This unit applies to individuals responsible for the development of staff rosters in a tourism or hospitality context, in situations involving potentially large numbers of staff working across a range of different service periods, i.e. in more than a small office environment. Constraints around award provisions, other industrial agreements and wage budgets are a feature of rostering at this level.

Depending on the sector or specific organisation, this role may be carried out by dedicated specialist staff or by operational supervisors and managers.

Nil

ELEMENT

PERFORMANCE CRITERIA

1

Develop staff rosters.

1.1

Develop rosters according to relevant award provisions, organisation agreements and wage budgets.

1.2

Maximise operational efficiency and customer service levels while minimising wage costs in roster development.

1.3

Combine duties where appropriate to ensure effective use of staff.

1.4

Use the available skills base appropriately to roster the most effective mix of staff and to meet different operational requirements and constraints.

1.5

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

1.6

Consult with colleagues to ensure appropriate input to rosters.

2

Present and communicate rosters.

2.1

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

2.2

Communicate rosters to appropriate colleagues within designated timeframes.

3

Maintain staff records.

3.1

Complete time sheets and other documentation accurately and within designated timelines.

3.2

Update staff records and maintain or store them according to organisation procedures.

4

Evaluate rosters.

4.1

Monitor the 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.

This section describes the essential skills and knowledge and their level, required for this unit.

The following skills must be assessed as part of this unit:

organisational skills to plan rosters to meet operational needs

literacy skills to develop potentially complex roster documentation

communication skills to consult with colleagues, ask questions and confirm requirements, and listen, understand and interpret verbal and non-verbal messages

numeracy skills to undertake planning activities involving dates, times and staff ratios.

The following knowledge must be assessed as part of this unit:

role of rosters and their importance in controlling staff costs

factors to be considered when developing rosters, including legal or industrial provisions in the relevant work context

formats for the presentation of staff rosters and details to be included

overview of software programs and other technology available for roster design

in-depth knowledge of operational area for which roster is being developed.

The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, the range statement and the Assessment Guidelines for this Training Package.

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

Evidence of the following is essential:

knowledge and understanding of the factors and issues affecting staff rostering

familiarity with typical formats for rosters and key information to be included

ability to prepare staff rosters that meet wage budgets and provide a level of staffing sufficient to ensure the delivery of high quality customer service

project or work activities that allow the candidate to prepare rosters for a workplace and to evaluate their cost efficiency and operational effectiveness against nominated standards project or work activities conducted over an operationally realistic period of time so that the planning, evaluation and monitoring aspects of rostering staff can be assessed

preparation of multiple rosters for multiple periods to meet the staffing requirements of more than one operational situation.

Context of and specific resources for assessment

Assessment must ensure:

demonstration of skills in a fully operational situation (project or permanent working environment), including a team of people for whom rosters can be developed

use of industry-current rostering technology and 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:

evaluation of the staffing costs and service levels in a workplace or at an event for which the candidate has prepared rosters

case studies to develop rosters for typical industry working periods and different operational situations

oral or written questions to assess knowledge of specific factors affecting the design of rosters

review of portfolios of evidence and third-party workplace reports of on-the-job performance by the candidate.

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

Assessing employability skills

Employability skills are integral to effective performance in the workplace and are broadly consistent across industry sectors. How these skills are applied varies between occupations and qualifications due to the different work functions and contexts.

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.

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 in the performance criteria is detailed below.

Rosters may be for:

individual department

whole organisation

specific project.

Award provisions and organisation agreements may affect rostering in relation to a range of issues, including:

number of hours worked in a given shift

overall number of hours allocated to different staff members

breaks between shifts

nature of duties allocated

use of permanent or casual staff.

Operational efficiency and customer service levels may be affected by:

numbers of staff

type of staff

balance of skills required

demands of different service styles or periods.

Cultural considerations may relate to:

types of work to be undertaken by individuals

dates of cultural or religious festivals

family considerations

mixing of people from different cultures.

Broader organisational policies may relate to:

compassionate leave

maternity or paternity leave

family-friendly workplace initiatives.

Sector

Cross-Sector

Human Resource Management

The required outcomes described in this unit of competency contain applicable facets of employability skills. The Employability Skills Summary of the qualification in which this unit is packaged will assist in identifying employability skills requirements.