Elements and Performance Criteria

RANGE STATEMENT
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.

Rosters may be for:
individual department
whole organisation
specific project.


Award provisions and organisation agreements may affect rostering in relation to a range of issues, including:
number of hours worked in a given shift
overall number of hours allocated to different staff members
breaks between shifts
nature of duties allocated
use of permanent or casual staff.


Operational efficiency and customer service levels may be affected by:
numbers of staff
type of staff
balance of skills required
demands of different service styles or periods.


Cultural considerations may relate to:
types of work to be undertaken by individuals
dates of cultural or religious festivals
family considerations
mixing of people from different cultures.


Broader organisational policies may relate to:
compassionate leave
maternity or paternity leave
family-friendly workplace initiatives.

EVIDENCE GUIDE
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:
knowledge and understanding of the factors and issues affecting staff rostering
familiarity with typical formats for rosters and key information to be included
ability to prepare staff rosters that meet wage budgets and provide a level of staffing sufficient to ensure the delivery of high quality customer service
project or work activities that allow the candidate to prepare rosters for a workplace and to evaluate their cost efficiency and operational effectiveness against nominated standards project or work activities conducted over an operationally realistic period of time so that the planning, evaluation and monitoring aspects of rostering staff can be assessed
preparation of multiple rosters for multiple periods to meet the staffing requirements of more than one operational situation.


Context of and specific resources for assessment
Assessment must ensure:
demonstration of skills in a fully operational situation (project or permanent working environment), including a team of people for whom rosters can be developed
use of industry-current rostering technology and systems.


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:
evaluation of the staffing costs and service levels in a workplace or at an event for which the candidate has prepared rosters
case studies to develop rosters for typical industry working periods and different operational situations
oral or written questions to assess knowledge of specific factors affecting the design of rosters
review of portfolios of evidence and third-party workplace reports of on-the-job performance by the candidate.
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.