SITXHRM002 Roster Staff Assessment Workbook

Unit Code – SITXHRM002 - Roster staff
Assessment Workbook
Student
Signature
Assessor judgement based on knowledge and performance evidence:
 C - Competent
 NYC – Not Yet Competent
Reasonable Adjustment  No
 Yes - Description of adjustment
Assessor
Signature Date

Assessment Tool Instructions
This assessment tool is to be completed by the Assessor and the Student. The assessment tool
has been developed to collect and record evidence to assess the Student’s understanding and
application of the performance criteria, performance evidence and knowledge evidence. If
there are multiple units listed above, they have been integrated and are co-assessed
holistically. This assessment tool must be completed using a black or blue pen and all
relevant sections are to be completed.
Instructions to the Assessor
The assessor will provide the assessment tool to the Student and explain the assessment
requirements, providing guidance to the Student as required. Verbal challenging may apply
and the Assessor is required to record these notes in the Assessor’s comments section. Please
ensure that all signatures and dates are accurately recorded, all sections have been marked
and that comments have been included where necessary.
Instructions to the Student
You will be required to read through the assessment activities and prepare for the
assessment. If the assessment involves written responses, you can write your answers in the
spaces under the question. Please ensure that you complete all required sections of the
assessment tool. All questions must be answered in full. Your assessor may verbally challenge
your answer by asking you to clarify or further explain your answer. At the end of this
assessment task, your assessor will provide you with feedback on areas for continuous
professional development. Unless specified, answers should be approximately 100 word in
length.
Before commencing the assessment, please complete the pre-assessment checklist below to
confirm that you, the Student, are ready for assessment.
I have been given access to all of the resources for this assessment  YES  NO
I have had my rights and the appeal system fully explained to me  YES  NO
The assessor has discussed special needs assistance with me  YES  NO
I understand that I have to complete all tasks/questions myself  YES  NO
I acknowledge that I am ready for an assessment for the unit  YES  NO
I acknowledge that I have had the assessment process explained to me  YES  NO
I understand that plagiarism is not accepted  YES  NO
I agree to undertake assessment tasks in this assessment tool  YES  NO
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Q # Questions
Satisfactory
√ = Yes
X = No
1. What staff records must be kept?
Staff records needs to be maintained at every time for any
organization. Staff records that needs to be kept includes,
the numbers of people working at any one time, the hours
of work and the number of shifts required for a certain
period of time.
2. What are time sheets used for?
A timesheet is a physical or virtual tool that allows you to record
and keep track of your worked time. That means that, as an
employer, you will be able to see exactly how many hours each
employee has worked for. A timesheet allows ease of calculation
of staff hours and making payments for thereof. A timesheet
appropriately maintains all time schedules for employees,
including time of their arriving at work and time that they are
leaving from work.
3. What are the reasons that you monitor the effectiveness of a
roster?
All organisational processes and procedures need to be monitored
to ensure than they are achieving what they are intended to
achieve. The roistering process also needs to be monitored and
evaluated. A roster can provide detailed information regarding staff
working and other details. This provides detailed information
regarding an organization and in turn monitoring effectiveness of
the roster is deemed to be appropriate. Effectiveness of a roster
allows detailed and in-depth information which allows enhancing
effectiveness of the organization.
In order to do this will be necessary to consult with colleagues
and to collect information about how well the roistering system is
working. Monitoring and evaluating procedures involve collecting
and analysing data. Data might be qualitative—opinions and ideas
and suggestions—or it might be quantitative data which is based on
numbers—how many, how much, and how other, etc. Allocating an
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appropriate KPI (key performance indicator) score will allow a
measure through which effectiveness of the system can be
determined in an easy manner. A KPI indicator provides a
benchmark which further allows ease of monitoring.
4. How do you think you could improve on a traditional roistering
system?
The roster can affect every part of an organisation. For this reason,
it is necessary to regularly evaluate the system to determine
whether it is meeting the needs of the organisation. When making
major changes to a roistering system—as a result of the revelation
process—it is necessary to involve those staff who will be affected
and to consult appropriately with relevant personnel. A business
attempting to change a roster without getting people involved can
create a headache that could be bigger than the original issues.
It is a good idea to meet with all employees, on their shift, to
identify their needs, discuss any issues, obtain valuable insights and
eliminate rumors. Employees can actively participate in the
development of problem solutions by providing information
regarding sleep patterns, time off preferences, health habits, hours
of work and fatigue. By doing this roster managers can design
rosters that will ensure that employees are roistered at times and in
ways that will encourage the greatest productivity.
5. What are 5 Award conditions governing all full time employees
must supervisors are aware of?
Employees and supervisors needs to be aware of 5 Award
conditions while working within an organization. These
conditions governing all full time employees and supervisors are
Pay and general working conditions, Roistered days off,
Overtime rates, Sick and holiday leave and Health and Safety at
work.
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