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Evidence Guide: SFLMGT001 - Coordinate floristry work teams

Student: __________________________________________________

Signature: _________________________________________________

Tips for gathering evidence to demonstrate your skills

The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usualy demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!

From the Wiki University

 

SFLMGT001 - Coordinate floristry work teams

What evidence can you provide to prove your understanding of each of the following citeria?

Monitor and organise staffing levels.

  1. Assess current and projected volume and type of work.
  2. Determine staffing levels to meet sales and production needs.
  3. Develop rosters according to relevant industrial arrangements and within wage budgets.
  4. Roster teams with the most effective skills mix to meet sales and operational requirements.
  5. Communicate rosters to team members in clear formats and within organisational timeframes.
  6. Adjust rosters, as required, according to staff availability.
  7. Maintain staffing records according to organisational procedures.
Assess current and projected volume and type of work.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Determine staffing levels to meet sales and production needs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop rosters according to relevant industrial arrangements and within wage budgets.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Roster teams with the most effective skills mix to meet sales and operational requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Communicate rosters to team members in clear formats and within organisational timeframes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Adjust rosters, as required, according to staff availability.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Maintain staffing records according to organisational procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Inform team members.

  1. Clearly communicate roles, responsibilities and expectations and advise individual and team work accountability.
  2. Inform team members of expected standards of work and behaviour required by organisational policies at a level and pace appropriate to the individual.
  3. Provide staff induction on key organisational and team requirements.
  4. Conduct staff meetings or briefings to address sales and production issues.
  5. Provide team members with information about relevant sales and production targets.
Clearly communicate roles, responsibilities and expectations and advise individual and team work accountability.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Inform team members of expected standards of work and behaviour required by organisational policies at a level and pace appropriate to the individual.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide staff induction on key organisational and team requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Conduct staff meetings or briefings to address sales and production issues.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide team members with information about relevant sales and production targets.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Coach on the job.

  1. Identify need for coaching based on observation of team member’s skills and knowledge and through discussion.
  2. Systematically explain and demonstrate specific skills and explain the workplace application.
  3. Communicate required knowledge and check team member understanding.
  4. Advise organisational procedures for completing workplace tasks.
  5. Provide team member with opportunity to practise skills and ask questions.
  6. Provide feedback in a constructive and supportive manner.
  7. Encourage and guide team member to evaluate own performance and self-diagnose areas for improvement.
  8. Monitor progress of new workplace skills and provide ongoing assistance.
Identify need for coaching based on observation of team member’s skills and knowledge and through discussion.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Systematically explain and demonstrate specific skills and explain the workplace application.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Communicate required knowledge and check team member understanding.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Advise organisational procedures for completing workplace tasks.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide team member with opportunity to practise skills and ask questions.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide feedback in a constructive and supportive manner.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Encourage and guide team member to evaluate own performance and self-diagnose areas for improvement.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor progress of new workplace skills and provide ongoing assistance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Motivate the team.

  1. Identify strengths and weaknesses of team against current and anticipated work requirements.
  2. Encourage individuals to contribute to discussion and planning of team objectives and goals.
  3. Update and review team objectives and goals regularly.
  4. Develop positive and constructive relationships with and between team members.
  5. Treat all team members fairly, equally and with respect.
  6. Act as a positive role model through high standards of personal performance and ongoing development of own competencies.
Identify strengths and weaknesses of team against current and anticipated work requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Encourage individuals to contribute to discussion and planning of team objectives and goals.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Update and review team objectives and goals regularly.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop positive and constructive relationships with and between team members.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Treat all team members fairly, equally and with respect.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Act as a positive role model through high standards of personal performance and ongoing development of own competencies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor and organise staffing levels.

  1. Assess current and projected volume and type of work.
  2. Determine staffing levels to meet sales and production needs.
  3. Develop rosters according to relevant industrial arrangements and within wage budgets.
  4. Roster teams with the most effective skills mix to meet sales and operational requirements.
  5. Communicate rosters to team members in clear formats and within organisational timeframes.
  6. Adjust rosters, as required, according to staff availability.
  7. Maintain staffing records according to organisational procedures.
Assess current and projected volume and type of work.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Determine staffing levels to meet sales and production needs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop rosters according to relevant industrial arrangements and within wage budgets.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Roster teams with the most effective skills mix to meet sales and operational requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Communicate rosters to team members in clear formats and within organisational timeframes.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Adjust rosters, as required, according to staff availability.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Maintain staffing records according to organisational procedures.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Inform team members.

  1. Clearly communicate roles, responsibilities and expectations and advise individual and team work accountability.
  2. Inform team members of expected standards of work and behaviour required by organisational policies at a level and pace appropriate to the individual.
  3. Provide staff induction on key organisational and team requirements.
  4. Conduct staff meetings or briefings to address sales and production issues.
  5. Provide team members with information about relevant sales and production targets.
Clearly communicate roles, responsibilities and expectations and advise individual and team work accountability.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Inform team members of expected standards of work and behaviour required by organisational policies at a level and pace appropriate to the individual.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide staff induction on key organisational and team requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Conduct staff meetings or briefings to address sales and production issues.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide team members with information about relevant sales and production targets.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Coach on the job.

  1. Identify need for coaching based on observation of team member’s skills and knowledge and through discussion.
  2. Systematically explain and demonstrate specific skills and explain the workplace application.
  3. Communicate required knowledge and check team member understanding.
  4. Advise organisational procedures for completing workplace tasks.
  5. Provide team member with opportunity to practise skills and ask questions.
  6. Provide feedback in a constructive and supportive manner.
  7. Encourage and guide team member to evaluate own performance and self-diagnose areas for improvement.
  8. Monitor progress of new workplace skills and provide ongoing assistance.
Identify need for coaching based on observation of team member’s skills and knowledge and through discussion.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Systematically explain and demonstrate specific skills and explain the workplace application.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Communicate required knowledge and check team member understanding.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Advise organisational procedures for completing workplace tasks.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide team member with opportunity to practise skills and ask questions.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide feedback in a constructive and supportive manner.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Encourage and guide team member to evaluate own performance and self-diagnose areas for improvement.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor progress of new workplace skills and provide ongoing assistance.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Motivate the team.

  1. Identify strengths and weaknesses of team against current and anticipated work requirements.
  2. Encourage individuals to contribute to discussion and planning of team objectives and goals.
  3. Update and review team objectives and goals regularly.
  4. Develop positive and constructive relationships with and between team members.
  5. Treat all team members fairly, equally and with respect.
  6. Act as a positive role model through high standards of personal performance and ongoing development of own competencies.
Identify strengths and weaknesses of team against current and anticipated work requirements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Encourage individuals to contribute to discussion and planning of team objectives and goals.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Update and review team objectives and goals regularly.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop positive and constructive relationships with and between team members.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Treat all team members fairly, equally and with respect.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Act as a positive role model through high standards of personal performance and ongoing development of own competencies.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes of the unit of competency.

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

1. Monitor and organise staffing levels.

1.1 Assess current and projected volume and type of work.

1.2 Determine staffing levels to meet sales and production needs.

1.3 Develop rosters according to relevant industrial arrangements and within wage budgets.

1.4 Roster teams with the most effective skills mix to meet sales and operational requirements.

1.5 Communicate rosters to team members in clear formats and within organisational timeframes.

1.6 Adjust rosters, as required, according to staff availability.

1.7 Maintain staffing records according to organisational procedures.

2. Inform team members.

2.1 Clearly communicate roles, responsibilities and expectations and advise individual and team work accountability.

2.2 Inform team members of expected standards of work and behaviour required by organisational policies at a level and pace appropriate to the individual.

2.3 Provide staff induction on key organisational and team requirements.

2.4 Conduct staff meetings or briefings to address sales and production issues.

2.5 Provide team members with information about relevant sales and production targets.

3. Coach on the job.

3.1 Identify need for coaching based on observation of team member’s skills and knowledge and through discussion.

3.2 Systematically explain and demonstrate specific skills and explain the workplace application.

3.3 Communicate required knowledge and check team member understanding.

3.4 Advise organisational procedures for completing workplace tasks.

3.5 Provide team member with opportunity to practise skills and ask questions.

3.6 Provide feedback in a constructive and supportive manner.

3.7 Encourage and guide team member to evaluate own performance and self-diagnose areas for improvement.

3.8 Monitor progress of new workplace skills and provide ongoing assistance.

4. Motivate the team.

4.1 Identify strengths and weaknesses of team against current and anticipated work requirements.

4.2 Encourage individuals to contribute to discussion and planning of team objectives and goals.

4.3 Update and review team objectives and goals regularly.

4.4 Develop positive and constructive relationships with and between team members.

4.5 Treat all team members fairly, equally and with respect.

4.6 Act as a positive role model through high standards of personal performance and ongoing development of own competencies.

Required Skills and Knowledge

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes of the unit of competency.

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

1. Monitor and organise staffing levels.

1.1 Assess current and projected volume and type of work.

1.2 Determine staffing levels to meet sales and production needs.

1.3 Develop rosters according to relevant industrial arrangements and within wage budgets.

1.4 Roster teams with the most effective skills mix to meet sales and operational requirements.

1.5 Communicate rosters to team members in clear formats and within organisational timeframes.

1.6 Adjust rosters, as required, according to staff availability.

1.7 Maintain staffing records according to organisational procedures.

2. Inform team members.

2.1 Clearly communicate roles, responsibilities and expectations and advise individual and team work accountability.

2.2 Inform team members of expected standards of work and behaviour required by organisational policies at a level and pace appropriate to the individual.

2.3 Provide staff induction on key organisational and team requirements.

2.4 Conduct staff meetings or briefings to address sales and production issues.

2.5 Provide team members with information about relevant sales and production targets.

3. Coach on the job.

3.1 Identify need for coaching based on observation of team member’s skills and knowledge and through discussion.

3.2 Systematically explain and demonstrate specific skills and explain the workplace application.

3.3 Communicate required knowledge and check team member understanding.

3.4 Advise organisational procedures for completing workplace tasks.

3.5 Provide team member with opportunity to practise skills and ask questions.

3.6 Provide feedback in a constructive and supportive manner.

3.7 Encourage and guide team member to evaluate own performance and self-diagnose areas for improvement.

3.8 Monitor progress of new workplace skills and provide ongoing assistance.

4. Motivate the team.

4.1 Identify strengths and weaknesses of team against current and anticipated work requirements.

4.2 Encourage individuals to contribute to discussion and planning of team objectives and goals.

4.3 Update and review team objectives and goals regularly.

4.4 Develop positive and constructive relationships with and between team members.

4.5 Treat all team members fairly, equally and with respect.

4.6 Act as a positive role model through high standards of personal performance and ongoing development of own competencies.

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

evaluate given business data to forecast required staffing levels for:

general floristry business activities for the forthcoming month or

a given floristry production job which may be a special order, special occasion or event

develop rosters to meet the above business or production requirements

provide an individual staff induction covering information on:

a floristry industry job description, role boundaries and responsibilities

two key organisational policies that relate to general work practices and behaviours

conduct a staff meeting or briefing to discuss issues associated with a given floristry production job

complete one, half day coaching session with an individual for a chosen floristry skill and its associated workplace procedures.

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

types of business data and methods used to forecast required staffing levels:

historical sales figures and peak trading periods

future confirmed special orders, special occasions and events

for the business activity or event subject to rostering:

operational requirements

skills mix required of the team

wage budget

sources of information on awards for the floristry industry and specific industrial agreements for the organisation

the key provisions of applicable industrial awards or agreements:

minimum and maximum hours of work

meal and other breaks

mandated breaks between shifts

employment classifications and remuneration scales

standard, overtime and penalty pay rates

a range of formats for and inclusions of staff rosters

a range of methods used to communicate rosters

format, content and use of key staffing records:

personnel files

accrued leave entitlements

rostering records

for the floristry organisation:

key roles, role boundaries and responsibilities

expected standards of work and behaviour outlined in organisational policies

sales and production targets for different jobs

methods used to provide on-the-job training:

explanation

demonstration

review

listening to trainee explanation

observing and evaluating trainee demonstration

providing feedback

techniques for motivating team members and building a team-oriented environment.