- SIRXMGT001A - Coordinate work teams
Coordinate work teams
This unit applies to team leaders or managers who are responsible for the induction, rostering, coordination, coaching and motivation of work teams according to store policy and procedures and local statutory requirements. It requires strong interpersonal communication skills.
Elements and Performance Criteria
Elements describe the essential outcomes of a unit of competency.
Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the required skills and knowledge section and the range statement. Assessment of performance is to be consistent with the evidence guide.
1. Monitor and organise staffing levels.
1.1.Maintain staffing levels and rosters in designated areas within budget and according to store policy and procedures and legislative requirements.
1.2.Roster team according to anticipated sales peaks and statutory requirements.
1.3.Inform team members of individual rosters according to store policy and procedures.
1.4.Take corrective action as needed, according to staff availability.
2. Inform team members.
2.1.Inform team of expected standards of work and behaviour required by store policy in a manner and at a level and pace appropriate to the individual.
2.2.Implement staff communication and motivation programs according to store policy.
2.3.Compare store targets to individual and team results.
2.4.Conduct staff meetings to address issues within area of authority according to store policy.
2.5.Perform staff induction into teams, according to store policy.
3. Coach on the job.
3.1.Identify opportunities to coach team members who are unfamiliar with specific procedures.
3.2.Make team members aware of the work application of the competency or job being taught.
3.3.Use a systematic approach, including explanation and demonstration where appropriate.
3.4.Encourage trainees by positive comments and feedback.
3.5.Design feedback during instruction to help trainees learn from their mistakes.
3.6.Encourage and guide trainees to evaluate their own performance and diagnose it for improvement.
3.7.Evaluate traineesâ€™ performance, according to store policy and procedures.
4. Motivate the team.
4.1.Identify strengths and weaknesses of team against current and anticipated work requirements.
4.2.Encourage individuals within the team to contribute to discussion and planning of team objectives and goals.
4.3.Update and review team objectives and goals on a regular basis in consultation with relevant personnel.
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.Accept responsibility for developing own competencies and identify realistic objectives.
5. Maintain staffing records.
5.1.Maintain staff records as required, according to store policy and relevant awards and agreements.
interpersonal skills to:
inform team members of rosters
conduct staff meetings
coach team members, including explaining and demonstrating
provide feedback and encouragement through clear and direct communication
ask questions to identify and confirm requirements
give instructions and provide constructive feedback
use language and concepts appropriate to cultural differences
use and interpret non-verbal communication
literacy skills to:
interpret workplace documents
store policy and procedures in regard to:
supervising new apprentices
staff counselling and disciplinary procedures
work and overtime periods
store organisational structure
rights and responsibilities of employers and employees in retail workplace
award and agreement requirements, including employment classifications, such as full
forms of work in retail
major changes affecting retail workplaces
principles and techniques in interpersonal communication
relevant legislation and statutory requirements, such as:
equal employment opportunity (EEO) legislation
industry awards and agreements
relevant Work Health and Safety (WHS) regulations
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 TrainingÂ Package.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the following is essential:
consistently and responsibly applies store policy and procedures and ethical behaviour in regard to the coordination of staff
consistently applies store policies and procedures in regard to monitoring, organising, maintaining staffing levels, communicating with staff, mentoring, coaching and motivating staff
consistently and responsibly applies store policy and procedures in regard to the induction of new staff.
consistently and responsibly applies store policy and procedures in regard to maintaining staffing levels and coordinating work teams within budgetary constraints
consistently applies state and local statutory requirements and regulations, including relevant industry awards and agreements
consistently applies appropriate communication and interpersonal skills when motivating the team and informing staff of roles and responsibilities
reports suggestions for improvements in procedures to management.
Context of and specific resources for assessment
Assessment must ensure access to:
a retail work environment
relevant documentation, such as:
legislation and statutory requirements
awards and agreements
job descriptions and responsibilities
store policy and procedures manuals
rostering and recording systems
a work team.
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:
observation of performance in the workplace
third-party reports from a supervisor
answers to questions about specific skills and knowledge
review of portfolios of evidence and third-party workplace reports of on-the-job performance.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
SIRXMGT002A Maintain employee relations.
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.
Staffing levels may vary according to:
peak trading times
Store policy and procedures may relate to:
on the job training
maintaining staffing records
Legislative requirements may include:
industry awards and agreements.
Team may include:
full-time, part-time or casual staff
staff under contract
people with varying degrees of language and literacy
people from a range of cultural, social and ethnic backgrounds
people with a range of responsibilities and job descriptions.
Statutory requirements may include:
minimum and maximum hours of work
meal and other breaks
relevant industry awards and agreements.
Work may include:
Communication with team may be:
in languages other than English, Indigenous languages or visual languages, such as sign language
individually or in groups.
Staff induction may include:
formal training program
Coaching may be done:
frequently or infrequently
formally or informally.
Procedures may relate to:
modes of communication
contact with customers
job descriptions and responsibilities
interaction with other team members
interaction with supervision and management
Techniques for providing comments and feedback may include:
using appropriate, open and inclusive language
speaking clearly and concisely
using languages other than English, including Indigenous languages and visual languages, such as sign language
Methods of evaluation may include:
Relevant personnel may include:
systems may be:
may relate to:
Management and Leadership
This unit contains employability skills.
No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.