Assessor Resource

PSPGEN036
Provide workplace coaching

Assessment tool

Version 1.0
Issue Date: March 2024


This unit describes the skills required to provide on the job coaching to colleagues. This unit has no parity with National Workplace Trainer standards, but reflects the situation in many workplaces where formal and informal on the job coaching is extremely common. It includes preparation for coaching, and provision of and follow-up of coaching.

This unit applies to those working in generalist and specialist roles within the public sector.

The skills and knowledge described in this unit must be applied within the legislative, regulatory and policy environment in which they are carried out. Organisational policies and procedures must be consulted and adhered to.

Those undertaking this unit would work independently, performing complex tasks in a range of familiar contexts.

No licensing, legislative or certification requirements apply to unit at the time of publication.

You may want to include more information here about the target group and the purpose of the assessments (eg formative, summative, recognition)



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.

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.

1. Prepare for coaching

1.1 Confirm the need for coaching.

1.2 Identify specific coaching needs through discussion with the colleague to be coached.

1.3 Undertake self-assessment of own competencies and coaching style and confirm compatibility with colleague’s needs and learning style.

1.4 Obtain approval for coaching arrangement.

1.5 Negotiate coaching agreement with the colleague.

2. Provide coaching

2.1 Explain and agree upon the principles and application of coaching.

2.2 Explain and demonstrate specific competencies to be coached.

2.3 Communicate any required underpinning knowledge and skills in a manner suited to the person’s specific needs.

2.4 Check the understanding of the person being coached.

2.5 Provide the opportunity to practise and ask questions.

2.6 Provide feedback and review goals with the person being coached and adjust as necessary.

3. Follow up coaching

3.1 Monitor progress with new competencies in the workplace and provide supportive assistance as required.

3.2 Report progress.

3.3 Identify and rectify performance problems or difficulties with the coaching or refer for follow up.

3.4 Maintain confidentiality regarding coaching arrangements.

3.5 Manage the perceptions of those outside the coaching arrangement.

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the candidate must demonstrate evidence of performance of the following on at least one occasion.

providing supportive on-the-job coaching with constructive and supportive feedback

planning coaching content, reviewing and adjusting goals

seeking out and reviewing information related to work activities in which coaching is to occur

giving instructions to others being coached

seeking and providing feedback on coaching session

self-assessing coaching sessions and modifying techniques as a result

questioning about aspects of skills learnt

dealing with situations where there is a communication breakdown due to language, cultural or other barriers

Evidence required to demonstrate competence must satisfy all of the requirements of the element and performance criteria. If not otherwise specified the depth of knowledge demonstrated must be appropriate to the job context of the candidate.

public sector legislation including WHS and environment, regulations, policies, procedures and guidelines relating to provision of workplace coaching

current competency in the area being coached

basic principles and theory of coaching (explanation, demonstration, review, trainee explanation, trainee demonstration, feedback)

This unit contains no specific industry-mandated assessment conditions. Guidance on suggested and recommended conditions and methods can be found in the Implementation Guide.

Assessors must satisfy the NVR/AQTF mandatory competency requirements for assessors.


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.

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.

1. Prepare for coaching

1.1 Confirm the need for coaching.

1.2 Identify specific coaching needs through discussion with the colleague to be coached.

1.3 Undertake self-assessment of own competencies and coaching style and confirm compatibility with colleague’s needs and learning style.

1.4 Obtain approval for coaching arrangement.

1.5 Negotiate coaching agreement with the colleague.

2. Provide coaching

2.1 Explain and agree upon the principles and application of coaching.

2.2 Explain and demonstrate specific competencies to be coached.

2.3 Communicate any required underpinning knowledge and skills in a manner suited to the person’s specific needs.

2.4 Check the understanding of the person being coached.

2.5 Provide the opportunity to practise and ask questions.

2.6 Provide feedback and review goals with the person being coached and adjust as necessary.

3. Follow up coaching

3.1 Monitor progress with new competencies in the workplace and provide supportive assistance as required.

3.2 Report progress.

3.3 Identify and rectify performance problems or difficulties with the coaching or refer for follow up.

3.4 Maintain confidentiality regarding coaching arrangements.

3.5 Manage the perceptions of those outside the coaching arrangement.

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the candidate must demonstrate evidence of performance of the following on at least one occasion.

providing supportive on-the-job coaching with constructive and supportive feedback

planning coaching content, reviewing and adjusting goals

seeking out and reviewing information related to work activities in which coaching is to occur

giving instructions to others being coached

seeking and providing feedback on coaching session

self-assessing coaching sessions and modifying techniques as a result

questioning about aspects of skills learnt

dealing with situations where there is a communication breakdown due to language, cultural or other barriers

Evidence required to demonstrate competence must satisfy all of the requirements of the element and performance criteria. If not otherwise specified the depth of knowledge demonstrated must be appropriate to the job context of the candidate.

public sector legislation including WHS and environment, regulations, policies, procedures and guidelines relating to provision of workplace coaching

current competency in the area being coached

basic principles and theory of coaching (explanation, demonstration, review, trainee explanation, trainee demonstration, feedback)

This unit contains no specific industry-mandated assessment conditions. Guidance on suggested and recommended conditions and methods can be found in the Implementation Guide.

Assessors must satisfy the NVR/AQTF mandatory competency requirements for assessors.

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
Confirm the need for coaching. 
Identify specific coaching needs through discussion with the colleague to be coached. 
Undertake self-assessment of own competencies and coaching style and confirm compatibility with colleague’s needs and learning style. 
Obtain approval for coaching arrangement. 
Negotiate coaching agreement with the colleague. 
Explain and agree upon the principles and application of coaching. 
Explain and demonstrate specific competencies to be coached. 
Communicate any required underpinning knowledge and skills in a manner suited to the person’s specific needs. 
Check the understanding of the person being coached. 
Provide the opportunity to practise and ask questions. 
Provide feedback and review goals with the person being coached and adjust as necessary. 
Monitor progress with new competencies in the workplace and provide supportive assistance as required. 
Report progress. 
Identify and rectify performance problems or difficulties with the coaching or refer for follow up. 
Maintain confidentiality regarding coaching arrangements. 
Manage the perceptions of those outside the coaching arrangement. 
Confirm the need for coaching. 
Identify specific coaching needs through discussion with the colleague to be coached. 
Undertake self-assessment of own competencies and coaching style and confirm compatibility with colleague’s needs and learning style. 
Obtain approval for coaching arrangement. 
Negotiate coaching agreement with the colleague. 
Explain and agree upon the principles and application of coaching. 
Explain and demonstrate specific competencies to be coached. 
Communicate any required underpinning knowledge and skills in a manner suited to the person’s specific needs. 
Check the understanding of the person being coached. 
Provide the opportunity to practise and ask questions. 
Provide feedback and review goals with the person being coached and adjust as necessary. 
Monitor progress with new competencies in the workplace and provide supportive assistance as required. 
Report progress. 
Identify and rectify performance problems or difficulties with the coaching or refer for follow up. 
Maintain confidentiality regarding coaching arrangements. 
Manage the perceptions of those outside the coaching arrangement. 

Forms

Assessment Cover Sheet

PSPGEN036 - Provide workplace coaching
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

PSPGEN036 - Provide workplace coaching

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: