1. Develop and implement staff rosters
   • Develop rosters in accordance with relevant award provisions, enterprise agreements and wage budgets.
   • Maximise operational efficiency and customer service levels while minimising wage costs in roster development.
   • Combine duties where appropriate to ensure effective use of staff.
   • Utilise the available skills base appropriately to roster the most effective mix of staff and to meet different operational requirements.
   • Present rosters in required formats to ensure clarity of information in accordance with enterprise standards.
   • Communicate rosters to appropriate colleagues within designated timelines.
2. Maintain staff records
   • Complete time sheets and other documentation accurately and within designated timelines.
   • Update staff records accurately and maintain or store in accordance with enterprise procedures.

Not applicable

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

indepth 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 assessmenttraining may be appropriate Examples include

THHGLEB Monitor work operations

THHGLE01B Monitor work operations

THHGLEB Develop and implement operational plans

THHGLE03B Develop and implement operational plans

THHGLEB Monitor staff performance

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 THHGLEB Develop and update the legal knowledge required for business compliance Repetition should be avoided in training and assessment

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 preemployment 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 onthejob 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 Perform Level Administer and Manage Level Design and Evaluate

Key Competencies

Collecting Organising and Analysing Information

For example

Reviewing award information for rostering implications

Communicating Ideas and Information

For example

Preparing and distributing a roster document for circulation to colleagues

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

Working with Others and in Teams

For example

Consulting with colleagues in relation to individual rostering requests

Using Mathematical Ideas and Techniques

For example

Calculating staff costs for a given roster and comparing with wages budgets

Solving Problems

For example

Developing a roster for a period where the wages budget has just been cut by

Using Technology

For example

Using rostering software

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

indepth 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 assessmenttraining may be appropriate Examples include

THHGLEB Monitor work operations

THHGLE01B Monitor work operations

THHGLEB Develop and implement operational plans

THHGLE03B Develop and implement operational plans

THHGLEB Monitor staff performance

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 THHGLEB Develop and update the legal knowledge required for business compliance Repetition should be avoided in training and assessment

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 preemployment 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 onthejob 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 Perform Level Administer and Manage Level Design and Evaluate

Key Competencies

Collecting Organising and Analysing Information

For example

Reviewing award information for rostering implications

Communicating Ideas and Information

For example

Preparing and distributing a roster document for circulation to colleagues

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

Working with Others and in Teams

For example

Consulting with colleagues in relation to individual rostering requests

Using Mathematical Ideas and Techniques

For example

Calculating staff costs for a given roster and comparing with wages budgets

Solving Problems

For example

Developing a roster for a period where the wages budget has just been cut by

Using Technology

For example

Using rostering software

This unit applies to all tourism and hospitality sectors. The following explanations identify how this unit may be applied in different workplaces, sectors and circumstances.