||Identify performance and bring directly to the attention of the team member concerned.
- 1.1 - Inspect work undertaken by team members and establish performance against project and/or organisational requirements.
- 1.2 - Advise team members of possible non-compliances of work undertaken whilst conforming with organisational personnel procedures.
- 1.3 - Acknowledge good performance and provide related feedback to team members.
- 1.4 - Explain why it is important to acknowledge good performance with team members.
- 1.5 - Explain why it is important to prompty identify poor performance.
- 1.6 - Explain why poor performance of a team member should be brought promptly and directly to their attention.
||Provide team members with the opportunity to discus actual or potential problems affecting their performance.
- 2.1 - Facilitate discussions with team members about any issues affecting their performance.
- 2.2 - Describe typical types of team member problems arising from work-related and/or personal factors.
- 2.3 - Explain the methods and techniques used to encourage and enable members to talk frankly about their problems.
- 2.4 - Explain why it is important to provide opportunities for team members to discuss problems.
- 2.5 - Agree with team members a course of action which is appropriate, timely and effective.
||Agree with team members a course of action which is appropriate, timely and effective.
- 3.1 - Identify and discuss possible courses of action that meet the needs (where possible) of the individual and the organisation.
- 3.2 - Make recommendations to the team member to develop and improve their work performance.
- 3.3 - Confirm a course of action with the team member which conforms to organisational procedures.
- 3.4 - Explain how to identify any problems which team members may be experiencing.
- 3.5 - Describe how to devise appropriate responses to team member problems.
- 3.6 - Describe the methods used to make recommendations for improvements and development of individuals and the team.
||Ensure team members are aware of information regarding disciplinary and grievance procedures.
- 4.1 - Discuss issues that may give rise to disciplinary and grievance procedures through team briefings.
- 4.2 - Give reasons for maintaining confidentiality when dealing with disciplinary and grievance procedures.
- 4.3 - Explain who may and may not receive information from disciplinary and/or grievance procedures.
- 4.4 - Describe the possible consequences should the wrong people be informed, in regards to:
- the organisation
- individuals rights
- equality and diversity
- development opportunities.
- 4.5 - Describe methods used to keep records of issues that may give rise to disciplinary and grievance procedures that have been discussed in team meetings.