Assessor Resource

SITXHRM401
Roster staff

Assessment tool

Version 1.0
Issue Date: April 2024


This unit applies to all tourism, travel, hospitality and event sectors.

This unit applies to individuals responsible for the development of staff rosters for situations involving potentially large numbers of staff working across a range of different service periods and would not apply to small office environments.

It applies to senior personnel who operate independently or with limited guidance from others, including dedicated specialist staff or operational supervisors and managers.

This unit describes the performance outcomes, skills and knowledge required to develop, administer and communicate staff rosters. It requires the ability to plan rosters according to industrial provisions, operational efficiency requirements and within wage budgets.

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

Prerequisites

Not applicable.

Employability Skills

This unit contains employability skills.



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.

The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.

Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the ability to:

prepare multiple rosters to meet diverse operational requirements

roster sufficient staff to ensure the delivery of high quality customer service within wage budget constraints

integrate knowledge of the industrial provisions, human resource policy and the skills mix of the team to be rostered

complete rostering activities within commercial and staff time constraints.

Context of and specific resources for assessment

Assessment must ensure use of:

a real or simulated tourism, hospitality or event industry business operation or activity subject to rostering

computers, printers and software programs currently used by the tourism, hospitality or event industry to prepare rosters

awards applicable to the tourism, hospitality or event industry

operational information about the organisation or department subject to rostering

information about the cultural and skills mix of a team subject to rostering.

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:

projects or activities that allow the individual to develop rosters, that meet a set budget, for a department’s weekly operation, a function or event

use of problem-solving exercises so the individual can determine the correct skills and cultural mix for a particular service period

exercises and activities to assess the individual’s knowledge of award provisions

written or oral questioning to assess knowledge of the role of rosters and their importance in controlling staff costs

review of portfolios of evidence and thirdparty workplace reports of onthejob performance by the individual.

Guidance information for assessment

The assessor should design integrated assessment activities to holistically assess this unit with other units relevant to the industry sector, workplace and job role, for example:

SITXCOM201 Show social and cultural sensitivity

SITXFIN402 Manage finances within a budget

SITXMGT401 Monitor work operations.

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.

Required skills

communication skills to consult with colleagues, ask questions and confirm requirements, and listen, understand and interpret verbal and nonverbal messages

literacy skills to:

read and interpret documents outlining opening and closing times, operational hours, and expected customer traffic

write potentially complex roster documentation

numeracy skills to complete planning activities involving dates, times and staff ratios

planning and organising skills to plan rosters to meet operational needs

problem-solving skills to re-work rosters in cases of staff illness

self-management skills to take responsibility for rostering enough staff to meet operational needs

teamwork skills to consider staff requests and personal commitments when planning rosters

technology skills to use:

a computer and keyboard

the system capabilities and functions of software programs.

Required knowledge

sources of information on award and other industrial provisions

the key elements of applicable awards, including:

leave provisions

mandated breaks between shifts

maximum allowed shift hours

standard, overtime and penalty pay rates

for the industry sector:

role of rosters and their importance in controlling staff costs

the system capabilities and functions of rostering software programs

a range of formats for and inclusions of staff rosters

a range of methods used to communicate rosters including electronic

for the specific organisation:

social, cultural and skills mix of the team to be rostered

full details of human resource policies and procedures that cover leave provisions and socio-cultural issues

operational requirements of the business activity, department or event subject to rostering

wage budget for the business activity, department or event subject to rostering.

The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.

Rosters may be for:

events

functions

individual department

specific project

whole organisation.

Industrial agreements and other considerations may relate to:

single or multiple awards

award provisions for:

leave

mandated breaks between shifts

maximum allowed shift hours

standard, overtime and penalty pay rates

overall number of hours allocated to different staff members

use of:

contractors and consideration of fees

permanent or casual staff.

Operational and customer service efficiencymay involve:

providing an appropriate ratio of:

front of house to back of house staff

staff to customer numbers

supervisors to operative staff

providing sufficient number of staff to meet:

customer expectations of different service styles

the demands of known or estimated numbers of customers

rostering:

staff with the correct skills to fulfil all operational duties

teams with the correct skills mix.

Social and cultural considerations may relate to:

allowance for rostered days off for:

carer commitments

cultural or religious festivals

family commitments

mixing people:

from different cultures

with different language abilities

types of work to be undertaken by individuals with disabilities or impairments.

Broader organisational policies may relate to:

sociocultural-friendly workplace initiatives

familyfriendly workplace initiatives

leave for:

carers

compassionate reasons

illness or injury

jury service

long service

maternity or paternity

rehabilitation of injured workers

study

vacation.

Roster systems and equipment may include:

computers

electronic equipment used by staff to log commencement and completion time of rostered duties

rostering software programs.

Communicate rosters:

on-line

by email

via a noticeboard

paper based.

Records of shift time may involve:

authorising payment for duties completed

electronic equipment used by staff to log commencement and completion time of rostered duties

time sheets:

electronic

paper-based.

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
Develop rosters according to relevant industrial agreements and other considerations and wage budgets. 
Maximise operational and customer service efficiency while minimising wage costs. 
Combine duties where appropriate to ensure effective use of staff. 
Roster teams with the most effective skills mix to meet all operational requirements. 
Take account of social and cultural considerations and broader organisational policies that affect staff rosters. 
Consult with colleagues to ensure input to rosters. 
Use roster systems and equipment to administer rosters. 
Present rosters in required formats to ensure clarity of information according to organisational standards. 
Communicate rosters to appropriate colleagues within designated timeframes. 
Administer records of shift time completed by employees or contractors. 
Maintain staff rostering records according to organisational procedures. 
Monitor the effectiveness of rosters in consultation with colleagues. 
Identify ways in which rosters and roster development processes may be improved and take appropriate action. 

Forms

Assessment Cover Sheet

SITXHRM401 - Roster 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

SITXHRM401 - Roster 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: