Elements and Performance Criteria

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
special events
promotion
stocktakes
refurbishment.
Store policy and procedures may relate to:
staffing requirements
on the job training
maintaining staffing records
housekeeping.
Legislative requirements may include:
WHS
equal opportunity
anti-discrimination
workplace relations
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
leave entitlements
remuneration scales
penalty rates
relevant industry awards and agreements.
Work may include:
selling
merchandising
housekeeping
rostering
maintaining equipment
stocktaking.
Communication with team may be:
face-to-face
written
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
one-to-one coaching.
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
WHS.
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
non-verbal communication.
Methods of evaluation may include:
observation
third-party reports
customer feedback
questioning.
Relevant personnel may include:
team members
supervisors
managers.
Staff records:
systems may be:
manual
electronic
may relate to:
attendance
leave entitlements
training
discipline.

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.
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
training programs
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.