SITXHRM401 Roster Staff - RPL EVIDENCE CHECKLIST

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1 Evidence Current Position Description outlining your role in relation to this particular UoC Resume or CV which focuses on your employment experience in this Units of Competency Third party confirmation of role within your current place of employment Certification and qualification in unit of competency* (or Statement of Attainment) References / Letters of support from previous employers relating directly to previous roles pertaining to unit of competency Develop according to relevant industrial agreements and other considerations and wage budgets. Maximise operational and customer service efficiency while minimising wage costs Combine duties where appropriate to ensure effective Develop staff Present and communicate roster Maintain staff records Evaluate Supplemental evidence of support General Evidence pertaining to unit of competency (UoC) Mandatory form to be submitted Specific evidence pertaining to unit of competency RPL Administrators Comments *Submission of a Statement of Attainment may provide sufficient evidence depending upon currency of certification. Further evidence may be required to prove currency. Directions for use of this document: Use the headings of each column as a focal point of your resume experience, letters of support, etc. Use the headings in the rows below as guidelines for specific examples of evidence Where applicable, it is advised that copies of more than 1 occasion / document / or form of evidence is provided to ensure consistency and currency over a period of time. How can you prove this? Provide evidence of at least 2 separate, of different departments or operational sizes Provide evidence of this based on previous years experience or expected R.O.I. Staff matrix s 1

2 use of staff Roster teams with the most effective skills mix to meet all operational requirements Take account of social and cultural considerations and broader organisational policies that affect staff Consult with colleagues to ensure input to Use roster systems and equipment to administer Present in required formats to ensure clarity of information according to organisational standards. Communicate to appropriate colleagues within designated timeframes Administer records of shift time completed by employees or contractors Maintain staff rostering records according to organisational procedures Monitor the effectiveness of in consultation with colleagues Identify ways in which and roster development Based on staff matirx s Undertake HR assessment of current staffing levels breaking down into age, sex, nationality, skills, etc. Provide evidence of communication with staff Present your and supporting documentation (where possible) using your organisation rostering system Explain in your communications with staff how this is done Explain in your communications with staff how this is done Providing evidence of numerous records and how they are stored Evaluation of effectiveness of Evidence of improvements 2

3 processes may be improved and take appropriate action communication skills to consult with colleagues, ask questions and confirm requirements, and listen, understand and interpret verbal and non-verbal messages literacy skills to: read and interpret documents outlining opening and closing times, operational hours, and expected customer traffic write potentially complex roster documentation numeracy skills to complete planning activities involving dates, times and staff ratios planning and organising skills to plan to meet operational needs problem-solving skills to re-work in cases of staff illness self-management skills to take responsibility for rostering enough staff to meet operational needs teamwork skills to consider staff Evidence of communication with staff How do you plan to have done in time? 3

4 requests and personal commitments when planning technology skills to use: a computer and keyboard the system capabilities and functions of software programs sources of information on award and other industrial provisions the key elements of applicable awards, including: leave provisions mandated breaks between shifts maximum allowed shift hours standard, overtime and penalty pay rates for the industry sector: role of and their importance in controlling staff costs the system capabilities and functions of rostering software programs a range of formats for and inclusions of staff Provide evidence that you use rostering software or appropriate alternatives Include these in your rostering Include these in your rostering 4

5 a range of methods used to communicate including electronic for the specific organisation: social, cultural and skills mix of the team to be rostered full details of human resource policies and procedures that cover leave provisions and socio-cultural issues operational requirements of the business activity, department or event subject to rostering wage budget for the business activity, department or event subject to rostering prepare multiple to meet diverse operational roster sufficient staff to ensure the delivery of high quality customer service within wage Include these in your rostering Provide evidence of numerous you have made How is this proven? 5

6 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 Supporting assessment material Additional supporting evidence upon request Provide evidence of which you have developed and used in the work place covering a period of no less than 1 month; have required alterations due to unforeseen circumstances; cover numerous departments; and take into consideration any cultural issues. Your roster should also be supported by any wages calculations, or process for monitoring wage cost percentages. Included into your Schedule for the next 4 weeks or so Workplace assessments (in part or in full), and/or validation interview may also be asked of the client should the RPL Administrator feel that further evidence is required. Evidence is valid, current, sufficient & authentic: Satisfactory/Not satisfactory Outcome: Competent/Not Yet Competent Comments: 6

7 Assessor Signature: Date: 7