no need ref. style just follow the instruction of each task
Assessment Task 1 (BSBFIM502) Assessment Task 1BSBFIM502 Manage payroll Establish the payroll system Submission details Candidate’s name Phone no. Assessor’s name Phone no. Assessment site Assessment date/s Time/s The assessment task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor. Submit this document with any required evidence attached. See specifications below for details. Performance objective In this task, you will demonstrate the ability to establish procedures for the management of payroll. Assessment description In response to the scenario provided, you will develop a step-by-step plan to establish a payroll system, develop security procedures, establish control measures and ensure procedures guarantee substantiation of claims for allowances. Procedure 1. Consider the scenario and task provided. 2. Consider the design of a payroll system to cover organisational and legislative requirements. 3. Prepare a planning document in which you outline steps you would take to establish the payroll system. Your plan must include a step-by-step description of review, design, development and implementation. Include: a. a survey of legal environment b. the development of policies and procedures (refer specifically to those three to be developed in steps 4–6 of this procedure. c. communication/consultation. 4. Write a policy and procedures document to ensure security of employee payroll information. Include reference to relevant legislation. 5. Write a policy and procedures document to ensure substantiation of claims for allowances. Include reference to relevant legislation. 6. Write a policy and procedures document to safeguard organisational resources. Include reference to relevant legislation or standards. 7. Write a one-page reflection on the process of designing the payroll system. Describe how both organisational and legislative requirements are met by each step of your proposed plan. Describe how policy and procedures documents are designed to ensure all legislative and organisational requirements. 8. Submit all documents required in the specifications below to your assessor. Ensure you keep a copy of all work submitted for your records. Specifications You must submit: · planning document with steps to establish payroll system · three policy and procedures documents referred to in plan · a one-page reflection. Your assessor will be looking for: · literacy skills to write detailed instructions · knowledge of key provisions of relevant legislation from all forms of government, standards, regulations and codes that may affect aspects of business operations, such as: · Australian Taxation Office regulations · antidiscrimination legislation · ethical principles · codes of practice · financial legislation · privacy laws · relevant industrial awards · other relevant government and statutory bodies in relation to payroll · superannuation guarantee · knowledge of organisational policies and procedures across the full range of tasks required by payroll processes. Adjustment for distance-based learners No changes to the assessment procedure or specification are required. Documentation may be submitted electronically. A follow-up interview may be required (at the discretion of the assessor). Scenario: Pitstop Pty Ltd Pitstop is a privately owned retail and fuel service company that until recently operated four independent service stations/stores in Melbourne’s north. The company has recently expanded to 13 service stations across Victoria. The owner, chairman and CEO, Jim Murphy, has run the company for the past five years. He has operated service stations for most of the last 25 years and relies on his hands-on approach to operations. Pitstop stores trade 6 am–11 pm daily. They typically include a vehicle access forecourt with at least six pump stations, a retail shop, a food bar, store manager’s office and stockroom. They sell fuel, oil, gas, supermarket goods, hot pies (heated from frozen on the premises) and cold drinks. For the financial year 2015–2016, Pitstop is projected to have an annual turnover of $9,000,000 and generate a profit of $3,000,000. Payroll expense is projected to be $3,000,000. The organisation uses a computerised accounting system: MYOB AccountRight. Pitstop organisational structure The flagship Pitstop store in Brunswick, Victoria has an attached office space that accommodates head office (the directors, senior management staff and clerical employees). Task In the past eight months, Pitstop has raised sufficient finance to buy out the Independent Service Station (ISS) chain of nine stores and rebrand them all as Pitstop service stations. Jim Murphy plans to continue the expansion until the optimum target of 30 services stations is secured for the Victorian market. Including the retained staff from the buyout stores, Pitstop now has a workforce of approximately 70 employees. The employees come from a wide range of cultural and linguistic backgrounds. A significant proportion has poor English literacy, including poor reading comprehension. Most employees, but not all, have a high-school level of education. Previously, with less than 20 employees to pay, Jim and his Finance and Operations Manager, Jack Tan, ran a cash-based payroll system for the four stores. Because of expansion plans across Victoria, the payroll system is inadequate and will need to be completely redesigned. Jim has employed you, as an independent contractor, to design a new payroll system for the organisation. He has the following key requirements: · pay, which was weekly, will now be fortnightly · a separate payroll register should be prepared for each of the stores · pay will be checked and reconciled by each store and then rechecked, reconciled, authorised and disbursed by head office · the payroll system in all stores will be identical · the payroll system should be scalable: as new stores are added the payroll system will simply be duplicated · records will be kept at stores and duplicates will stored at head office · all legislative requirements must be met by the new system. You will need to plan a payroll system to meet Jim’s requirements. Prepare a planning document in which you outline steps you would take to establish the payroll system at Pitstop. To support your plan, Jim has also asked you to provide samples of three policies and procedures documents: · security of employee payroll information · substantiation of claims for allowances · one other policy and procedures document to support financial control or the safeguarding of resources. Finally, Jim has asked you to prepare a written document describing how both organisational and all legislative requirements are met by each step of your proposed plan. Describe how policy and procedures documents are designed to ensure legislative and organisational requirements. Board of Directors and CEO General Manager - Stores Finance and Operations Manager Senior Accountant Store Managers Executive Assistant Records Clerk © 2015 Innovation and Business Industry Skills Council Ltd 1st edition version: 1 Page 5 of 5 Assessment Task 2 (BSBFIM502) Assessment Task 2BSBFIM502 Manage payroll Prepare payroll data and authorise payment Submission details Candidate’s name Phone no. Assessor’s name Phone no. Assessment site Assessment date/s Time/s The assessment task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor. Submit this document with any required evidence attached. See specifications below for details. Performance objective For this task, you will demonstrate the ability to establish procedures for the preparation of payroll data and authorisation of salaries. Assessment description In response to the scenario provided, you will calculate pay within designated timelines, check, reconcile and authorise payroll, and manage enquiries in accordance with organisational policy and procedures. Procedure Consider the scenario and tasks provided. Part A: Calculate pay and provide pay data 1. Calculate pay on worksheet provided. 2. On the pay calculation worksheet, schedule submission of payroll data to the designated person. Part B: Reconcile payroll register and authorise payment 1. In accordance with organisational policies and procedures, check the payroll register for discrepancies and reconcile pay against employee records and timesheets. 2. Correct discrepancies on the payroll register and authorise payment. Part C: Handle payroll enquiry 1. Consider the employee enquiry. 2. Arrange to meet with the employee (your assessor) to manage the enquiry in accordance with organisational policy and procedures. 3. Meet with the employee (your assessor) to manage the enquiry. Ensure you: a. explain payroll information using appropriate interpersonal skills b. ask questions and listen carefully to determine and resolve the employee enquiry. 4. Submit all documents required in the specifications below to your assessor. Ensure you keep a copy of all work submitted for your records. Specifications You must: · submit payroll calculations · submit authorised payroll register · meet with your assessor to handle the enquiry. Your assessor will be looking for: · communication skills to answer enquiries, and to explain and resolve discrepancies with employees · literacy skills to follow procedures · numeracy skills to: · calculate gross and net pay · compare differing rates of pay over a given time span of the same nature · reconcile figures and rectify anomalies to ensure accuracy. · knowledge of key provisions of relevant legislation from all forms of government, standards, regulations and codes that may affect aspects of business operations, such as: · Australian Taxation Office regulations · antidiscrimination legislation · ethical principles · codes of practice · financial legislation · privacy laws · relevant industrial awards · other relevant government and statutory bodies in relation to payroll · knowledge of the Superannuation Guarantee (Administration) Act 1992 and superannuation regulations · knowledge of organisational policies and procedures across the full range of tasks required payroll processes. Adjustment for distance-based learners No changes to the assessment procedure or specification are required. The role-play meeting may be conducted via video or teleconferencing. Documentation may be submitted electronically. A follow-up interview may be required (at the discretion of the assessor). Appendix 1: Scenario: Pitstop Pty Ltd Pitstop is a privately owned retail and fuel service company that until recently operated four independent service stations/stores in Melbourne’s north. The company has recently expanded to 13 service stations across Victoria. The owner, chairman and CEO, Jim Murphy, has run the company for the past five years. He has operated service stations for most of the last 25 years and relies on his hands-on approach to operations. Pitstop stores trade 6 am–11 pm daily. They typically include a vehicle access forecourt with at least six pump stations, a retail shop, a food bar, store manager’s office and stockroom. They sell fuel, oil, gas, supermarket goods, hot pies (heated from frozen on the premises) and cold drinks. For the financial year 2015–2016, Pitstop is projected to have an annual turnover of $9,000,000 and generate a profit of $3,000,000. Payroll expense is projected to be $3,000,000. The organisation uses a computerised accounting system: MYOB AccountRight. Pitstop organisational structure The flagship Pitstop store in Brunswick, Victoria has an attached office space that accommodates head office (the directors, senior management staff and clerical employees). Part A: Calculate pay and provide pay data According to Pitstop policies and procedures, managers at each store are