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Elements and Performance Criteria

  1. Roster and monitor staffing levels and workload.
  2. Monitor and support individual and team performance.
  3. Support employee development.
  4. Maintain staffing records.

Required Skills

Required skills

communication skills including clear and direct communication active listening and questioning techniques and sharing information to consult with staff and advise on work performance and professional development

literacy and numeracy skills to monitor and maintain staff records

planning skills to roster staff according to work requirements

problemsolving skills to take corrective action to meet work requirements

organisational skills to prioritise work requirements

Required knowledge

workplace policies and procedures relevant to personnel employment staff development and rostering

broad working knowledge of relevant federal state or territory legislation relating to OHS workers compensation industrial relations equal employment opportunity EEO antidiscrimination and privacy

provisions of relevant awards and workplace agreements

position descriptions of relevant staff

career pathways in the funeral services industry

Evidence Required

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

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

Evidence of the following is essential

implementation and management of effective rostering and staffing levels that minimise staff work overload and meet anticipated workplace operational and budgetary requirements

understanding of the differing roles of staff and ability to identify staff expertise and professional development requirements according to current job roles and career development

project or work activities conducted over a period of time so that the planning evaluation and monitoring aspects of this unit can be assessed to ensure consistency of performance and ability to respond to different situations

Context of and specific resources for assessment

Assessment must ensure

demonstration of skills in an environment where staff rosters can be developed and communicated and staff consultations can occur

access to relevant documentation such as workplace budget requirements

access to workplace policies and procedures relevant to personnel and rostering

access to relevant awards and workplace agreements

access to personnel and payroll systems

Methods of assessment

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

observation of candidate rostering staff to meet work requirements and taking corrective action where necessary

role plays to demonstrate consulting with staff on work performance and advising on professional development options

written or verbal questioning to assess knowledge of relevant workplace policies and procedures and legislation

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

Holistic assessment with other units relevant to the industry sector workplace and job role is recommended for example

SIFMGTA Coordinate a team

SIFMGT001A Coordinate a team.

Employability skills embedded in this unit should be assessed holistically with other relevant units that make up the skill set or qualification and in the context of the job role


Range Statement

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.

Staff may include:

full-time

part-time

casual

subcontractors.

Relevant legislation may include:

OHS

industrial relations

EEO and anti-discrimination

workers' compensation

Privacy Acts.

Corrective action may include:

revising work schedules

reallocating tasks

calling in additional staff.

Workplace policies and procedures may include:

OHS

communication protocols

staff performance monitoring and development

records maintenance

privacy

EEO and anti-discrimination.

Rostering and staffing issues may include:

staff shortages

inadequate training levels

required skills of workforce.

Work performance may include:

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.

Constructive feedback may include:

verbal or written feedback

suggestions for improvement.

Professional development options may include:

additional training

recognition processes

future career pathways.

Staff records may include:

manual or electronic

staff performance

qualifications

skills and knowledge

competency assessments.