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What SITXHRM008 covers
The National Training Register describes the unit as requiring learners to “develop, administer and communicate staff rosters.” Its scope also includes evaluating rosters. It is designed for people who develop rosters across service periods or shifts in tourism, travel, hospitality and events; the unit says it does not apply to small office environments. See the National Training Register unit page for the official requirements.
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The four elements are:
- Develop staff rosters.
- Present and communicate rosters.
- Maintain rostering records.
- Evaluate rosters.
This is more than filling shifts. Assessment considers how you balance service coverage, workforce capability, industrial requirements, organisational policy and labour cost.
What the assessment requires you to demonstrate
The performance evidence requires rosters that meet diverse operational requirements across three different roster periods. Each roster must provide enough staff within budget, include an appropriate skills mix, reflect required modifications, comply with applicable industrial provisions and organisational policies, and be completed within commercial and staff time constraints.
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The criteria also expect you to build rosters around relevant agreements and wage budgets; support operational and customer-service efficiency while controlling wage costs; combine duties where appropriate; take account of social and cultural factors; consult colleagues; and use roster systems. You must present rosters clearly and on time, administer shift-time records, maintain roster records, monitor effectiveness and take improvement action.
Prepare evidence across the whole roster cycle
- Plan: Identify the service period, operating requirements, staffing demand, team availability, skills and relevant workplace policies.
- Draft and cost: Match staff to duties and shifts, then check the wage budget against the applicable employment provisions and relevant costs.
- Modify: Show how the roster changes when availability or operational needs change, while preserving coverage, skills mix and compliance.
- Communicate and record: Present the roster using the required format and timeframe, communicate changes, and maintain shift-time and roster records.
- Evaluate: Monitor whether the roster worked in practice, consider feedback and operating outcomes, and identify appropriate improvements.
This is a practical way to organise your preparation around the unit’s criteria, not a separately prescribed official sequence.
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Know which award or agreement applies before calculating overtime
SITXHRM008 does not set one overtime formula for every workplace. The applicable award or registered agreement determines relevant rules for ordinary hours, breaks, rosters, overtime and pay. Fair Work Ombudsman guidance directs workers and employers to check the instrument that covers the employment: Hours of work, breaks and rosters.
For an assessment, identify the applicable instrument and check its coverage, classification, employment type, current terms and any relevant exceptions before costing a roster. Work outside the spread of ordinary hours can attract overtime, but the governing instrument sets the test; do not assume that one workplace’s rule applies elsewhere.
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Hospitality Industry (General) Award example
The Hospitality Industry (General) Award 2020 (MA000009) is a sector-specific example, not a general rule for every SITXHRM008 setting. Its official terms include a minimum 10-hour break between ordinary hours on successive days and, under the stated full-time and part-time provision, a minimum 8-hour break when changing rosters. For covered employees, the surfaced overtime table gives 150% of the ordinary hourly rate for the first two Monday-to-Friday overtime hours and 200% after that, with separate weekend and rostered-day-off provisions. Check the live award text and worker coverage before applying any of these terms: Hospitality Industry (General) Award 2020 [MA000009].
Assessment setting, resources and knowledge
Assessment may take place in a real workplace or a simulated industry environment. The required access includes computers, printers and rostering software; shift-time records and, where relevant, electronic time-logging equipment; applicable awards and enterprise agreements; operating information; and information about the team’s social, cultural and skills mix.
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Knowledge evidence spans the information you need to make and administer sound rosters, including:
- Sources of awards and other industrial provisions, plus leave, breaks between shifts, maximum shift hours, overtime and penalty rates.
- Workforce hours and employment types, and contractor fees where relevant.
- Organisational leave arrangements and family-friendly or sociocultural initiatives.
- Operating requirements, wage budgets, roster formats and rostering software.
- Processes for modifying rosters and communicating them electronically or on paper.
Choosing a learner guide or assessment workbook
A printed guide or workbook can provide structured practice, but buying one is not a unit requirement and does not guarantee a pass. Catapult Learning lists SITXHRM008 learner resources, trainer/assessor materials and an assessment workbook, alongside online training and assessment access; availability and commercial details may change. See Catapult Learning’s SITXHRM008 training material.
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1Repair Windows errors before they cause bigger problems2Fix the driver behind crashes, sound loss and screen glitches3Clear out junk files and repair common Windows errorsBefore using any resource, compare its coverage with the official evidence requirements. Look for all four unit elements, three distinct roster-period scenarios, realistic staff availability and modifications, award or agreement checks, wage-budget work, shift-time records, roster communication and evaluation. If you are using an assessment pack, check that learner and assessor materials are clearly distinguished. The official unit standard—not a commercial workbook—is the authoritative checklist.
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