Assessor Resource

BSBHRM505
Manage remuneration and employee benefits

Assessment tool

Version 1.0
Issue Date: May 2024


This unit describes the skills and knowledge required to implement an organisation’s remuneration and benefit plans. It incorporates all functions associated with remuneration, including packaging, salary benchmarking, market rate reviews, bonuses and the legislative aspects of remuneration and employee benefits.

It applies to individuals who are human resource managers responsible for overseeing an organisation’s remuneration process.

No licensing, legislative or certification requirements apply to this unit at the time of publication.

You may want to include more information here about the target group and the purpose of the assessments (eg formative, summative, recognition)


Evidence Required

List the assessment methods to be used and the context and resources required for assessment. Copy and paste the relevant sections from the evidence guide below and then re-write these in plain English.

ELEMENT

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1 Develop organisation’s remuneration strategy

1.1 Analyse strategic and operational plans to determine the scope of remuneration and benefits plans

1.2 Undertake research on current practice, recent developments and legislative parameters for remuneration strategy

1.3 Develop options for consideration by relevant managers

1.4 Present options showing the link to organisational strategic objectives

1.5 Ensure remuneration policies and incentive plans are agreed and recorded

1.6 Ensure organisation is positioned as an employer of choice and regarded as a desirable workplace

2 Implement remuneration strategy

2.1 Research occupational groups to determine those which are industrial agreement based

2.2 Access or undertake market rates surveys regularly to ensure the organisation’s required level of competitiveness for particular occupational groups is maintained

2.3 Align remuneration and benefits plans with performance management system

2.4 Ensure employees receive at least their minimum entitlements according to organisational policies and legal requirements

2.5 Ensure salary packages comply with organisational policies and legal requirements, including fringe benefits tax (FBT) and superannuation

2.6 Ensure incentive arrangements, if included, comply with the organisation’s remuneration strategy

3 Review and update remuneration strategy

3.1 Consult managers and employees about the effectiveness of the remuneration strategy

3.2 Amend strategy and plans as necessary to meet organisational policies and legal requirements

Submission Requirements

List each assessment task's title, type (eg project, observation/demonstration, essay, assingnment, checklist) and due date here

Assessment task 1: [title]      Due date:

(add new lines for each of the assessment tasks)

Assessment Tasks

Copy and paste from the following data to produce each assessment task. Write these in plain English and spell out how, when and where the task is to be carried out, under what conditions, and what resources are needed. Include guidelines about how well the candidate has to perform a task for it to be judged satisfactory.

ELEMENT

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1 Develop organisation’s remuneration strategy

1.1 Analyse strategic and operational plans to determine the scope of remuneration and benefits plans

1.2 Undertake research on current practice, recent developments and legislative parameters for remuneration strategy

1.3 Develop options for consideration by relevant managers

1.4 Present options showing the link to organisational strategic objectives

1.5 Ensure remuneration policies and incentive plans are agreed and recorded

1.6 Ensure organisation is positioned as an employer of choice and regarded as a desirable workplace

2 Implement remuneration strategy

2.1 Research occupational groups to determine those which are industrial agreement based

2.2 Access or undertake market rates surveys regularly to ensure the organisation’s required level of competitiveness for particular occupational groups is maintained

2.3 Align remuneration and benefits plans with performance management system

2.4 Ensure employees receive at least their minimum entitlements according to organisational policies and legal requirements

2.5 Ensure salary packages comply with organisational policies and legal requirements, including fringe benefits tax (FBT) and superannuation

2.6 Ensure incentive arrangements, if included, comply with the organisation’s remuneration strategy

3 Review and update remuneration strategy

3.1 Consult managers and employees about the effectiveness of the remuneration strategy

3.2 Amend strategy and plans as necessary to meet organisational policies and legal requirements

Copy and paste from the following performance criteria to create an observation checklist for each task. When you have finished writing your assessment tool every one of these must have been addressed, preferably several times in a variety of contexts. To ensure this occurs download the assessment matrix for the unit; enter each assessment task as a column header and place check marks against each performance criteria that task addresses.

Observation Checklist

Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice Yes No Comments/feedback
Analyse strategic and operational plans to determine the scope of remuneration and benefits plans 
Undertake research on current practice, recent developments and legislative parameters for remuneration strategy 
Develop options for consideration by relevant managers 
Present options showing the link to organisational strategic objectives 
Ensure remuneration policies and incentive plans are agreed and recorded 
Ensure organisation is positioned as an employer of choice and regarded as a desirable workplace 
Research occupational groups to determine those which are industrial agreement based 
Access or undertake market rates surveys regularly to ensure the organisation’s required level of competitiveness for particular occupational groups is maintained 
Align remuneration and benefits plans with performance management system 
Ensure employees receive at least their minimum entitlements according to organisational policies and legal requirements 
Ensure salary packages comply with organisational policies and legal requirements, including fringe benefits tax (FBT) and superannuation 
Ensure incentive arrangements, if included, comply with the organisation’s remuneration strategy 
Consult managers and employees about the effectiveness of the remuneration strategy 
Amend strategy and plans as necessary to meet organisational policies and legal requirements 
Analyse strategic and operational plans to determine the scope of remuneration and benefits plans 
Undertake research on current practice, recent developments and legislative parameters for remuneration strategy 
Develop options for consideration by relevant managers 
Present options showing the link to organisational strategic objectives 
Ensure remuneration policies and incentive plans are agreed and recorded 
Ensure organisation is positioned as an employer of choice and regarded as a desirable workplace 

Forms

Assessment Cover Sheet

BSBHRM505 - Manage remuneration and employee benefits
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Assessment Record Sheet

BSBHRM505 - Manage remuneration and employee benefits

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Assessment task 1: [title] Result: Competent Not yet competent

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Overall assessment result: Competent Not yet competent

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