Assessment Task 1 Cover Sheet

Student Declaration
To be filled out and submitted with assessment responses

X I declare that this task is all my own work and I have not cheated or plagiarised the work or
colluded with any other student(s).
X I understand that if I am found to have plagiarised, cheated or colluded, action will be taken
against me according to the process explained to me.
X I have correctly referenced all resources and reference texts throughout these assessment tasks.
Ruth Margaret O'Leary
Student name

Student ID number SCS1832

Student signature Ruth Margaret O’Leary

Date 30/06/2021

Assessor declaration
 I hereby certify that this student has been assessed by me and that the assessment has been
carried out according to the required assessment procedures.
Assessor name
Assessor signature
Date
Assessment outcome S NS DNS Resubmission Y N

Feedback

Student result response

x My performance in this assessment task has been discussed and explained to me.
x I would like to appeal this assessment decision.
Ruth Margaret O’Leary
Student signature
30/6/2021
Date

A copy of this page must be supplied to the office and kept in the student’s file with the evidence.
BSBMGT502 Manage people performance Student Assessment Tasks

Assessment Task 1: Written Questions

Task summary
This is an open book test, to be completed in the classroom.
A time limit of 2 hours to answer the questions is provided.
You need to answer all of the written questions correctly.

Required
 Access to textbooks and other learning materials

Timing
Your assessor will advise you of the date and time of this assessment.

Submit
 Answers to all questions

Assessment criteria
All questions must be answered correctly in order for you to be assessed as having completed the
task satisfactorily.

Re-submission opportunities
You will be provided feedback on your performance by your assessor. The feedback will indicate if
you have satisfactorily addressed the requirements of each part of this task.
If any parts of the task are not satisfactorily completed, the assessor will explain why, and provide
you written feedback along with guidance on what you must undertake to demonstrate satisfactory
performance. Re-assessment attempt(s) will be arranged at a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel that you have been
dealt with unfairly or have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do not
understand any part of this task or if you have any learning issues or needs that may hinder you
when attempting any part of the assessment.

Strathfield College RTO: 91223 CRICOS Provider Code: 02736K

BSBMGT502 Manage people performance Student Assessment Tasks

Written answer question guidance

The following written questions use a range of “instructional words” such as “identify” or
“explain”, which tell you how you should answer the question. Use the definitions below to assist
you to provide the type of response expected.
Note that the following guidance is the minimum level of response required.

Analyse – when a question asks you to analyse something, you should do so in detail, and identify
important points and key features. Generally, you are expected to write a response one or two
paragraphs long.

Compare – when a question asks you to compare something, you will need to show how two or
more things are similar, ensuring that you also indicate the relevance of the consequences.
Generally, you are expected to write a response one or two paragraphs long.

Contrast – when a question asks you to contrast something, you will need to show how two or
more things are different, ensuring you indicate the relevance or the consequences. Generally, you
are expected to write a response one or two paragraphs long.

Discuss – when a question asks you to discuss something, you are required to point out important
issues or features and express some form of critical judgement. Generally, you are expected to
write a response one or two paragraphs long.

Describe – when a question asks you to describe something, you should state the most noticeable
qualities or features. Generally, you are expected to write a response two or three sentences long.

Evaluate – when a question asks you to evaluate something, you should do so putting forward
arguments for and against something. Generally, you are expected to write a response one or two
paragraphs long.

Examine – when a question asks you to examine something, this is similar to “analyse”, where you
should provide a detailed response with key points and features and provide critical analysis.
Generally, you are expected to write a response one or two paragraphs long.

Explain – when a question asks you to explain something, you should make clear how or why
something happened or the way it is. Generally, you are expected to write a response two or three
sentences long.

Identify – when a question asks you to identify something, this means that you are asked to briefly
describe the required information. Generally, you are expected to write a response two or three
sentences long.

List – when a question asks you to list something, this means that you are asked to briefly state
information in a list format.

Outline – when a question asks you to outline something, this means giving only the main points,
Generally, you are expected to write a response a few sentences long.

Summarise – when a question asks you to summarise something, this means (like “outline”) only
giving the main points. Generally, you are expected to write a response a few sentences long.

Strathfield College RTO: 91223 CRICOS Provider Code: 02736K

BSBMGT502 Manage people performance Student Assessment Tasks

Assessment Task 1 Instructions

Provide answers to all of the questions below:

1. Explain the key provisions of the Fair Work Act 2009.

The main purpose of the Fair Work Act 2009 is to provide employees with certain rights, minimum
entitlements and responsibilities, in order to ensure fairness and respect at work and protect them
from unlawful discrimination. The Fair Work Acts introduces 10 minimum National Employment
Standards, Modern Awards and National Minimum Wage, and covers for most of working
Australians.

2. Explain the key provisions of each of the following Acts:

a. The Racial Discrimination Act 1975

The Racial Discrimination Act 1975 prevents unfair treatment or discrimination against
a person based on his or her race, colour, ethnic, national, immigrant status or any
other fields of public life. A breach of this law can lead to legal proceedings against the
offender or the employer.

b. Sex Discrimination Act 1984

The Sex Discrimination Act 1984 makes it unlawful to treat a person less favourably
than the others because of his or her sex, marital status, pregnancy or their family
responsibilities. This federal law also protects employees from being sexually harassed
and is also a mean of educating equality between women and men.

c. Disability Discrimination Act 1992

The Disability Discrimination Act 1992 provides equal rights and opportunities for
people with disabilities including physical disability, intellectual disability and psychiatric
disability. Treating a person with a disability less favourably or denying their rights –
direct or indirect, are against the law. Besides, if an employee has a known disability,
his or her employer has to make reasonable adjustments.

3. Explain the purpose of the National Employment Standards and the 10 minimum
entitlements.
The National Employment Standards (NES) are 10 minimum entitlements that have to be
provided to all employees in Australia to ensure that an employment contract or enterprise
agreement cannot offer less than the NES and the national minimum wage.

Strathfield College RTO: 91223 CRICOS Provider Code: 02736K

BSBMGT502 Manage people performance Student Assessment Tasks

The 10 minimum entitlements are:

 Maximum weekly hours

 Requests for flexible working arrangements
 Parental leave and related entitlements
 Annual leave
 Personal/carer’s leave and compassionate leave
 Community service leave
 Long service leave
 Public holidays
 Notice of termination and redundancy pay
 Fair Work Information Statement

4. Explain the use of modern awards in workplaces.

Modern awards are used to outline minimum terms and conditions of employment under the
national workplace relations system, such as payrate, hours of work, allowance, termination of
employment and other entitlements. Modern awards apply to all employees covered by the
national workplace relations system.

5. Identify at least two examples of modern awards using the Fair Work Ombudsman
website. Write down the name of the award and the minimum wages under the award
and minimum working hours.

1. Aged Care Award

Classification  Per week

  $
Aged care employee—level 1  821.40
Aged care employee—level 2  855.50
Aged care employee—level 3  889.00
Aged care employee—level 4  899.50
Aged care employee—level 5  930.00
Aged care employee—level 6  980.10
Aged care employee—level 7  997.70

Minimum working hours: 38 hours per week, or an average of 38 hours per week worked over 76
hours per fortnight or 114 hours per 21 days or 152 hours per four week period

2. Animal care and Veterinary Services Award

Classification Minimum annual Minimum hourly

salary rate
  $ $
Inspector Level 1 54,316 27.49
Inspector Level 2 57,305 29.00
Senior Inspector Level 3 61,912 31.33

Strathfield College RTO: 91223 CRICOS Provider Code: 02736K

BSBMGT502 Manage people performance Student Assessment Tasks

Minimum working hours: 38 hours per week

6. Outline the purpose of an enterprise agreement and with which entity must the
agreement be registered.

An enterprise agreement is a bargained agreement between employer, employee and the bargaining
representative to come to a fair terms of employment conditions and working wages. It is used to give both
the employer and the employee the freedom to negotiate on wages, flexibility and other working conditions
to ensure their individual basic needs are covered.
The enterprise agreement needs to be registered under the Fair Work Commission’s (FWC).

7. Outline minimum terms and conditions that must be included in an enterprise

agreement.
An enterprise agreement must include:
- An expiry date for the agreement, that is no longer than 4 years from the date of approval.
- A dispute settlement term: a procedure to settle disputes on any matters under the agreement and
related to the National Employment Standards (NES)
- A term for individual flexibility arrangement: to change the effect of certain clause in the agreement
or to make alternative agreements between both parties under special circumstances.
- A consultation term: to require the employer to consult with the employee when there might be a
coming major change on their work or their usual roster.
- Base rate of pay: the base rate of pay in the enterprise agreement cannot be less than the base rate
of pay in the modern award

8. Explain the process of performance management and the purpose of using

performance management systems in the workplace.
The purpose of using performance management systems is to set a clear individual and organisational
objectives and expectation. It allows management and employees to continuously evaluate their working
performance, and to improve on problem areas in order to meet their goals.

The process of performance management includes 4 steps:

1. Planning:
1.1. Defining: HR and management needs to break down the key objectives, long and short-term goals using
the SMART format (specific, measurable, attainable, relevant, time-based) and define how these goals
and performance standards should be assessed.
1.2. Feedback: After being defined by the management, the performance assessment then should be given
to the employees so they can contribute their ideas and feel involved in the whole process.
1.3. Approval: Management and employees both come to the agreement of the tailored definition.

2. Coaching: The coaching must be done on a regular basis to provide the necessary training and solution
for employee’s problems or questions. In this session, management and employees should also be able
to give and receive honest and helpful feedback from each other. As the process continues,
management should revisit and revise on previous objectives to see if any improvement or adjustment
has been made.
3. Reviewing: Both management and employees needs to compare the current personal and
organisational performance with the result from last period (monthly, quarterly, yearly…) to see if the
objectives has been met. This step helps management to find out which problem areas need more
training or interventions.
4. Action: Reward and recognition are necessary in this step, as they motivate employees to improve their
working performance.

9. Explain two types of performance management systems that can be used at work.

Strathfield College RTO: 91223 CRICOS Provider Code: 02736K

BSBMGT502 Manage people performance Student Assessment Tasks

Two types of performance management systems at work are:

- Objectives and key results (OKRs) system: is a goal-setting tool used by individuals and the whole
organisation to set objectives and measurable results. OKRs consists of two aspects: Objectives –
what the individual/organisation wants to achieve and key results – how to achieve these objectives.
The idea of OKRs system is to set strategy-driven expectations that focus on performance factors
for all employees in the organisation to work toward one united direction.
- HR Review-Driven System: this system focuses more on working performance of the employee to
see if they are being a good fit for the team and contribute well to the organisation. Reviews are
often managed by HR and conducted annually.

Strathfield College RTO: 91223 CRICOS Provider Code: 02736K

BSBMGT502 Manage people performance Student Assessment Tasks

10. In what form must an employer provide an employee with notice of termination?

The employer must provide an employee with notice of termination in written form, with
the day of termination and the minimum period of notice.

11. Under the Fair Work Act, what amount of notice must be given to employees who have
worked for a company for less than one year?
A minimum period of notice for employees who have worked less than one year is one
week.

12. List two types of employees to whom notice of termination would not need to be
provided.
Notice of termination would not need to be provided to casual employees and employees
who are fired because of serious wrongdoing (commit a crime, theft or fraud…)

13. Under what circumstances is an employee entitled to redundancy pay?

An employee is entitled to redundancy pay when they have worked for the business for at
least one year continuously and the business has at least 15 employees at the time of
redundancy. A redundancy happens when the business no longer needs anyone to
perform the employee’s current job or when the business goes bankrupted.

14. Explain at least three circumstances that can constitute unfair dismissal.

It is considered an unfair dismissal if:

- The dismissal was harsh, unjust and unreasonable: there were no valid reason for the termination of
the employees.
- The dismissal was not a case of genuine redundancy: the employee was replaced by another
person or their duties were given to another employee.
- The employee was working for a small business, and the dismissal was not stated in the Small
Business Fair Dismissal Code (the employer does not have a reason to dismiss the employee, or
the employee has never been given a warning of why he or she is at the risk of losing his or her job)

15. Which circumstances must apply for the Fair Work Commission to determine that an
employee has been unfairly dismissed?
The Fair Work Commission will consider these circumstances:
- If there were a valid reason for the dismissal
- If the employee was given an opportunity to respond and explain
- If the employer had given the employees warning about his or her poor performance
- If there was no support person at the time of the discussion of dismissal.
- Other relevant matters

16. Outline five ways of that staff can develop skills at work.

Strathfield College RTO: 91223 CRICOS Provider Code: 02736K

BSBMGT502 Manage people performance Student Assessment Tasks

- Get professional training from the start

- Follow a good mentor and become a mentor to someone else
- Set short-term and long-term goals for his or herself and review performance continuously
- Always ready for new challenges
- Have a good relationship with other departments and enhance cross-departmental collaboration

17. As a manager, list three types of information that you could provide to staff to help
them to develop their knowledge base.
- Create a performance management plan: Employees can use the performance management plan to
review on their performance, address their weakness in order to meet their short-term and long-term
goals.
- Create a development plan: This helps the employees to set goals and expectations that are aligned
with their abilities and the business objectives, which enhances their career opportunities.
- Provide an organisational network: Management could introduce the employees and help them to
build their network within the organisation. This would give them a stronger connection and more
opportunities at work.

Strathfield College RTO: 91223 CRICOS Provider Code: 02736K

BSBMGT502 Manage people performance Student Assessment Tasks

Assessment Task 1 Checklist

Student’s name:
Completed
Did the student provide a sufficient and
successfully Comments
clear answer that addresses the
suggested answer for the following? Yes No
Question 1
Question 2 a
Question 2 b
Question 2 c
Question 3
Question 4
Question 5
Question 6
Question 7
Question 8
Question 9
Question 10
Question 11
Question 12
Question 13
Question 14
Question 15
Question 16
Question 17
Task Outcome: Satisfactory  Not Satisfactory 
Assessor signature
Assessor name
Date

Strathfield College RTO: 91223 CRICOS Provider Code: 02736K