Essential Knowledge and Skills to be Assessed
The following knowledge and skills must be assessed as part of this unit:
the role of rosters and their importance in controlling staff costs
factors to be considered when developing rosters
formats for the presentation of staff rosters and details to be included
overview of software programs available for roster design
in-depth knowledge of area of operation for which roster is being developed.
Linkages to Other Units
There is a strong link between this unit and a range of other units that may carried out by supervisors and managers in the workplace. Depending upon the industry sector and workplace, combined assessment/training may be appropriate. Examples include:
THHGLE01B Monitor work operations
THHGLE03B Develop and implement operational plans
THHGLE06B Monitor staff performance
Note: Knowledge of specific legal issues is required within this unit. This means that there is some duplication with the generic unit THHGLE20B Develop and update the legal knowledge required for business compliance. Repetition should be avoided in training and assessment.
Critical Aspects of Assessment
Evidence of the following is critical:
knowledge and understanding of the factors and issues which impact upon staff rostering
familiarity with typical formats for rosters and the key information to be included
ability to prepare staff rosters which meet wages budgets and which provide a level of staffing sufficient to ensure the delivery of high quality customer service.
Context of Assessment and Resource Implications
Assessment must ensure:
project or work activities which allow the candidate to prepare rosters for a workplace and to evaluate their cost efficiency and operational effectiveness against nominated standards
preparation of more than one roster to meet the staffing requirements of more than one operational situation.
For generic pre-employment training and assessment, a range of industry contexts must be addressed. Where the focus is sector or workplace specific, training and assessment must be tailored to meet particular needs.
Assessment Methods
Assessment methods must be chosen to ensure that rostering skills and knowledge can be practically demonstrated. Methods must include assessment of knowledge as well as assessment of practical skills.
The following examples are appropriate for this unit:
evaluation of the staffing costs and service levels at an event for which the candidate has prepared rosters
case studies to develop rosters for typical industry working periods and for different operational situations
oral or written questions to assess knowledge of specific factors which affect the design of rosters
review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate.
Key Competencies in this Unit
Key Competencies are an integral part of all workplace competencies. The table below describes those applicable to this unit. Trainers and assessors should ensure that they are addressed in training and assessment.
Level 1 = Perform Level 2 = Administer and Manage Level 3 = Design and Evaluate
Key Competencies
Collecting, Organising and Analysing Information
For example:
Reviewing award information for rostering implications (2)
Communicating Ideas and Information
For example:
Preparing and distributing a roster document for circulation to colleagues (2)
Planning and Organising Activities
For example:
Gathering information and developing a roster for an operational period which includes several days of unusually high customer demand (2)
Working with Others and in Teams
For example:
Consulting with colleagues in relation to individual rostering requests (1)
Using Mathematical Ideas and Techniques
For example:
Calculating staff costs for a given roster and comparing with wages budgets (2)
Solving Problems
For example:
Developing a roster for a period where the wages budget has just been cut by 10% (2)
Using Technology
For example:
Using rostering software (1)
Essential Knowledge and Skills to be Assessed
The following knowledge and skills must be assessed as part of this unit:
the role of rosters and their importance in controlling staff costs
factors to be considered when developing rosters
formats for the presentation of staff rosters and details to be included
overview of software programs available for roster design
in-depth knowledge of area of operation for which roster is being developed.
Linkages to Other Units
There is a strong link between this unit and a range of other units that may carried out by supervisors and managers in the workplace. Depending upon the industry sector and workplace, combined assessment/training may be appropriate. Examples include:
THHGLE01B Monitor work operations
THHGLE03B Develop and implement operational plans
THHGLE06B Monitor staff performance
Note: Knowledge of specific legal issues is required within this unit. This means that there is some duplication with the generic unit THHGLE20B Develop and update the legal knowledge required for business compliance. Repetition should be avoided in training and assessment.
Critical Aspects of Assessment
Evidence of the following is critical:
knowledge and understanding of the factors and issues which impact upon staff rostering
familiarity with typical formats for rosters and the key information to be included
ability to prepare staff rosters which meet wages budgets and which provide a level of staffing sufficient to ensure the delivery of high quality customer service.
Context of Assessment and Resource Implications
Assessment must ensure:
project or work activities which allow the candidate to prepare rosters for a workplace and to evaluate their cost efficiency and operational effectiveness against nominated standards
preparation of more than one roster to meet the staffing requirements of more than one operational situation.
For generic pre-employment training and assessment, a range of industry contexts must be addressed. Where the focus is sector or workplace specific, training and assessment must be tailored to meet particular needs.
Assessment Methods
Assessment methods must be chosen to ensure that rostering skills and knowledge can be practically demonstrated. Methods must include assessment of knowledge as well as assessment of practical skills.
The following examples are appropriate for this unit:
evaluation of the staffing costs and service levels at an event for which the candidate has prepared rosters
case studies to develop rosters for typical industry working periods and for different operational situations
oral or written questions to assess knowledge of specific factors which affect the design of rosters
review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate.
Key Competencies in this Unit
Key Competencies are an integral part of all workplace competencies. The table below describes those applicable to this unit. Trainers and assessors should ensure that they are addressed in training and assessment.
Level 1 = Perform Level 2 = Administer and Manage Level 3 = Design and Evaluate
Key Competencies
Collecting, Organising and Analysing Information
For example:
Reviewing award information for rostering implications (2)
Communicating Ideas and Information
For example:
Preparing and distributing a roster document for circulation to colleagues (2)
Planning and Organising Activities
For example:
Gathering information and developing a roster for an operational period which includes several days of unusually high customer demand (2)
Working with Others and in Teams
For example:
Consulting with colleagues in relation to individual rostering requests (1)
Using Mathematical Ideas and Techniques
For example:
Calculating staff costs for a given roster and comparing with wages budgets (2)
Solving Problems
For example:
Developing a roster for a period where the wages budget has just been cut by 10% (2)
Using Technology
For example:
Using rostering software (1)