- BSBSMB407A - Manage a small team
Assessor Resource
BSBSMB407A
Manage a small team
Assessment tool
Version 1.0
Issue Date: March 2023
This work is undertaken by individuals who operate a small business.
The unit is suitable for existing micro and small businesses or a department in a larger organisation.
This unit describes the performance outcomes, skills and knowledge required to plan for the management of and to manage staff. It involves industrial relations, staff selection, staff records, induction, training, team development and career planning to enhance business operations through retaining a competent, committed and motivated team in the workplace.
Specific legal requirements apply to the management of a small business.
You may want to include more information here about the target group and the purpose of the assessments (eg formative, summative, recognition)
Employability Skills
This unit contains employability skills.
Evidence Required
List the assessment methods to be used and the context and resources required for assessment. Copy and paste the relevant sections from the evidence guide below and then re-write these in plain English.
The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package. | |
Overview of assessment | |
Critical aspects for assessment and evidence required to demonstrate competency in this unit | Evidence of the following is essential: managing a small team including staff selection, staff records, induction, training and development developing and maintaining team performance to enhance business operations knowledge of relevant legislative requirements affecting business operation. |
Context of and specific resources for assessment | Assessment must ensure: access to relevant documentation candidate's individual circumstances and work in the context of running a small business, are the basis for assessment. |
Method of assessment | A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit: portfolio of evidence including staff policies and records, and contingency plans oral or written questioning to assess knowledge of staff recruitment procedures, staff development and review programs review of job/position descriptions and selection criteria developed review of documentation monitoring and reviewing staff turnover rate. |
Guidance information for assessment | Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example: BSBSMB405A Monitor and manage small business operations. |
Submission Requirements
List each assessment task's title, type (eg project, observation/demonstration, essay, assingnment, checklist) and due date here
Assessment task 1: [title] Due date:
(add new lines for each of the assessment tasks)
Assessment Tasks
Copy and paste from the following data to produce each assessment task. Write these in plain English and spell out how, when and where the task is to be carried out, under what conditions, and what resources are needed. Include guidelines about how well the candidate has to perform a task for it to be judged satisfactory.
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Required skills |
analytical skills to identify workplace skill gaps coaching skills communication skills to relate to staff conflict resolution skills literacy skills to interpret legal requirements, to compile reports and to prepare a job/position description team building and motivation skills. |
Required knowledge |
commonwealth, state/territory and local government legislative requirements relating to business operation, especially in regard to occupational health and safety (OHS) and environmental issues, equal employment opportunity (EEO), industrial relations and anti-discrimination OHS responsibilities and procedures for managing hazards relevant industry awards/enterprise agreements staff development and career planning staff counselling, grievance and disciplinary procedures unfair dismissal legislation and procedures. |
The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included. | |
Staffing requirements may include: | full-time, part-time, permanent, temporary or casual number of staff responsibilities, competencies required self, other owners, family and/or friends sub-contractors or external advisors/consultants time commitment, performance expectations |
Policies and procedures must include: | complaint and grievance procedures culturally appropriate entitlements e.g. funeral leave, national/religious days culturally appropriate procedures e.g. how business will enact cultural requirements for relationships between owner/operator, employees and service providers employment conditions, equal opportunity, anti-discrimination, cultural diversity induction and training OHS recruitment and selection performance measures professional development |
Staff development program and career paths may include | attendance at courses career planning coaching flexible learning job rotation mentoring on-the-job training professional development staff exchanges succession planning |
Advertising staff vacancies may include: | electronic (radio, television and internet) noticeboards print media word-of-mouth |
Industrial relations may include: | awards and/or industrial agreements and relevant industrial instruments counselling, dismissal procedures |
Legal requirements and codes of practice may include: | award and enterprise agreements and relevant industrial instruments commonwealth, state/territory and local government legislative requirements affecting business operation, especially in regard to OHS and environmental issues, EEO, industrial relations and anti-discrimination relevant industry codes of practice |
Staff records system must include: | disciplinary and grievance procedures employee records (including tax file number, remuneration, leave and training records) job/position descriptions OHS record records of taxation and superannuation payments made |
Performance measures may include: | overall staff productivity percentage of chargeable hours/days per week performance of key people ratio of direct workers to those who support, supervise or manage them ratio of sales dollars per employee staff morale, work ethic, work satisfaction |
Contingency plans may include: | accidents or emergencies environmental issues fluctuating workloads OHS unpredicted customer demand/busy periods unpredicted staff shortages |
Team members may include: | employees, trainees/apprentices, sub-contractors or external advisers/consultants owner/s, partners, family members |
Copy and paste from the following performance criteria to create an observation checklist for each task. When you have finished writing your assessment tool every one of these must have been addressed, preferably several times in a variety of contexts. To ensure this occurs download the assessment matrix for the unit; enter each assessment task as a column header and place check marks against each performance criteria that task addresses.
Observation Checklist
| Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice | Yes | No | Comments/feedback |
|---|---|---|---|
| Determine staffing requirements to allow the business to run effectively, in accordance with the business requirements as outlined in the business plan | |||
| Identify and compare the existing skills/competencies of owner/s and staff with business requirements to identify any gaps | |||
| Develop policies and procedures for owner/s and staff, in accordance with the business plan | |||
| Develop job/position descriptions, competencies required and selection criteria to meet the needs of the business | |||
| Judge information obtained from each candidate against specified selection criteria and decide selection in accordance with business needs and legal requirements | |||
| Induct new staff members in accordance with the policies and procedures of the business | |||
| Make team members aware of their responsibilities and performance requirements as soon as practicable and take opportunities to coach team members who are unfamiliar with the procedures of the business | |||
| Develop and implement a staff development program and career paths based on the requirements of business and staff competencies | |||
| Advertise staff vacancies appropriately in accordance with staffing plan | |||
| Clarify workplace rights and obligations of employers and employees, in accordance with legal requirements and codes of practice | |||
| Counsel staff, if required, in a positive and constructive manner and record outcomes accurately | |||
| Develop staff records system to provide timely and accurate information, in accordance with confidentiality, legal and taxation requirements | |||
| Monitor and accurately maintain the system for recording and retrieving personnel and payroll information and seek specialist advice where required | |||
| Regularly review contribution and skills of self and other team members to ensure performance is in line with agreed performance measures | |||
| Monitor and adjust staffing requirements to respond to any changes in tasks and functions required by the business | |||
| Support and encourage staff, and acknowledge and reward their contribution to the business | |||
| Regularly provide opportunities for staff to discuss work related issues | |||
| Develop contingency plans to cope with unexpected or extreme situations and take appropriate corrective action as required | |||
| Develop positive and constructive relationships with and between team members | |||
| Review and update team objectives in support of business goals on a regular basis in consultation with team members | |||
| Identify strengths and weaknesses of team against current and expected work requirements | |||
| Schedule time, on a regular basis, for team members to review work operations in order to maintain and improve operational efficiency | |||
| Encourage team members to monitor their own performance, suggest improvements and to identify professional development needs, in accordance with personal and business requirements | |||
| Monitor and review staff turnover rate |
Forms
Assessment Cover Sheet
BSBSMB407A - Manage a small team
Assessment task 1: [title]
Student name:
Student ID:
I declare that the assessment tasks submitted for this unit are my own work.
Student signature:
Result: Competent Not yet competent
Feedback to student
Assessor name:
Signature:
Date:
Assessment Record Sheet
BSBSMB407A - Manage a small team
Student name:
Student ID:
Assessment task 1: [title] Result: Competent Not yet competent
(add lines for each task)
Feedback to student:
Overall assessment result: Competent Not yet competent
Assessor name:
Signature:
Date:
Student signature:
Date: