Course Content
Allocating work
1.1 Consult relevant groups and individuals on work to be allocated and resources available 1.2 Develop work plans and allocate work according to organisational requirements and operational plans 1.3 Develop and confirm performance standards and key performance indicators with relevant staff 1.4 Conduct risk analysis according to organisational risk management plan and legal requirements
Assess performance & provide feedback
2.1 Review performance management and processes according to legislation, organisational objectives and policies 2.2 Train participants in the performance management and review process 2.3 Conduct performance management according to organisational policies procedures and relevant timelines 2.4 Monitor and evaluate performance according to performance standards and key performance indicators 3.1 Provide informal feedback and coaching to staff 3.2 Advise relevant personnel, where performance is poor and take necessary actions 3.3 Document feedback according to the organisational performance management system 3.4 Conduct formal structured feedback sessions as necessary and according to organisational policy
Manage performance follow up
4.1 Develop performance improvement and development plans according to organisational policies 4.2 Monitor underperforming individuals according to organisational policies 4.3 Respond to underperforming individuals, as required 4.4 Reinforce excellence in performance through recognition and continuous feedback
BSBLDR522 Manage people performance
About Lesson

Effective Work Allocation: A Step-by-Step Guide

Allocating work efficiently and fairly is crucial for optimising team performance. The following steps explain this process and include; incorporating consultation, planning, and performance management:

Consult Relevant Groups and Individuals

  • Who to Consult: Engage with various stakeholders to get a comprehensive picture of the work to be done and available resources. This might include:
    • Team Members:
      • Discuss their current workload and capacity.
      • Gather insights into skills, strengths, and areas for development.
    • Subject Matter Experts (SMEs):
      • Consult experts within the team or department for specialized projects requiring specific knowledge.
    • Project Managers (if applicable):
      • Collaborate with them to understand project timelines, resource needs, and potential dependencies between tasks.


  • What to Discuss:
    • Work Requirements: Discuss the nature of the work to be allocated. This includes project goals, deliverables, and timelines.
    • Resource Availability: Identify all available resources, including staff skills, budget constraints, and equipment needs.
    • Workload Distribution: Discuss existing workload distribution within the team to ensure fairness and prevent overburdening individuals.


Develop Work Plans and Allocate Work

  • Work Planning: Based on the information gathered, create detailed work plans for each project or task. This should include:
    • Task Breakdown: Divide the project into smaller, manageable tasks with clear descriptions and expected outcomes.
    • Timeline & Deadlines: Set realistic deadlines for completing each task, considering dependencies between tasks.
    • Resource Allocation: Match specific tasks to team members based on their skills and experience. This ensures tasks are completed efficiently and to a high standard.
    • Consider Preferences (Optional): While prioritising skills and workload balance, take into account individual preferences where possible to enhance motivation.

The following workplace template is included in your exercise files. The below table is a basic example of a workplan for a specific project. The basic template can be manipulated to suit a single employee or a team, and can also be used as a general task management template for business as usual (BAU) tasks. 

  • Allocation Methods:
    • Skills-Based: Match tasks to individuals with the most relevant skills and experience for that specific task.
    • Workload Distribution: Distribute tasks evenly among team members, considering their existing workload and capacity.
    • Project Teams: For complex projects, create cross-functional teams with diverse skill sets to leverage collective expertise.


Develop and Confirm Performance Standards and Key Performance Indicators (KPIs)

  • Performance Standards: Collaborate with the relevant staff members to define clear performance standards for each assigned task. This should include:
    • Quality Standards: Define the expected level of quality for the final work product or service.
    • Deliverables: Outline the specific outputs expected from each task.
    • Success Criteria: Define the criteria for considering a task successfully completed.


  • Key Performance Indicators (KPIs): Develop measurable indicators to track progress towards achieving performance standards and project goals. Examples include:
    • Task Completion Rates: Track the percentage of tasks completed within the designated timeframe.
    • Error Rates: Monitor the number of errors or mistakes made during the task.
    • Customer Satisfaction (if applicable): Gauge client satisfaction with the delivered work product or service.


Communication & Confirmation:

  • Once work is allocated and performance standards are set, have a clear communication session with each team member.
  • This clarifies expectations, ensures understanding of the assigned tasks and performance standards, and allows for any questions or concerns to be addressed.


These steps, along with fostering open communication, can assist in ensuring a fair, efficient, and transparent work allocation process that sets your team up for success. 

Exercise Files
Employee work plan – EXAMPLE TEMPLATE v1.0 Apr 24.docx
Size: 19.03 KB