Modification History
Not applicable.
Unit Descriptor
Unit descriptor |
This unit describes the performance outcomes, skills and knowledge required to organise and monitor staffing levels and rosters, develop staff performance and maintain staffing records. |
Application of the Unit
Application of the unit |
This unit applies to funeral home and mortuary staff responsible for supervising others as part of their role. It requires the application of communication, planning and problem-solving skills. |
Licensing/Regulatory Information
Not applicable.
Pre-Requisites
Prerequisite units |
Nil |
Employability Skills Information
Employability skills |
This unit contains employability skills. |
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 |
Roster and monitor staffing levels and workload. |
1.1 |
Roster staff according to workplace needs, anticipated peaks and relevant legislation . |
1.2 |
Take corrective action according to staff availability and workplace policies and procedures . |
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1.3 |
Monitor staff workload and assist staff to prioritise workloads according to work requirements and workplace policies and procedures. |
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1.4 |
Maintain staffing levels and rosters according to budget requirements and workplace policies and procedures. |
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1.5 |
Provide feedback on rostering and staffing issues to appropriate personnel as required. |
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2 |
Monitor and support individual and team performance. |
2.1 |
Monitor work performance of individual staff and teams regularly according to workplace policies and procedures. |
2.2 |
Provide constructive feedback to individual staff and teams according to workplace policies and procedures. |
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2.3 |
Identify and address performance issues according to workplace policies and procedures. |
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3 |
Support employee development. |
3.1 |
Identify and record expertise of staff for reference when allocating tasks according to workplace policies and procedures. |
3.2 |
Assist staff to identify their own skills and knowledge in relation to current job roles and career development according to workplace policies and procedures. |
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3.3 |
Develop professional development options in consultation with staff according to workplace policies and procedures. |
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4 |
Maintain staffing records. |
4.1 |
Create and maintain staff records according to workplace policies and procedures. |
4.2 |
Monitor personnel and payroll systems and seek specialist advice according to workplace policies and procedures, and relevant legislation. |
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4.3 |
Maintain security and confidentiality of staff records according to workplace policies and procedures, and relevant legislation. |
Required Skills and Knowledge
REQUIRED SKILLS AND KNOWLEDGE |
This section describes the skills and knowledge required for this unit. |
Required skills |
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Required knowledge |
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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, range statement and the Assessment Guidelines for the 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, for example:
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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, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included. |
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Staff may include: |
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Relevant legislation may include: |
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Corrective action may include: |
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Workplace policies and procedures may include: |
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Rostering and staffing issues may include: |
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Work performance may include: |
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Constructive feedback may include: |
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Professional development options may include: |
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Staff records may include: |
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Unit Sector(s)
Sector |
Funeral Services |
Competency field
Competency field |
Management and Leadership |