Student Assessment Booklet SIT50416 Diploma of Hospitality Management SITXHRM002 Roster Staff Student Full Name: Student ID: Phone number: Date of submission: Group no. Trainer and Assessor’s name ABOUT THIS BOOKLET This unit describes the performance outcomes, skills and knowledge required to provide on-the-job coaching to colleagues. It requires the ability to explain and demonstrate specific skills, knowledge and procedures and monitor the progress of colleagues until they are able to operate independently of the coach. The unit applies to experienced operational personnel and to supervisors and managers who informally train other people in new workplace skills and procedures. It applies to all tourism, hospitality and event sectors. No occupational licensing, certification or specific legislative requirements apply to this unit at the time of publication. The assessment booklet contains two (2) parts: PART 1: Assessments information: This part contains information on assessments for this unit of competency and how assessment will be conducted throughout unit to achieve the competency. It includes: Application of the unit of competencyPurpose of assessmentElements, performance evidence and knowledge evidence requirements of the unitConditions, context, required resources and location of the assessment. Assessment tasks.Outline of evidence to be collected.Administration, recording and reporting the requirements including special adjustments, appeals, reasonable adjustments and assessors’ intervention. PART 2: Assessment tasks: This part contains the information to successfully undertake the assessment task. In each assessment task, students will find the following information: Task instructions.Role play / Practical Demonstration information. Information on resources required, where applicable PART 1 Assessment Information Application of the unit of competency: 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. This unit applies to individuals responsible for developing staff rosters for situations involving potentially large numbers of staff working across a range of different service periods or shifts. It does not apply to small office environments. It applies to senior personnel who operate independently or with limited guidance from others, including dedicated specialist staff or operational supervisors and managers. The unit applies to all tourism, travel, hospitality and event sectors. No occupational licensing, certification or specific legislative requirements apply to this unit at the time of publication. Purpose of assessment: The purpose of assessment is to determine competency in the unit SITHRM002- Roster staff Elements ElementsElements Title1Develop staff rosters. 2Present and communicate rosters. 3 4Maintain rostering records. Evaluate rosters. Performance evidence: Evidence of the ability to complete tasks outlined in elements and performance criteria of this unit in the context of the job role, and: Knowledge Evidence Demonstrated knowledge required to complete the tasks outlined in elements and performance criteria of this unit: sources of information on awards and other industrial provisionsindustrial agreements and other considerations which impact the preparation of staffing rosters:single or multiple awards and enterprise agreementsaward provisions for:leavemandated breaks between shiftsmaximum allowed shift hoursstandard, overtime and penalty pay ratesoverall number of hours allocated to different staff membersuse of:contractors and consideration of feespermanent or casual staffkey elements of applicable awards and enterprise agreements:leave provisionsmandated breaks between shiftsmaximum allowed shift hoursstandard, overtime and penalty pay ratesorganisational policies which impact the preparation of staffing rosters:sociocultural-friendly organisational initiativesfamily-friendly workplace initiativesleave for:carerscompassionate reasonsillness or injuryjury servicelong servicematernity or paternityrehabilitation of injured workersstudyrecreationindustry sector:role of rosters and their importance in controlling staff costssystem capabilities and functions of rostering software programsdifferent formats for and inclusions of staff rostersdifferent methods used to communicate rosters, both electronic and paper-basedspecific organisation:social, cultural and skills mix of the team to be rosteredfull details of human resource policies and procedures that cover leave provisions and socio-cultural issuesoperational requirements of the business activity, department or event subject to rosteringwage budget for the business activity, department or event subject to rostering. Context and conditions for assessments: To comply with the assessment condition of this unit: Angad Institute will conduct practical assessment for this unit in its simulated hospitality environment in class room where student will roster staff.Students will have access to suitable facilities, equipment and resources, including computers, printers and rostering software programs to undertake the assessment tasks for this unit of competency. Knowledge assessment for this unit will be conducted at Angad Institute Classrooms for the theory component of the course are delivered at 501, La Trobe street, VICAll Angad Institute assessor those are assessing this unit will satisfy the requirements specified in Standards for Registered Training Organisations’ requirements for assessors. Resources Required: The assessor will ensure that assessment is conducted in a safe environment and you have access to the following resources for the unit. Computers with access to internet and printersAustralian Training Product/learner guide for unit SITXHRM002Access to Angad Institute Simulated hospitality environment Clustering/holistic assessment: There is no provision for clustering of assessments in this unit. Competency Requirements: To be judged competent in this unit, you will be required to demonstrate all indicators which are shown in the Marking Guide (assessor’s document). You must satisfactorily complete all assessment tasks to be Competent (C) in the unit. Students with unsatisfactory completion of any of the assignment tasks will be deemed Not Yet Competent (NYC). Assessors will ensure that the evidence collected meets the requirements of the Rules of Evidence (authentic, current, sufficient and valid) prior to entering results into the competency record sheet. Students unsuccessful at achieving “Satisfactory” for any assessment at the first attempt will be given two opportunities for reassessment. If the student is still deemed Not Yet Competent (NYC) after two reassessments in a unit of competency student will be required to repeat the unit as per the scheduled delivery of the course. For further details, refer to Angad Institute Re-Assessment Policy and Angad Institute Course Progress Policy. Assessment tasksAssessment descriptionLocation of assessmentAssessment Task 1 (AT1) – Knowledge TestYou are required to choose the correct option(s) from the choices given for the questions. You must present your assignment in a clear and professional manner. You will be given 60 mins to complete this task.Needs to be completed in the classroomAssessment Task 2 (AT2) – WorksheetsThis assessment task is short answer question which demonstrates that you have the required knowledge to roster staff. You will be given 3 Hours to complete this taskNeeds to be completed in the classroomAssessment Task 3 (AT3) – Case Study This is a case study where you are required to complete a roster and calculate timesheets within commercial time constraints. This task also requires you to complete a roster and respond to short-answer questions. These case studies should be completed within commercial time constraints.Needs to be completed in class room with simulated hospitality environment Assessment Task: To achieve competency in this unit, you must satisfactorily complete all the following assessment tasks within the date and time specified in the session plan. This will demonstrate that you have all the required skills and knowledge for this unit. Outline of evidence to be collected: You must submit the following evidence to be marked competent for this unit. Your assessor will ensure that the evidence submitted meets the Rules of Evidence which are valid, sufficient, current and authentic. Assessment Task 1 (AT1) – Knowledge TestCompleted knowledge test with questions answered and submit to your assessor electronically or paper-based.Complete and sign the cover sheet for assessment task Assessment Task 2 (AT2) – WorksheetsAnswer all questions correctly in the Written Knowledge Questions and submit to your assessor electronically or paper-based.Complete and sign the cover sheet for assessment task. Assessment Task 3 (AT3) – Case Study Administration, recording and reporting requirements: You must read and follow this information carefully while completing assessments for this unit of competency and if you are unsure of any instruction, please contact your assessor to clarify. The assessments are intended to be equitable, fair and flexible. Submission of assessment: You must ensure that the completed assessment tasks are submitted along with the assessment cover sheet: Your assessor will mark the submitted assessment, provide feedback to you and complete the comments section against each task, where applicable. All tasks must be completed in legible English. They must also be written in legible and clear hand writing. If you chose to type your answers, you must submit a hard copy of your responses to your Trainer and Assessor.You must submit all assessments on or before the due date specified by the assessor as per the training plan.Extensions for individual assessment tasks may be negotiated in specific circumstances with your assessor/trainer. However, you need to provide genuine evidence documents when seeking an extension to due date (e.g. extensions due to illness will require a medical certificate). To arrange an extension, you must speak to your assessor prior to the due date. You are permitted to use dictionaries and to seek support (as required) unless it puts in jeopardy the integrity of the assessment, your assessor will let you know if this is the case.Unless the assessment task specifically allows pair work or group activities such as brainstorming, you must submit your own original work and must not copy the work of other students. Plagiarism is unacceptable.Keep a copy of all of your work, as the work submitted to your assessor will not be returned to you. On rare occasions, in case assignments are lost in the system you may be asked to provide a copy of your work. Recording an assessment result: Once the assessments have been completed, the assessor will record the assessment results on the student assessment record sheets and all results will be approved by the course coordinator. Assessors will check that you have completed the student declaration prior to filling out the assessment sheet. Retaining assessment records: Angad Institute will securely retain all completed student assessment items for each student for a period of 12 months from the date on which the judgement of competence for the student was made. Angad Institute will also retain sufficient data to be able to reissue AQF certification documentation for a period of 30 years. All assessment records submitted to the assessor for marking will be stored and retained properly. And a hard copy submitted to student administration for filing along with the evidence. The assessor will ensure that the student records are securely retained in accordance with the Angad Institute record control policy accessible by the Student Administration Officer. Assessment outcomes: For unit of competency: There are two outcomes for assessments: C = Competent and NYC = Not Yet Competent (requires more training and experience). You will be awarded C = Competent on completion of the unit when the assessor is satisfied that you have completed all assessments and have provided the appropriate evidence required to meet all criteria in line with the Rules of Evidence. If you fail to meet this requirement, you will receive the result NYC = Not Yet Competent and will be eligible to be re-assessed in accordance with the Angad Institute Re-Assessment Policy and Angad Institute Course Progress Policy. For assessment task: There are two assessment outcomes for tasks. S = Satisfactory and NS = Not Satisfactory. On the individual assessment cover sheet for assessment tasks you will be marked Satisfactory, if you have completed the task successfully, submitted all evidence and satisfied the assessment criteria and Not Satisfactory, if you have not completed the task, the evidence is not sufficient or does not meet the requirements of the assessment criteria. Re-assessment: If you are unsuccessful at achieving competency at the first attempt, you will be given two further opportunities for re-assessment at a mutually agreed time and date. For further details, refer to the Angad Institute Re-Assessment Policy and Angad Institute Course Progress Policy. As this is a competency based program, the assessment continues throughout the program until you either achieve Competency in the assessment tasks or a further training need is identified and addressed. Student access to records: You have the right to access current and accurate records of your participation and results at any time. You can see your results or attendance progress by requesting a copy of your records by contacting the student administration and the assessor. Support: You may seek clarification about the assessment information and the instructions and tasks at any time from the assessor. Reasonable adjustments and special learning needs: Angad Institute works to ensure that students with recognized disadvantages can access and participate in education and training on the same basis as other students. Disadvantages may be based, for example, upon age, cultural background, physical disability, limited or non-current industry experience, language, numeracy or digital literacy issues. Where pre-training interviews and assessments reveal that a student may require special support or where, after enrolment, it is made apparent that the student requires special support, reasonable adjustments will be made to the learning environment, training delivery, learning resources and/or assessment tasks to accommodate the particular needs of the student. An adjustment is reasonable if it can accommodate the student’s particular needs, while also taking into account factors such as the student’s views, the potential effect of the adjustment on the student and others and the costs and benefits of making the adjustment. Any adjustments made must: Be discussed, agreed and documented in the assessment recordBenefit the student.Maintain the integrity of the competency standards and course requirements as stipulated in the training package.Be reasonable to expect in a workplace. Reasonable adjustment may consist of: Providing additional time for students to complete learning and assessment tasks.Presenting questions orally for students with literacy issues.Asking questions in a relevant practical context.Using large print material.Extending the course duration.Presenting work instructions in diagrammatic or pictorial form instead of words and sentences. Complaints and appeals: If you are dissatisfied with an assessment outcome, you may appeal the assessment decision. In the first instance, you are encouraged to appeal informally by contacting the assessor and discussing the matter with them. If you are dissatisfied with the outcome of such discussion, you may appeal further to either the course coordinator and/or Head of Department. If you are still dissatisfied, you may appeal formally and in writing to have the result reviewed. For more information, refer to the Assessment Policy and the Complaints and Appeals Policy and Procedures. Assessor intervention: Assessors will check if you are ready for the assessment, and defer the assessment if you are not. Feedback will be given to you at the completion of the assessment. During role play, the assessor may act as a client or employer, where required, but the assessor will not interfere with the assessment. If the assessment activities might impact on your safety or that of others, the assessor will stop the assessment immediately. Plagiarism, cheating and assessment dishonesty: Angad Institute considers plagiarism and cheating as a serious misdemeanour. Evidence of plagiarism and cheating is treated on a case by case basis and the consequences for students engaging in such practices may include failure of the assessment or unit or exclusion from the course. For more information, refer to Angad Institute’s Assessment Policy. Assessor feedback: Assessors will provide feedback on the assessment that you have submitted. This will identify your strengths and weaknesses or be an overall comment on your submission. The task specific detailed feedback will be reflected in the assessment task coversheet. Student Assessment Agreement Make sure you read through the assessments in this Student Assessment Booklet before you fill out and sign the agreement below. If there is anything that you are unsure of, consult your assessor prior to signing this agreement. Have you read the assessment requirements for this unit? ¨ Yes ¨ No Do you understand the requirements of the assessments for this unit? ¨ Yes ¨ No Do you agree to the way in which you are being assessed? ¨ Yes ¨ No Do you have any specific needs that should be considered? If so, explain these in the space below. ¨ Yes ¨ No Do you understand your rights to re-assessment? ¨ Yes ¨ No Do you understand your right to appeal the decisions made in an assessment? ¨ Yes ¨ No Student Full Name: Student ID: Student’s Signature: Date: Assessor Name: Assessor’s Signature: Date: PART 2 Assessment tasks Assessment Task 1 Cover Sheet Student Declaration (To be filled out and submitted with assessment responses) I declare that this task is all my own work and I have not cheated or plagiarised the work or colluded with any other student(s). I understand that if I am found to have plagiarised, cheated or colluded, action will be taken against me according to the process explained to me. I have correctly referenced all resources and reference texts throughout these assessment tasks and this submission is based on my own research work. This piece of work has not previously been submitted for assessment in this or any other subject. I give permission for my assignment to be scanned for electronic checking of plagiarism. I understand that plagiarism and cheating is against Institution’s policy and will result in NYC outcome Student’s Full Name: Student ID: Student’s Signature: Date of submission: Assessor declaration I hereby certify that this student has been assessed by me and that the assessment has been carried out in accordance with the principles of assessment and relevant assessment procedures Assessor’s Name Assessor’s Signature Date: Assessment Outcome: S: Satisfactory; NS: Not Satisfactory; NA: Not Assessed (Please circle) S NS NA Resubmission ¨ Yes ¨ No ¨ 1st resubmission Date of resubmission: ¨ 2nd resubmission Date of resubmission: Extension request approved ¨ Yes¨ No ¨ Revised date of submission Feedback: Student result response My performance in this assessment task has been discussed and explained to me. I am satisfied with the assessment decision and would not like to appeal the outcome. (If I want to appeal, I shall get in touch with my trainer & Assessor) – ¨ YES ¨ NO Student signature Date Assessment task 1: Knowledge Test Required documents and equipment: Computer with internet connection to refer to various resources.Student assessment booklet and a pen (organized by the student).Angad Institute Learners’ resources for the unit SITXHRM002- Roster staff (organised by the trainer).Learner’s notes Instructions for students: This assessment will be conducted in the Angad Institute classroom or outside the campus with access to the resources listed above. You must satisfactorily perform all tasks to be deemed satisfactory for the assessment. Planning the assessment Recommended date for assessment: [Trainer to provide]Access all resources mentioned in required resources either printed copies or access via the internetTime required for assessment: 60 minsYou must: Answer all the questions satisfactorily to be deemed competentComplete the assessment and submit in due timelinesSubmit with a completed assessment cover sheetYour assessor will set a time to provide feedback Evidence specifications: At the end of the assessment, you will be required to submit the following evidence before the due date specified by the assessor: You are required to submit a completed (ticked) multiple choice question, match the columns, true/false listed in Knowledge test.Completed and signed cover sheet for assessment Evidence submission: Documentation can be submitted electronically or paper-based.Your assessor will record the assessment outcome on the assessment cover sheet. Tick the true statements relating to award conditions: 1. In Australia there is one federal award which is relevant to every individual workplace. Awards are set by national and state governments and cover a wide variety of industries, including the many sections of the industry.The Fair Work website provides the essential information relating to awards, leave and other staff entitlements and requirements to be considered when rostering staff.The awards cover many of the conditions of employment including WHS matters.In terms of rostering the most important aspects are the pay rates and the rules governing how many hours can be worked.Penalty rates apply when a worker works more than the specified full-time hours per week, on weekends, after regular work hours, after midnight and on public holidays.Penalty rates can have a direct effect on the profitability of a business.On public holidays, if the level of staffing remains the same as on regular work days, the staff costs can increase by 50%. □ Satisfactory □ Not Satisfactory Tick the correct answers Effective from 1st January 2010, all Australian employees (except casual workers) are entitled to the following minimum conditions, referred to as the 10 National Employment Standards: A maximum standard working week of 38 hours for full-time employees, plus ‘reasonable’ additional hours.A right to request flexible working arrangements.Parental and adoption leave of 12 months (unpaid), with a right to request an additional 12 months.2 weeks paid annual leave each year (pro rata).Ten days paid personal/carer’s leave each year (pro rata), two days paid compassionate leave for each permissible occasion, and two days unpaid carer’s leave for each permissible occasion.Community service leave for jury service or activities dealing with certain emergencies or natural disasters. This leave is unpaid except for jury service.Long service leave.A right to 12 months fully paid parental leave after 12 months of service Notice of termination and redundancy pay. The right for new employees to receive the Fair Work Information Statement. □ Satisfactory □ Not Satisfactory Multiple True or False The following key aspects, set out by the Australian Government Workplace Ombudsman, must be considered for rostering staff in the hospitality industry: Changes to rosters made less than 7 days before the shift require the worker’s agreement.An employee working 5 hours or more is entitled to a paid break of at least 30 minutes.All shifts must be a minimum of 6 hours and a maximum of 11.5 hours, excluding meal breaks.Employees must be paid for the minimum shift, even if they actually work fewer hours.An employer must not deduct any sum from the wages or income of an employee in respect of breakages or cashiering underings except in the case of wilful misconduct.Pay rates may be pegged to the staff member’s age and qualifications. □ Satisfactory □ Not Satisfactory Match Match the type of labour cost to the correct description: Direct labour costs are labour costs of people not directly involved in production, e.g. cleaning staff and admin staff Indirect labour costs are labour costs involved in producing a good or service, e.g. chef or tour guide □ Satisfactory □ Not Satisfactory Multiple True or False Which of the following aspects relating to staff availability must be considered when developing a staff roster? When rostering a combination of full-time, part-time and casual staff you will need to take into consideration people’s preferred availability and required time off.Part-time and casual staff legally must work whenever the business wants.You will need to consult with your staff as to their work preferences and outside commitments that may prevent them from working at certain times.Some workers such as those with young children may have family issues that affect when they can work and this must be considered when creating a roster.The dynamics of the whole work team does not need to be considered when rostering staff. While you may be very direct in enforcing your anti-discrimination policies, there could still be particular staff members who have a problem working with other staff on cultural grounds. In the interests of a happy and efficient workplace, you will need to try to avoid any potential disputes or clashes. □ Satisfactory □ Not Satisfactory Multiple True or False Indicate whether the following aspects relating to religious requirements for staff are true or false: Religious considerations can have a large impact on rostering, particularly on weekends.Some people strictly observe the Sabbath Day, which prevents them from working.Muslim people in particular are concerned with the Sabbath.Jewish and Muslim workers in the kitchen may have objections to handling certain food items, particularly pork products. Where there are issues relating to particular religious requirements, arrangements must be made to accommodate these preferences.Strict Muslims are expected to pray throughout the day. Rostering them for night shifts instead is the most effective way of handling this requirement. □ Satisfactory □ Not Satisfactory Tick the correct answers Which of the following are examples of organisational policies which impact on rostering practices? Large businesses sometimes have childcare facilities for employees with young children and allow greater flexibility in rostering, by providing care for the children for the entirety of the rostered shift.Some businesses may have guidelines with regard to the skill levels present during any particular shift.There may be a required ratio of staff to supervisors to ensure adequate supervision and delivery of service.Strategies for rostering only senior staff over public holidays and other unusual events are commonly used.Flexible start and finish times and flexible break times for lunch help to assist mothers with children at school as they may be able to work whilst other workers are on break. □ Satisfactory □ Not Satisfactory Multiple True or False How can productivity standards be useful when constructing a staff roster? To assist in determining the minimum numbers of staff, productivity standards can used.Productivity standards can be determined from a manager’s expectations of desired profit ratios.Productivity standards can be used to calculate how many staff members are needed, depending on the anticipated volume of business or the amount of work to be done.If a restaurant had 160 bookings and each staff member could serve 20 customers on average, then you would need to roster 8 staff for that service period.Staff shortages create service problems and increased levels of customer complaints.Excessive staff levels create higher guest satisfaction levels and reduced staff hours for the business. □ Satisfactory □ Not Satisfactory Match When constructing a roster, staff levels must pass the “3E” test. Match the factor to the correct description: Efficientto keep wage costs within or below budgetEconomicto deliver the desired outcomesEffectiveadequate staff to provide customers with quality service □ Satisfactory □ Not Satisfactory Tick the correct answers How staff skill levels affect how a roster is constructed? The level of skill or proficiency of each staff member will affect how you construct your roster.Rostering more unskilled staff has the advantage that a business can provide higher levels of service.Because it is widely known that skilled staff are often hard to come by in the TH&E Industry, there is no effect on your rostering.Rather than having 2 highly skilled staff members who earn more than $20 per hour, you may need to roster 3 less skilled staff members at $15 per hour, in order to make up the shortfall.Skilled staff cost more individually, but there is an overall saving over the course of the shift due to their greater ability.Rosters should reflect the customers, e.g. a hotel with many international guests checking in should have multilingual staff rostered for that period. □ Satisfactory □ Not Satisfactory Multiple True or False When developing rosters in the TH&E industry the following aspects relating to cultural diversity should be considered: In customer service areas in the TH&E industry, cultural diversity has very real benefits as there is often a need for service staff who speak many languages.When your business deals with many customers from a particular cultural background, it is often reassuring for those customers to deal with someone who speaks their language and understands their cultural nuances.In customer service areas with a high number international clientele, only culturally diverse staff should be rostered during peak periods.Managers should try to ensure that appropriate staff are rostered on to maximise the comfort of customers.It is a good idea to try and reflect the diversity in society in the diversity of your workplace. □ Satisfactory □ Not Satisfactory Tick the correct answers The volume of business in the TH&E industry varies and can change quickly. The following aspects need to be considered to ensure adequate staff skill levels: During busy periods when you roster higher numbers of staff, it is very unlikely that the skills on hand will cover all requirements.During a quiet period, you will need to make sure that the few people rostered on have the skills to cover all the requirements.If a staff member has to work alone then you should ensure that the staff member has at least basic skills and training for the core activities.You may find it useful during quiet periods to combine the duties of staff members.Combining duties may involve giving them responsibility for a larger physical area, or giving them more than the usual number of duties.Events which require extra staff have no effect on rostering for a given roster period as you can simply pay overtime to staff regardless of how many total hours they work. □ Satisfactory □ Not Satisfactory Match Match the type of roster used in the TH&E industry to the correct description: Shift RostersKitchens often employ a split-shift system, whereby workers will work 2 separate periods with a long break in between. Split-shifts are useful for reducing wage costs but are usually unpopular with staff.Staggered RostersThese are used in situations where there is a fairly constant workload, often with shift lengths of around 8 hours. Shifts can be arranged so that there is no overlap.Split-Shift RostersThese are used when there is a variance in the amount of work or volume of business, such as in a restaurant. □ Satisfactory □ Not Satisfactory Match Match the type of roster used for various operational situations to the correct description: Full-time RostersAre often used to cycle staff through the various duties of the workplace. For example, a hotel with three different restaurants may rotate the wait staff through the different restaurants.Part-time and Casual RostersThese are used to ensure that all staff have equal opportunities of working the desirable and undesirable shifts. In businesses that are open 24 hours per day, a cyclic roster might last for a 4 week period, with each 24 hour period divided into 3 or 4 shifts. Duty RostersWhen businesses are open 7 days per week, the full-time staff need to be rostered over all 7 days. Awards state rules about how many consecutive days can be worked and maximum numbers of hours per week. Cyclic RostersRostering of these workers can be used to complement the rostering of full-time staff, especially in periods of high business volume such as special events and during high season. □ Satisfactory □ Not Satisfactory Tick the correct answers Which of the following aspects need to be considered when determining the best roster? Operational procedures and policiesOpening and operational hoursOpportunities for overtimeRatio of full-time to casual staffSkill levels and numbersStaff availabilitiesAwardsStaff preferences according to rankBusiness volume fluctuations □ Satisfactory □ Not Satisfactory Match Match the type of roster to the relevant examples for rostering applications: Shift rostersin the restaurant Staggered rostersin the kitchenSplit-shift rostersfor housekeeping, grounds staff, security, traineesDuty rostersfor reception and security Cyclic rostersfor front office and administration staff □ Satisfactory □ Not Satisfactory Tick the correct answers What are the benefits of using computerised rostering systems? Which aspects should be considered when choosing a rostering system? Computerised systems make it easier to factor in all of the award requirements and limitations.Computerised systems have the capacity to flag possible problems and also to redo and fix mistakes.A computerised system can be programmed to choose staff preferences over award requirements in order to make a popular roster.The rostering system chosen should meet the organisational requirements, based on the size and type of the business as well as the different needs of the various departments.A rostering system must be flexible enough to allow a variety of roster types to be developed and reliable enough to provide control and accountability.A computerised system will ensure full compliance with all award requirements is maintained at all times. □ Satisfactory □ Not Satisfactory Multiple True or False There are many simple user-friendly pieces of software specifically designed for developing rosters. Some of the available system features include: Many systems link into existing payroll systems or have add-ons that streamline the budgeting, record keeping and payroll processes.Some systems can import directly into MYOB, Xero or other accounting software in order to reduce the administration time and costs of the business.Systems linked to accounting software can calculate all entitlements, taxes due and automatically correspond with nominated superannuation providers and the Taxation department.With systems linked to accounting software you can manage the amount of overtime being done, calculate contractor hours and budgets and keep an eye on associated staff on-costs.Many computerised applications allow you to schedule leave, evenly allocate workload across casual and shift workers and plan staffing needs for high demand and low demand periods accordingly.Some systems are linked to electronic clocking systems such as swipe cards.Many different reports can be created to help you analyse staff costs and these can then be compared to historical reports and help identify trends or problem areas. □ Satisfactory □ Not Satisfactory Multiple True or False There is a range of communication skills that can be used to inform staff of rosters. Indicate whether the following examples are true or false: Communicating a roster to staff can be in the form of hand-written rosters on a piece of paper which may be copied and handed out or put on a noticeboard. A spreadsheet file should be printed and posted by mail to each staff member.A spreadsheet file can be emailed to staff, posted online or on the company intranet site.With mobile phones being common, some casual staff may just ring voicemail for their shift details.Casual staff may receive their roster details via SMS.Rostering software may allow you to distribute individual rosters by electronic forms – email, through a calendar such as Outlook, SMS, etc. □ Satisfactory □ Not Satisfactory Tick the correct answers Indicate which of the following processes need to be established to ensure that all staff understand the work-related requirements: Days and times of attendance at workRostered breaks, duration and frequencyMechanisms for recording extra hours workedProcesses to obtain a wage riseLeave application processesProcess in case of incidents such as sicknessBonus calculation schemeProcess for any grievances □ Satisfactory □ Not Satisfactory Multiple True or False The following procedures can be used to effectively monitor and approve shift documents in a workplace: In many situations there will be documentation associated with a worker’s shift that will need to be analysed and approved or followed up on.Electronic swipe cards that link directly into the rostering and payroll system and will need to be monitored to ensure staff are using their own card correctly.Where staff use time sheets, these need to be reconciled and verified against the scheduled hours on the roster.If a staff member has claimed more hours than were allocated then they should only be paid for the minimum shift length until a formal investigation by Fair Work Australia is completed.In many situations the supervisor or manager in the department has to sign off on timesheets before the Finance department will process them.Contractors and casual staff who are paid based on time worked do not need to be verified as the hours are set in advance. □ Satisfactory □ Not Satisfactory Tick the correct answers What are the requirements for maintaining staff records of time and wages? Maintenance of staff records is a requirement under Federal and State Laws.Employers are required to keep accurate and complete records of time and wages and to issue pay slips to each employee.Records must be laid out so that a government inspector can review the information and determine if the employee is being paid the correct amount.Employees and former employees do not have the right to access employer copies of their own records.Employers must keep copies of all staff records for at least 7 years, under law.Records must be written in plain English and may be stored on computer, provided the records can be printed on request.The Fair Work Act 2009 specifies the details for information to be kept. □ Satisfactory □ Not Satisfactory Tick the correct answers Which of the following details must be included in a pay slip? Employer nameEmployee nameDate of paymentPayment periodGross and net payment amountAccrued holidaysLoadings, allowances, bonuses, incentive-based payments, penalty ratesFor workers paid on an hourly rate, the rate, number of hours and total amount paidAccrued long service leaveRate of payment on the last day of the pay period for workers on salarySuperannuation fund details and amounts paid □ Satisfactory □ Not Satisfactory Multiple True or False When evaluating rosters for their effectiveness the following aspects need to be considered: Consultation with staff should be part of an effective evaluation of the roster’s effectiveness.If the staff indicate that there are consistent periods of overwork along with consistent periods of little or nothing to do, then this indicates that you have achieved a balanced roster.If you observe a change in busy periods you might need to change the times of certain shifts so that there are more staff on hand at the busy times and fewer during low periods.A periodic evaluation of the needs of the business can also affect rostering for example seasonal fluctuations or special events.Rosters are an essential tool for helping you stay within your budget and frequent reviews ensure that you stay goal-oriented. □ Satisfactory □ Not Satisfactory Assessment Task 1 Checklist To be completed by the assessor Task Outcome:Satisfactory ¨Not Satisfactory ¨Assessor’s Signature Date: Note: Trainer and Assessor to provide detailed feedback on the attached Assessment Task Coversheet Assessment Task 2 Cover Sheet Student Declaration (To be filled out and submitted with assessment responses) I declare that this task is all my own work and I have not cheated or plagiarised the work or colluded with any other student(s). I understand that if I am found to have plagiarised, cheated or colluded, action will be taken against me according to the process explained to me. I have correctly referenced all resources and reference texts throughout these assessment tasks and this submission is based on my own research work. This piece of work has not previously been submitted for assessment in this or any other subject. I give permission for my assignment to be scanned for electronic checking of plagiarism. I understand that plagiarism and cheating is against Institution’s policy and will result in NYC outcome Student’s Full Name: Student ID: Student’s Signature: Date of submission: Assessor declaration I hereby certify that this student has been assessed by me and that the assessment has been carried out in accordance with the principles of assessment and relevant assessment procedures Assessor’s Name Assessor’s Signature Date: Assessment Outcome: S: Satisfactory; NS: Not Satisfactory; NA: Not Assessed (Please circle) S NS NA Resubmission ¨ Yes ¨ No ¨ 1st resubmission Date of resubmission: ¨ 2nd resubmission Date of resubmission: Extension request approved ¨ Yes¨ No ¨ Revised date of submission Feedback: Student result response My performance in this assessment task has been discussed and explained to me. I am satisfied with the assessment decision and would not like to appeal the outcome. (If I want to appeal, I shall get in touch with my trainer & Assessor) – ¨ YES ¨ NO Student signature Date Assessment task 2: Worksheets Required documents and equipment: Computer with internet connection to refer to various resources.Student assessment booklet and a pen (organized by the student).ANGAD INSTITUTE Learners’ resources for the unit SITXHRM002- Roster staff (organised by the trainer) Model answers and marking checklistInternet Links:Award: http://www.fwc.gov.au/documents/modern_awards/award/ma000009/default.htm National Employment Standards: https://www.fairwork.gov.au/employee-entitlements/national-employment-standards Instructions for students: This assessment will be conducted in Angad Institute classroom with access to the resources listed above. You must answer all knowledge questions as part of this assessment and they can submit answers in either electronic or paper-based. The assessor will verify the authenticity of your work by asking questions regarding the answers provided. You must satisfactorily answer all Worksheet questions to be deemed Satisfactory for this assessment. Planning the assessment: Recommended date for assessment – [Set a date as per timetable]Access all resources mentioned in required resources either printed copies or access via the internetTime required for assessment: 3 hours Student must:Answer all the questions satisfactorily to be deemed competent.Complete the assessment and submit in due timelines.Submit with a completed assessment cover sheet.Assessor will set a time to provide feedback. Evidence specifications: At the end of the assessment, student will be required to submit the following evidence before the due date specified by the assessor: Completed answer sheet with all questions answered.Completed and signed cover sheet for the assessment. Evidence submission: Documentation can be submitted electronically or paper-based.Assessor will record the assessment outcome on the assessment cover sheet. Go to https://www.fairwork.gov.au/employee-entitlements/national-employment-standards and identify the award provisions for:Leave including shift workersmandated breaks between shiftsmaximum allowed shift hoursstandard, overtime and penalty pay rates Responses □ Satisfactory □ Not Satisfactory You employ 3 chefs. John is casual, Jack is part-time and Chenelle is employed full time. They all arrive for the morning shift. After 1 hour a storm hits the restaurant and the power goes off. The manager informs staff that they shall clean up and leave as power will be off at least for 2 days. After 1.5 hours all staff leave. What is their pay entitlement for that day? Minimum Hours □ Satisfactory □ Not Satisfactory Q3: Henry is a casual employee and worked the following hours last week: Monday 07:00 to 12:00, Wednesday 12:00 to 16:00 and Saturday 13:00 to 17:00. What total hours did Henry work? □ Satisfactory □ Not Satisfactory Q4: Why would an organisation use an EBA rather than paying under a relevant industry award? Explain and provide two examples. □ Satisfactory □ Not Satisfactory What are the requirements for time and wage records? How long must these records be kept? □ Satisfactory □ Not Satisfactory What is the importance of rosters for efficiency in an organization and how can a roster be used to control staff costs? □ Satisfactory □ Not Satisfactory Provide 3 examples for benefits for using a social and cultural skill mix in the hospitality industry: □ Satisfactory □ Not Satisfactory Provide 3 examples for different religious and cultural beliefs of staff commonly working in the TH&E industry and how these religions potentially need to be accommodated for when preparing rosters: □ Satisfactory □ Not Satisfactory Q.9: List two sources of information you could access to find out more about awards and other industrial provisions. □ Satisfactory □ Not Satisfactory Assessment Task 2 Checklist To be completed by the assessor Task Outcome:Satisfactory ¨Not Satisfactory ¨Assessor’s Signature Date: Note: Trainer and Assessor to provide detailed feedback on the attached Assessment Task Coversheet Assessment Task 3 Cover Sheet Student Declaration (To be filled out and submitted with assessment responses) I declare that this task is all my own work and I have not cheated or plagiarised the work or colluded with any other student(s). I understand that if I am found to have plagiarised, cheated or colluded, action will be taken against me according to the process explained to me. I have correctly referenced all resources and reference texts throughout these assessment tasks and this submission is based on my own research work. This piece of work has not previously been submitted for assessment in this or any other subject. I give permission for my assignment to be scanned for electronic checking of plagiarism. I understand that plagiarism and cheating is against Institution’s policy and will result in NYC outcome Student’s Full Name: Student ID: Student’s Signature: Date of submission: Assessor declaration I hereby certify that this student has been assessed by me and that the assessment has been carried out in accordance with the principles of assessment and relevant assessment procedures Assessor’s Name Assessor’s Signature Date: Assessment Outcome: S: Satisfactory; NS: Not Satisfactory; NA: Not Assessed (Please circle) S NS NA Resubmission ¨ Yes ¨ No ¨ 1st resubmission Date of resubmission: ¨ 2nd resubmission Date of resubmission: Extension request approved ¨ Yes¨ No ¨ Revised date of submission Feedback: Student result response My performance in this assessment task has been discussed and explained to me. I am satisfied with the assessment decision and would not like to appeal the outcome. (If I want to appeal, I shall get in touch with my trainer & Assessor) – ¨ YES ¨ NO Student signature Date Assessment task 3: Case Study Required resources and equipment: Computer and printer with internet connection to refer to various resources.Student assessment booklet and a pen (organized by the student).Model answers and marking guide in this document.Angad Institute Learners’ resources for the unit SITXHRM002 – Roster Staff (organised by the trainer)Appendix 2 (Spreadsheet) To be provided by the AssessorAppendix 3 (Hospitality industry general award- pay guide) To be provided by the Assessorhttp://www.fwc.gov.au/documents/modern_awards/award/ma000009/default.htmAppendix 4 Instructions for Assessor: Students are required to read the instructions for the case study and complete the tasks in order given. Planning the assessment Recommended date for assessment: [Trainer to provide]Access all resources mentioned in required resources either printed copies or access via the internetTime required for assessment: 3 hoursAssessor will set a time to provide feedback Evidence Specifications: – Completed and signed Assessment cover sheet – Completed Appendix 2 and Appendix 4 – Completed answers for the case study Evidence submission: Documentation can be submitted electronically or paper-based.Assessor will record the assessment outcome on the assessment cover sheet. Case Study 1 Students are required to read the information given below and complete the spreadsheet provided (Appendix 2) and all the relevant information in relation to the awards and award conditions must be sourced from the website link provided below: http://www.fwc.gov.au/documents/modern_awards/award/ma000009/default.htm 1A. Students are required to develop the roster for the week commencing 30th November 2020- 6th December 2020, using the spreadsheets provided. Note: The information provided below includes a 30 minute meal break for each staff member. Students will need to use the Roster spreadsheet to develop this staff roster on the first Tab. Mark (Front Office grade 1) – will be working from 13.30 – 22.00 on Wed, Thurs, Fri and Sun and from 13.30 – 20.00 on Sat. Tom (Front Office grade 1) – will be working from 6.00 – 14.30 on Mon, Tues, Wed and Sun and from 6.00 – 12.30 on Saturday. Jordan (Front Office grade 1) – will be working from 22.00 – 6.30 Tues, Wed, Thurs and Fri and from 24.00 – 6.30 on Sat. Sam (Front Office grade 2) – will be working from 15.30 – 22.00 on Mon, from 6.00 – 14.30 on Thurs, Fri and Sat and from 13.30 – 22.00 on Sun. Shelly (Front Office grade 2) – will be working from 13.30 – 22.00 on Mon, Tues, Wed and Thurs and from 13.30 – 20.00 on Fri. Darren (Front Office grade 3) – will be working from 22.00 – 6.30 on Mon, Fri, Sat and Sun and from 24.00 – 6.30 on Tues. Scott (Front Office Supervisor) will be working from 6.00 – 14.30 on Mon, Tues, Wed and Sun and from 6.00 – 12.30 on Thurs. Margaret (Front Office Supervisor) – will be working from 15.30 – 22.00 on Tues, 13.30 – 22.00 on Wed and Sat, 12.30 – 21.00 on Thurs and from 6.00 – 14.30 on Fri. Nick (Front office grade 3) Casual staff. Available for duty on call. Use the Appendix 2(Spread sheet provided by the Assessor) and complete the task.Using the information outlined above, determine how many staff you need at each hour of the day.Allocate shifts according to the schedule requirements, taking into account staff availability.Total the hours for each staff member and the roster period.Students must proofread roster to check that they have the exact number of people on at work according to their skills at each hour of the day and that students have abided by the Hospitality Award conditions (using the link http://www.fwc.gov.au/documents/modern_awards/award/ma000009/default.htm)and the availability of staff.After, developing the above roster, you are required to assume that Shelly (Front Office Grade 2) has made a sick call on Tuesday. You are required to assign a staff on Tuesday instead of Shelly. You will choose a staff member instead of Shelly from the information provided above. 1B. Students are required to read the overview provided below and complete the task. Overview: The Venetian is a small cocktail lounge in a hotel. This weekend they are open for a private function from 11 am to 11 pm, Saturday and Sunday inclusive. Students need to put together a roster for the two-day period. The Venetian abides by the Hospitality Industry Award. Venetian employees Sam: casual, doesn’t work Sunday mornings due to religious and family commitments.Alex: casual, can’t work Saturday mornings due to sport commitments. Has requested five-hour shifts where possible to help pay for a student loan.Lee: part-time, guaranteed minimum eight hours per weekend.Kerry: casual, can’t work before 1 pm on weekends. Has requested annual leave for the Saturday.Mannie: full-time manager, requests to be rostered from 1200 to 1600 and 2000 to 2400 each day to supervise other staff and oversee the function (Each student will be required to play the role of Mannie) Students require a staff member to start one hour prior to opening and stay back one hour after closing. There must be a minimum of two employees rostered between 12 noon and 11 pm for security purposes. Both Kerry and Lee need to work under supervision of either Sam or Mannie. 1B (Part A): Complete roster Use Appendix 4 and complete the task.The class will be divided into groups of 4-5 and each group member should assume the role of either Sam, Alex, Lee or Kerry (after discussing with the Assessor)Use the information provided in the scenario to prepare staff schedules and a suitable roster to meet the requirements of the organisation, legislation and the Hospitality Industry Award.Consult with other group members about their availability to work. You (Mannie) are required to demonstrate a discussion with the team members and check their availability.Consider any leave requirements, socio-cultural-friendly or family-friendly initiatives.Record your roster in the templates provided.Discuss and confirm the completed roster with group members. During your consultation, discuss opportunities to improve the rostering process. You (Mannie) will be required to have a discussion with the team members and note down the opportunities to improve the process of rostering and make changes if required. 1B (Part B): Question and answer Answer all questions. Q1: What changes (if any) did you need to make to your roster following consultation with group members? □ Satisfactory □ Not Satisfactory Q2: During your consultation with group members, did you identify any opportunities to improve existing processes? If so, explain what they are. □ Satisfactory □ Not Satisfactory Q3: What other methods can you use to communicate rosters? □ Satisfactory □ Not Satisfactory Q4: Would you approve Kerry’s annual leave request? Why or why not? □ Satisfactory □ Not Satisfactory 1C. Once students have developed the roster based on the information in Task 1A, transfer the roster on TAB (Wages- part A) and: Check if each employee has at least two rostered days off in the week. Highlight these days in grey colour. Calculate the weekly wages for each of the staff.Calculate work hours for the week for each staff member.Locate the correct hourly rate for each staff member based on their award including penalty rates which apply for specific times during weekdays and for Saturdays and Sundays.Calculate the wages for each staff member for the week for this roster.Calculate the total Wages for the week.Determine if the wage budget of $7200.00 for the week is being met. By how much is it over or under? □ Satisfactory □ Not Satisfactory 1D. Using the Hospitality Industry (General) Award 2010, do the following: ~ Calculate the weekly wages for an employee working as a food and beverage attendant grade 2 on the following roster:- WednesdayThursdayFridaySaturdaySunday10.00-16.0018.00-24.0009.00-20.0011.00-22.0011.00-01.00 □ Satisfactory □ Not Satisfactory Comment on the hours worked by this employee. □ Satisfactory □ Not Satisfactory Calculate a preferable arrangement from a lifestyle and safety point of view. □ Satisfactory □ Not Satisfactory Calculate the difference if this employee worked on Thursday instead of Sunday for the same working hours of Sunday (11:00 – 01:00) □ Satisfactory □ Not Satisfactory Case Study 2 You are the manager of a reception centre in the city and have been very busy recently. For the last month you have generated sales of over $145,000. After having checked your payroll for the last month you find you have spent $45,245 on full time, part time and casual staff members. Calculate your Direct Labour Cost % □ Satisfactory □ Not Satisfactory In what ways do you think you could reduce your labour costs for the following month without compromising customer service? □ Satisfactory □ Not Satisfactory Assessment Task 3 Checklist To be completed by the assessor Task Outcome:Satisfactory ¨Not Satisfactory ¨Assessor’s Signature Date: Note: Trainer and Assessor to provide detailed feedback on the attached Assessment Task Coversheet Appendix1– Assessment resource in Angad Institute classroom Angad Institute will conduct practical assessment for this unit in its classroom/simulated environment Located at 501, La Trobe street, VIC and during assessment student will have access to following resources. Assessment must ensure access to: computers, printers and rostering software programsrecords of shift time and where relevant electronic equipment used by staff to log commencement and completion time of rostered dutiesapplicable industrial awards and enterprise agreementsoperational information about the organisation or department subject to rosteringinformation about the cultural and skills mix of a team subject to rostering. Appendix 2 and Appendix 3- To be provided by the Assessor Appendix 4 Venetian: Planning schedules The following response is provided as a guide only. There are multiple variations on how staff could be rostered as long as the learner abides by awards and regulations and that the rostered hours equal the scheduled hours. STAFF SCHEDULE: SATURDAYNAME10001100120013001400150016001700180019002000210022002300HoursHours worked Mannie Sam Alex Lee Kerry STAFF SCHEDULE: SUNDAYNAME10001100120013001400150016001700180019002000210022002300HoursHours worked Mannie Sam Alex Lee Kerry Venetian: Roster sheet Employee SatSunTOTALMannie Full-timeRostered hours No. of hours Sam CasualRostered hours No. of hours Alex CasualRostered hours No. of hours Lee Part-timeRostered hours No. of hours Kerry CasualRostered hours No. of hours TOTALRostered hours No. of hours Copyright: Instructions in this tool have been developed by NTA and Angad Institute for sole purpose of use by Angad Institute. Any part of these assessment instructions cannot be reproduced in full or part for without approval of Angad Institute and NTA which holds authorship rights.
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