Detailed Report and Evidence for SITXHRM002 Roster Staff

This report is a comprehensive RPL (Recognition of Prior Learning) assessment for the SITXHRM002 unit, focusing on staff rostering. The report meticulously addresses the element, skills, and knowledge mapping requirements, providing detailed descriptions of how the candidate meets each criterion through work experiences and practical examples. It includes scenarios demonstrating the development of staff rosters, communication of rosters, maintaining rostering records, and evaluating roster effectiveness. The candidate showcases their ability to develop rosters based on industrial agreements, maximize operational efficiency, and consult with colleagues. The report also contains third-party comments that validate the candidate's actions and skills, and the evidence provided supports the claims made within the report. This document is designed to provide a clear understanding of the candidate's competencies in staff rostering.

SITXHRM002
Roster staff
THIRD
PARTY
REPORT
RPL PROCESS: Please read the following
instructions before
completing this form
1. RPL applications are
made using
Application for RPL
form. This form is
designed to map the
student’s education,
training, life and work
competencies to the
elements required of
the unit and collect
the required
evidence to prove the
competencies.
2. The following
sections of the form
must be completed
by the applicant:
 Element
Mapping &
Evidence
 Skills
Mapping &
Evidence
 Knowledge
Mapping &
Evidence
 Required
Evidence
Mapping
 Evidence List
3. Describe how you
meet the stated
criteria, skill or
knowledge. Evidence
is required for all
elements, skills,
knowledge and
required evidence.
Attach this evidence

SITXHRM002
Roster staff
THIRD
PARTY
REPORT
to this form and refer
to the attachments as
“Attachment A”,
Attachment B” etc.
4. This form along with
the required
evidence is to be
submitted directly to
the assessor or to
Frontier Training &
Technology via mail
to 735 Pascoe Vale
Road VIC 3046 or via
email to
5. An appointed
assessor will assess
the RPL application
and the evidence
provided.
6. The assessor will
make an
appointment to
review the RPL
application form and
the evidence
provided with the
learner, gathering
more evidence if
required. The
assessor will provide
feedback to the
learner on the
outcome of the RPL
application
immediately.
7. If successful, a copy
of the RPL application
will be stored with
the student file and
the RPL decision will
be reflected on the
training plan and
student records.
8. Students may use the

SITXHRM002
Roster staff
THIRD
PARTY
REPORT
Complaints and
Appeals Policy and
Procedure if
dissatisfied with the
outcome of the RPL
application.
Privacy Statement
Personal information is
collected solely for the
purpose of operating as a
Registered Training
Organisation under the
Australian Quality
Training Framework
administered by the
Victorian Government
who are the registering
authority. The
requirements of the
registering authority may
require the release of
your personal information
for the purposes of audit.
Under the National
Privacy Principles, you can
access personal
information held on you
and you may request
corrections to
information that is
incorrect or out of date.

SITXHRM002
Roster staff
THIRD
PARTY
REPORT
Unit: SITXHRM002 - Roster staff

SITXHRM002
Roster staff
ELEMENT
MAPPING &
EVIDENCE: Element / Performance Criteria
Description
(Describe what you do to meet this criteria,
work, education, experiences etc.) (your
explanation must cover a situation, location,
job type and outcome of the action)
Third Party Report
(Please comment on
the student’s
description)
Explain a scenario where the candidate
provides a full description on developing
staff rosters. Please include the following in
the scenario:
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 complementary skills
mix to meet 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
into rosters.
1.7. Use roster systems and equipment to
administer rosters.
I will took informations of my team to make a
staff roster, it is based upon skills of team
members. It can help to me to make demise
the operational cost of team. Appropriate use
of person according to work which can improve
their productivity. I have make many
classification rows to put speciality of people
and involved circumstances of team members.
He has used team
analysis which is
effective to know
their team skills and
person skills. Another
thing is that he has
plan to use of
members according
to their skill which
can help to improve
their work efficiency
and reduce their
operational cost.
Explain a scenario where the candidate
provides a full presentation and
communication of rosters. Please include the
following in the scenario:
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 time frames.
As I have made a roster of skills and
characteristics of people working in my team. I
have use a electronic presentation in front of
my colleagues to communicate about the
roster to them. Appropriate number of columns
and rows I have used according to skills and
team members.
As he has used
electronic
presentation of
roster in front of
team members
which clearly indicate
that he has strong
depth of
presentation and
communication.
Explain a scenario where the candidate
provides a full command maintaining
rostering records. Please include the
following in the scenario:
3.1. Administer records of shift time
completed by employees or contractors.
3.2. Maintain staff rostering records
according to organisational procedures
I have put a copy of roster in my front desk to
keep the record of team members. Employee
team members has to put their arriving and
departure time in this. This has helped me to
analyse working hours and work done by them.
I have used this appropriately to analyse the
performance of team members.
As he has used roster
in the comparing
working hours with
performance which
helped him to make a
quick analysis of
team working and
work separation
according to skills.
Explain a scenario where the candidate
provides a full demonstration evaluating
rosters. Please include the following in the
scenario:
4.1. Monitor effectiveness of rosters in
consultation with colleagues.
As I have used roster in making shifts of
employees according to skills of team
members. It helped me to use team members
skills in production, for future I will make these
roster charts in Excel sheet in computers which
can help me to make corrections easily.
He has used roster in
making classification
in team mates skills
and accordingly
setting their task to
do which is effective

SITXHRM002
Roster staff
4.2. Identify ways in which rosters and roster
development processes may be improved
and take appropriate action.
to minimise
operational cost and
improving their
productivity.
SKILLS
MAPPING &
EVIDENCE: Required Skills
Description
(Describe what you do to meet this skill, work,
education, experiences, etc.)
Third Party Report
(Please comment on
the student’s
description)
Did the candidate at all times demonstrate
reading skills to:
o Interpret documents outlining opening
and closing times, operational hours, and
expected customer traffic.
Did the candidate at all times demonstrate
writing skills to:
o Write potentially complex roster
documentation.
Did the candidate at all times demonstrate
oral communication skills to:
o Ask colleagues questions to confirm their
requirements.
o Listen, understand and interpret
messages.
Did the candidate at all times demonstrate
numeracy skills to:
o Complete planning activities involving
dates, times and staff ratios.
Did the candidate at all times demonstrate
problems-solving skills to:
o Re-work rosters in cases of staff illness.
Did the candidate at all times demonstrate
teamwork skills to:

SITXHRM002
Roster staff
o Consider staff requests and personal
commitments when planning rosters.
Did the candidate at all times demonstrate
technology skills to:
o Use system capabilities and functions of
rostering software programs.
KNOWLEDGE
MAPPING &
EVIDENCE: Required Knowledge
Description
(Describe what you do to meet this knowledge,
work, education, experiences)
Third Party Report
(Please comment on
the student’s
description)
 sources of information on awards and
other industrial provisions
 industrial agreements and other
considerations which impact the
preparation of staffing rosters:
o single or multiple awards and
enterprise agreements
o award provisions for:
- leave
- mandated breaks between shifts
- maximum allowed shift hours
- standard, overtime and penalty
pay rates
o overall number of hours allocated to
different staff members
o use of:
- contractors and consideration of
fees
- permanent or casual staff
 Key elements of applicable awards and
enterprise agreements:
o leave provisions
o mandated breaks between shifts
o maximum allowed shift hours
o standard, overtime and penalty pay
rates

SITXHRM002
Roster staff
 organisational policies which impact the
preparation of staffing rosters:
o sociocultural-friendly organisational
initiatives
o family-friendly workplace initiatives
o leave for:
- carers
- compassionate reasons
- illness or injury
- jury service
- long service
- maternity or paternity
- rehabilitation of injured workers
- study
o recreation
 industry sector:
o Role of rosters and their importance
in controlling staff costs
o System capabilities and functions of
rostering software programs
o Different formats for and inclusions
of staff rosters
o Different methods used to
communicate rosters, both
electronic and paper-based
 Speficic organisation:
o Social, cultural and skills mix of the
team to be rostered
o Full details of human resource
policies and procedures that cover
leave provisions and socio-cultural
issues
o Operational requirements of the
business activity, department or
event subject to rostering
o Wage budget for the business
activity, department or event subject
to rostering.

SITXHRM002
Roster staff
REQUIRED
EVIDENCE
MAPPING:
Required Evidence
A
t
t
a
c
h
m
e
n
t
(
e
g
,
A
,
B
,
C
)
A
B
C
D
E
F
G
H
I
J
K

SITXHRM002
Roster staff