Unit of competency Outline
Date retreived
22/07/2026 3:47 PM AWST
22/07/2026 3:47 PM AWST
Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.
Roster staff
Roster staff
Unit of competency
National Code
SITXHRM401
SITXHRM401
State Code
WF785
WF785
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
15/10/2014
Field of Education
080303 - Human Resource Management
Original Release Date
15/10/2014
Nominal Hours
50
Description
This unit describes the performance outcomes, skills and knowledge required to develop, administer and communicate staff rosters. It requires the ability to plan rosters according to industrial provisions, operational efficiency requirements and within wage budgets.
Notes
Elements and Performance Criteria
1. Develop staff rosters.
- 1.1 Develop rosters according to relevant industrial agreements and other considerations and wage budgets.
- 1.2 Maximise operational and customer service efficiency while minimising wage costs.
- 1.3 Combine duties where appropriate to ensure effective use of staff.
- 1.4 Roster teams with the most effective skills mix to meet all operational requirements.
- 1.5 Take account of social and cultural considerations and broader organisational policies that affect staff rosters.
- 1.6 Consult with colleagues to ensure input to rosters.
- 1.7 Use roster systems and equipment to administer rosters.
2. Present and communicate rosters.
- 2.1 Present rosters in required formats to ensure clarity of information according to organisational standards.
- 2.2 Communicate rosters to appropriate colleagues within designated timeframes.
3. Maintain rostering records.
- 3.1 Administer records of shift time completed by employees or contractors.
- 3.2 Maintain staff rostering records according to organisational procedures.
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.
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.
Rosters may be for:
events
functions
individual department
specific project
whole organisation.
Industrial agreements and other considerations may relate to:
single or multiple awards
award provisions for:
leave
mandated breaks between shifts
maximum allowed shift hours
standard, overtime and penalty pay rates
overall number of hours allocated to different staff members
use of:
contractors and consideration of fees
permanent or casual staff.
Operational and customer service efficiencymay involve:
providing an appropriate ratio of:
front of house to back of house staff
staff to customer numbers
supervisors to operative staff
providing sufficient number of staff to meet:
customer expectations of different service styles
the demands of known or estimated numbers of customers
rostering:
staff with the correct skills to fulfil all operational duties
teams with the correct skills mix.
Social and cultural considerations may relate to:
allowance for rostered days off for:
carer commitments
cultural or religious festivals
family commitments
mixing people:
from different cultures
with different language abilities
types of work to be undertaken by individuals with disabilities or impairments.
Broader organisational policies may relate to:
sociocultural-friendly workplace initiatives
familyfriendly workplace initiatives
leave for:
carers
compassionate reasons
illness or injury
jury service
long service
maternity or paternity
rehabilitation of injured workers
study
vacation.
Roster systems and equipment may include:
computers
electronic equipment used by staff to log commencement and completion time of rostered duties
rostering software programs.
Communicate rosters:
on-line
by email
via a noticeboard
paper based.
Records of shift time may involve:
authorising payment for duties completed
electronic equipment used by staff to log commencement and completion time of rostered duties
time sheets:
electronic
paper-based.
Rosters may be for:
events
functions
individual department
specific project
whole organisation.
Industrial agreements and other considerations may relate to:
single or multiple awards
award provisions for:
leave
mandated breaks between shifts
maximum allowed shift hours
standard, overtime and penalty pay rates
overall number of hours allocated to different staff members
use of:
contractors and consideration of fees
permanent or casual staff.
Operational and customer service efficiencymay involve:
providing an appropriate ratio of:
front of house to back of house staff
staff to customer numbers
supervisors to operative staff
providing sufficient number of staff to meet:
customer expectations of different service styles
the demands of known or estimated numbers of customers
rostering:
staff with the correct skills to fulfil all operational duties
teams with the correct skills mix.
Social and cultural considerations may relate to:
allowance for rostered days off for:
carer commitments
cultural or religious festivals
family commitments
mixing people:
from different cultures
with different language abilities
types of work to be undertaken by individuals with disabilities or impairments.
Broader organisational policies may relate to:
sociocultural-friendly workplace initiatives
familyfriendly workplace initiatives
leave for:
carers
compassionate reasons
illness or injury
jury service
long service
maternity or paternity
rehabilitation of injured workers
study
vacation.
Roster systems and equipment may include:
computers
electronic equipment used by staff to log commencement and completion time of rostered duties
rostering software programs.
Communicate rosters:
on-line
by email
via a noticeboard
paper based.
Records of shift time may involve:
authorising payment for duties completed
electronic equipment used by staff to log commencement and completion time of rostered duties
time sheets:
electronic
paper-based.
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.
Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the ability to:
prepare multiple rosters to meet diverse operational requirements
roster sufficient staff to ensure the delivery of high quality customer service within wage budget constraints
integrate knowledge of the industrial provisions, human resource policy and the skills mix of the team to be rostered
complete rostering activities within commercial and staff time constraints.
Context of and specific resources for assessment
Assessment must ensure use of:
a real or simulated tourism, hospitality or event industry business operation or activity subject to rostering
computers, printers and software programs currently used by the tourism, hospitality or event industry to prepare rosters
awards applicable to the tourism, hospitality or event industry
operational information about the organisation or department subject to rostering
information about the cultural and skills mix of a team subject to rostering.
Method of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
projects or activities that allow the individual to develop rosters, that meet a set budget, for a department’s weekly operation, a function or event
use of problem-solving exercises so the individual can determine the correct skills and cultural mix for a particular service period
exercises and activities to assess the individual’s knowledge of award provisions
written or oral questioning to assess knowledge of the role of rosters and their importance in controlling staff costs
review of portfolios of evidence and thirdparty workplace reports of onthejob performance by the individual.
Guidance information for assessment
The assessor should design integrated assessment activities to holistically assess this unit with other units relevant to the industry sector, workplace and job role, for example:
SITXCOM201 Show social and cultural sensitivity
SITXFIN402 Manage finances within a budget
SITXMGT401 Monitor work operations.
Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the ability to:
prepare multiple rosters to meet diverse operational requirements
roster sufficient staff to ensure the delivery of high quality customer service within wage budget constraints
integrate knowledge of the industrial provisions, human resource policy and the skills mix of the team to be rostered
complete rostering activities within commercial and staff time constraints.
Context of and specific resources for assessment
Assessment must ensure use of:
a real or simulated tourism, hospitality or event industry business operation or activity subject to rostering
computers, printers and software programs currently used by the tourism, hospitality or event industry to prepare rosters
awards applicable to the tourism, hospitality or event industry
operational information about the organisation or department subject to rostering
information about the cultural and skills mix of a team subject to rostering.
Method of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
projects or activities that allow the individual to develop rosters, that meet a set budget, for a department’s weekly operation, a function or event
use of problem-solving exercises so the individual can determine the correct skills and cultural mix for a particular service period
exercises and activities to assess the individual’s knowledge of award provisions
written or oral questioning to assess knowledge of the role of rosters and their importance in controlling staff costs
review of portfolios of evidence and thirdparty workplace reports of onthejob performance by the individual.
Guidance information for assessment
The assessor should design integrated assessment activities to holistically assess this unit with other units relevant to the industry sector, workplace and job role, for example:
SITXCOM201 Show social and cultural sensitivity
SITXFIN402 Manage finances within a budget
SITXMGT401 Monitor work operations.
Replaces
| State Code | National Code | Title | Type |
|---|---|---|---|
| S6534 | SITXHRM003A | Roster staff | Unit of competency |
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AWQ44 | SITXHRM002 | Roster staff | Unit of competency |