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BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 1
Assessment Workbook
BSBLDR522
Manage people performance 
Copyright and Disclaimer
No part of this resource may be reproduced, stored in a retrieval system or transmitted via any
electronic means or otherwise without the prior written permission of Lexis Training (LT).
LT gives permission to its students to reproduce in print format, one copy of this manual for
their own educational use.
Information contained in this resource is drawn from a number of different sources of
information believed to be reliable. LT and its employees do not warrant the correctness of
the sources used and accept no responsibility to any person for any errors or omissions or
for any loss or damage howsoever caused from the use of this resource.
Version Control and Amendment History
BSBLDR522 – Manage people performance 
Reason for Review Release Date Version Details
Initial Release 19/10/2021 V1.0221 Written in line with the 
BSB Business Services 
Training Package Version 
7.0, released 19/10/2020
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 2
Table of Contents 
Learner Assessment Information..........................................................................................................5
Overview......................................................................................................................................5
Active Participation.......................................................................................................................5
Assessment Types.........................................................................................................................5
Written Work................................................................................................................................5
Feedback to the Learner...............................................................................................................6
Competency Outcome..................................................................................................................6
Additional Evidence......................................................................................................................6
Academic Integrity........................................................................................................................7
Plagiarism.....................................................................................................................................7
Collusion.......................................................................................................................................7
Confidentiality..............................................................................................................................7
Recognition Prior Learning............................................................................................................8
Assessment Appeals Process........................................................................................................8
Reasonable Adjustment................................................................................................................8
Principals of Assessment and Rules of Evidence...........................................................................8
AQF Level......................................................................................................................................9
Pre-Assessment Requirements.....................................................................................................9
Instructions for Assessors...................................................................................................................10
Written Assessments..................................................................................................................10
Accessing Intranet Pages and External Links........................................................................................11
Assessment Agreement.......................................................................................................................12
Short Answer Questions.............................................................................................................14
Practical Assessment...................................................................................................................18
Your State/Territory................................................................................................................19
Case Study Assessment...........................................................................................................20
Case Study Overview...............................................................................................................20
Case Study 1: Team Member Check-ins..................................................................................22
Case Study 2: Team Member Performance Improvement Planning......................................25
Case Study 3: Team Member Performance Improvement Monitoring..................................28
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Workplace Project Assessment...............................................................................................31
Project Overview.....................................................................................................................31
Task 1: Work Plan....................................................................................................................33
Task 2: Risk Plan......................................................................................................................35
Task 3: Plan for Performance Management Training..............................................................36
Task 4: Deliver Performance Management Training...............................................................38
Task 5: Performance Evaluation..............................................................................................39
Task 6: Performance Development Plan.................................................................................40
Task 7: Performance Excellence Recognition..........................................................................41
Assessment Workbook Checklist.................................................................................................42
Record of Assessment.................................................................................................................45
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Learner Assessment Information
Overview
Prior to commencing this assessment task, your trainer/assessor will explain in detail the 
requirements of these assessment tasks. Please consult with your trainer/assessor if you have any 
questions relating to the requirements of these assessments. It is important that you understand and
adhere to the assessment requirements and address each assessment task in full. If any of the 
required tasks are not fully addressed, then you will be required to resubmit this assessment. Your 
trainer/assessor will remain available to support you throughout the assessment process.
Active Participation
It is a condition of enrolment that you actively participate in your studies. Active participation is 
attending classes and completing all of your assessment tasks on time. 
Assessment Types 
 Direct observation
 Portfolios/projects
 Question and answers (verbal or written)
 Presentations
a.
The assessment tasks in this workbook assess aspects of all the elements, performance criteria, skills 
and knowledge and performance requirements of this unit of competency.
To demonstrate competence in this unit you must undertake all required activities in this workbook 
and have these tasks deemed satisfactory by yourtrainer/assessor. If you do not answer some 
questions or perform certain tasks, you will be deemed to be Not Yet Satisfactory; your 
trainer/assessor may ask you supplementary questions to determine your competence. Once you 
have demonstrated the required level of performance, you will be deemed Competent in this unit.
As part of the assessment process, all learners must abide by any relevant assessment policies as 
provided during your classes.
If you feel you are not yet ready to be assessed or that this assessment is unfair, please contact your 
assessor to discuss your options. You have the right to formally appeal any outcome and, if you wish 
to do so, discuss this with your trainer/assessor.
Written Work
Assessment tasks are used to measure your understanding and underpinning skills and knowledge of 
the overall unit of competency. When undertaking any written assessment tasks, please ensure that 
you address the following criteria:
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 Address each question including any sub-points
 Demonstrate that you have researched the topic thoroughly 
 Cover the topic in a logical and structured manner 
 Your assessment tasks are well presented, well referenced and word processed
 Your assessment tasks include your full legal name on each and every page and the unit code
 Assessments must be typed using document software such as (or similar to) MS Office
 Handwritten assessments will not be accepted (unless, prior written permission is given)
Feedback to the Learner 
Feedback on a learners’ assessment performance is a vital element in their learning. Its purpose is to 
justify to learners how their competency was assessed, as well as to identify and reward specific 
qualities in their work, to recommend aspects needing improvement, and to guide learners on what 
steps to take. 
Feedback should:
• Guide learners to adapt and adjust their learning strategies
• Guide trainers/assessors to adapt and adjust their teaching to accommodate a learners’
needs
• Be a pivotal feature of learning and assessment design
• Focus on course and unit learning outcomes
• Guide learners to become independent and self-reflective learners and improve their own
self awareness
• Acknowledge the developmental nature of learning.
Competency Outcome
There are two outcomes of assessments: 
o S = Satisfactory 
o NYC = Not Yet Competent - requires more training and experience
Once the learner has satisfactorily completed all the tasks for this unit the learner will be awarded 
“Competent” (C) or “Not yet Competent” (NYC) as the overall unit of competency result.
If you are deemed “Not Yet Competent” you will be provided with feedback from your assessor and 
will be given another chance to resubmit your assessment task(s). Please refer to your VET Learner 
Handbook for further information.
Additional Evidence
If we, at our sole discretion, determine that we require additional or alternative 
information/evidence in order to determine competency, you must provide us with such 
information/evidence, subject to privacy and confidentiality. We retain this right at any time, 
including after the submission of your assessments.
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Academic Integrity
Academic Integrity is about the honest presentation of your work. It means acknowledging the work 
of others while developing your own insights, knowledge, and ideas. 
As a learner, you are required to:
 Undertake studies and research responsibly and with honesty and integrity
 Ensure that your work is in no way falsified
 Seek permission to use the work of others, where required
 Acknowledge the work of others appropriately
 Take reasonable steps to ensure other learners cannot copy or misuse your work
Plagiarism
Plagiarism is taking and using someone else's thoughts and writings and representing them as your 
own. Plagiarism is a serious act and may result in a learner’s exclusion from their course of study. If 
you have any doubts about including the work of others in your assessment, please consult your 
trainer/assessor. The following list outlines some of the activities that may be considered as 
plagiarism: 
 Presenting any work by another individual as one's own unintentionally 
 Handing in assessments that are similar to or copied from another learner
 Presenting the work of another individual or group as your own work
 Handing in assessments without the adequate acknowledgement of sources used, including 
assessments taken totally or in part from the internet
If it is identified that you have plagiarised within your assessment, then a meeting will be organised 
to discuss this with you, based on this meeting further action may be taken accordingly.
Collusion
Collusion is the presentation by a learner of an assessment as their own that is, in fact, the result in 
whole or in part of unauthorised collaboration with another person or persons. Collusion involves 
the cooperation of two or more learners in plagiarism or other forms of academic misconduct and, as
such, both parties are subject to disciplinary action. Collusion or copying from other learners is not 
permitted and will result in a NYC grade.
Confidentiality
We will treat anything, including information regarding your job, workplace, employer, with strict 
confidence and in accordance with the law. However, you are responsible for ensuring that you do 
not provide us with anything regarding any third party including your employer, colleagues, and 
others, that they do not consent to the disclosure of. While we may ask you to provide information 
or details about aspects of your employer and workplace, you are responsible for obtaining 
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necessary consents and ensuring that privacy rights and confidentiality obligations are not breached 
by you in supplying us with such information.
 
Recognition Prior Learning
Learners will be able to have their previous experience or expertise recognised on request.
Assessment Appeals Process
If you feel that you have been unfairly treated during your assessment, and you are not happy with 
your assessment and/or the outcome as a result of that treatment, you have the right to lodge an 
appeal. You must first discuss the issue with your trainer/assessor. If you would like to proceed 
further with the request after discussions with your trainer/assessor, you can lodge your appeal with 
the VET Manager, in writing, outlining the reason(s) for the appeal. Please refer to the VET Student 
Handbook for further information.
Reasonable Adjustment
We recognise the need to make reasonable adjustments within our learning and assessment 
environments to meet your individual needs. If you need to speak confidentially to someone 
regarding your individual needs please contact your trainer/assessor. It is important to note the 
following points:
 Academic standards of the unit/course will not be lowered to accommodate the needs of 
any student, but there is a requirement to be flexible about the way in which it is delivered 
or assessed
 If a reasonable adjustment is required trainer/assessors will need to complete the 
“Reasonable Adjustment Strategies Matrix” to ensure the explanation and correct strategy 
have been recorded and implemented
Principals of Assessment and Rules of Evidence
All assessment tasks will ensure that the Principles of Assessment and Rules of Evidence are adhered 
to. 
The Principles of Assessment are that the assessment must be valid, fair, flexible, reliable, and 
consistent. The Rules of Evidence state that evidence must be sufficient, valid, current, and 
authentic.
AQF Level
AQF levels and the AQF levels criteria are an indication of the relative complexity and/or depth of 
achievement and the autonomy required to demonstrate that achievement.
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All assessment tasks must ensure compliance with the requirements of AQF level and the AQF level 
criteria. For more information, please visit http://www.aqf.edu.au/.
For further information regarding this unit go to https://training.gov.au/Training/Details/BSBLDR522 
Pre-Assessment Requirements
Our pre assessment requirements help learners to determine if they are ready for assessment. Your 
trainer and assessor must review the below points with the learner before the learner attempts the 
assessment task. If any points are incomplete or not clear to the learner, the trainer and assessor 
must provide relevant information to the learner to ensure they understand the requirements of the 
assessment task.
The learner must ensure they are ready for the assessment task before undertaking it. Please see 
below requirements:
 Completed the necessary prior learning before attempting this observation assessment
 Ensure your trainer and assessor has clearly explained the assessment process and tasks to 
be completed
 Ensure that you understand what evidence is required to be collected and how
 You aware of your rights and the Complaints and Appeal processes 
 Please make sure you discuss any special requirements that need to be considered during 
the assessment with your trainer and assessor
 Ensure that you have all the required resources needed to complete the Assessments 
 You are aware of the due date of these assessment tasks 
 In exceptional (compelling and compassionate) circumstances, an extension to submit an 
assessment can be granted by the trainer/assessor. Evidence of the compelling and 
compassionate circumstances must be provided together with your request for an extension 
to submit your assessment work
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https://training.gov.au/Training/Details/BSBLDR522
http://www.aqf.edu.au/
Instructions for Assessors
Written Assessments
Learners are required to complete each assessment task in full, once all questions are complete and 
the assessment has been submitted for marking, assessors must undertake the following steps:
 Provide feedback where appropriate throughout the assessment.
 Note the quality and accuracy of the responses provided and make a judgement on whether 
the assessment is Satisfactory or Not Yet Satisfactory.
 Complete the Competency Record and note the assessment outcome and attempt number 
and provide general feedback for the student.
 Complete and upload the Competency Record to the Lexis Learning Hub.

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Accessing Intranet Pages and External Links
Throughout this workbook, you will be asked to access specific pages from the simulated business, 
Bounce Fitness. Links to these pages are formatted in Blue Text. 
To access these, hold the Ctrl key for Windows users while clicking on these links. For Mac users, 
directly click the link.
The simulated business, Bounce Fitness, can be accessed by going to 
http://bouncefitness.precisiongroup.com.au. 
Login to Bounce Fitness using the username and password provided by your Registered Training 
Organisation (RTO).
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http://bouncefitness.precisiongroup.com.au/
Assessment Agreement
Instructions:
Complete this section in the Learner Assessment Pack for each learner.
1. Discuss each section of the Assessment Agreement with the learner to identify the 
Delivery Method and Assessment Pathway to be undertaken (refer to the Practical 
Assessment), and to ensure that the Assessment Conditions are present in the 
assessment environment.
2. Tick each section as applicable to the learner’s situation. 
3. Have the learner and you sign the confirmation at the end of this agreement.
Please tick at least one of the following for each section: 
Delivery Method
Classroom 
Small Group 
One-on-One 
Online 
Other (please describe) 
Assessment Pathway (for Practical Assessment)
Learner’s Organisation (Pre-assessment meeting conducted) 
Simulated Workplace Environment (Contextualised by RTO) 
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Assessment Conditions
Skills in this unit must be demonstrated in a workplace or simulated environment where the 
conditions are typical of those in a working environment in this industry. This includes access to:
legislation on performance management 
workplace documentation and resources for performance management and 
review.

Assessors of this unit must satisfy the requirements for assessors in applicable vocational 
education and training legislation, frameworks and/or standards.
I confirm that the activities and assessment completed as part of this unit are my own work, and 
comply with all relevant copyright and plagiarism rules. 
I understand that if there is any doubt of the authenticity of any piece of my assessment, I can be 
orally examined, and the signatory of evidence records may be contacted.
Learner’s name WILLIAM JONATHAN BUTLER
Learner’s signature       Date      
Assessor’s name      
Assessor’s signature       Date      
End of Assessment Agreement
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Tasks
Complete all tasks in this assessment as instructed. If you have questions, consult with your assessor.
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
a. Evaluate Your Work Evaluation of team performance after job 
assignment aids in the control of employee 
quality and performance, as well as the 
collection of essential data for strategic 
activities that aid professionals in their growth.
b. Assign tasks. The allocation of work employs relevant 
information from the environment to allocate 
experts to activities that may be completed 
successfully and to provide employees with a 
sense of security and potential of success.
c. Please provide feedback When the feedback is adequately organized by 
the services provided before it, it may give vital 
measurements, motives, and statistics to the 
employee that can help them improve their job 
quality. From organizational aids that orient 
employees to the company's metrics to 
technical aids that allow professionals to 
refocus their efforts for better results, there's 
something for everyone.
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Question 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. 
b. Identify the eight criteria that the Fair Work Commission must take into 
account in determining whether a dismissal was harsh, unjust or 
unreasonable. 
i. Was there a reasonable basis for the dismissal, such as the person's talents or 
behaviour?
ii. Was the reason communicated to you?
iii. Was the person given an opportunity to reply to any reason linked to his or her 
capacity or behaviour?
iv. Did the employer mention the potential of obtaining current support when 
discussing the dismissal?
v. Was the employee talked about their poor performance before they were fired?
vi. The extent to which the size of the organization has an impact on the methods 
used to terminate the employee.
vii. The extent to which the absence of dedicated human resource management 
professionals or competence in theorganization might have an influence on the 
dismissal proceedings.
viii. Any additional issues that the Commission deems important.
c. 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 refers to the procedure that allows an employee to fairly defend and justify 
their actions in response to a complaint. The approach entails alerting the employee, offering a 
chance for explanations, considering the information obtained, and determining a reasonable 
disciplinary sanction for the employee.
d. Identify the grounds on which employment cannot be terminated, as set out 
in s. 772(1) of the Fair Work Act 2009. 
Temporary absence from employment owing to volunteer engagement during an emergency.
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A trade union's membership or non-membership.
Filing a claim against an employer for claimed law or regulation violations.
seeking office as an employee representative, or acting or having performed in such role.
Pregnancy, race, color, sex, sexual orientation, age, physical or mental handicap, marital status, 
family or caregiving duties, pregnancy, religion, political opinion, national extraction or social 
origin absence from employment during maternity leave or other parental leave
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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 
Plans for a business To achieve the vision and goals, objectives and techniques 
must be followed.
Operational strategy It explains how teams may help achieve the organization's 
vision and goals.
Individuals or groups to consult
Managers Information on the professional demands of your job field, as 
well as details about relevant functions.
Governmental organizations Information about the law as it relates to labour practices.
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Question 5
Identify at least three appropriate training and development options to address the needs of the 
staff in each scenario present below. 
Scenario 1 
A team member who is required to begin using a type of equipment they have not used before. 
a. The equipment that will be utilized in the task will be trained.
b. Initial follow-up from a mentor who is familiar with the tool in their roles.
c. For the first several months, keep an eye on how the equipment is being used.
Scenario 2 
A newly appointed team leader, with three direct reports, who does not have any previous 
people management experience.
a. A one-on-one meeting is used to assess the team leader's interpersonal abilities.
b. Training in personnel management with qualified specialists.
c. Establishing regular feedback processes between direct reports and the team leader, with 
one of the goals being to better understand how to enhance managerial abilities.
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Practical Assessment
The Practical Assessment is a set of tasks that must be completed in a workplace, or in an 
environment with conditions similar to that of a real workplace.
To be assessed for this unit of competency, you must demonstrate your skills and knowledge to 
manage the performance of staff that are direct reports.
The Practical Assessments in this workbook include:
1. Workplace Project Assessment
A series of written practical tests assessing the learner’s practical knowledge and skills 
underpinning of the unit of competency. This includes the learner completing workplace
documents or similar as evidence of competent performance.
2. Workplace Practical Observation
A set of assessment tasks where the learner must demonstrate practical skills relevant to
the unit of competency. These skills are to be demonstrated while being observed by the
assessor.
IMPORTANT!
 All signatures/initials in your submissions, including yours, must be handwritten and 
dated. Submissions with signatures/initials must be scanned.
 The supervisor/observer who completes and signs your evidence submissions must 
provide their real name, contact number, and email address for your assessor’s reference.
 Should you encounter issue or concerns regarding your assessment, contact your 
assessor.
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Your State/Territory
Some tasks in this Practical Assessment require you to refer to performance management, 
including workplace relations, legislation and regulations applicable to the state/territory where 
the workplace to manage the performance of a team and individual members for this practical 
assessment is based or located in. 
For your assessor’s reference, indicate below which state/territory your workplace/organisation 
is based or located in by ticking the box that corresponds to your answer.
When completing these tasks, refer to performance management legislation and regulations 
applicable to the state/territory you ticked below.
The state/territory where your workplace/organisation is based or located in.
 Australian Capital Territory  South Australia
 New South Wales  Tasmania
 Northern Territory  Victoria
 Queensland  Western Australia
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Case Study Assessment
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 is divided into three tasks:
 Case Study 1: Team Member Check-ins 
o Task 1: Feedback and Coaching
 Case Study 2: Team Member Performance Improvement Planning 
o Task 2: Performance Improvement Planning
 Case Study 3: Team Member Performance Monitoring
o Task 3: Performance Improvement Monitoring
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/>. 
Each task comes with a set of instructions. You are to follow and perform these instructions 
while being observed by the assessor and/or submit any required documentation.
This will not require you to access a real workplace, however, some tasks to be completed are 
similar to those typically done in a real workplace.
Before starting this assessment, your assessor will discuss with you these tasks, including 
instructions and guidance for satisfactorily completing them.
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http://bouncefitness.precisiongroup.com.au/
You are required to:
 Complete the tasks within the time allowed, as scheduled in-class roll.
 Provide feedback and coaching to team members. 
 Plan for performance improvement.
 Monitor team member performance against improvement plans. 
Resources Required for Assessment
Resources you need to access to complete the project assessment are outlined in the 
corresponding Assessor’s Checklist of each task. 
Discuss each requirement with your assessor before commencing with each task. They will 
organise the resources required for this assessment.
Forms and Templates
Forms and Templates are provided for each task. These can be accessed from the following link:
BSBLDR522 Forms and Templates
Review these forms and templates with your assessor beforestarting the task.
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https://bouncefitness.precisiongroup.com.au/supplementary-files/social-competence-bsbldr522/
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. 
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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/
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https://bouncefitness.precisiongroup.com.au/policies-and-procedures/human-resource/
https://bouncefitness.precisiongroup.com.au/policies-and-procedures/customer-relationship-management/
https://bouncefitness.precisiongroup.com.au/policies-and-procedures/customer-relationship-management/
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. 
Review the Case Study 1 Task 1– Assessor’s Checklist. This form outlines the following:
 Resources you are required to access to complete the task. 
 All criteria your submission must address to satisfactorily complete this task. 
After completing this task, submit the two completed Bounce Email Templates, one for Monica 
Lange and one for John Ward, to your assessor. 
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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. 
You believe they each have identified suitable actions and development options to improve their
performance. 
You have scheduled sessions with Monica and with John to continue your performance coaching
by discussing the concerns and developing in collaboration with team members objectives and
strategies to improve performance. 
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/ 
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 26
https://bouncefitness.precisiongroup.com.au/policies-and-procedures/human-resource/
https://bouncefitness.precisiongroup.com.au/supplementary-files/social-competence-bsbldr522/
https://bouncefitness.precisiongroup.com.au/supplementary-files/social-competence-bsbldr522/
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. 
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 session
o Discuss the Improvement Plan to be developed, identifying the sequence of 
sections in the template 
o Identify dates for Progress and Support Check-ins
o Set a monitoring session date
o Provide formal feedback on performance
o Develop at least one objective to enable each team member to improve 
performance 
o Agree on at least two strategies to meet the performance improvement 
objective/s
o Agree on support to be provided manager to meet the performance 
improvement objective/s
o Discuss consequences of not meeting objectives, in line with Bounce’s 
Progressive Discipline Policy
 Use format and prompts in the Improvement Plan to guide the planning session
 Complete the section Improvement Plan for each team member.
Please note the that the Performance Monitoring sectionof the template is not required for this 
Task. You will complete this section in Case Study 3 Task 3. 
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 27
Review the following:
 Performance Improvement Planning Character Brief
This document provides the information about the strategies and support identified 
Monica and John to improve their performance.
 Case Study 2 Task 2 – Observation Form
This form outlines all the practical skills you need to demonstrate in the role played 
session to satisfactorily complete this task. Your assessor will also discuss with you the 
practical skills outlined in this form prior to the assessment.
 Case Study 2 Task 2 – Assessor’s Checklist
This form outlines the following:
o Resources you are required to access to complete the task. 
o All criteria your submission must address to satisfactorily complete this task. 
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. 
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 28
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 - Manage people performance Assessment Workbook V1 02.21 29
https://bouncefitness.precisiongroup.com.au/policies-and-procedures/human-resource/
https://bouncefitness.precisiongroup.com.au/supplementary-files/social-competence-bsbldr522/
https://bouncefitness.precisiongroup.com.au/supplementary-files/social-competence-bsbldr522/
Task 3: Improvement Monitoring 
Your assessor will observe you as you lead two sessions to monitor the performance of a team 
members against each of their improvement plans.
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
 Use format and prompts in the performance monitoring section of the template to lead 
each session
 Complete the performance Monitoring section of the template for each team member.
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 30
Before starting the task, review the following: 
 Bounce Progressive Discipline Policy
This document outlines the actions a supervisor is to take to work with a staff member 
to correct their performance.
 Performance Monitoring Character Brief
This document provides the information about Monica’s and John’s progress to 
achieving their performance improvement objectives.
 Case Study 3 Task 3 – Observation Form
This form outlines all the practical skills you need to demonstrate in the role played 
sessions to satisfactorily complete this task. Your assessor will also discuss with you the 
practical skills outlined in this form prior to the assessment.
 Case Study 3 Task 3 – Assessor’s Checklist
This form outlines the following:
o Resources you are required to access to complete the task. 
o All criteria your submission must address to satisfactorily complete this task. 
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. 
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 31
Workplace Project Assessment
Project Overview 
This workplace project assessment requires you to conduct performance management on at 
least one team and two individuals. 
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.
This project requires you to complete the assessment tasks in a real workplace, or in an 
environment with conditions similar to that of a workplace. 
If you are not currently a member of a team, identify one or more in your 
workplace/organisation on which you can base your work on for this project. Make sure you 
seek approval from you and the teams’ managers.
Each task comes with a set of instructions. You are to follow and perform these instructions 
while being observed by the assessor and/or submit any required documentation. 
Before starting this assessment, your assessor will discuss with you these tasks, including 
instructions and guidance for satisfactorily completing them. 
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 32
You are required to:
 Complete the tasks within the time allowed, as scheduled in-class roll.
 Develop a work plan for a team of two or more members 
 Conduct risk analysis and prepare a risk plan
 Plan to deliver performance management training to a team 
 Deliver performance management training to a team 
 Evaluate the performance of two team members
 Prepare a performance development plan for a team member
 Recognise performance excellence of a team member. 
Resources Required for Assessment
Resources you need to access to complete the project assessment are outlined in the Resources 
Required for Assessment section of this workbook, and in the corresponding Assessor’s 
Checklist and/or Observation Form of each task. 
Discuss each requirement with your assessor before commencing with each task. They will 
organise the resources required for this assessment.
IMPORTANT: Additional workplace resources may be required upon the contextualisation of
this assessment.
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
If you are currently in a workplace, use similar workplace templates and forms used by your 
workplace/organisation to complete each assessment task. Discuss with your supervisor andyour assessor first to ensure that the forms/templates you will use from your 
workplace/organisation cover all criteria required by each assessment task.
Review these forms and templates with your assessor before starting the task.
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 33
https://bouncefitness.precisiongroup.com.au/supplementary-files/social-competence-bsbldr522/
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 your organisation’s template to complete this task, or 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. 
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 34
Review Workplace Project Task 1 – Assessor’s Checklist before starting this task. This form 
outlines the following: 
 Resources you are required to access to complete the task. 
 All criteria your submission must address to satisfactorily complete this task. 
You assessor will discuss these resources with you, and the criteria outlined in this form prior to 
this assessment.
Review the template you will use to complete this task. If you are using a template from your 
organisation, discuss with your assessor to ensure that the template covers all requirements that 
apply to this task. Otherwise, use Work Plan template provided at the Bounce Fitness site. 
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.
You must also submit evidence of:
 Consultation with at least two relevant internal or external groups or individuals who can 
provide information about the work and resources required
 Communication with a relevant manager or a human resource practitioner to confirm the
developed performance standards and key performance indicators.
Evidence for consultation to determine requirements must be at least one of the following: 
 Email correspondence 
 Meeting minutes
 Video or audio recording of the meeting conducted with the groups and/or individuals.
Evidence for communication to confirm the performance standards and indicators must be at 
least one of the following: 
 Email correspondence 
 Meeting minutes
 Video or audio recording of the meeting conducted with the relevant manager or human 
resources practitioner.
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 35
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 your organisation’s template to complete this task, or 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. 
Review Workplace Project Task 2 – Assessor’s Checklist before starting this task. This form 
outlines the following: 
 Resources you are required to access to complete the task. 
 All criteria your submission must address to satisfactorily complete this task. 
You assessor will discuss these resources with you, and the criteria outlined in this form prior to 
this assessment.
Review the template you will use to complete this task. If you are using a template from your 
workplace/organisation, discuss with your assessor to ensure that the template covers all 
requirements that apply to this task. Otherwise, use the Risk Plan template provided at the 
Bounce Fitness site. 
Submit the completed Risk Plan to your assessor. Include the supplementary documents/sources 
used to prepare the risk plan, including the workplace/organisation’s risk management plan and 
the legislative and regulatory documentation accessed to conduct the risk analysis. 
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 36
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.
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 37
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. 
Review Workplace Project Task 3 – Assessor’s Checklist before starting this task. 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.
Submit evidence of the content you plan to delivery to the team.
Submit as supplementary evidence of organisational policies, procedures and guidance or similar 
to and relevant legislative documentation to demonstrate your review of requirements and the 
accuracy of the information you plan to present.
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 38
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.
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 39
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 your organisation’s template to complete this task, or 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
Be guided by the prompts in the Performance Evaluation part of the Work Plan Template.
Review Workplace Project Task 5 – Assessor’s Checklist before starting this task. This form 
outlines the following: 
 Resources you are required to access to complete the task. 
 All criteria your submission must address to satisfactorily complete this task. 
Your assessor 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 template or your organisation’s 
form or template, for each of the team members. 
You must also submit your organisation’s performance management policies and procedures, 
ensuring requirements for performance review are included.
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 40
Task 6: Performance Development Plan
ASSESSMENT INSTRUCTIONS 
This task will require you to develop a performance development plan for one team member. 
Prepare the plan for at least one of the team members you worked with to complete Workplace 
Project Task 5. 
Use your organisation’s template to complete this task, or use the Performance Development 
Plan template provided at the Bounce Fitness site. 
To complete this task, you must: 
 Review the completed Performance Evaluation from Workplace Project Task 5. 
 Review your organisation’s policies and procedures for the performance development 
of staff.
 Meet with your team member to plan for development.
 Determine two areas for skill or knowledge development, based on the Performance 
Evaluation.
 Set two development objectives for continuous improvement in these areas. 
 Identify at least four strategies to achieve both objectives; one strategy must be a 
development options. 
 Determine expected completion dates for strategies. 
 Develop at least one indicator of achievement for each strategy to measure 
achievement against objectives.
Be guided by the prompts in the Performance Development Plan. 
If you are using a template from your organisation, discuss with your assessor to ensure that the 
template covers all requirements that apply to this task. Otherwise, use the Performance 
Development Plan template provided at the Bounce Fitness site, but do make sure that it meets 
orgnisational requirements. 
Review Workplace Project Task 6 – Assessor’s Checklist before starting this task. This form 
outlines the following: 
 Resources you are required to access to complete the task. 
 All criteria your submission must address to satisfactorily complete this task. 
You assessor will discuss these resources with you, and the criteria outlined in this form prior to 
this assessment.
Submit to your assessor the completed Performance Development Plan for your team member 
and the policies and procedures reviewed. 
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 41
Task 7: Performance Excellence Recognition 
ASSESSMENT INSTRUCTIONS 
This task will require you to give public recognition to a team member who has recently or 
continuously demonstrates strong or excellent performance.
The recognition of performance can be made using any method that is considered appropriate by
your workplace/organisation. If your workplace/organisation doesn’t have a system or a policy 
related to employee recognition, check with your supervisor that your idea is appropriate. 
To complete this task, you must take the following actions: 
 Identify from performance evaluations an employee who has performed well in a specific
task or activity or who has achieved or exceeded expectations.
 Determine an appropriate method of public recognition, e.g. nominating the team 
member for a workplace/organisational award, developing a certificate to present and 
display in a common area of the workplace or to post on the intranet, or an email to staff 
or special mention in the workplace/organisation’s newsletter.
 Implement your idea, communicating to the team member and other staff the team 
member’s achievement/s. 
Review Workplace Project Task 7 – Assessor’s Checklist before starting this task. This form 
outlines the following: 
 Resources you are required to access to complete the task. 
 All criteria your submission must address to satisfactorily complete this task. 
You assessor will discuss these resources with you, and the criteria outlined in this form prior to 
this assessment. Your assessor will also discuss with you appropriate evidence to submit.
Submit to your assessor evidence of the recognition and the date is was given, such as:
 Image of the sent email with multiple recipients, published intranet post, newsletter 
announcement or similar
 A photo of a poster/certificate/award in a public workspace and a photo or video of the 
team member receiving this award. 
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 42
Assessment Workbook Checklist
Instructions:
Your assessor will review your submissions against the checklist below. This section is to be 
completed by your assessor.
The learner has completed the Short Answer Questions in this workbook 
Short Answer Questions 
The learner has completed the Practical Assessments in this workbook and has 
submitted all the required evidence:

Case Study Assessment 
Case Study 1: Team Member Check-insTask 1: Feedback and Coaching
Email to Monica Lange 
Email to John Ward 
Case Study 2: Team Member Performance Improvement Planning 
Task 2: Performance Improvement Planning
Performance Improvement Plan for Monica Lange 
Performance Improvement Plan for Ward 
Video recording of (task) 
Only if direct observation is not possible

BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 43
Case Study 3: Team Member Performance Monitoring
Task 3: Performance Improvement Monitoring 
Performance Monitoring template for Monica Lange 
Performance Monitoring template for John Ward 
Video recording of (task) 
Only if direct observation is not possible

Workplace Project Assessment
Task 1: Work Plan
Evidence of consultation with relevant groups and individuals
 Specify evidence submitted:      

Work Plan 
Organisational strategic and operational plans or similar
Specify evidence submitted:      

Evidence of communication with a relevant manager or practitioner
Specify evidence submitted:      

Task 2: Risk Plan
Risk plan 
Organisational risk management plan
Specify evidence submitted:      

BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 44
Task 3: Plan for Performance Management Training 
Planning documentation
Specify evidence submitted:      

Organisational performance management policies and procedures
Specify evidence submitted:      

ANY visual aids to be used 
Specify evidence submitted:      

Task 4: Deliver Performance Management Training 
Video recording of the presentation
Only if direct observation is not possible.

Task 5: Performance Evaluation
Work Plan, Part B Performance Evaluation 
Organisational performance management policies and procedures, and 
any other prevalent guidance 
Specify evidence submitted:      

Task 6: Performance Development Planning
Performance Development Plan 
Task 7: Performance Excellence Recognition
Specify evidence submitted:       
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 45
Record of Assessment
Instructions:
This section is to be completed by your assessor.
Assessment Details
Learner
Course Code
Unit of Competency BSBLDR522 -Manage people performance
Assessor Name
RTO
Assessment Activity Satisfactory
Needs more 
evidence
Short Answer Questions 
Short Answer Question 1  
Short Answer Question 2  
Short Answer Question 3  
Short Answer Question 4  
Short Answer Question 5  
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 46
Assessment Activity Satisfactory
Needs more 
evidence
Case Study Assessment
Case Study 1: Team Member Check-ins 
Task 1: Feedback and Coaching
 
Case Study 2: Team Member Performance Improvement Planning 
Task 1: Performance Improvement Planning
 
Case Study 3: Team Member Performance Monitoring
Task 1: Performance Improvement Monitoring
 
Workplace Project Assessment
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 Planning  
Task 7: Performance Excellence Recognition  
 
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 47
Context Details Satisfactory
Needs more 
evidence
 
 
 
 
 
 
Supervisor/Observer Verification Log
Supervisor/Observe
r Name
Role in the
Assessment
Contact
Details
Date of
Contact
Supervisor/Observe
r verifies the
learner’s
submissions
 Yes  No
 Yes  No
 Yes  No
 Yes  No
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 48
Assessor’s Comments
Remarks/feedback
Details of further evidence required
Please tick the appropriate box. Yes No
Comments and further action required are noted in the Learner 
Assessment Pack
 
Results discussed and agreed to by the learner
You have the right to appeal the outcome of your assessment.
 
The Learner is
 Competent
 Not Yet Competent
Assessor’s signature Date signed
I further confirm that I have verified the learner’s submissions by contacting the learner’s 
supervisor and/or observer whose names appear in the Supervisor/Observer Verification Log 
above.
After reassessment, the Learner is:  Competent  Not Yet Competent
Assessor’s signature Date signed
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 49
Learner’s Comments
The signature confirms that I have submitted all my own work, and agree with the assessment 
decision and feedback.
Learner’s signature Date signed
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 50
End of Document
BSBLDR522 - Manage people performance Assessment Workbook V1 02.21 51
	Learner Assessment Information
	Overview
	Active Participation
	Assessment Types
	Written Work
	Feedback to the Learner
	Competency Outcome
	Additional Evidence
	Academic Integrity
	Plagiarism
	Collusion
	Confidentiality
	Recognition Prior Learning
	Assessment Appeals Process
	Reasonable Adjustment
	Principals of Assessment and Rules of Evidence
	AQF Level
	Pre-Assessment Requirements
	Instructions for Assessors
	Written Assessments
	Accessing Intranet Pages and External Links
	Assessment Agreement
	Short Answer Questions
	Practical Assessment
	Your State/Territory
	Case Study Assessment
	Case Study Overview
	Case Study 1: Team Member Check-ins
	Case Study 2: Team Member Performance Improvement Planning
	Case Study 3: Team Member Performance Improvement Monitoring
	Workplace Project Assessment
	Project Overview
	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
	Assessment Workbook Checklist
	Record of Assessment