SITXHRM002 Roster Staff Written assessment STUDENT v2.2 30 May 2021
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Jan 9, 2024
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ASSESSMENT COVERSHEET
Student name:
Arlyn Salazar
Student number:
AIC21035
Assessor name:
Leann Wiseman Date submitted:
Qualification: SIT40516 Certificate IV in Commercial Cookery
Unit of competency:
SITXHRM002 Roster staff
The following questions are to be completed by the assessor:
Has the student completed adequate training? Yes
No
Has the assessment process been explained?
Yes
No
Does the student understand which evidence is to be collected and how?
Yes
No
Have the student’s rights and the appeal system been fully explained?
Yes
No
Have you discussed any special needs to be considered during assessment?
Yes
No
The following documents may be completed and attached:
Comments:
☒
Written Assessment
The student will answer a range of multiple choice, short answer and/or extended response questions.
S
NYS
☐
Project
The student will demonstrate a range of skills through the completion of a variety of tasks within a project. An assessor checklist will be completed by the assessor.
S
NYS
☐
Practical Assessment The student will demonstrate a range of skills through the completion of simulated meetings. An assessor checklist will be completed by the assessor.
S
NYS
STUDENT DECLARATION
I acknowledge that I understand the requirements to complete the assessment tasks.
The assessment process including the provisions for re-submitting and academic appeals were explained to me and I understand these processes.
I understand the consequences of plagiarism and confirm that this is my own work and I have acknowledged
or referenced all sources of information I have used for the purpose of this assessment.
Student Signature: Date:
SITXHRM002 – Roster Staff WRITTEN ASSESSMENT v2.2 (Updated 30 May 2021)
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ASSESSMENT GUIDELINES
Qualification:
SIT40516 Certificate IV in Commercial Cookery
SIT60316 Advanced Diploma of Hospitality Management
SIT50416 Diploma of Hospitality Management
Unit of Competency:
SITXHRM002 Roster staff Assessment 1
Written Assessment Assessment 2
Project
Assessment 3
Practical
Assessments to be completed for this unit:
Your trainer/ assessor would have told you when the assessments will take place on the first day of training delivery for this unit.
The written assessment (Assessment 1) will assess your knowledge and is one part of the assessment tool for this unit of competency.
The project assessment (Assessment 2) will assess your knowledge and skills through the completion of a variety of project tasks. This requires a submission of files to your assessor who will
confirm your competency against specific Performance Criteria requirements.
The practical assessment (Assessment 3) will assess your practical skills though the completion of a number of practical tasks involving other participants.
Reasonable Adjustment
1.
Has reasonable adjustment been applied to this assessment?
No Skip question 2 Yes Proceed to question 2
2.
Provide details for the requirements and provisions for adjustment of assessment:
What will be assessed
The purpose of this assessment is to confirm that you have the knowledge required to complete the tasks outlined in elements and performance criteria of this unit:
sources of information on awards and other industrial provisions
industrial agreements and other considerations which impact the preparation of staffing rosters:
o
single or multiple awards and enterprise agreements
o
award provisions for:
leave
mandated breaks between shifts
maximum allowed shift hours
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standard, overtime and penalty pay rates
o
overall number of hours allocated to different staff members
o
use of:
contractors and consideration of fees
permanent or casual staff
key elements of applicable awards and enterprise agreements:
o
leave provisions
o
mandated breaks between shifts
o
maximum allowed shift hours
o
standard, overtime and penalty pay rates
organisational policies which impact the preparation of staffing rosters:
o
sociocultural-friendly organisational initiatives
o
family-friendly workplace initiatives
o
leave for:
carers
compassionate reasons
illness or injury
jury service
long service
maternity or paternity
rehabilitation of injured workers
study
o
recreation
industry sector:
o
role of rosters and their importance in controlling staff costs
o
system capabilities and functions of rostering software programs
o
different formats for and inclusions of staff rosters
o
different methods used to communicate rosters, both electronic and paper-based
specific organisation:
o
social, cultural and skills mix of the team to be rostered
o
full details of human resource policies and procedures that cover leave provisions and socio-
cultural issues
o
operational requirements of the business activity, department or event subject to rostering
o
wage budget for the business activity, department or event subject to rostering
The following Foundation Skills are also being assessed:
Writing skills to: o
interpret documents outlining opening and closing times, operational hours, and expected customer
traffic.
Numeracy skills to:
o
complete planning activities involving dates, times and staff ratios.
Teamwork skills to:
o
consider staff requests and personal commitments when planning rosters.
Technology skills to:
o
use system capabilities and functions of rostering software programs.
Tasks instructions:
Your assessor will explain the assessment process and your rights if you are unhappy with the outcome of your assessment.
Your trainer will also ask you if you have any special needs to complete the assessment.
You will have a chance to ask questions.
You must answer all questions correctly to be deemed Satisfactory for this assessment. SITXHRM002 – Roster Staff WRITTEN ASSESSMENT v2.2 (Updated 30 May 2021)
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Make sure you complete the assessment cover sheet and sign the student declaration
This written assessment consists of 13 question items.
You have 90 minutes to complete this task.
Read the instructions for each question carefully.
You should write full sentences. For example, if you are asked to explain a word or topic, this means that you must write down enough information to show your assessor that you have the required knowledge.
You may use sources such as websites to complete your assessment. If you use information from other sources, then you must
reference the source.
DO NOT
copy and paste responses from other sources. If you do so, it is plagiarism and your trainer will mark you NYS.
Formatting requirements:
o
Font: Arial with size of 11 or 12 for ease of reading
o
Include a footer on each page with your name, unit code and date. Place/Location where assessment will occur, recording and reporting requirements
This written assessment will be completed under supervised conditions and in the presence of your trainer/ assessor at the College premises on Level 2, 38 College Street, Darlinghurst 2010.
Your trainer/ assessor will have notified you of the date of the assessment date on the first day of training delivery for this unit. Your trainer will also have told you that attendance on assessment day
is compulsory.
Assessments are completed on the College’s Moodle platform.
Your trainer/ assessor will open up the assessment for you at the start of the assessment session.
Your trainer/ assessor is available to assist you if you have any questions while completing this assessment.
When you have completed your assessment, you must save and convert the document to a PDF file.
Upload your PDF file to your Moodle account.
You must digitally record your signature and the date on the assessment cover sheet.
Your assessor will mark the assessment within 7 working days from the date that you submitted your assessment.
Both you and your assessor must complete the Assessment Outcome Record at the end of this assessment booklet.
Resource Requirements
The primary resource you require to complete this assessment is access to your Moodle account.
Laptops are available for all students completing the assessment at the College Street campus. You must complete your assessment in MS Word document format.
Written questions may ask you to view a website. Laptops will provide you access to the Internet so
that you can view such websites.
You will also have access to the following:
o
records of shift time and methods used by staff to log commencement and completion time of rostered duties
o
applicable industrial awards and enterprise agreements
o
operational information about the organisation or department subject to rostering
o
information about the cultural and skills mix of a team subject to rostering.
SITXHRM002 – Roster Staff WRITTEN ASSESSMENT v2.2 (Updated 30 May 2021)
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Assessment 1 – Written Assessment
1.
Go the Australian Government website at https://www.fairwork.gov.au/about-us/our-role
In your own words, write down two (2) roles of the Fair Work Ombudsman
Role 1
Role 2
2.
Go to the web link: https://www.fairwork.gov.au/awards-and-agreements/awards/list-of-awards
What is the number of the award that covers the Book Industry?
Book Industry Award [MA000078]
How many awards cover Educational Services?
3
What award has the number [MA000082] (Look under letter ‘S’)
Sporting Organisations Award [MA000082]
3.
Look at the web link for information about the National Employment Standards (NES) https://www.fairwork.gov.au/employee-entitlements/national-employment-standards
Open the PDF near the bottom of the page called Fair Work Information Statement
Answer the following questions:
Employees in Australia have entitlements and protections at work
What does the pay ‘Award’ do for employees?
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• set minimum pay and condition for an industry or occupation
• cover most employees in Australia
How many days of paid leave does a casual employee get each year?
• none What are the maximum weekly hours of work for full time employees?
• 38 hours Ref: https://www.fairwork.gov.au/employee-entitlements/national-employment-standards
4.
Go to the website: https://www.fairwork.gov.au/employee-entitlements/national-employment-standards
and identify
the award provisions for:
a.
Leave entitlements, full time, part time and shift workers
b.
mandated breaks between shifts (not meal breaks)
c.
maximum allowed shift hours
d.
standard, overtime and penalty pay rates
Leave entitlements, full time, part time and shift workers
Full-time and part-time employees get 4 weeks of annual leave, based on their ordinary hours of work.
Shiftworkers may get up to 5 weeks of annual leave per year.
Annual leave - Fair Work Ombudsman
Mandated breaks between shifts (not meal breaks)
Employees (other than casuals) have to get a minimum break of 10 hours between finishing work on one day and starting work the next day.
An employer can reduce the break to 8 hours when there is a changeover of rosters.
Ref: Breaks - Fair Work Ombudsman
Maximum allowed shift hours for full time and part time employees
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Full-time maximum hours
The maximum number of ordinary hours a full-time employee can work is:
an average of 38 hours over a 4 week roster cycle
11.5 hours in a day
3 consecutive days of more than 10 hours without at least 48 hours break immediately after
8 days of more than 10 hours in a 4 week roster
10 hours in a shift, if the employee is under 18 years old
a 12 hour span during a broken shift.
Part-time maximum hours
The maximum number of ordinary hours a part-time employee can work is:
their rostered ordinary hours
11.5 hours in a day (or shift)
3 consecutive days of more than 10 hours without at least 48 hours break immediately after
8 days of more than 10 hours in a 4 week roster
10 hours in a day, if the employee is under 18 years old
a 12 hour span during a broken shift.
Ref: Hours of work - Fair Work Ombudsman
Standard, overtime and penalty pay rates (this website may help)
https://awardviewer.fwo.gov.au/award/show/MA000009#P973_76485
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Table 13—Overtime rates
Column 1
For overtime worked on
Column 2
Overtime rate
(% of ordinary hourly rate)
Monday to Friday—first 2 hours
150%
Monday to Friday—after 2 hours
200%
Midnight Friday to midnight Sunday
200%
Rostered day off
200%
able 14—Penalty rates
Column 1
Time of ordinary hours worked
Column 2
Full-time and part-time
employees
Column 3
Casual employees
% of ordinary hourly rate
% of ordinary hourly rate
(inclusive of casual loading)
Monday to Friday –7.00 am to 7.00 pm
100%
125%
Monday to Friday –7.00 pm to midnight
100% plus $2.37 per hour or part
of an hour
125% plus $2.37 per hour or part
of an hour
Monday to Friday—midnight to 7.00 am
100% plus $3.55 per hour or part
of an hour
125% plus $3.55 per hour or part
of an hour
Saturday
125%
150%
Sunday
150%
175%
Public holiday
225%
250%
Ref: MA000009: Hospitality Industry (General) Award 2020 (fwo.gov.au)
5. 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 of work a storm hits the restaurant and the power goes off. The manager
informs staff that they should 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 for pay entitlements SITXHRM002 – Roster Staff WRITTEN ASSESSMENT v2.2 (Updated 30 May 2021)
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John: 2 hours for casuals
Jack: 3 hours for part-time
Chenelle: 6 hours for full-time
REF: Hours of work - Fair Work Ombudsman
6.
What are the leave provisions (and leave time entitlements) for the following reasons? (Use the website https://www.fairwork.gov.au/leave
to help you)
a.
carers
b.
compassionate reasons
c.
illness or injury
d.
jury service
e.
long service
f.
maternity or paternity
g.
rehabilitation of injured workers
h.
study
Carers
The yearly entitlement is based on an employee’s ordinary hours of work and is 10 days for full-
time employees, and pro-rata for part-time employees. This can be calculated as 1/26 of an employee’s ordinary hours of work in a year.
Ref: Paid sick & carer's leave - Fair Work Ombudsman
Compassionate reasons
Employees are entitled to 2 days compassionate leave each time they meet the criteria.
Employees can take compassionate leave as:
a single continuous 2 day period
2 separate periods of 1 day each
any separate periods as agreed with their employer.
Ref: Compassionate & bereavement leave - Fair Work Ombudsman
Injury at work
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If you are injured at work; workers compensation insurance pays for your rehabilitation Jury service
Full-time and part-time employees have to be paid 'make-up pay' for the first 10 days of jury selection and jury duty. Make-up pay is the difference between any jury duty payment
the employee receives (excluding any expense-related allowances) from the court and the employee's base pay rate
for the ordinary hours they would have worked.
Before paying make-up pay, an employer may request evidence from the employee to show:
that the employee has taken all necessary steps to obtain jury duty pay
the total amount of jury duty pay that has been paid or will be payable to the employee for the period.
If the employee can't provide evidence, they won't be entitled to make-up pay.
Ref: Jury duty - Fair Work Ombudsman
Long service for a full time employee
If you have been working for the same employer for 10 years you are entitled to 2 months (8.67 weeks) paid leave, to be paid at your ordinary gross weekly wage under the
Long Service Leave Act 1955
(the Act).
REF: Long Service Leave Entitlement NSW | NSW Industrial Relations
Maternity and parental leave
Ref:
Maternity & parental leave - Fair Work Ombudsman
Rehabilitation of injured workers SITXHRM002 – Roster Staff WRITTEN ASSESSMENT v2.2 (Updated 30 May 2021)
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Workers compensation is a form of insurance payment to employees if they are injured at work or become sick due to their work.
Workers compensation includes payments to employees to cover their:
wages while they're not fit for work
medical expenses and rehabilitation.
Employers in each state or territory have to take out workers compensation insurance to cover themselves and their employees.
Ref: Workers compensation - Fair Work Ombudsman
Study The time you spend at trade school is paid time and is included in your ordinary hours of work (eg. 38 hours). You need to agree with your employer about how often you will go to trade school (eg. 1 day per week or week blocks of training).
If you don't go to trade school when you're supposed to, you don't get paid for that time (unless you're on sick leave or another type of leave)
Ref: Apprentice entitlements - Fair Work Ombudsman
???? not sure
7. List
the requirements for time and wage records, and the time frame for record keeping purposes.
Time and wage records SITXHRM002 – Roster Staff WRITTEN ASSESSMENT v2.2 (Updated 30 May 2021)
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Requirements?
Time and wages records have to be:
readily accessible to a Fair Work Inspector (FWI)
legible
in English.
Time and wages records can’t be:
changed unless the change is to correct an error
false or misleading.
How long must records be kept? 7 years REF: Record-keeping - Fair Work Ombudsman
8. Explain
the importance of rosters for efficiency in the workplace and how they can be used to control staff costs.
How do rosters help with efficiency and to control staff costs?
9. Provide 3 examples
of benefits for rostering staff from differing social, cultural and skills mix in the hospitality industry:
What are benefits of having differing social, cultural and skills mix? 1.
It is good to have staff who can speak their language. They can help translate legal documents, make bookings and travel arrangements or easily understand any medical problems a customer might have.
2.
A staff member from the same culture as a customer can more easily understand what they need. We should try to roster staff so that they are available to help customers from their own culture/language.
3.
Australia is a multicultural society (i.e. it has people from many different countries). If we can, it makes our business look good if we also have employees from many different countries.
Ref: SITXHRM002 Roster Staff theory booklet. Version 1.0 Created 29/06/2020.This document is uncontrolled when printed. Printed on 29/06/2020. Page 6
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10. Provide 3 examples
for different religious and cultural beliefs of staff
Explain how you might need to change rosters because of each religion
What are some different religious and cultural beliefs that need to be considered when preparing rosters? 1.
How roster could be changed: 2.
How roster could be changed: 3. How roster could be changed: 11. Open the Holiday Inn Old Sydney Enterprise agreement 2011-2012 at the web link https://www.fwc.gov.au/documents/documents/agreements/fwa/ae885357.pdf
Look at Page 12 to 13 - Part 3: Hours of work and Rostering Arrangements.
Answer the following questions
How far in advance are rosters to be posted?
rosters will be posted at least seven days in advance.
REF: https://www.fwc.gov.au/documents/documents/agreements/fwa/ae885357.pdf
page 13
SEC: 3.1.3
What information is provided on a roster?
Rosters will specify the hours to be worked each day, the days on which work is to be performed and the start and finish times of shifts.
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REF: https://www.fwc.gov.au/documents/documents/agreements/fwa/ae885357.pdf
page 13
SEC: 3.1.4
If I want to change a shift on the roster with a workmate, who must give you permission to do that?
supervisor or manager
REF: https://www.fwc.gov.au/documents/documents/agreements/fwa/ae885357.pdf
page 13
SEC: 3.1.6
Look at section 3.2.4
What is the minimum length of one shift of work?
Full-Time Colleagues will be rostered to work a minimum of six hours each shift or less by mutual agreement
REF:
https://www.fwc.gov.au/documents/documents/agreements/fwa/ae885357.pdf page 13
SEC: 3.2.4 (iv)
12. Open the Swanson/ grand Mercure Hotel Agreement at the following web link:
https://www.fwc.gov.au/documents/documents/agreements/wpa/caen073202472.pdf
Look at pages 11-12 and answer the following questions:
What is the maximum number of hours between the start and finish of a broken shift?
On a broken shift, the spread of ordinary hours between the time of commencement and cessation of work should not exceed fourteen (14) hours (exclusive of a meal break).
REF
:
https://www.fwc.gov.au/documents/documents/agreements/wpa/caen073202472.pdf
Page 11 SEC: 11.4
Look at clause 11.6. You worked from 12.00 – 22.00. Your manager asks you to work another shift on the following day from 6.00 to 16.00. How many hours will you get paid overtime?
2 hours overtime
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When can the hotel ask an employee to work a ‘short shift’?
If insufficient guest demand it is not necessary for all the employees who have been rostered to work to
remain at work the Hotel may require you to work a short shift.
REF
:
https://www.fwc.gov.au/documents/documents/agreements/wpa/caen073202472.pdf
SEC: 12.1
13. Go to the Fair Work Ombudsman website at https://www.fairwork.gov.au/pay/pay-slips-and-record-
keeping/record-keeping
Look at the heading ‘Record-keeping’ at the top of the page.
Answer the following questions:
How long must employers keep employee time and wages records?
Employers have to keep time and wages records for 7 years
What can you not do
with time and wage records?
Time and wages records can’t be:
changed unless the change is to correct an error
false or misleading.
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ASSESSMENT OUTCOME RECORD
Assessor to complete
Assessment outcome
Satisfactory
Not Yet Satisfactory
Feedback to student
REASONABLE ADJUSTMENT
Has reasonable adjustment been applied to this assessment?
Yes
No
If yes, provide details of adjustments
Student signature: Date:
Assessor signature: Date:
Student to complete
My assessor has provided me with feedback about my assessment
My assessor has discussed the adjustments with me
SITXHRM002 – Roster Staff WRITTEN ASSESSMENT v2.2 (Updated 30 May 2021)
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I agree to the adjustment applied to this assessment
Student signature: Date: SITXHRM002 – Roster Staff WRITTEN ASSESSMENT v2.2 (Updated 30 May 2021)
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