ICTDBS505 Monitor and improve knowledge management systems

student assessment tasks

SITXHRM008 Roster staff

Student ID: ……………………………………………………………………………………

Name: ………………………………………………………………………………

Australian National Institute of

ANIE-ICTSAD507-SAT-V1.0 Page | 1 of 53
SITXHRM008 Roster staff

Contents
Introduction 3
Assessment for this unit 3
Student assessment agreement 4
Task 1 Cover Sheet 5
Assessment Task 1: Knowledge questions 6
Information for students 6
Questions 7
Assessment Task 1: Checklist 18
Task 2 Cover Sheet 20
Assessment Task 2: Project 21
Information for students 21
Activities 22
2.1 Answer: Name the business that you have selected for this assessment. 24
Operational Policy 24
2.2 Staff Profile Template 26
2.2 Business Case Study Template 30
Staff Record Template 35
Timesheet Template 41
Evaluation Report Template 45
Assessment Task 2: Checklist 47
Final results record 49

ANIE-SITXHRM008-SAT-V1.2 2
SITXHRM008 Roster staff

Introduction
Welcome to the Student Assessment Tasks for SITXHRM008 Roster staff. These tasks have been designed
to help you demonstrate the skills and knowledge that you have learnt during your course.
Please ensure that you read the instructions provided with these tasks carefully. You should also follow
the advice provided in the Hospitality Works Student User Guide. The Student User Guide provides
important information for you relating to completing assessment successfully.

Assessment for this unit

For you to be assessed as competent, you must successfully complete two assessment tasks:
• Assessment Task 1: Knowledge questions – You must answer all questions correctly.
• Assessment Task 2: Project – You must work through a range of activities to complete a project.

• Student assessment agreement

• Make sure you read through the assessments in your 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.

ANIE-SITXHRM008-SAT-V1.2 3
 SITXHRM008 Roster staff

Student assessment agreement

Make sure you read through the assessments in your 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 ☐ Yes ☒ No

If so, explain these in the space below.

Do you understand your rights to reassessment? ☒ Yes ☐ No

Do you understand your right to appeal the decisions made in an assessment?
☒ Yes ☐ No

Student name

Student ID number

Student signature

Date 06/10/2022

Assessor name Noreen Altaf

Assessor signature

Date 06/10/2022

ANIE-SITXHRM008-SAT-V1.2 4
SITXHRM008 Roster staff

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.

Student name

Student ID number

Unit code and title SITXHRM008- Roster Staff

Student signature

Date 14/10/2022

Assessor declaration
☒ I hereby certify that this student has been assessed by me and that the assessment has been carried out
according to the required assessment procedures.

Assessor name Noreen Altaf

Assessor signature

Date 21/10/2022

Assessment outcome S NS DNS Resubmission Y N

Feedback

Student result response

☒ My performance in this assessment task has been discussed and explained to me.
□ I would like to appeal this assessment decision.

Student signature

Date 21/10/2022

A copy of this page must be supplied to the office and kept in the student’s file with the evidence.

ANIE-SITXHRM008-SAT-V1.2 5
 SITXHRM008 Roster staff

Assessment Task 1: Knowledge

questions
Information for students
Knowledge questions are designed to help you demonstrate the knowledge which you have acquired during
the learning phase of this unit. Ensure that you:
• review the advice to students regarding answering knowledge questions in the Hospitality Works
Student User Guide
• comply with the due date for assessment which your assessor will provide
• adhere with your RTO’s submission guidelines
• answer all questions completely and correctly
• submit work which is original and, where necessary, properly referenced
• submit a completed cover sheet with your work
• avoid sharing your answers with other students.

i Assessment information

Information about how you should complete this assessment can be found in Appendix A of the
Hospitality Works Student User Guide. Refer to the appendix for information on:
where this task should be completed
the maximum time allowed for completing this assessment task
whether or not this task is open-book.
Note: You must complete and submit an assessment cover sheet with your work. A template is provided in
Appendix B of the Student User Guide. However, if your RTO has provided you with
an assessment cover sheet, please ensure that you use that.

ANIE-SITXHRM008-SAT-V1.2 6
SITXHRM008 Roster staff

Questions
Provide answers to all of the questions below.

1. List two sources of information that you could access to find information about the Hospitality
Industry (General) Award.
Answer:

Answer:
Industry
Manager

2. List two further sources of information that you could access, to find out information on work
agreements for the hospitality industry.

Answer:

Professional association
Networks

3. Why is it important to check the relevant award conditions when preparing a roster?

Answer:

Rostering is seen as a critical component in maintaining an environment that promotes high- quality, safe
patient care while also monitoring staff health and wellness through enhanced visibility of safe working
hours.
When rostering employees, businesses must follow a variety of restrictions and conditions outlined in the
award.
The employee is entitled to overtime compensation if the employer violates the award by failing to
follow these rules and circumstances.

ANIE-SITXHRM008-SAT-V1.2 7
SITXHRM008 Roster staff

4. How is an enterprise agreement different from a modern award?

Answer:

An EA only applies to the employees of one specific organization, in contrast to a Modern Award, which is
applicable to all employees. Employees are bargained internally before being approved by the FWC, and
they are tailored to fit that specific firm. Awards given nowadays are standardized and unchangeable.

5. Explain how industrial agreements can affect the preparation of rosters.

Answer:

1) Prepare the roster in accordance with the agreement.

2) The cost may be prohibitively expensive.

When drafting rosters, keep in mind the expense of the collective bargaining agreements.

6. Identify at least two factors of how each of the following award provisions will impact the
rostering process.

Leave Vacation days, personal needs, and social and cultural demands

Mandated breaks work schedules, honors

between shifts

Maximum Employment contract

allowed shift
hours

ANIE-SITXHRM008-SAT-V1.2 8
SITXHRM008 Roster staff

Standard pay Budget, required employee numbers, and shift requirements

rates

Overtime pay budget, vacation days

rates

Penalty pay
rates
Budget and shift needs

7. List three impacts of contractor fees, if you had to include them in a staff roster.

Answer:

1. They might collaborate with several companies simultaneously.

2. They might not have to prioritize your company's goals.
3. They might not show your business the same degree of commitment and consideration.

8. Outline two considerations when rostering permanent or casual staff.

Answer:

In order to offer proper patient care and satisfy projected service needs, rosters must guarantee that
there are sufficient and appropriately competent people rostered to work.

Rosters must adhere to appropriate regulatory frameworks, including as anti-discrimination, workplace

health and safety laws, industrial awards, and the policies of NSW Health, local health districts, and
specialized health networks.

ANIE-SITXHRM008-SAT-V1.2 9
SITXHRM008 Roster staff

9. Using the table below and referring to the Hospitality Industry (General) Award 2010, (this can be
found at the Fair work Australia government website www.fwc.gov.au), identify the key elements of
the award.

Leave 1. Vacation time

entitlement
2. Sick leave and parental leave
3. Grief and compassionate leave

Mandated breaks 1. A minimum of 30 minutes of unpaid rest that is not considered work time
between shifts
2. A 20-minute paid break that is considered part of the workday

Maximum 1. Full-time employees have a daily work schedule of six hours.

allowed shift
hours
2. Part-time workers must put in three hours straight of work.

3. For casual employees, two consecutive hours

10. Using the table below and referring to the Hospitality Industry (General) Award 2010, (this can be
found at the Fair work Australia government website www.fwc.gov.au), provide the overtime
payable.

Period of overtime Overtime payable (as a percentage)

Monday to Friday: First two hours 150% of their regular rate of pay for the first three
hours of overtime, and 200% for the remaining
hours of overtime

Monday to Friday: After first two hours 150% of their regular rate of pay for the first three
hours of overtime

Midnight Friday to midnight Sunday They were paid 175% of their regular rate of pay
for the first three hours of overtime and 200% for
the remainder of the overtime.

ANIE-SITXHRM008-SAT-V1.2 10
SITXHRM008 Roster staff

Period of overtime Overtime payable (as a percentage)

A rostered day off 200%

11. Using the table below and referring to the Hospitality Industry (General) Award 2010, (this can be
found at the Fair work Australia government website www.fwc.gov.au), provide the appropriate
penalty rate for each period.

Penalty rate for full-time Penalty rate for casual

and part-time employees employees (incl 25% loading)
Monday to 100 125
Friday

Saturday 125 150

Sunday 175 170

Public holidays 225 250

12. Dixon Hospitality has an enterprise agreement with its staff, rather than following the
Hospitality Award. Complete the table below for full time staff:
https://www.fwc.gov.au/documents/documents/agreements/fwa/ae419117.pdf.

Name of 2016 Agreement with Dixon Hospitality Enterprises

Agreement

Leave The Act guarantees paid yearly leave to all employees, whether they work full- or
entitlement part-time. A full-time worker is typically entitled to 4 weeks of leave every year. If
you choose to, you may "cash out" your annual leave by sending us a formal
request. If we grant your request, you will be compensated for the value of the time
you cashed out and your leave duration will be shortened by the same amount.
Only if you can continue to accrue at least 4 weeks of leave after cashing out your
annual leave will you be able to do so. Your rate of pay at the time the leave is
cashed out will be used to determine how much you are paid when you cash out
your yearly leave. If we provide you at least 4 weeks' written notice, if you have
more than 8 weeks' accrued annual leave (but only if you keep at least 4 weeks'

ANIE-SITXHRM008-SAT-V1.2 11
SITXHRM008 Roster staff

accrued leave remaining after that), or if we suspend some or all of our activities, we
may ask that you take annual leave.
Hours required a) Full-Time
to work
If you have a full-time job, your working hours will be:
38 hours a week on average over a four-week period;
A limit of 10 consecutive days of work in a row before you are given a rostered day
off; a shift length of no less than three hours and no more than
11.5 hours;
Broken shifts are permitted as long as they don't exceed 12 hours in a single day.

b) Part-Time
If you work part-time, you'll have regular hours and a regular schedule, which will be
as follows:
an average of 38 hours each week during a four-week period, with a minimum of
7.6 hours per week.
a shift length of no less than 3 hours and no more than 11.5 hours; 3
you may work a maximum of 10 days in a row before being granted a rostered day
off;
Broken shifts are allowed as long as they don't exceed 12 hours per day.

c) Travelers If you are hired as a casual employee, you will be paid hourly and
your employment is subject to termination with or without cause. Your shifts
will last for a minimum of two hours and a maximum of twelve.

d) Students In the event that we hire you as a trainee, you will work for us
permanently while earning a certificate 1, 2, or 3 in recognized training. This should
be done entirely on the job, or partially on and partially off the work. Additionally,
you must be enrolled in a traineeship arrangement with us that is recognized by the
pertinent state or territory training authority or by a state or territory statute
governing employee training.

Apprentices (e) If you are hired as an apprentice, it will be done in accordance with
the state laws that govern apprenticeships, and you will be given specific
paperwork about the apprenticeship.

Mandated breaks (5 and possibly 6 hours) no break for rest, but one lunch of 30 minutes
between shifts

(6 and possibly 8 hours) one 20-minute break for rest and 30 minutes for meals

longer than ten hours two 20-minute rest periods, followed by a 30-minute dinner
break

More than two hours of overtime after the scheduled hours have ended, plus an
additional 20 minutes of rest time in addition to the entire break

Maximum a) Full-Time

ANIE-SITXHRM008-SAT-V1.2 12
SITXHRM008 Roster staff

allowed shift If you have a full-time job, your working hours will be: 38
hours
hours a week on average over a four-week period; 3 hours
minimum and 12 hours maximum per shift
a shift of 11.5 hours

b) Part-Time
If you work on a regular basis and are hired part-time, your hours will be as follows:
7.6 hours per week minimum and 38 hours per week maximum averaged over a four-
week period;

a shift length of no less than 3 hours and no more than 11.5 hours;
Casuals If you are hired as a casual employee, you will be paid hourly and your
employment is subject to termination with or without cause. Your minimum and
maximum shift lengths will be 2 hours and 12 hours, respectively.

Overtime An hour worked will equal an hour off when calculating time off; and
payable

We reserve the right to demand that you use the time off if it is not used within
three calendar months after the accrual. If your work ends before you've used the
above-described leave entitlement, it will be reimbursed from your overtime rate.

13. Using the National Employment Standards (NES), provide the maximum weekly hours for the
following:

Maximum weekly hours

Full-time typically puts in 38 hours a
week on average (see hours
of work)
may work as a permanent
employee or under a
temporary contract.
Part-time typically works fewer than 38
hours a week (see hours of
work)
typically keeps weekday
hours the same.
Casual The company is free to offer
the employee hours of labor,
and the employee is free to
accept or reject those hours.

The employee will be given

work schedule options as the
company requires them.

ANIE-SITXHRM008-SAT-V1.2 13
SITXHRM008 Roster staff

The position is classified as

temporary.

14. Complete the table and provide two examples of organisational initiatives that could have an impact
on the preparation of staff rosters.

Sociocultural- 1. Physical and mental health

friendly
2. Set an example of the behavior you desire to see.
3. Creating action plans for wellness

Family-friendly 1. Parental leave with pay

2. Convenient work hours
3. Remote employment

15. Using the table below, identify three issues that you may come across for each leave
provision listed when preparing a staff roster.

Carers 1. The need to group employees with similar talents

2. Sometimes it's really difficult to recruit people to replace other employees who
are on leave.

Compassionate 1. Lack of personnel

reasons
2. Issues organizing coverage for the person
3. The individual on compassionate leave can experience certain health effects
and won't be able to work as much as before.

Illness or injury 1. These leaves can be paid or unpaid, therefore we must hire a new employee. If
that employee is on paid leave, we must consider our budget because we must pay
for the new employee as well as the employee's paid leave benefits.

2. New hires must receive training

ANIE-SITXHRM008-SAT-V1.2 14
SITXHRM008 Roster staff

Jury service 1. Lack of personnel

2. assembling personnel with similar skills
3. Hiring new employees

Long service 1. We must hire fresh personnel.

2. We must additionally train new hires.

Maternity or 1. Since these are unpaid breaks that may last longer than a year, we must
paternity constantly hire new employees to cover them.
2. New hires require training

Rehabilitation of 1. Lack of personnel

injured workers
2. assembling personnel with similar skills
3. Hiring new employees

Study 1. Reduced staff

2. Hiring new personnel

Recreation 1. You must divide the shift with other employees

(holiday)
2. They may not be accessible
3. You must then hire new employees.

16. Why are rosters used and why are they important for controlling staff costs?

Answer:

An organization can gain from using a roster template in a number of ways, including:

ANIE-SITXHRM008-SAT-V1.2 15
SITXHRM008 Roster staff

Savings on costs
Better scheduling can cut costs connected with not allocating more workers than are necessary at any
given moment and prevent staff from being overworked by not giving them enough time to recover in
between shifts or by assigning them to the wrong shift combinations. Companies can use them to create
rosters, predict expenditures, and quickly compare actual spending to budget spending. By outlining costs
while they are being developed, managers may better monitor their labor expenses and impose budget
accountability before finalizing rosters.

17. Provide four functions of a software program that can support the development of a roster.

Answer:

- By warning you of potential problems, we can help you make sure that your rosters adhere to
employment law standards for minimum and maximum working hours, meal breaks, and rest periods
in between shifts.

- Provide managers with a single point of reference to see which employees are scheduled for each
shift.

- Prevent staff members who are on leave or who have been designated as unavailable from
being rostered on for a shift.
- Give owners and managers reliable, thorough information on labor costs and efficiency to assist cut
down on over-rostering and unnecessary overtime use.

18. What are two different formats used for staff rosters?

Answer:

1. Duty Roster Lists

Duty rosters, which are frequently utilized in the hospitality sector, are intended to prevent working
too many shifts. In essence, it prevents scheduling an excessive number of employees for the same
shift and job duties.

ANIE-SITXHRM008-SAT-V1.2 16
SITXHRM008 Roster staff

2. Modular Rostering
Employees who may work a variety of hours that suit the business are eligible for flexible rosters. An
employee may work hours that do not correspond to the business' typical start and end timings if the roster
is flexible. This could imply that they are scheduled to work any time within a (typically) 40-hour work
week, for a few hours or a full day. Employees might, for instance, work from 7 a.m. to 4 p.m. rather than
the standard 8 a.m. to 5 p.m.

19. Identify four items that you would need to include on a roster.

Answer:

1. Before adding individual names, make a plan for the roster.

2. Discuss potential schedules with the entire workforce.

3. Employ the most qualified and experienced personnel for the busiest shifts.

4. Online requests for time off and availability are handled automatically.

20. List two examples of the two different ways of communicating a new roster, or an update to a roster.
Answer:

Digital/electronic From the rostering software,

email

Paper based deliver physical copies in person

fax
email

ANIE-SITXHRM008-SAT-V1.2 17
SITXHRM008 Roster staff

21. Provide two advantages of rostering team members that have diverse social and cultural
backgrounds, as well as skills.

Answer:

Diverse cultural viewpoints may both inspire and drive innovation.

Local market knowledge and insight improves a company's competitiveness and profitability.

22. Identify four human resource policies and procedures that could be used to find out about leave
provisions and managing socio-cultural workforce issues.

Answer:

code of ethics
policy on hiring
Policy on the internet and email
policy on mobile phones

23. Referring to the hospitality industry specifically, provide three examples of operational
requirements that can have an impact on roster development.

Answer:

Make use of "Role Rostering."

The traditional technique of constructing a roster based on what individual staff members want is
reversed with role rostering.
First, allocate schedules and duties, price this plan based on hourly salaries, and then add the
various personnel positions necessary for each shift.
Fill up the blanks with the names of eligible staff members.

ANIE-SITXHRM008-SAT-V1.2 18
SITXHRM008 Roster staff

This position rostering method focuses on what is best for your company.

Share The Most Significant Changes

Certain shifts are always better compared to others in terms of anxiety and tips for wait and
restaurant personnel.
These are the shifts that require the most careful administration; you must distribute them evenly to ensure
that all staff members receive their chance.

Rostering Tasks Can Be Automated

The more rostering chores you automate, the more time management has to deal with difficulties
and, well, run the firm.
Modern rostering solutions may generate costing models with the press of a button, update in real
time, and send them to employees through email or SMS.
This makes managing employee requests for adjustments or time off much easy.

24. Explain how a wage budget can impact rostering.

Answer:

Pay rosters give information on employee salaries and aid in the preparation of wage budgets.
The roster offers information on the total number of employees and their attendance, and the salaries of
each employee may be simply determined based on their attendance over a salary period.

25. List three reasons that rosters may require adjustments or modifying.
Answer:

1. Job Contentment
Sixty percent of employees believe their coworkers are "extremely crucial to job fulfillment."

2. Employee Involvement
Sixty-eight percent of employees globally are engaged at work, leaving 32 percent unengaged.
Engagement has a significant impact on productivity.

ANIE-SITXHRM008-SAT-V1.2 19
SITXHRM008 Roster staff

3. The Appropriate Tools for the Job

Employees who are given the right tools perform not just better but also quicker. Make
certain of the following:

Office materials are easily accessible.

The physical tools and machinery are in good operating order.s

26. List two important factors that you need to consider when modifying a roster.
Answer:

1. Weekly Prerequisites
The best approach to calculate the workforce you require during the day and night is to examine the
sales forecast and the personnel necessary to handle the strain during the day.
Do your research.
Determine the peak times of activity to assist you split your team appropriately based on their level
and competence.
For example, your store is more likely to meet throngs of hungry customers on weekends, so have a few
additional employees on available and change their schedules appropriately.
2. Employee Dimensions and Shift Length
There are over 500 round-the-clock programming patterns, as previously stated.
Some are best suited for big groups, while others are only useful for small groups.

ANIE-SITXHRM008-SAT-V1.2 20
SITXHRM008 Roster staff

Assessment Task 1: Checklist

Student’s name:

Did the student provide a Completed

sufficient and clear answer successfully?
that addresses the suggested
answer for the following? Yes No
Comments

Question 1 ☐ ☐

Question 2 ☐ ☐

Question 3 ☐ ☐

Question 4 ☐ ☐

Question 5 ☐ ☐

Question 6 ☐ ☐

Question 7 ☐ ☐

Question 8 ☐ ☐

Question 9 ☐ ☐

Question 10 ☐ ☐

Question 11 ☐ ☐

Question 12 ☐ ☐

Question 13 ☐ ☐

Question 14 ☐ ☐

Question 15 ☐ ☐

Question 16 ☐ ☐

Question 17 ☐ ☐

Question 18 ☐ ☐

Question 19 ☐ ☐

Question 20 ☐ ☐

Question 21 ☐ ☐

Question 22 ☐ ☐

Question 23 ☐ ☐

ANIE-SITXHRM008-SAT-V1.2 21
SITXHRM008 Roster staff

Question 24 ☐ ☐

Question 25 ☐ ☐

Question 26 ☐ ☐

Task outcome: ☐ Satisfactory ☐ Not satisfactory

Assessor signature:

Assessor name: Noreen Altaf

Date: 21/10/2022

ANIE-SITXHRM008-SAT-V1.2 22
SITXHRM008 Roster staff

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.

Student name

Student ID number

Unit code and title SITXHRM008-Roster Staff

Student signature

Date 14/10/2022

Assessor declaration
☒ I hereby certify that this student has been assessed by me and that the assessment has been carried out
according to the required assessment procedures.

Assessor name Noreen Altaf

Assessor signature

Date 21/10/2022

Assessment outcome S NS DNS Resubmission Y N

Feedback

Student result response

☒ My performance in this assessment task has been discussed and explained to me.
□ I would like to appeal this assessment decision.

Student signature

Date 21/10/2022

A copy of this page must be supplied to the office and kept in the student’s file with the evidence.

ANIE-SITXHRM008-SAT-V1.2 23
SITXHRM008 Roster staff

Assessment Task 2: Project

Information for students

Tasks required for this unit

This unit of competency requires that you:

• prepare staff rosters that meet diverse operational requirements across three different
roster periods
• ensure the following when preparing the above staff rosters:
o sufficient staff to ensure the delivery of o compliance with industrial provisions
required services within wage budget and organisational policies and
constraints procedures
o appropriate skills mix of the team o completion of rosters within
commercial and staff time
o modifications are incorporated where
constraints.
required
Instructions for how you will complete these requirements are included below.

ANIE-SITXHRM008-SAT-V1.2 24
SITXHRM008 Roster staff

Activities
Complete the following activities.

1. Carefully read the following information.

Successful completion of this unit requires that you complete the range of tasks listed
above. It is important that you provide evidence that you have successfully completed each
task.
Below is a guide to the skills and knowledge you must demonstrate when you are
completing each activity step. We have provided a number of documents to assist you and
you will find these in the student resources.
You will need access to:
• your learning resources and other information for reference
• rostering software
• your Operational Policy
• your Business Case Study Template
• your Staff Profile Template
• your Timesheet Template
• your Staff Record Template
• your Evaluation Report Template
• space for a meeting.

What do I need to demonstrate?

During this task, you will be required to demonstrate a range of the skills and knowledge that
you have developed during your course. These include:
• developing a roster following relevant industrial agreements, other
considerations and wage budgets
• maximising operational and customer service efficiency while minimising wage costs
• combining duties where appropriate to ensure effective use of staff
• rostering teams with complementary skills mix to meet operational
requirements
• taking account of social and cultural considerations and broader organisational
policies that affect staff rosters
• consulting with colleagues to obtain their input into rosters
• using roster systems and equipment to administer rosters
• presenting rosters in required formats to ensure clarity of information according to
organisational standards
• communicating rosters to appropriate colleagues within designated timeframes
• administering records of shift time completed by employees or contractors
• maintaining staff rostering records according to organisational procedures
• monitoring effectiveness of rosters in consultation with colleagues
• identifying ways in which rosters and roster development processes may be
improved and take appropriate action.

ANIE-SITXHRM008-SAT-V1.2 25
SITXHRM008 Roster staff

How will I provide evidence?

Your assessor will provide you with templates to complete each task. You will find some
detailed information about providing evidence; this will include:
• a completed Business Case Study
• a completed Staff Roster
• an amended Staff Roster
• two completed Staff Timesheets
• a completed Staff Record
• an Evaluation Report.
You will need to complete each activity and submit the completed templates at the end of
each step completed.

27. Select a business and roster teams.

You are required to prepare a three-week roster for kitchen staff using a business such as
a restaurant or hotel of your choice. A Business Case Study Template has been provided
to guide you on the information required in order to complete the assessment as well as an
Operational Policy to help identify operational requirements.
Once you have completed the Business Case Study, you will then need to meet with
staff to discuss their availability over the next three weeks.
The assessor will divide you into groups of five (5). Each person in the group must select one
of the staff positions that you identified in the Business Case Study and complete the
Staff Profile Template provided. They will do this providing their own details and skills
and experience.
When completing the Staff Profile Template (as you will be completing one for other
students as part of their project) – make sure you are true to your own commitments and
availability over the roster period. Also consider your own personal, social and cultural
needs and ensure to communicate any requirements to the person preparing the roster.
Please note that this is an individual task so each person must develop their own business
case.
When conducting discussions, take into consideration:
• any staff requests for the roster including any upcoming personal
commitments
• social and cultural considerations such as working flexibly, family
commitments, cultural events or ceremonies.
During the meeting with your group, ensure that you use effective communication skills
including:
• listening to staff requests
• using active listening to confirm understanding
• asking questions to confirm any requirements.
You are to base all wages on the pay guide for the Hospitality Industry (General) Award
(you can download this from: https://www.fairwork.gov.au/pay/minimum- wages/pay-
guides).
Conduct the meeting/role play.
You are one of the staff members and the others in your group will also be staff members.
Provide your own skills and experiences and record the other group

ANIE-SITXHRM008-SAT-V1.2 26
SITXHRM008 Roster staff

member’s details and skills and experience.

Use the Business Case Study Template that has been provided to you to record the
details provided by the other staff members as well as the Operational Policy to help
identify operational requirements and the staff members’ completed profiles.
Record the details and submit the completed Business Case Study and each Staff Profile
to your assessor.
2.1 Answer: Name the business that you have selected for this
assessment.

The business selected for this assessment is Hungry Eye’s Restaurant.

Operational Policy
The purpose of this document is to provide staff with guidelines for developing the staff roster. The aim of
the Policy is to ensure that there is a consistency across the organisation and to ensure that operational
requirements have been followed.

Staffing
Wages represent a large part of the business expenses need to be kept to a minimum when preparing the
roster. Therefore, ensure when selecting staff for the roster you are maximising operational and customer
service efficiency by selecting complimentary skills and duties that match the requirements for each shift, as
well as making the most effective use of staff.
All wages must be based on the pay guide for the Hospitality Industry (General) Award
https://www.fairwork.gov.au/pay/minimum-wages/pay-guides to meet budget constraints.

Operational needs
The following should be factored in when developing rosters:
• Open four days a week Thurs, Fri, Sat, Sun
• Kitchen operates between 6am and 9pm
• Breakfast service: 7am – 11am
• Lunch service: 12noon – 3pm
• Dinner service: 6pm – 9pm
• Must always have the following staff:
Head Chef, Sous Chef, Kitchen hands

• All apprentices must be under supervision

• Limit the use of casual staff on the weekend shift
• To maintain the desired level of customer service one chef and apprentice must be rostered for every
shift

ANIE-SITXHRM008-SAT-V1.2 27
SITXHRM008 Roster staff

• The Head Chef and Sous Chef cannot have the same days off
• Staff skills must cover all sections during service
• There must be no split shifts
• Meal breaks to be rostered as per the Hospitality Industry (General) Award 2010
• The roster must meet all National Employment Standards (NES) requirements
• At least one kitchenhand must be rostered on at all times
• Any staff requests for days off must be met.

Budgets
The total weekly wages are not to exceed $5,000. The budget can be exceeded in the event of unplanned
leave, however this must be approved by the supervisor.

General staffing
• Head chef
• Full time Sous chef
• Casual Head chef
• Casual Sous chef
• Apprentice
• Full time kitchen hand
• Casual - Kitchen Hand
• Casual - Kitchen Hand

Estimated covers

Service Thursday Friday Saturday Sunday

Breakfast 15 15 25 25
Lunch 25 25 15 30
Dinner 30 40 50 30

2.2 a Staff Profile Template

ANIE-SITXHRM008-SAT-V1.2 28
SITXHRM008 Roster staff

Name of staff - 1 Raju Lama

Position Head chef
Pay scale $50 per hour

Skills Designing food

Availability over Week 1 Week 2 Week 3

the next three
Available Available Available
weeks

Personal To effectively manage the inventory and approve the quality meals while paying
commitments proper heed to the customer's order.

Social and/or He manages all of the restaurant's social and cultural considerations.
cultural needs

Any other He values all the staff members who contribute to the safe and sound operation of the
information kitchen and prefers democratic leadership in that setting.

Name of staff - 2 Prabisha Adhikari

Position Full time sous chef
Pay scale $40
Skills Management skills, familiarity with best practices of industry, knowledge of carious
ingredients, cooking methods and procedures, leadership skills and creative.

Availability over Week 1 Week 2 Week 3

ANIE-SITXHRM008-SAT-V1.2 29
SITXHRM008 Roster staff

the next three Available Available Available

weeks

Personal Directing the process of food preparation and assigning jobs, preparing and cooking
commitments high-quality food, helping to develop menu items, recipes, and ingredients with the head
chef.

Social and/or Responsible for providing supportive leadership to the kitchen staff throughout the food
cultural needs service.

Any other Friendly, calm, and patience who likes to work in peaceful working environment with
information the work been done perfectly.

Name of staff - 3 Prabin Rai

Position Casual sous chef
Pay scale $30
Skills Creative, time management skills, and excellent leadership skills.

Availability over Week 1 Week 2 Week 3

the next three
Available No available Available
weeks

Personal Directing the culinary process, delegating tasks, preparing and cooking high- quality
commitments food, and working with the head chef to develop menu items, recipes, and
ingredients.

ANIE-SITXHRM008-SAT-V1.2 30
SITXHRM008 Roster staff

Social and/or In charge of giving the kitchen workers supportive leadership throughout the food
cultural needs service.

Any other Experience and creative on decision making to handle customers and staffs to maintain
information healthy working environment.

Name of staff - 4 Pramodh Aryal

Position Full time kitchen hand
Pay scale $15
Skills Can assist on food preparation, experience and training on keeping kitchen equipment,
appliance, and food preparation areas clean.

Availability over Week 1 Week 2 Week 3

the next three
Available Available Available
weeks

Personal Performs as the effective engine room of the kitchen and ready to work under the
commitments guidance of a kitchen supervisor or any senior with hard work and dedication. Can
deal with the busy schedule with certain experience and personal aptitudes.

Social and/or Food safety is the most important social need and can handle with working in a team,
cultural needs dealing with multitasking and commitment to quality.

Any other Have experience on the job, creative, attentive and ability to accept criticism.
information

ANIE-SITXHRM008-SAT-V1.2 31
SITXHRM008 Roster staff

Name of staff - 5 James Pradhan

Position Casual kitchen hand
Pay scale $13
Skills Clean up the locations where food is prepared, clean ovens, ranges, floors, and
counters.
Accept, handle, lift, and store food deliveries as instructed by the chefs, retrieve meal
ingredients, aid in the cooking process.

Availability over Week 1 Week 2 Week 3

the next three
Not available Available Available
weeks

Personal Serves as the kitchen's efficient engine room and is willing to work hard and diligently
commitments under the direction of a kitchen supervisor or any senior. can manage the hectic schedule
with specific skills and personality traits.

Social and/or Team work, Food safety procedures must be followed seriously, and shoud be ready for
cultural needs multitasking and accept criticism

Any other Always prepared for the task assigned, and provide quality service
information

2.2b Business Case Study Template

Complete this template for the business that you have chosen for Assessment Task 2.2. Remember to also use
the Operational Policy.

Business background
Include the name of the business, background information such as the main purpose of the business, type of
cuisine and service, where it is located and any other relevant information.

ANIE-SITXHRM008-SAT-V1.2 32
SITXHRM008 Roster staff

Every customer is made to feel welcome by the employees at Hungry Eye. The most distinctive dining
experience in Australia may be had at this restaurant, which opened its doors in 2011.
Owners’ chief chef Paul Carmichael and general manager Kylie Javier Ashton's restaurant, The Hungry
Eye, has undergone a change to become a location that seeks to transport its patrons.
The restaurant's specialty dish combines Caribbean flavours with the freshest Australian
ingredients.
Services:
• Beverage pairing: full pairing and reduced pairing
• Non-alcoholic pairing: tea and Juices to accompany of meal
• Sweet: Riesling, Simon Gilbert Late harvest
• Sake: Uehara Shuzo Soma no Tengu, Kameman Shuzo Genmaishu
Reservation time:
• 5:45 PM// $215 tasting menu
• 8: 30 PM// $225 Tasting menu
Group booking
• Group reservations involving 6 to 10 people are subject to a 10% service charge. Wait
list/ notify
If the chosen date cannot be met, the customer is advised to cancel. Cancellation policy
A valid credit card must be used to guarantee reservations, and there is a $200 per person cancellation fee
for reservations that are cancelled with less than 24 hours' notice.

Operational hours and shifts

What is the opening and closing times, days of the week and any restrictions? What are the current shifts
used for the roster?

• Open four days a week Thurs, Fri, Sat, Sun

• Kitchen operates between 6am and 9pm
• Breakfast service: 7am – 11am
• Lunch service: 12noon – 3pm
• Dinner service: 6pm – 9pm
• All apprentices must be under supervision of the restaurant

Staffing
Complete the following tables to provide an overview of staffing skills and availability.

Name of staff Position Normal shift Hourly rate / Award

1. Raju Head chef 10am to 4 pm $50
2. Prabisha Full time sous chef 7 am to 8 pm $40
3. Prabin Casual sous chef 10 am to 3 pm $30

ANIE-SITXHRM008-SAT-V1.2 33
SITXHRM008 Roster staff

4. Pramodh Full time kitchen hand 6 am to 9 pm $15

5. James Casual kitchen hand 9 am to 5 pm $13

Availability and commitments

Name of staff Availability Week 1 Availability Week 2 Availability Week 2

1. Raju Controlling and Approving the food Determine the food
designing the food before reach inventory
customer
2. Prabisha Lead the kitchen team Insure the first in first
out rotation of food
3. Prabin Provide the guide
junior
4. Pramodh Support day to day Assisting food
operation of the preparation
kitchen
5. James Sanitation control and
kitchen equipment

Skill set

Name of staff Skills Duties

1. Raju Designing food Approving food
6. Prabisha Inventory control Insure the food
7. Prabin Coordinate kitchen staff Supervising
8. Pramodh Assist the food preparation Support the kitchen staff
9. James Maintain kitchen equipment Supervision of kitchen
equipment

Social and or cultural considerations

• High value in friendship

• Respect all the customers and colleagues
• Respect all the culture and cultural background
• Casual and informal greeting
• Kind and welcoming
• Relaxed and friendly environment

Expected customer traffic

Day Time Expected traffic Staff required

Thursday 6 am to 10 pm 2 pm to 7 pm 7
Friday 6 am to 10 pm 2 pm to 7 pm 9
Saturday 6 am to 10 pm 3 pm to 10 pm 10
Sunday 6 am to 10 pm 9 am to 1 pm 8

ANIE-SITXHRM008-SAT-V1.2 34
SITXHRM008 Roster staff

28. Research and select roster software.

Using the internet research an appropriate scheduling software that you could use to create
the roster. You may need to register to download the software, however, only select one that
has a free trial around 30 days. The assessor must approve the selected software.
Assessor’s approval: Below given software could be used for this assessment
https://www.deputy.com/au/features/scheduling-software.

Name the rostering software you have researched and chosen to use.

The only free option on our list that improves planning effectiveness is Sling. It's the ideal
approach for your team to communicate and plan. It's also completely free! All of it is free. Sling
29. supports and removes obstacles for the updated availability and time-off requirements that you
Create a roster.
would want from a scheduling program, in addition to the simple features that you would
anticipate fromthe
Using a scheduling app.have
software you Additionally,
downloaded,if there arethe
create any multiple
staff roster bookings
accordingortoshift
the conflicts,
Sling will notify you. You may assign projects and follow their progress with Sling Assignments.
discussions held with staff (your group), information gathered for the Business Case
It is possible to create and distribute to-do lists based on a person's name, faction, location, or
Study and operational
status. Additionally, requirements
you can establish outlined
deadlines in the Operational
and monitor Policy.
your development over time.
Your
With Sling roster must meet
Communications andtheNewsfeed,
followingtouching
criteria: is simple. Emails and other programs are not
anything you need to pay attention to. Use Sling to send direct messages to specific people or
groups of• people.
MeetAdditionally,
operational requirements as setwhile
you can converse the Operational
out inexchanging Policy.
documents, links, pictures, and
videos. Sling is the most practical tool for restaurant planning. As a result, developing
• Meet the business requirements as identified in the Business Case Study. and
maintaining plans takes less time, and managers are better able to collaborate.
• Have the right amount of staff with the necessary skills and mix to deliver
services effectively.
• Meet any wage and budget constraints as outlined in the Operational Policy and
complying with the Hospitality Industry (General) Award, based upon the positions
identified.
• Be clear enough so that it can easily be understood by all staff.
The roster must be submitted in a suitable format to your supervisor for approval within the
time allocated. This could be a PDF document, a printed report from the software, or a
screenshot.

ANIE-SITXHRM008-SAT-V1.2 35
SITXHRM008 Roster staff

Submit your roster to your assessor.

Please paste the copy of created rosters here:

Thursday Friday Saturday Sunday Monday Tuesday Wednesday

Staff 7am – 3 10am – 6 7am – 3 pm
1 pm pm
Staff 7am – 3 7am – 3 pm 10am – 6
2 pm pm
Staff 7am – 3 7am – 3 10am – 6 pm
3 pm pm
Staff 7am – 3 10am – 6 7am – 3 pm 7am – 3
4 pm pm pm
Staff 7am – 3 10am – 6 pm
5 pm

30. Roster changes.

The supervisor (your assessor) will provide you with the following messages from three
members of staff:
• One member of staff is sick.
• One casual member of staff has requested extra hours.
• One member of staff has been called for jury duty.
The assessor will let you know which students in your group represent each staff member
and provide you with further information on the messages received.
Change the roster using the staff requesting extra hours to cover for the two members of staff
unavailable. Ensure that it still meets the roster criteria and the requirements of the
Operational Policy.
Send an email to the supervisor explaining the changes and why they were made, include the
amended roster and ask for final approval.
The roster must be developed and submitted to your supervisor for approval within the time
allocated.

Submit the adjusted/modified roster to your assessor

ANIE-SITXHRM008-SAT-V1.2 36
SITXHRM008 Roster staff

Submit the adjusted/modified roster to your assessor

Email to the supervisor;

To: Supervisor
Subject: Changes made in the roster
Dear sir,
The schedule was altered to accommodate a sick employee and a juror's request, and the extra
work was completed by the staff employees who requested more time.
To comply with the workers' requests for longer hours, the rosters of two station employees who
were unable to work were adjusted. These people were also in charge of making sure that the roster
and operating policies were followed. You should soon give the amended list your final approval.
Thank You
Regards

Adjusted roster:

Thursday Friday Saturday Sunday Monday Tuesday Wednesday

Staff 1 7am – 3 10am – 6 7am – 3 pm 10am – 9
pm pm pm
Staff 2 - - - -
(juror
request
)
Staff 3 7am – 3 7am – 3 10am – 6 10am – 9
pm pm pm pm
Staff 4 7am – 3 10am – 3 7am – 3 pm 7am – 3
pm pm pm
Staff 5 - - - -
(sick)

ANIE-SITXHRM008-SAT-V1.2 37
SITXHRM008 Roster staff

31. Communicating the roster.

The supervisor has approved the roster.

Draft an email to the members of staff rostered and cc to your supervisor. In the
email you must clearly point out the changes made.
The roster must be communicated to staff within the timeframe allocated.
Submit the email to the assessor, including the roster saved in an appropriate format.

Email to communicate the roster:

To: members of staff rostered

Cc: supervisor
32. Maintaining records.
Subject: changes made in the roster
As part of your role, you are to record timesheets completed by two staff members.
Dear allThey
members
must complete the Timesheets for the first week based on their actual shifts and submit this back to you.
Yourequirement
Due to the will be required to doa the
to locate sameand
member for each of the
another other members
member, in yourasked
two employees group.
for more
Once
time. The you have
additional received
chores both Timesheets,
are being check
completed at the therequest
jury's information
by thereceived against who
staff members the roster.
requested more time.
We apologize sincerely for any inconvenience this may have caused. According to the two's
wishes, the roster was changed to account for any absent workers.
It has also ensured that the requirements of the operational regulations and the roster are still being
met. We appreciate your interest in our new roaster and the possibility that you can help us.
Thank
You
Regards

ANIE-SITXHRM008-SAT-V1.2 38
SITXHRM008 Roster staff

Record and maintain the staff records by completing the Staff Record Template. Ensure that you
accurately record all the information to ensure that the member of staff is paid the right amount of
money for the hours worked.

Submit the completed Staff Record and a copy of the Timesheets to your assessor.

ANIE-SITXHRM008-SAT-V1.2 39
SITXHRM008 Roster staff

Staff Record Template

Name of staff 1 Raju Lama
Position Head chef
Date Shift Hours worked Pay rate Total
25/10/2022 Morning 3 13 39

25/10/2022 Day - - -
25/10/2022 Evening 6 14 84
Overtime -
Leave -
entitlement
Other

ANIE-SITXHRM008-SAT-V1.2 40
SITXHRM008 Roster staff

Total amount $123

owed

ANIE-SITXHRM008-SAT-V1.2 41
SITXHRM008 Roster staff

Name of staff 2 Prabisha Adhikari

Position Full time sous chef
Date Shift Hours worked Pay rate Total
25/10/2022 Morning 5 8 40

25/10/2022 Day 5 8 40

25/10/2022 Evening 5 8 40

Overtime -

Leave -
entitlement

Other

Total amount $120

owed

ANIE-SITXHRM008-SAT-V1.2 42
 SITXHRM008 Roster staff

Other

Total amount $120

owed

Name of staff 3 Prabin Rai

Position Casual sous chef
Date Shift Hours worked Pay rate Total
25/10/2022 Morning - -- -

25/10/2022 Day - - -

25/10/2022 Evening 6 12 72

Overtime -
Leave -
entitlement
Other
Total amount $72
owed

ANIE-SITXHRM008-SAT-V1.2 43
SITXHRM008 Roster staff

Name of staff 4 Pramodh Aryal

Position Full time kitchen hand
Date Shift Hours worked Pay rate Total
25/10/2022 Morning - - -

25/10/2022 Day - - -

25/10/2022 Evening - - -

Overtime -

Leave Sick leave

entitlement

ANIE-SITXHRM008-SAT-V1.2 44
SITXHRM008 Roster staff

Other

Total amount $0
owed

Name of staff 5 James Pradhan

Position Casual kitchen hand
Date Shift Hours worked Pay rate Total
25/10/2022 Morning - - -
25/10/2022 Day 4 6 24

25/10/2022 Evening 4 7 28

Overtime Night shift 2 12 24

Leave -
entitlement

ANIE-SITXHRM008-SAT-V1.2 45
SITXHRM008 Roster staff

Other

Total amount $76

owed

Timesheet Template

Complete this template for Assessment Task 2.7 Maintaining Records. Complete the timesheet based on
actual shifts worked to match Task 2.2 information provided.

1 - Employee Name: Raju Lama

Week Ending:
2

Day Date Department Start Break Finish Total

hours
Monday 19/10/2022 -

Tuesday 20/10/2022 -
Wednesday 21/10/2022 -
Thursday 22/10/2022 Kitchen 7 am 2 hrs 9pm 12
Friday 23/10/2022 Kitchen 8am 2 hrs 9 pm 11
Saturday 24/10/2022 Kitchen 7 am 2 hrs 7 pm 10
Sunday 25/10/2022 Kitchen 9 am 2 hrs 8 pm 9
Total hours worked 42

Office use only

Approved by: manager

Date: 25/10/2022

ANIE-SITXHRM008-SAT-V1.2 46
SITXHRM008 Roster staff

2 - Employee Name: Prabisha Adhikari

Week Ending: 2

Day Date Department Start Break Finish Total

hours
Monday 19/10/2022 -
Tuesday 20/10/2022 -
Wednesday 21/10/2022 -
Thursday 22/10/2022 Kitchen 7 am 2 hrs 9pm 12
Friday 23/10/2022 Kitchen 8am 2 hrs 9 pm 11
Saturday 24/10/2022 Kitchen 7 am 2 hrs 7 pm 10
Sunday 25/10/2022 Kitchen 9 am 2 hrs 8 pm 9
Total hours worked 42

Office use only

Approved by: manager

Date: 25/20/2022

3 - Employee Name: Prabin Rai

Week Ending:
2

Day Date Department Start Break Finish Total

hours
Monday 19/10/2022 -
Tuesday 20/10/2022 -
Wednesday 21/10/2022 -
Thursday 22/10/2022 Kitchen 7 am 2 hrs 9pm 12
Friday 23/10/2022 Kitchen 8am 2 hrs 9 pm 11
Saturday 24/10/2022 Kitchen 7 am 2 hrs 7 pm 10
Sunday 25/10/2022 Kitchen 9 am 2 hrs 8 pm 9
Total hours worked 42

ANIE-SITXHRM008-SAT-V1.2 47
SITXHRM008 Roster staff

Office use only

Approved by: manager

Date: 25/20/2022

4 - Employee Name: Pramodh aryal

Week Ending:
2

Day Date Department Start Break Finish Total

hours
Monday 19/10/2022 -
Tuesday 20/10/2022 -
Wednesday 21/10/2022 -
Thursday 22/10/2022 Cleaning 7 am 2 hrs 9pm 12
Friday 23/10/2022 Cleaning 8am 2 hrs 9 pm 11
Saturday 24/10/2022 Cleaning 7 am 2 hrs 7 pm 10
Sunday 25/10/2022 Cleaning 9 am 2 hrs 8 pm 9
Total hours worked 42

Office use only

Approved by: manager

Date: 25/20/2022

5 - Employee Name: James Pradhan

Week Ending:
2

Day Date Department Start Break Finish Total

hours
Monday 19/10/2022
Tuesday 20/10/2022

ANIE-SITXHRM008-SAT-V1.2 48
SITXHRM008 Roster staff

Wednesday 21/10/2022
Thursday 22/10/2022 Cleaning 7 am 2 hrs 9pm 12
Friday 23/10/2022 Cleaning 8am 2 hrs 9 pm 11
Saturday 24/10/2022 Cleaning 7 am 2 hrs 7 pm 10
Sunday 25/10/2022 Cleaning 9 am 2 hrs 8 pm 9
Total hours worked 42

Office use only

Approved by: manager

Date: 25/20/2022

Use information to check the information received against the roster and complete Staff Record
Template.

33. Feedback and evaluation.

Meet with your initial group and discuss the effectiveness of the roster development process.
Discuss what worked and what didn’t work.
Take notes during the discussion and use these to write an evaluation of the roster
development process, including any recommendations or actions required to improve the
roster process used.
An Evaluation Report Template has been provided to assist you.
Record your findings on the Evaluation Report Template to guide your response.

Submit the Evaluation Report to your assessor.

Evaluation Report Template

You are to write an evaluation report, addressing all of the points below.

1: Roster Software
How well did the software work for your requirements? What features or functions worked well and what
could have been useful that was not available? How easy was it to use? Was it clear to staff? What were
the main benefits of using the software, what were the limitations?
Provide an overview of the software using screenshots to identify useful tools and functions that helped you
develop the roster.
Answer:
With the help of a tool called ABC Roster that controls rosters, it is possible to manage personnel in great
detail. The application's many capabilities make it simple to keep track of each

ANIE-SITXHRM008-SAT-V1.2 49
SITXHRM008 Roster staff

employee in a company. The simple and efficient software simplifies and makes it easier to create a
personnel roster.
The following are the main features of the program that made managing rosters simpler:
Simple to use the software is straightforward and simple to use. ABC Roster is simple to use because of its
user-friendly features. The user-friendly, simple user interface of ABC Roster makes it easy for users to
manage and keep track of people.
Manage various roster elements: The multi-functional roster management software ABC Roster manages a
number of staff scheduling elements, including personnel detail, availability, shift limits, staff constraints,
leave, vacation days, and many others.
Automated planner: One of ABC Roster's most useful features is its automated planner. The software
regularly generates an automatic staffing schedule based on the data. ABC Roster saves time as a
result of this feature.
The most beneficial aspect of ABC Roster is the exporting of data in several formats, including PDF,
Microsoft Excel, and HTML documents for corporate needs like communication and staff performance
reports.
The ABC Roaster-based scheduling approach is simple for staff members to understand. The software's
main goal is to provide a straightforward roaster that is both understandable and practical. Every
employee's unique information, including their salary, benefits, job, shift, amount of time spent working,
leave, and day off, is managed by the roaster in a variety of areas, including availability shift and detail.
Because it is user-friendly, the prepared timetable is simple for all employees to understand.
Limitation of the roster:
The level of information in exported data is the ABC Roster's main shortcoming. The scheduling software's
capacity to provide customisable export data is one of its key advantages. Only a minimal number of
preconfigured reports can be exported using ABC Roster. Therefore, the primary area where ABC Roster
has to improve is the ability to modify in relation to export.

2: Roster development process

Provide an evaluation of how successful the roster development process was undertaken. Include any
feedback provided during discussions with staff (your role play group). What could you do to improve the
process? What action do you need to take?

Answer:
The roster-building procedure was successful overall. To guarantee successful rostering, a number of
factors were taken into consideration. The right software needed to be chosen, data needed to be gathered,
operational policies needed to be taken into account, the roaster needed to be made, updated, and the
employees needed to be notified in order to construct the roster.
Despite a bug in the roasting program, the operation as a whole was successful. However, using the
software was rather simple once the data for two or three staff members had been supplied. Designing a
roaster that precisely complies with operational rules was another significant challenge because there are
many considerations, including restrictions on vacation days, leave, shifts, and scheduling.
Following discussions with workers, it was established that roster needs and scheduling must be

ANIE-SITXHRM008-SAT-V1.2 50
SITXHRM008 Roster staff

able to offer scheduling that is simple enough for all workers to understand. The staff also recommended
that unique roster matrices and templates be taken into consideration based on the operating principles of
the company.
Identifying the fundamental operational policy requirements that must be included in the roaster, using the
rostering resources manual to develop a methodical and practical roster, and taking process and
methodology into consideration before developing the roster are some of the areas that need to be taken into
account in order to improve the roster development process.

3: Staffing requirements
How well did you consider the staffing requirements? Were you able to roster on the right amount of staff
for each shift? Was there a good mix of skill and combination of staff? Did you take into consideration
social and cultural factors that affect staff rostering? Was it easy to make the changes required when
modifications had to be made and incorporate the necessary skills whilst also meeting operational
requirements?

Answer:
One of the most expensive and difficult parts of the roster development process was determining how much
staff was required. Not all of the requirements for effective staffing were met, although some of them were.
According to the rostering, which successfully took into account the optimal combination of workers
needed to finish a given shift, the appropriate number of workers were allocated for each shift. To
accomplish this, the rostering strategy concentrated on the best staff skill combination for completing the
shift. The entire cultural and social milieu was successfully taken into account when developing the roaster,
despite the fact that rostering only takes into account a portion of the ethical requirements.
It was difficult to make adjustments and incorporate the right knowledge into operating operations due to
variable shifts and employee requirements. However, in order to best meet operational policy
requirements, a rostering plan was implemented that included monitoring of adjustments.

4: Operational requirements
Were you able to meet the operational requirements such as staffing skills, costs, the amount of staff needed
for each shift? Did you meet the required budget? What improvements could you make?
Answer:
The development of the roster was heavily influenced by operational policy. When constructing the roster,
the necessary number of employees and their skills, the budget, the incentive, the guidelines for overtime,
vacation, and holidays, and the shift were all taken into account. The roster that was eventually chosen
was able to satisfy the operational policy's demands for skill levels, people need, and financial
considerations.
The creation of a systematic format or template for the organizational roster, including roster measure
matrices, and communication with staff members regarding their expectations on staff

ANIE-SITXHRM008-SAT-V1.2 51
SITXHRM008 Roster staff

scheduling are two strategies that can be used to improve the incorporation of operational requirements in
the roster.

5: Conclusions
What are your overall conclusions? Do you have any recommendations? Are there any actions that you
need to take in order to improve the roster development process?

Answer:
The roster development project was successfully finished overall. When creating the roster, operating
needs were carefully taken into account. There are still certain problems that need to be solved, like
taking into account social and cultural factors when setting rosters, staffing restrictions, and employee
essentials, as well as making sure that workers have the skills necessary to finish their shifts.

Assessment Task 2: Checklist

Student’s name:

Completed
successfully?

Has the following been completed? Yes No Comments

The student has satisfactorily prepared a ☐ ☐

three-week roster for kitchen staff.

The student has satisfactorily included the ☐ ☐

operational requirements of the business
when developing the roster.

The student has satisfactorily prepared a ☐ ☐

roster with a sufficient amount of staff for
effective service delivery.

The student has satisfactorily prepared a ☐ ☐

roster that considered industrial agreements
and provisions.

The student has satisfactorily effectively ☐ ☐

utilised staff skills, duties, wages and

ANIE-SITXHRM008-SAT-V1.2 52
SITXHRM008 Roster staff

Student’s name:

Completed
successfully?

rHeaqsuitrheemfeonllotswwinhgebnepernepca Comments
orminpglerotesdte?rs.
The student has satisfactorily consulted ☐ ☐
with colleagues when preparing rosters.

The student has satisfactorily considered ☐ ☐

social and cultural needs of staff when
preparing rosters.

The student has satisfactorily ☐ ☐

communicated with colleagues to
confirm requirements by asking
questions.

During the meeting with their group, the ☐ ☐

student has satisfactorily used effective
communication skills including:
• listening to staff requests
• asking questions to confirm any
requirements.

The student has satisfactorily listened to and ☐ ☐

understood messages relating to staff
requesting changes for their staff roster.

The student has satisfactorily amended staff ☐ ☐

rosters due to illness, staff requests and
personal commitments.

The student has satisfactorily prepared ☐ ☐

rosters according to time constraints.

The student has satisfactorily prepared ☐ ☐

rosters using relevant software.

The student has satisfactorily presented ☐ ☐

rosters to staff in an appropriate format and
allocated timeframe.

The student has satisfactorily ☐ ☐

administered and maintained staff
records.

The student has satisfactorily monitored the ☐ ☐

effectiveness of rosters through
consultation with staff.

ANIE-SITXHRM008-SAT-V1.2 53
SITXHRM008 Roster staff

Student’s name:

Completed
successfully?

The student has satisfactorily identified ☐ ☐

improvements to the roster development
pHraoscethses.following been completed? Comments

Task outcome: ☐ Satisfactory ☐ Not satisfactory

Assessor signature:

Assessor name: Noreen Altaf

Date: 21/10/2022

ANIE-SITXHRM008-SAT-V1.2 54
SITXHRM008 Roster staff

Final results record

Student name:

Assessor name: Noreen Altaf

Date: 21/10/2022

Unit name: SITXHRM008 Roster staff

Qualification name: Certificate IV Kitchen Management

Final assessment results

Result

Satisfactor
Task Type y Unsatisfactory Did not submit

Assessment Task 1 Knowledge Questions ☐S ☐U ☐ DNS

Assessment Task 2 Project ☐S ☐U ☐ DNS

Overall unit results ☐C ☐ NYC

Feedback

☐ My performance in this unit has been discussed and explained to me.

☐ I would like to appeal this assessment decision.

Student signature: Date: 21/10/2022

☐ I hereby certify that this student has been assessed by me and that the assessment has been carried out
according to the required assessment procedures.

Assessor signature: Date: 20/10/2022

ANIE-SITXHRM008-SAT-V1.2 55