indicator of value
the flexibility, convenience and capacity of local suppliers for follow on orders
the scope for improvements to the goods and add-ons from local industry.
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Recruitment and induction policy and procedures Simulated business: BBQfun
Scope The scope of this policy covers the recruitment and induction by
employees and contractors of BBQfun.
Principles
The following principles guide decision-making in relation to recruitment and selection of
employees:
The aim of the recruitment and selection process is to appoint the most suitable
person to the position.
Recruitment of new employees will only be undertaken after capabilities of existing
workforce have been taken into account and training options sufficiently explored.
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2. Job description
A job description is a key document in the recruitment process, and must be finalised prior
to taking any other steps. It must include:
the job title (which must be gender neutral)
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3. Person specification
The person specification is of crucial importance and informs the selection decision. The
person specification details the knowledge (including necessary qualifications), skills and
abilities, experience, aptitudes required to do the job. The person specification should be
specific, related to the job, and not unnecessarily restrictive; for example, only qualifications
strictly needed to do the job should be specified.
Great care must be taken if physical requirements are specified. Anti-discrimination
legislation requires employers to make reasonable adjustments to jobs to make them
suitable for people with a disability. It is therefore important that any physical requirement
is stated in terms of the job that needs to be done. For example, a job may require that the
appointee must be able to travel to a number of different locations. In this instance, it will
be necessary to consider if an ability to drive is required, or whether or not reasonable
adjustments can be made for non-drivers.
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application form
job description
person specification.
The pack may also include further information relevant to the particular post, e.g. annual
report, organisational structure chart as appropriate.
6. Processing applications
Staff must be aware that when dealing with enquiries about vacancies that it is unlawful to
state or imply that applications from one gender or from a particular racial group, age
group, sexual orientation or religion/belief would be preferred, (unless a genuine
occupational qualification or requirement applies) and to do so may lead to a complaint of
unlawful discrimination.
Care must also be taken that all applicants are treated in the same way, for example, with
regard to invitations to visit the department, informal meetings to discuss the vacancy, and
provision of information. However, it is acceptable to respond to requests from individual
candidates who demonstrate initiative in their preparation.
The confidentiality of applications must be respected by all of those involved in the selection
process.
7. Shortlisting
After the closing date has passed, applications from candidates may be shortlisted. This
decision should be based on evidence that the applicant has met the requirements of the
person specification.
The original applications from all applicants, together with a written note of reasons for
shortlisting or rejection, must be retained for a minimum of six months from the date that
an appointment decision is notified, in case of complaint to an employment tribunal. All
photocopies of application forms must be shredded.
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this can be found in the Rehabilitation of Offenders Policy (and the application pack
guidance notes).
a request that they contact the author of the letter/message if they have any special
requirements in relation to the interview (related to access to the venue or any other
special need related to a disability)
if appropriate, details of any test or presentation they will be required to do, or
anything that they should bring with them (e.g. examples of work or proof of
qualifications that are essential to the post).
It is best practice to write to candidates who have not been shortlisted but if this is not
possible due to limited resources, the application pack should make clear that if not notified
after a certain date or period, applicants should consider themselves not to have been
shortlisted.
10. Interviewing
Interviews should be scheduled as soon after the closing date as reasonably possible.
The structure of interviews should be decided in advance by determining whether the
interview panel will be assembled and what areas of questioning are required to cover all of
the elements of the person specification. The question areas to be explored by each panel
member should be agreed in advance to avoid overlap or repetition.
The same areas of questioning should be covered with all candidates. Interview questions
should be phrased so that they do not favour any one candidate and should be designed to
seek evidence of how the interviewee meets the criteria of the job role. Supplementary
questions should be used to probe for further information or clarification where answers are
incomplete or ambiguous. Care must be taken to avoid questions that could be construed as
discriminatory (e.g. questions about personal circumstances that are unrelated to the job).
The interviewer (or interview panel, if used) is to act for the organisation in making selection
decisions and is accountable for them. Interview notes must be taken to help make an
informed decision based on the content of the interviews. Such notes must relate to how
candidates demonstrate their knowledge, skills, experience and abilities in relation to the
requirements of the job role. Applicants can request disclosure of such notes in the event of
a complaint. Obviously any inappropriate or personally derogatory comments contained
within the notes could be considered discriminatory and are unacceptable.
Disabled applicants
Where the candidate being interviewed has a disability for which adjustments may need to
be considered, the candidates requirements should be discussed with them once the
planned questioning is complete. The outcome of these discussions must not influence the
consideration of the candidates application. If the disabled candidate best meets the
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12. Feedback
It is good practice to offer applicants feedback after interviews and it is our policy to respond
if requested. Feedback should be specific and honest. Panel members giving feedback must
ensure that any feedback they give relates to the selection criteria for the post and that the
words that they use could not be taken to infer unlawful discrimination.
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14. Appointment
Only the manager issues letters of appointment and places individuals on the payroll.
Responsible Completed
Item officer (Sign-off and date)
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Responsible Completed
Item officer (Sign-off and date)
Organisational overview
16. Recordkeeping
All records relating to the recruitment and selection procedure will be retained only for as
long as is necessary (generally six months), and will be securely destroyed thereafter.
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