-Your answers should be in full details for each point.

-You need to fill a form for Rick and another one for Paul. I need just normal advice on the scenarios provided with full explanation.

Part B: Role Play As a manager of the Customer Service Team it is your job to provide feedback and monitor team / individual performance against agreed goals and objectives. You are to complete a Staff Performance Record on two of your team members- Rick and Paul. (Template provided- To complete the meetings you will pair with a fellow student and they will play the role of Rick and Paul to answer your guestions on the template. This does not have to be videced. The template must be filled out for each staff member- one for Rick and one for Paul. Consider the following points when filling out the Staff Performance Records- e Scenario 1- Paul has only been with the company for 3 months, and is still in his probation period. You have witnessed he needs some help in developing his skills in the use of the online system. You will devise a training plan to help him increase his skill in this area, including the staff members that will help him (including you) and timeframes. You will also need to make sure to add goals and objectives that Rick needs to reach in order to help him through the probation period and keep his role in the team. e Scenario 2 - After looking back at the staff roster and the time sheets you noticed that Rick had every Monday off work. In the meeting, how would you address this issue and formulate a plan to proactively mitigate it in the future? Performance review discussion plan Before the discussion What were your employee's individual performance goals for this performance cycle and how well do you think they've performed against each of their goals? -] What has your employee done well? What could your employee do better? During the discussion How does your employee think they've performed against each of their goals? Does your employee have any feedback or concerns? Did you discuss the employee's career goals and future within your business? What individual performance goals have you and your employee agreed on for the next performance cycle? What support have you agreed to provide to your employee to help them reach their goals? When will you next meet with the employee to review their performance? What are the next steps? For you: For your employee