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Follow the links below to find material targeted to the unit's elements, performance criteria, required skills and knowledge

Elements and Performance Criteria

1. Roster and monitor staffing levels and workload.
   • 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.
2. Monitor and support individual and team performance.
   • Monitor work performance of individual staff and teams regularly.
   • Provide constructive feedback to individual staff and teams.
   • Identify and address performance issues.
3. Support employee development.
   • 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.
4. Maintain staffing records.
   • Create and maintain staff records.
   • Monitor personnel and payroll systems and seek specialist advice.
   • Maintain security and confidentiality of staff records according relevant legislation.
5. Roster and monitor staffing levels and workload.
   • 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.
6. Monitor and support individual and team performance.
   • Monitor work performance of individual staff and teams regularly.
   • Provide constructive feedback to individual staff and teams.
   • Identify and address performance issues.
7. Support employee development.
   • 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.
8. Maintain staffing records.
   • Create and maintain staff records.
   • Monitor personnel and payroll systems and seek specialist advice.
   • Maintain security and confidentiality of staff records according relevant legislation.

Performance Evidence

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.

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Knowledge Evidence

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.

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