This unit applies to individuals in a range of regulatory roles who undertake strategic rostering of staff and other resource allocation and planning for multiple and competing operational demands. Requirements of working conditions, agency budgets and staff numbers are constraints that impact planning and rostering at this level.
Elements and Performance Criteria
1 Identify operational requirements
1.1 Current operations and exercises are identified and their resource requirements determined and recorded in accordance with organisational requirements.
1.2 Contingency requirements are identified for possible operational problems and included in the planning cycle.
1.3 Support activities are identified and included.
1.4 Available resources are identified and prioritised in relation to the importance of operational tasks, risk management and workplace health and safety requirements.
2 Allocate resources
2.1 Resource allocation is undertaken that takes account of available resources, priorities and legislative requirements.
2.2 Resources are allocated to maximise operational safety and efficiency while minimising costs, wastage and duplication of effort.
3 Develop rosters
3.1 Rosters are devised to cover operational requirements while accounting for planned leave, possible absences and agreed working conditions.
3.2 Rosters are developed to make best use of the available skill base to meet operational requirements and constraints and any strategic imperatives.
3.3 Personal and cultural circumstances of staff as well as organisational requirements are taken into account where possible in the development of rosters.
3.4 Rosters are developed that provide sufficient flexibility to allow for contingencies to be addressed if required.
3.5 Rostering takes account of occupational health, safety and other legislative requirements.
4 Communicate requirements
4.1 Resource plans and rosters are circulated for review by those concerned to allow for input and enable unforeseen circumstances to be incorporated.
4.2 Rosters are presented in the required format and within designated timelines so staff are aware of their responsibilities with sufficient lead time to organise personal arrangements if needed.
5 Deploy, monitor and adjust resources
5.1 Resources are deployed and operations continually monitored to ensure that objectives are achievable within resource and legal constraints.
5.2 Operations are assessed at regular intervals against competing demands, to confirm priorities and monitor or adjust resource allocation and staff deployment.
5.3 Resource allocation and staff rostering is reviewed at the completion of operations to identify areas for improvement and lessons learned.
6 Maintain records
6.1 Records are completed in accordance with legislation, policy and procedures.
6.2 Resource usage is documented against planned allocations to determine its effectiveness.
6.3 Time sheets and other staff records are maintained according to organisational requirements.
This section describes the essential skills and knowledge and their level, required for this unit.
communication skills to:
consult staff about rostering
relate to persons from diverse backgrounds
planning and organising skills to:
determine priorities and monitor resource allocation and usage
deploy staff and resources
monitor situations and make decisions that will affect the progress of operations.
literacy and numeracy skills to:
read legislation and interpret operational requirements
work with dates, times and staff ratios
modify plans and rosters
maintain documents and records
self-management skills to:
respond to changing circumstances
apply problem solving and decision making to direct or re-direct the focus of operations
technical skills to use:
information management systems
legislation, policy, procedures and codes of practice related to strategic rostering and resource allocation
provisions of awards or workplace agreements that may impact on rostering decisions
factors to be considered in allocating resources and rostering staff for operational activities
documentation and reporting requirements
The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the Unit descriptor, Performance Criteria, the Range Statement and the Assessment Guidelines for the Public Sector Training Package.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms consistency of performance in planning and resourcing operations.
This will include evidence of:
planning and resourcing at least three actual or simulated operational assignments on three separate occasions or for different situations/contexts.
at least one roster that needs to be changed to cope with contingencies
adhering to legal, ethical and organisational requirements relating to planning and resourcing operations
Context of and specific resources for assessment
Assessment must ensure access to a real or simulated workplace environment that closely resembles normal work practice and replicates the range of conditions likely to be encountered while planning and resourcing operations, including coping with difficulties, irregularities and breakdowns in routine.
Access is required to resources such as:
applicable legislation, policies and procedures
case studies and workplace scenarios to capture the range of requirements for situations likely to be encountered
technology for planning and scheduling resources and personnel
Method of assessment
Assessment methods suitable for valid and reliable assessment of this unit of competency may include, but are not limited to, a combination of 2 or more of:
written or oral questions
simulation or role plays
authenticated evidence from the workplace and/or training courses
Guidance information for assessment
Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:
people with disabilities
people from culturally and linguistically diverse backgrounds
Aboriginal and Torres Strait Islander people
people in rural and remote locations
The Range Statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The Range Statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance Criteria is explained here.
Operations may be conducted:
in a range of environments
by day or by night
24 hours a day, 7 days a week
Support activities may include:
inspection and maintenance of equipment
Resources may include:
equipment including personal protective equipment
Operational safety and efficiency may be affected by:
balance of skills required
demands of different operations
Rosters may cover:
on road and static/fixed enforcement
overt, covert and targeted operations
industry liaison or education
Staff may include:
Contingencies may include:
changes in demand
shortage or non-availability of personnel or equipment
responses to emergencies
responses to intelligence
changes in strategic direction/planning
real time issues
This unit contains employability skills.