Assessor Resource

SIFXMGT003
Supervise staff

Assessment tool

Version 1.0
Issue Date: April 2024


This unit describes the performance outcomes, skills and knowledge required to organise and monitor staffing levels and rosters, develop staff performance and maintain staff records. It applies to funeral home and mortuary staff responsible for supervising others as part of their role, ensuring that all work carried out is according to work health and safety, relevant legislation and workplace policies and procedures.

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.

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

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

1. Roster and monitor staffing levels and workload.

1.1 Roster staff according to workplace needs, anticipated peaks and relevant legislation.

1.2 Monitor staff workload and assist staff to prioritise workloads according to work requirements.

1.3 Take corrective action according to staff availability and workplace policies and procedures.

1.4 Maintain staffing levels and rosters according to budget requirements.

1.5 Provide feedback on rostering and staffing issues to appropriate personnel as required.

2. Monitor and support individual and team performance.

2.1 Monitor work performance of individual staff and teams regularly.

2.2 Provide constructive feedback to individual staff and teams.

2.3 Identify and address performance issues.

3. Support employee development.

3.1 Recognise and record expertise of staff for reference when allocating tasks.

3.2 Assist staff to identify their own skills and knowledge in relation to current job roles and career development.

3.3 Develop professional development options in consultation with staff.

4. Maintain staffing records.

4.1 Create and maintain staff records.

4.2 Monitor personnel and payroll systems and seek specialist advice.

4.3 Maintain security and confidentiality of staff records according relevant legislation.

Evidence of the ability to:

develop and implement at least two staff rosters and other staffing arrangements to meet anticipated workplace operational and budgetary requirements

consult with, and provide advice to, at least two different staff members about work performance and professional development opportunities

respond to the need to adjust rosters based on work requirements

create, monitor and maintain staff records, ensuring security and confidentiality of information.

Demonstrated knowledge of:

human resources principles in relation to maintaining staffing levels and rostering to budgeting requirements

methods for assessing staff expertise and professional development requirements according to current job roles and career development

potential rostering and staffing issues, including:

staff shortages

inadequate training levels

required skills of workforce

range of strategies for addressing staff availability, including:

revising work schedules

reallocating tasks

calling in additional staff

reporting staffing issues to appropriate personnel

factors that impact on individual work performance, including:

general standard of work

completing assigned tasks according to workplace timeframes

preparing work plans

following work schedules

job planning

attitude to clients and team members

following administrative procedures

providing constructive feedback to individual staff and teams

professional development options to support staff development, including additional training, recognition processes and future career pathways

workplace policies and procedures relevant to personnel, employment, staff development, rostering and creating and maintaining staff records

relevant federal, state or territory legislation relating to WHS, workers’ compensation, industrial relations, Equal Employment Opportunity (EEO), anti-discrimination and privacy

provisions of relevant awards and workplace agreements

position descriptions of relevant staff

career pathways in the funeral services industry.

Skills must be demonstrated in funeral services workplace with a team of staff:

using suitable equipment and resources, including:

communication technologies and computers

documentation, including:

workplace budget requirements

workplace policies and procedures relevant to personnel and rostering

relevant awards and workplace agreements

personnel and payroll systems

under industry conditions where there is:

integration of tasks with possible interruptions to work typical of the job role

interaction with team members

Assessors must satisfy the NVR/AQTF mandatory competency requirements for assessors.

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.

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

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

1. Roster and monitor staffing levels and workload.

1.1 Roster staff according to workplace needs, anticipated peaks and relevant legislation.

1.2 Monitor staff workload and assist staff to prioritise workloads according to work requirements.

1.3 Take corrective action according to staff availability and workplace policies and procedures.

1.4 Maintain staffing levels and rosters according to budget requirements.

1.5 Provide feedback on rostering and staffing issues to appropriate personnel as required.

2. Monitor and support individual and team performance.

2.1 Monitor work performance of individual staff and teams regularly.

2.2 Provide constructive feedback to individual staff and teams.

2.3 Identify and address performance issues.

3. Support employee development.

3.1 Recognise and record expertise of staff for reference when allocating tasks.

3.2 Assist staff to identify their own skills and knowledge in relation to current job roles and career development.

3.3 Develop professional development options in consultation with staff.

4. Maintain staffing records.

4.1 Create and maintain staff records.

4.2 Monitor personnel and payroll systems and seek specialist advice.

4.3 Maintain security and confidentiality of staff records according relevant legislation.

Evidence of the ability to:

develop and implement at least two staff rosters and other staffing arrangements to meet anticipated workplace operational and budgetary requirements

consult with, and provide advice to, at least two different staff members about work performance and professional development opportunities

respond to the need to adjust rosters based on work requirements

create, monitor and maintain staff records, ensuring security and confidentiality of information.

Demonstrated knowledge of:

human resources principles in relation to maintaining staffing levels and rostering to budgeting requirements

methods for assessing staff expertise and professional development requirements according to current job roles and career development

potential rostering and staffing issues, including:

staff shortages

inadequate training levels

required skills of workforce

range of strategies for addressing staff availability, including:

revising work schedules

reallocating tasks

calling in additional staff

reporting staffing issues to appropriate personnel

factors that impact on individual work performance, including:

general standard of work

completing assigned tasks according to workplace timeframes

preparing work plans

following work schedules

job planning

attitude to clients and team members

following administrative procedures

providing constructive feedback to individual staff and teams

professional development options to support staff development, including additional training, recognition processes and future career pathways

workplace policies and procedures relevant to personnel, employment, staff development, rostering and creating and maintaining staff records

relevant federal, state or territory legislation relating to WHS, workers’ compensation, industrial relations, Equal Employment Opportunity (EEO), anti-discrimination and privacy

provisions of relevant awards and workplace agreements

position descriptions of relevant staff

career pathways in the funeral services industry.

Skills must be demonstrated in funeral services workplace with a team of staff:

using suitable equipment and resources, including:

communication technologies and computers

documentation, including:

workplace budget requirements

workplace policies and procedures relevant to personnel and rostering

relevant awards and workplace agreements

personnel and payroll systems

under industry conditions where there is:

integration of tasks with possible interruptions to work typical of the job role

interaction with team members

Assessors must satisfy the NVR/AQTF mandatory competency requirements for assessors.
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
Roster staff according to workplace needs, anticipated peaks and relevant legislation. 
Monitor staff workload and assist staff to prioritise workloads according to work requirements. 
Take corrective action according to staff availability and workplace policies and procedures. 
Maintain staffing levels and rosters according to budget requirements. 
Provide feedback on rostering and staffing issues to appropriate personnel as required. 
Monitor work performance of individual staff and teams regularly. 
Provide constructive feedback to individual staff and teams. 
Identify and address performance issues. 
Recognise and record expertise of staff for reference when allocating tasks. 
Assist staff to identify their own skills and knowledge in relation to current job roles and career development. 
Develop professional development options in consultation with staff. 
Create and maintain staff records. 
Monitor personnel and payroll systems and seek specialist advice. 
Maintain security and confidentiality of staff records according relevant legislation. 
Roster staff according to workplace needs, anticipated peaks and relevant legislation. 
Monitor staff workload and assist staff to prioritise workloads according to work requirements. 
Take corrective action according to staff availability and workplace policies and procedures. 
Maintain staffing levels and rosters according to budget requirements. 
Provide feedback on rostering and staffing issues to appropriate personnel as required. 
Monitor work performance of individual staff and teams regularly. 
Provide constructive feedback to individual staff and teams. 
Identify and address performance issues. 
Recognise and record expertise of staff for reference when allocating tasks. 
Assist staff to identify their own skills and knowledge in relation to current job roles and career development. 
Develop professional development options in consultation with staff. 
Create and maintain staff records. 
Monitor personnel and payroll systems and seek specialist advice. 
Maintain security and confidentiality of staff records according relevant legislation. 

Forms

Assessment Cover Sheet

SIFXMGT003 - Supervise staff
Assessment task 1: [title]

Student name:

Student ID:

I declare that the assessment tasks submitted for this unit are my own work.

Student signature:

Result: Competent Not yet competent

Feedback to student

 

 

 

 

 

 

 

 

Assessor name:

Signature:

Date:

Assessment Record Sheet

SIFXMGT003 - Supervise staff

Student name:

Student ID:

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

(add lines for each task)

Feedback to student:

 

 

 

 

 

 

 

 

Overall assessment result: Competent Not yet competent

Assessor name:

Signature:

Date:

Student signature:

Date: