Imagine Education

Student Assessment Cover

Sheet

Course Code SIT40516 Course Name Certificate IV in Commercial Cookery

Unit Code SITXHRM002 Unit Name Roster staff

Due Date ________________ Assessment Name Questions

Assignment
Project

Student No. ________________ Student Name _____________________________

Student Phone ________________ Student Email _____________________________

Student Declaration
I declare that this assessment is my own work and where my work is supported by documents from my workplace
placement/employer permission has been granted.

Note: This assessment will not be accepted unless all sections have been completed and the front cover has been signed
and dated.

Filling out this coversheet as part of an electronic submission and approving the above information will operate in the
same way as physically signing this cover sheet.

Student Signature ______________________________________________________________

Office Use Only

Date/s Received: ___/___/___ ___/___/___ ___/___/___

Date/s Assessed: ___/___/___ ___/___/___ ___/___/___

Result of Assessment: ___________ ___________ ___________

Entered on Training Plan Moderation Signature

Note for Assessors: Filling out the above Office Use Only section as part of an electronic submission will operate in the
same way as physically signing this cover sheet. If not physically signed, Assessor must print their name in signature box.

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 Imagine Education
Questions

Course Code and Name: SIT40516 Certificate IV in Commercial Cookery

Unit Code: SITXHRM002
Unit Title: Roster staff

Assessment 1

Your task: Answer the following questions. Each question must be completed.

1. Go to https://www.fairwork.gov.au/employee-entitlements/national-employment-standards and identify the

award provisions for:

Responses

1. leave including shift workers

All full-time and low-maintenance reps get one month of annual leave based on their regular work
schedules. / A move labourer must meet the following requirements to be eligible for five weeks of annual
leave: - A seven-day-a-week man To work in a company where movements are booked 24 hours a day, 7
days a week, and where the majority of the time is spent working in those moves. Sundays and other public
events are always open for business.

2. mandated breaks between shifts

Representatives (other than casuals) are required to take a minimum of ten hours' rest between the end of
one day's work and the commencement of the next day's work. Businesses may reduce the break to eight
hours if their schedules are altered.

3. maximum allowed shift hours

Hours worked full-time are the most extreme: When it comes to the maximum amount of hours that a full-
time employee may work, the following are the most common: 11.5 hour per day; 10 hour per day, for
those under the age of 18; and 38 hour each month. Only a few hours a week are needed for this low-
maintenance 11.5 hours a day is the maximum amount of time a low-maintenance employee may work.

4. standard, overtime and penalty pay rates

100% Monday through Friday, 125% on Saturdays, and 175% on Sundays. For both full- and part-time
workers Monday through Friday, 125 percent; Saturday, 150 percent; Sunday, 175 percent The need to work
overtime without the permission of an apprentice under the age of 18 is unconscionable.

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2. 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

 Every time an employee, whether full-time, part-time, or casual, is working, they must be
provided at least six hours of labour every day:
 Part-time workers must put in three consecutive hours,
 while casual workers must put in two consecutive hours.

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3. What are the leave provisions for the following instances?

Leave provisions
sick and carers
Employees other than those who work on a contract basis are entitled to 10 days of unpaid leave per year
for sick or caring for family members (full-time employees). Taking care of a loved one's immediate family
members is known as caregiver's leave. This includes the spouse, children, parents, grandparents and
siblings of the caregiver.

compassionate reasons
If a member of your close family, such as your spouse, children's grandkids, friends, parents, or
grandparents, is suffering from a life-threatening sickness, accident, or death, you may be eligible for
compassionate leave. All employees are entitled to two days of compassionate leave for the death or
serious sickness or injury of a family member. Documentation must be provided when requested by the
client.

Injury and rehabilitation of injured workers

All employees are insured by workers' compensation insurance.

jury service
"Make-up pay" is required for the first 10 days of jury selection and jury duty for all employees, even
casual workers. Make-up compensation is the difference between the employee's regular pay rate for the
regular hours they would have worked and any jury duty payments they get from the court. The employer
has the option of requesting documentation that the employee has taken all necessary steps to get duty
pay and that they will or have earned the complete amount of jury pay for that time period.

long service
All employees are eligible to long service leave if they have worked for the same employer for ten years or
longer. Each state has its own unique set of rights and circumstances.

maternity or paternity
The following conditions must be met for an employee to be eligible for parental leave:
As soon as possible after an employee's due date or, if she is pregnant, before her due date
When the vacation period begins take up the duty of a child's upbringing
study
The right to a paid study leave is granted to all employees who are bound by a learning contract or other
obligations such as participation in continuing education or professional development. Within six months
of the beginning of the apprenticeship or the appropriate apprenticeship stage, the employer should
reimburse the apprentice for all tuition fees and prescribed textbooks paid by the apprentice .

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 4. One requirement of a business is to maintain and administer rostering records
Use the attached Weekly time and wage records template to complete the following question

a. Complete the timesheet using the following information: Each shift should include a break

JosephSmith(Level 6 cook (tradesperson) grade 5) – 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.
Employer and employee details
Employer’s name: HOTEL

Employee’s name: JOSEPH Level 6, Grade 5

Pay period: 18/11/2020 24/11/2020 Pay date*: 25/11/2020

Hours worked

For information about hours of work, including minimum and maximum hours of work, penalty rates, overtime and break
obligations, visitwww.fairwork.gov.au or contact the
Fair Work Infoline on 13 13 94. 

Employee’s ordinary hours*:00hours 00mins per week / fortnight / Overtime Leave

other <insert text>
Hour
Total Total
s
(Hour Break (hour
(hour
Day & date* Start Break Other s Start unpaid* s
Other Type* s
(e.g. Day: Mon; time* unpaid* Restar Finish times/ minus time (e.g. Restar Finish minus
times/ (e.g. personal minus
(e.g. (e.g. meal t time* time* Break unpai (e.g. meal t time* time unpai
Breaks leave, etc.) unpai
Date: 21/3) 8.30am) 12:30pm) s* d 8:30am) 12:30pm d
d
break ) break
break
s) s)
s)

MONDAY 13:30 18:00 18:30 22:00 8

TUESDAY
WEDNESD
AY
THURSDAY 06:00 11:30 12:00 14:30 8
FRIDAY 06:00 11:30 12:00 14:30 8
SATURADA
06:00 11:30 12:00 14:30 8
Y
SUNDAY 15:30 18:30 19:00 22:00 6
Total: 24 Total: 14 Total:

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 Calculation schedules

Ordinary hours 24hours@ $22.49p/hr $0,000.00

Overtime hours 00hours@ $00.00p/hr $0,000.00

Part-time loading 00%* $0,000.00

Casual loading 00%* $0,000.00

Other loading – type
X2.063 $6.18
(e.g. shift loading):
Other loading –
X3.092 $6.18
type
Penalty rate# – type
8hours*@ $28.11p/hr* 224.88$
(e.g. Saturday/evening):
Penalty rate# – type
6hours*@ $39.36p/hr* 236.16$
(e.g. public holidays):
Monetary allowance/bonus/other payment – type
$0,000.00
(e.g. bonus):

Leave – type: 00hours*@ $00.00p/hr*

Leave loading: $0,000.00

Gross pay 1013.16$

Deductions
Taxation 187.00$ Superannuation contribution 96.25$
Other – type Number or name and number of super fund:
$0,000.00
(e.g. voluntary superannuation contributions)
Other: $0,000.00 Where the entitlement comes from (why the employer is liable to pay it):
Period over which contributions / / to
Other: $0,000.00
were made: //
Date paid into fund: //
Total deductions $0,000.00 Note: Any election made by the employee in relation to the fund
into which superannuation contributions are to be made must be
kept, along with a record of the date of the election.
5. Net pay 826.16$
What are the requirements for time and wage records? How long must these records be kept?

Employers are required to preserve time and salary records for a period of seven years.
It is necessary for time and pay records to be:
• easily available to a Fair Work Inspector; and
• legally admissible.
• In the English language

6. What is the importance of rosters for efficiency in an organization and how can a roster be used to control staff
costs?
Employees and their skill sets are determined by rosters, which may be used to plan for and carry out duties over a
certain period of time. For example, in an organisation where operations are cyclical or change greatly, such as in

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 a large operation centre with many distinct activities and volumes, rosters might be steady or fluctuating.

7. Provide 3 examples for benefits for using a social and cultural skill mix in the hospitality industry:

1. Customers from countries where workers come from or know the language can benefit from employees' abilities
to overcome language hurdles and provide better service.
2. Accomplishment of service excellence through contributing to an international team's capability in a global chain,
for example.
3. Cultural awareness, skills, and beliefs must be evenly distributed throughout teams.

8. 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:

1. The habits of Muslims during Ramadan may need to be taken into consideration;
2. Jews may require Sabbath (Saturday) rostered time off;
3. and Indigenous Australians may require time off for traditional events, particular requirements of family
members, and so on.

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 Imagine Education
Assignment

Course Code and Name: SIT40516 Certificate IV in Commercial Cookery

Unit Code: SITXHRM002
Unit Title: Roster staff

Assessment 2

PART A

Your Tasks

All relevant information relating to awards and award conditions must be sourced from the following website:
http://www.fwc.gov.au/documents/modern_awards/award/ma000009/default.htm

1. You are required to develop the roster for the week commencing 18 January 2021 to 24 January 2021, using
the spreadsheets provided.

Note:The information provided below includes a 30 minute meal break for each staff member.

You 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 workingfrom 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 workingfrom 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.

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2. Once you have developed the roster based on the above information, transfer the roster on TAB Part A and:

a. Check if each employee has at least two rostered days off in the week. Highlight these days in grey colour.

b. Calculate the weekly wages for each of the staff.

c. Calculate work hours for the week for each staffmember.

d. 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.

e. Calculate the wages for each staff member for the week for this roster.
f. Calculate the total Wages for the week.
g. Determine if the wage budget of $7200.00 for the week is being met. By how much is it over or under?

The answer is that it is $18.46 above budget.

Part B

You are required to troubleshoot a short notice staff incident which does require you to investigate and find a
solution for replacement of staff, determine the associated impact on budget and the legal aspects to be
considered based on the legislative provisions for shifts, breaks, overtime etc. on the Fair Work website:

http://www.fwc.gov.au/documents/modern_awards/award/ma000009/default.htm

It is Saturday afternoon on the 23rdJanuary at 14.30 hours. Sam leaves work due to symptoms of gastro and the
supervisor tells her to stay home until she is well again.

a. Identify the existing staff who could be contacted to cover for Sam’s shift on Sunday from 13.30 – 22.00
and calculate their entitlements to enable you to do a comparison and evaluation.
Answer .Shelly or Margaret are the most likely candidates.
b. Calculate the wage entitlement for a casual to cover Sam’s shift Sunday from 13.30 – 22.00 at award level
“Front Office Level 3”.
Answer: 8 hours times $34.23 equals 273.84 dollars.
c. How is the wage budget of $7200.00 affected if no existing staff can cover the shift of Sam, and a casual
for this shift at Front Office Level 3 would be employed?
Answer: It makes no difference because Sam's salary on Sunday and Casual Level 3 are both the same rate
as before.
d. What would be the cheapest option for the business to cover Sam’s shift given your findings in a,b and c?
Answer: A casual staff member and Shelly are both obligated to pay the same amount of money to cover
Sam's absence from work.
Would you choose this option?
Answer: I'll go with the casual staff since Shelly may not be thrilled about working six days a week.
Which aspects do you need to consider in terms of job role/level and adequate breaks?
In general, 0 minutes break is required while working 6 hours or more on more than 2 days of the week,
with no more than 10 hours between shifts.
One's shift will be replaced by someone of the same or higher rank.

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 Imagine Education
Project

Course Code and Name: SIT40516 Certificate IV in Commercial Cookery

Unit Code: SITXHRM002
Unit Title: Roster staff

Assessment 3

PART A

You are required to develop a roster for a given period as outlined to you by your trainer below.

Once you have established the shift/rostering requirements you are required to interview each staff member and
identify any special social, religious, family or other requirements to be considered for the purpose of the roster
period.

Where any special request have been made, document these in the table overleaf and obtain a signature for the
relevant staff member to verify your communication provisions.

Your roster must ensure:

a) Adequate skill mix supported by award/grade listed for each staff member on the roster
b) Effectiveness of rostering times to keep overtime and allowances to a minimum
c) All shift allowances according job roles and details provided to you (e.g. tool allowance, split shift
allowance etc. as these apply)
d) Provisions of meal breaks in line with legislation

Roster Period 1

Simulated Team Location: Period: Staff Signature

Workplace ________________________ __________________
Department:
________________________
Team member Name Classification Age Special Requirement
if under 21
1 SHELLY GRADE 1 20 SERVICE PEROVDER
2 MARGRATE GRADE 2 19 SERVICE PEROVDER
3 SAME GRADE 3 SHEF
4 CLARK SUPERWISER SUPERVISION STAFF

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PART A

Marking Criteria

SITXHRM002 Roster staff

Criteria S NYS S NYS Comments
Develop staff rosters
The individual requirements of staff members are identified
Each staff member is reflected in the roster
The award levels are identified correctly
The skill level mix rostered is adequate according to the award level
descriptions in the award
Not adequate – Reason
1.
2.
The hours rostered for each staff do not exceed 38 per week
The meal breaks provided are adequate
Special requirements from staff are reflected in the roster
The shift allowances are calculated correctly for week days
The shift allowances are calculated correctly for week nights
The correct rates are calculated for Saturdays
The correct rates are calculated for Sundays
The correct rates are calculated for Public Hols where relevant
Where overtime is rostered, the award provisions are identified
Overtime is calculated correctly
The roster reflects a realistic system based on the given operational
aspects – Specify
Present and communicate staff rosters

The roster is presented in a clear manner

The roster clearly shows the time/period
Evidence for distributing roster is provided: 2 required
Method 1: SMS/MMS __Y____________________
Method 2: Written copy/email _____Y________________
Method 3: Noticeboard and staff alert _Y____________
Evaluate rosters

Feedback

PART B

You are required to develop another roster for a given period as outlined to you by your trainer below. If this is
concurrent with the roster developed in Part A, identify 5 options for economical approaches e.g. combining
workplace tasks ; staggering start and finish times or similar. Your colleagues have told you that the roster during
period 1 was insufficient in terms of staff mix and numbers to handle Friday and Saturday nights due to the high
frequency and variance of different meals ordered If you work in a different department apply this issue in that
area). Reflect this in your next roster by including 1 additional level 1 or 2 and 1 additional staff at level 3 during
the evening service (or e.g. check out/reception – during the morning shift).

Once you have established the shift/rostering requirements you are required to interview each staff member and
identify any special social, religious, family or other requirements to be considered for the purpose of the roster
period.

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Where any special request have been made, document these in the table overleaf and obtain a signature for the
relevant staff member to verify your communication provisions.

Your roster must ensure:

a) Adequate skill mix supported by award/grade listed for each staff member on the roster
b) Effectiveness of rostering times to keep overtime and allowances to a minimum
c) All shift allowances according job roles and details provided to you (e.g. tool allowance, split shift
allowance etc. as these apply)
d) Provisions of meal breaks in line with legislation

Roster Period 2

Simulated Team Location: Period: Staff Signature

Workplace ________________________ __________________
Department: _
________________________
Team member Name Classification Age Special Requirement
if under 21
1 MARK GRADE 1 19 WORKER
2 JORDEN GARDE 2 20 SERVICE STAFF
3 DARREN GARDE 3 21 SERVICE STAFF
4 SCOOT SUPERVISOR MANGMENT STAFF
5 MARGARTE SUPERVISOR MANGMENT STAFF

Result: Satisfactory | Not Satisfactory | Not Assessed

Student Declaration: I declare that I have been assessed in this Name: ________________________
unit, and I have been advised of my result. I also am aware of
Signature: ________________________
my appeal rights.
Date: ____/_____/_____

Assessor: I declare that I have conducted a fair, valid, reliable

and flexible assessment with this student, and I have provided Name: ________________________
appropriate feedback Signature: ________________________
Date: ____/_____/_____

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Marking Criteria

SITXHRM002 Roster staff

Criteria S NYS S NYS Comments
Develop staff rosters
The individual requirements of staff members are identified
Each staff member is reflected in the roster
The award levels are identified correctly
The skill level mix rostered is adequate according to the
award level descriptions in the award
Not adequate – Reason
1.
2.
3.
The hours rostered for each staff do not exceed 38 per
week
The meal breaks provided are adequate
Economical aspects have been identified and incorporated
in roster 2 (Skills, combined Tasks etc):
1. Benefit:
2. Benefit:

3. Benefit:
Special requirements from staff are reflected in the roster
The shift allowances are calculated correctly for week days
The shift allowances are calculated correctly for week nights
The correct rates are calculated for Saturdays
The correct rates are calculated for Sundays
The correct rates are calculated for Public Hols where
relevant
Where overtime is rostered, the award provisions are
identified
Overtime is calculated correctly
The roster reflects a realistic system based on the given
operational aspects – Specify
e.g. 5 staff kitchen preparing Bistro style food for 120
lunches + 170 dinners during weekdays
Present and communicate staff rosters

The roster is presented in a clear manner

The roster clearly shows the time/period
Evidence for distributing roster is provided: 2 required
Method 1: SMS/MMS ______________________
Method 2: Written copy/email _____________________
Method 3: Noticeboard and staff alert _________________
Evaluate rosters
The roster from period 1 was evaluated in terms of
functionality
The identified changes have been incorporated in this
roster:

Feedback

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