Develop rosters according to relevant industrial agreements and other considerations and wage budgets.

Elements describe the essential outcomes of a unit of competency.

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the required skills and knowledge section and the range statement. Assessment of performance is to be consistent with the evidence guide.

1. Develop staff rosters.

1.1 Develop rosters  according to relevant industrial agreements and other considerations  and wage budgets.

1.2 Maximise operational and customer service efficiency  while minimising wage costs.

1.3 Combine duties where appropriate to ensure effective use of staff.

1.4 Roster teams with the most effective skills mix to meet all operational requirements.

1.5 Take account of social and cultural considerations  and broader organisational policies  that affect staff rosters.

1.6 Consult with colleagues to ensure input to rosters.

1.7 Use roster systems and equipment  to administer rosters.

2. Present and communicate rosters.

2.1 Present rosters in required formats to ensure clarity of information according to organisational standards.

2.2 Communicate  rosters to appropriate colleagues within designated timeframes.

3. Maintain rostering records.

3.1 Administer records of shift time  completed by employees or contractors.

3.2 Maintain staff rostering records according to organisational procedures.

4. Evaluate rosters.

4.1 Monitor the effectiveness of rosters in consultation with colleagues.

4.2 Identify ways in which rosters and roster development processes may be improved and take appropriate action.

This section describes the skills and knowledge required for this unit.

Required skills 

• communication skills to consult with colleagues, ask questions and confirm requirements, and listen, understand and interpret verbal and non-verbal messages
• literacy skills to:

• read and interpret documents outlining opening and closing times, operational hours, and expected customer traffic
• write potentially complex roster documentation

• numeracy skills to complete planning activities involving dates, times and staff ratios
• planning and organising skills to plan rosters to meet operational needs
• problem-solving skills to re-work rosters in cases of staff illness
• self-management skills to take responsibility for rostering enough staff to meet operational needs
• teamwork skills to consider staff requests and personal commitments when planning rosters
• technology skills to use:

• a computer and keyboard
• the system capabilities and functions of software programs.

Required  knowledge 

• sources of information on award and other industrial provisions
• the key elements of applicable awards, including:

• leave provisions
• mandated breaks between shifts
• maximum allowed shift hours
• standard, overtime and penalty pay rates

• for the industry sector:

• role of rosters and their importance in controlling staff costs
• the system capabilities and functions of rostering software programs
• a range of formats for and inclusions of staff rosters
• a range of methods used to communicate rosters including electronic

• for the specific organisation:

• social, cultural and skills mix of the team to be rostered
• full details of human resource policies and procedures that cover leave provisions and socio-cultural issues
• operational requirements of the business activity, department or event subject to rostering
• wage budget for the business activity, department or event subject to rostering.