|9263||Counsel others for incapacity or poor work performance||5||4|
Practitioners who have achieved this unit standard will be able to counsel employees for incapacity or poor work performance as a result of poor work performance, ill health or injury, intermittent ill health or injury with the aim of improving on performance. This course will enable the learner to communicate related legislation and prescriptions regarding the management of discipline; explain when counselling an employee would be relevant; measure actual performance against required performance and identify gaps; discuss action plans with employees, and prepare and keep all relevant documents.
Learners undertaking this unit standard should already have completed, or have acquired competence in the following:
- Display cultural awareness in dealing with customers and colleagues
- Maintain effective working relationships with other members of staff
- Communicate verbally
- Prepare written communications
This course is intended for anyone involved in, or who may be involved in the counselling of employees for incapacity or poor work performance with the aim of improving on performance. It is thus aimed at HR practitioners, Employee Relations Officers, or anyone acting in a managerial capacity.
The learner will be able to:
- Identify the need for counseling and what stages must be followed in such a process
- Discuss the needs for standards in an organisation and the implications of not adhering to these
- Measure actual vs required performance so as to identify performance gaps
- Conduct counseling sessions in accordance with organizational and legislative requirements
- Identify the causes of poor performance; draw up action plans for improvement of performance in consultation with role players, and monitor these
- Draw up and maintain accurate records of all counseling sessions together with decisions taken and ensure that documentation is completed accordingly
- Take action in line with organisational and legislative requirements in cases where employee’s performance has not improved sufficiently
A formal assessment is conducted. Diagnostic and formative assessments take place during and after learning and can be used in the summative assessment, which is via a portfolio of evidence four weeks after completion of the training.
Once a learner has been declared competent, his/her results are forwarded to the relevant SETA for endorsement. A nationally recognised certificate will be issued
The learner will be able to:
- Explain when counselling an employee would be relevant
- Discuss the different stages in the counselling process
- Explain the importance of having reasonable/attainable standards in place
- Explain the importance of identifying causes
- Explain the importance of getting agreement on solutions or an action plan to improve performance
- Explain the importance of having a follow-up meeting
- Explain the importance of the same manager/supervisor conducting all the counselling sessions
- Conduct the counselling procedure according to organisational and legislative requirements.
- Measure actual performance against required performance
- Identify causes for the performance gap
- Agree on a solution or action plan with the employee
- Ensure a follow-up meeting takes place
- Ensure all relevant documentation is completed
- Given that the employee's performance has not improved sufficiently despite the relevant counselling, suggest a potential solution.