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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

  1. Plan a mentoring program
  2. Develop tools and materials to support a mentoring program
  3. Coordinate mentor and mentee relationships
  4. Evaluate a mentoring program

Required Skills

Required skills

communication skills to

maintain appropriate relationships with colleagues and individuals in the mentoring program

establish trust

value and be open to the opinions of others

work as part of a team

use active listening techniques

negotiate

encourage and accept feedback

language skills to

communicate organisational ideas policies and procedures

encourage participation across all levels of personnel and clients

seek opinions and elicit feedback from a range of stakeholders

planning and organising skills to plan a mentoring program and to schedule mentormentee interviews and sessions

problemsolving skills to select and screen applicants for mentoring program and to assist with resolution of issues that might arise during the program

self management skills to evaluate personal effectiveness and to manage own time and resources

teamwork skills to conduct mentor and mentee selection and to monitor the progress of mentoring program in a team context

technology skills to undertake record keeping and reporting using agreed technology and to complete electronic communication and data sharing

Required knowledge

content and data reporting and storage options

how to complete the required data collection

legislation regulations codes and policies relevant to the organisations operations and methods for mentoring

mentoring program design principles

relevant communication processes and methods

reporting methods

requirements for mentoring tools

screening techniques and confidentiality and privacy issues

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

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

Evidence of the following is essential

developing mentoring program plan in consultation with others

working within the relevant management structure to gain executive support for mentoring program

facilitating mentor and mentee selection process

knowledge of relevant legislation specifically in relation to confidentiality and privacy

Context of and specific resources for assessment

Assessment must ensure

access to an actual workplace or simulated environment

competence is consistently demonstrated over time and over a range and variety of mentoring programs

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

direct questioning combined with review of portfolios of evidence and third party workplace reports of onthejob performance by the candidate

completion of applied projects or learning activities

direct observation of application of skills in context

oral or written questioning to assess knowledge of mentoring program design principles

review of mentoring program plan

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector workplace and job role is recommended for example

BSBLEDA Lead learning strategy implementation

BSBLED702A Lead learning strategy implementation

BSBLEDA Plan and implement a coaching strategy

BSBLED706A Plan and implement a coaching strategy

BSBRELA Develop and cultivate collaborative partnerships and relationships

BSBREL701A Develop and cultivate collaborative partnerships and relationships

PSPHRA Manage performance management system

PSPHR616A Manage performance management system

PSPMNGTA Facilitate knowledge management

PSPMNGT614A Facilitate knowledge management.


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.

Mentoring program is a:

formal program designed to forge relationships between a mentor and a mentee to achieve outcomes relating to:

context

individual needs

knowledge transfer

learning

performance

support

Mentoring program purpose and objectives may be:

strategic

tactical or operational

quantifiable or quantitative

varied in duration (short-term versus long-term)

to target personal, organisational or other outcomes

Mentoring program plan may include:

administration

amount of material support

anticipated outcomes

content and resources

program design principles

facilities and location

mentee's learning style

mentor's skills

method or mode of interaction (i.e. physical or electronic)

omissions

scope

reporting requirements

roles and responsibilities for key individuals (mentors, mentees, program coordinator, steering committees)

workplace application

time lines

Mentoring program outcomes may include:

behavioural

compliance

functional

operational

personal

Key stakeholders may include:

coordinators

mentees

mentors

organisational management and staff

peers

public

public agencies, especially regulators

suppliers and learning partners

Relevant management structures may include:

executive endorsement

grievance procedures

policies and procedures

program coordinators

program management or reference group

program measures and evaluation mechanisms

program reporting mechanisms

resources management and allocation

steering committee

Mentoring program modes and methods may vary in terms of:

duration of program or individual sessions

individual or group mentoring:

one mentor to one mentee

one mentor to many mentees

many mentors to many mentees

physical or electronic enablement (i.e. e-mentoring)

peer mentoring versus independent or external mentoring

tools and instruments being used

Tools and resources may include:

communication fliers and explanatory materials

documents establishing the ground rules of the mentoring relationship

electronic or physical presentation design

instruments for mentor-mentee selection processes

range of technologies (online or computer-based)

templates for personal mentoring plans

Mentor is:

an independent person engaged in a two-way communication relationship with a mentee, whose primary role is to provide constant encouragement and assistance that enhances the mentee's attainment of personal and/or work related needs

Mentees may include:

an individual engaged in a two-way communication relationship with a mentor primarily aimed at the transfer of wisdom, encouragement and assistance related to personal and/or work related needs

a mentee may also be called a mentoree, candidate, participant, trainee, employee, student

Formal requirements for the mentor-mentee relationship include:

compliance

equal employment opportunity

legal

regulatory

Accountabilities and responsibilities means:

who is responsible and accountable for given roles, actions and outcomes within the mentoring program

Matching criteria may include:

access issues

behaviours

key performance outcome statements or indicators

learning or communication styles

personal or professional attributes

skills and knowledge

Data and reporting tools supporting a mentor program may vary in terms of:

collaboration modes and means

databases used

information system design

network configuration and access requirements

security and privacy requirements

Mentoring record keeping and reporting may be:

completed through physical or electronic means