SITXHRM002
Roster staff


Application

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.

This unit applies to individuals responsible for developing staff rosters for situations involving potentially large numbers of staff working across a range of different service periods or shifts. It does 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.

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

No occupational licensing, certification or specific legislative requirements apply to this unit at the time of publication.


Elements and Performance Criteria

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1. Develop staff rosters.

1.1.Develop rosters according to relevant industrial agreements and other considerations and wage budgets.

1.2.Maximise operational and customer service efficiency while minimising wage costs.

1.3.Combine duties where appropriate to ensure effective use of staff.

1.4.Roster teams with complementary skills mix to meet operational requirements.

1.5.Take account of social and cultural considerations and broader organisational policies that affect staff rosters.

1.6.Consult with colleagues to ensure input into rosters.

1.7.Use roster systems and equipment to administer rosters.

2. Present and communicate rosters.

2.1.Present rosters in required formats to ensure clarity of information according to organisational standards.

2.2.Communicate rosters to appropriate colleagues within designated timeframes.

3. Maintain rostering records.

3.1.Administer records of shift time completed by employees or contractors.

3.2.Maintain staff rostering records according to organisational procedures

4. Evaluate rosters.

4.1.Monitor effectiveness of rosters in consultation with colleagues.

4.2.Identify ways in which rosters and roster development processes may be improved and take appropriate action.

Evidence of Performance

Evidence of the ability to complete tasks outlined in elements and performance criteria of this unit in the context of the job role, and:

prepare staff rosters that meet diverse operational requirements across three different roster periods

demonstrate the following when preparing each of the above staff rosters:

sufficient staff to ensure the delivery of required services within wage budget constraints

appropriate skills mix of the team

compliance with industrial provisions and organisational policy

completion of rosters within commercial and staff time constraints.


Evidence of Knowledge

Demonstrated knowledge required to complete the tasks outlined in elements and performance criteria of this unit:

sources of information on awards and other industrial provisions

industrial agreements and other considerations which impact the preparation of staffing rosters:

single or multiple awards and enterprise agreements

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

key elements of applicable awards and enterprise agreements:

leave provisions

mandated breaks between shifts

maximum allowed shift hours

standard, overtime and penalty pay rates

organisational policies which impact the preparation of staffing rosters:

sociocultural-friendly organisational initiatives

family-friendly workplace initiatives

leave for:

carers

compassionate reasons

illness or injury

jury service

long service

maternity or paternity

rehabilitation of injured workers

study

recreation

industry sector:

role of rosters and their importance in controlling staff costs

system capabilities and functions of rostering software programs

different formats for and inclusions of staff rosters

different methods used to communicate rosters, both electronic and paper-based

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.


Assessment Conditions

Skills must be demonstrated in an operational tourism, travel, hospitality or events business operation or activity requiring staff rostering. This can be:

an industry workplace

a simulated industry environment.

Assessment must ensure access to:

computers, printers and rostering software programs

records of shift time and where relevant electronic equipment used by staff to log commencement and completion time of rostered duties

applicable industrial awards and enterprise agreements

operational information about the organisation or department subject to rostering

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

Assessors must satisfy the Standards for Registered Training Organisations’ requirements for assessors.


Foundation Skills

Foundation skills essential to performance in this unit, but not explicit in the performance criteria are listed here, along with a brief context statement.

SKILLS

DESCRIPTION

Reading skills to:

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

Writing skills to:

write potentially complex roster documentation.

Oral communication skills to:

ask colleagues questions to confirm their requirements

listen, understand and interpret messages.

Numeracy skills to:

complete planning activities involving dates, times and staff ratios.

Problem-solving skills to:

re-work rosters in cases of staff illness.

Teamwork skills to:

consider staff requests and personal commitments when planning rosters.

Technology skills to:

use system capabilities and functions of rostering software programs.


Sectors

Cross-Sector


Competency Field

Human Resource Management