Modification History
Not applicable.
Unit Descriptor
Unit descriptor |
This unit describes the performance outcomes, skills and knowledge required to develop, administer and communicate staff rosters. |
Application of the Unit
Application of the unit |
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. |
Licensing/Regulatory Information
Not applicable.
Pre-Requisites
Prerequisite units |
Nil |
Employability Skills Information
Employability skills |
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. |
Elements and Performance Criteria Pre-Content
Elements describe the essential outcomes of a unit of competency. |
Performance criteria describe the required performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the required skills and knowledge and/or the range statement. Assessment of performance is to be consistent with the evidence guide. |
Elements and Performance Criteria
ELEMENT |
PERFORMANCE CRITERIA |
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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. |
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1.3 |
Combine duties where appropriate to ensure effective use of staff. |
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1.4 |
Use the available skills base appropriately to roster the most effective mix of staff and to meet different operational requirements and constraints. |
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1.5 |
Take account of cultural considerations and broader organisational policies that affect staff rosters. |
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1.6 |
Consult with colleagues to ensure appropriate input to rosters. |
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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. |
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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. |
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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. |
Required Skills and Knowledge
REQUIRED SKILLS AND KNOWLEDGE |
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:
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The following knowledge must be assessed as part of this unit:
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Evidence Guide
EVIDENCE GUIDE |
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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. |
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Critical aspects for assessment and evidence required to demonstrate competency in this unit |
Evidence of the following is essential:
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Context of and specific resources for assessment |
Assessment must ensure:
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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:
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. |
Range Statement
RANGE STATEMENT |
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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. |
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Rosters may be for: |
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Award provisions and organisation agreements may affect rostering in relation to a range of issues, including: |
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Operational efficiency and customer service levels may be affected by: |
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Cultural considerations may relate to: |
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Broader organisational policies may relate to: |
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Unit Sector(s)
Sector |
Cross-Sector |
Competency field
Competency field |
Human Resource Management |