You have been with InCool Pty Ltd (InCool) for four years and have recently changed roles from Administration Team Leader to Production Manager. You are also currently studying at night to complete a Commerce degree.

Your production team consists of 11 people with varying skills and levels of competency. You have some employees that have over 20 years' worth of experience with the company, as well as some employees that have just commenced working a couple of months ago with limited work experience.

You are highly ambitious, but your previous appointment to Administration Team Leader was due to your seniority rather than proficiency. You are efficient in system administration but require training in communication, leadership, teamwork, problem-solving, and meeting deadlines.

Your leadership style trends towards dictatorial, and you have had a conflict on two separate occasions with former Production Managers regarding not meeting paperwork deadlines.

Your last annual performance review identified that you are very strong in systems administration but not as efficient in business administration.

Your new manager, Senior Manufacturing and Sales Manager, William Oates, has identified that you will require assistance to set personal work goals and priorities and thus will be enrolling you into the 'Production Manager's Training Program' to formalise your management and planning strategies to help you work efficiently and effectively within designated timelines.

Appendix 1 - InCool Pty Ltd

CompanyMission	To be the first-choice provider of outstanding products and services at themost competitive prices while passionately protecting our people (staff andcustomers alike), planet andprofits.
CompanyVision	To become the most successful and respected Australian market leader inour field.
CompanyValues	Professionalism: to be responsible, reliable and fair in all wedo. Responsibility: to always deliver on promises and do what wesay. Integrity: to always act with honesty and maintain the higheststandards. Stewardship: to protect the planet in all wedo. Teamwork: to recognise, care for and support each other'sefforts. Improvement: to strive to always make thingsbetter. New Ideas: to anticipate change and innovate in everything wedo. Excellence: to be the best in everything wedo.
StrategicCompanyGoals	To achieve 'employer of choice' status by 2023 To achieve the Australian Business Award for Environmental Sustainability by 2023 and retain it for at least four (4) successive years
Code ofConduct	Allteammembersatalllevelsofthecompanywillalways: Act ethically, honestly, professionally and with integrity Promote the interests of the company Perform their duties with skill, honesty, care and diligence, and use their authority in a fair and equitable manner Comply with the requirements of all relevant laws, regulations, codes of practice and standards Follow all company policies and procedures (including those relating to work health and safety, privacy, anti-discrimination and harassment, and workplace diversity) Avoid any personal, financial or other interest which may be in conflict with their duties and responsibilities Maintain confidentiality of all information obtained through their employment other than in the course of their duties Take responsibility for reporting improper conduct or misconduct which has been, or may be occurring in the workplace.

Employee Manual

All employees are required to comply with company policies and codes. A summary of policies that relate to employment matters is listed below: Staffing - ethical and transparent recruitment and selection processes through: use of competitive merit selection policies and processes which are non-discriminatory recognising and valuing workplace diversity retention and improvement of the skills and knowledge of employees use of competencies as a basis for training and development as well as career progression. Discrimination and Prevention of Harassment Policy Work Health and Safety Policy Professional DevelopmentPolicy - the company is committed to the development of employees on a fair and equitable basis to ensure that: employees increase their knowledge and skills to perform better in their current positions and to enhance their potential satisfaction is increased and employees are encouraged to participate in the continuing improvement of their own and the company's performance the company improves company effectiveness and increases its capability to meet future requirements. Complaint and Dispute Resolution Policy Ethical Conduct Policy Code of Conduct Privacy Policy Recordkeeping Policy and procedures Performance management Policy Sustainability Policy Environmental Policy

Training and Professional Development

The company is dedicated to development through education and capacity building and is keen to promote educational and professional development opportunities for employees to continue to meet the changing needs of clients and the company. The company will make available: Training Programs: regular training and education programs to share the knowledge and experience of employees. All employees are required to participate where applicable. A management development program is currently available for employees with career development requirements to position themselves to move to management positions. This program develops soft skills required for management positions. On-the-Job Learning: Teams will operate as autonomous work groups supplying mentoring and assistance to all members of the group to address gaps in individual performance measures Study support: A permanent employee with more than one year of continuous service may apply for study assistance to undertake an approved course. An approved course is a course of part-time study which is directly relevant to employment or identified as part of the employee's career development within the company and is provided by a recognised educational institution. Performance reviews: The employee and supervisor will meet formally at least once every year to help employees achieve the levels of performance required to meet the company and the employee's objectives for development and performance improvements.

Appendix 2 - Position description

Position Title:	Production Manager
	PRODUCTION MANAGER Position Description	Incool Pty Ltd
Form No:	PD - 003
Division:	Manufacturing and Sales
Reports To:	Senior Manufacturing & Sales Manager
Liaises With:	Employees, contractors, sales division, unions, regulatory inspectors, industry groups
Position Overview: The Production Manager is responsible for the management of production, maintenance of plant and equipment, industrial liaison with unions, meeting targets and objectives of InCool Pty Ltd and the safe operation of all plant and equipment in the factory, including quality and environmental management of resources used.
Key Responsibilities: Health, safety and welfare of all workers in the production area Achieving targets and objectives set by management Budgets, finances and procurement for factory area Maintenance and planning of maintenance of all plant and equipment Daily worksheets and production logs Quality of product produced on the production line Environmental and waste management of all resources used Training and development of production employees Mentoring/coaching of all employees Industrial relations with the unions and union representatives, including enterprise bargaining agreements.
Positional Qualifications, Attributes and Skills: Minimum - the experience of at least 4 years on the production floor Certificate IV in Leadership and Management Sales experience of 1 - 1.5 years of InCool products Applied understanding of the industrial relations system Understanding of training and development requirements with regard to production requirements Exceptional administration skills, including strong data entry capabilities and recordkeeping Excellent communication skills (both written and verbal) to suit a wide range of people and contexts A strong customer service ethic and focus; client-driven, with excellent phone manner Ability to deal with multiple tasks working within tight time frames A proactive and motivated approach to work.

Appendix 3 - Manage work goal development

Answer the following questions using the space provided.

Q1. List the organisation's policies, procedures and plans that will inform the team and personal goal setting.

(Type your answer here. Extend the space as required.)

Q2. Establish three to four (4) goals (both personal and team goals) based on your position description and the organisation's business plans and goals. In addition:

1. Describe how and why you established these goals.
2. Explain the value of personal and team goal-setting in an organisation.

Goal 1:

Goal 2:

Goal 3:

Goal 4:

Describe how and why you established these goals.

Explain the value of personal and team goal setting in an organisation.

Q3. Develop two (2) KPIs to measure your performance for each work goal. For the KPIs that you have developed, describe: How the KPIs will be used to measure goal-related performance. Give two (2) examples to explain how you will maintain performance under varying conditions and contingencies. How, given your own personal strengths and weaknesses, you will capitalise on or minimise the effect of these personal traits in your work plans.
Goal 1:	KPI development description:
KPIs: 1: 2:
Goal 2:	KPI development description:
KPIs: 1: 2:
Goal 3:	KPI development description:
KPIs: 1: 2:
Goal 4:	KPI development description:
KPIs: 1: 2:

Appendix 4 - Develop Work plans to achieve work prioritisation

Complete the two work plan templates below for each of your chosen work goals. You may add more rows or extend the space as required.

Goal #1 (what are you trying to achieve?)
Work activity (what are the main things you need to do to achieve your goal?)	Description (what steps must you take? What resources will you use or need? What priority level is this activity? Why?)	Measurement (how will you determine if you have been successful? e.g. KPI)	Timeframe (when do you need to do the activity?)

Goal #1 (what are you trying to achieve?)
Work activity (what are the main things you need to do to achieve your goal?)	Description (what steps must you take? What resources will you use or need? What priority level is this activity? Why?)	Measurement (how will you determine if you have been successful? e.g. KPI)	Timeframe (when do you need to do the activity?)

Appendix 5 - Facilitate work priorities report

Reflect on the development of your work plan and explain the process you undertook to facilitate work priorities (minimum 200 words). Describe the process:

1. You undertook prioritising activities, including a description of competing demands and how you plan to manage these to achieve goals.
2. Develop your plans to manage work priorities and use one technique to explain how to manage time efficiently.

In addition, consider how you will use your work plan. Describe (minimum 200 words):

1. How you will ensure you serve as a positive role model through work planning and organisation. Give examples. Describe how your work plans serve as examples to follow in your workplace.
2. How you will maintain appropriate work-life balance, manage stress and maintain health.