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Follow the links below to find material targeted to the unit's elements, performance criteria, required skills and knowledge

Elements and Performance Criteria

Establish mentoring requirements and arrangements
Provide mentoring support
Evaluate effectiveness of mentoring
- Make adjustments to the relationship to take into account the needs of both the mentor and individual
- Seek feedback from the worker and other relevant personnel to identify and implement improvements

Required Skills

Required skills

learning skills to identify the broad LLN skills that underpin workplace tasks

oral communication skills to

participate in workplace teams

communicate when working with those with LLN challenges

planning and organising skills to apply strategies to support others workplace LLN

reading skills to read routine workplace documents

selfmanagement skills to look at own cultural background and learning path to determine how they may affect relationships with others

writing skills to develop word lists and resources to provide mentoring support

Required knowledge

determine how LLN skills are affecting workers capacity to perform effectively

communication techniques to establish and support mentoring arrangements including listening supportively questioning providing feedback constructively challenging limitations and using nonverbal communication

key factors to consider when negotiating expectations and goals for mentoring arrangements

protocols and behaviour associated with establishing and maintaining a mentoring relationship

strategies for evaluating mentoring relationships

Evidence Required

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

Supporting at least two individuals in the workplace

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the ability to

establish mentoring arrangements and develop a mentoring plan in consultation with others

apply effective communication strategies to develop the mentoring relationship

monitor and evaluate the mentoring program and determine the benefits of the program for the individual and the organisation

Candidates must show evidence of successfully supporting at least two individuals in the workplace

Context of and specific resources for assessment

Assessment must ensure that competency is demonstrated in the context of a relevant workplace or a closely simulated work environment

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge The following examples in combination are appropriate for this unit

evaluating an integrated activity which combines the elements of competency for the unit or a cluster of related units of competency

observing processes and procedures in workplaces or role plays

verbal or written questioning on underpinning skills and knowledge

accessing and validating thirdparty reports

Guidance information for assessment

Range Statement

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.

Individual characteristics include:	language, literacy and numeracy levels learning styles past learning and work experience specific needs.
Relevant personnel may include:	human resource manager LLN specialist supervisor or training manager training or development officer work health and safety personnel.
Mentoring arrangements include:	amount of time involved for both parties and scheduling arrangements confidentiality of information.
Strategies for developing effective relationships with culturally diverse workers may include:	appropriate display of positive regard, empathy and respect listening to workers’ own analysis of problems and solutions appropriate gestures and non-verbal techniques being flexible identifying and consulting with appropriate key contact people, such as: Aboriginal liaison officers cultural representatives interpreters LLN specialists monitoring and reflecting on own actions to ensure cultural values are not imposed on others non-judgemental approaches ongoing personal and interpersonal skill development.
Techniques that support LLN include:	acknowledging and building on strengths of worker allowing for longer periods of silence breaking down workplace tasks and giving specific instructions in small chunks (both oral and written communication) encouraging learning, information seeking and questioning in the worker and reducing the stigma of needing to ask for help encouraging use of worker’s personal word lists and dictionaries ensuring that decision-making responsibilities are shared with the worker gauging a worker’s reading/listening skills and adapting one’s communication accordingly providing model texts, for example completed forms providing opportunities to discuss requirements of job tasks and not relying solely on email, signs or other documents to communicate critical instructions providing simplified explanations of key documents, for example legislation summarised into key points providing information in different ways using plain English and simplified explanations of workplace concepts using questions to establish prior knowledge of words and concepts and explaining where necessary using visual communication, including explanatory charts and tables, audio, video and pictures.