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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. Establish the need for mentoring
   • Identify purpose of the mentoring relationship.
   • Clarify expectations and goals of the mentoring relationship with the other party.
   • Identify and confirm skill sets that may be shared within the objectives of the mentoring relationship.
   • Negotiate and agree upon a mentoring agreement in accordance with the identified need, personal expectations and cultural or other considerations.
2. Develop a mentoring plan
   • Identify the scope and boundaries of the mentoring relationship.
   • Establish ground rules and negotiate realistic expectations.
   • Establish and maintain confidentiality of the relationship.
   • Manage the perceptions of others outside the mentoring relationship.
3. Facilitate mentoring relationship
   • Share personal experiences and knowledge with the person being mentored, in accordance with agreed objectives.
   • Support the person being mentored to develop skills in problem solving and decision making.
   • Use personal and professional networks to assist the person being mentored.
   • Assist the person being mentored to identify and access opportunities for development.
   • Use techniques for resolving differences without damaging the relationship, or seek assistance.
4. Monitor mentoring relationship
   • Provide planning assistance and guidance as requested.
   • Provide feedback on progress towards achieving the expectations and goals of the mentoring process.
   • Recognise and discuss changes in the mentoring relationship.
   • Negotiate and manage closure of the mentoring arrangement.
5. Evaluate effectiveness of mentoring
   • Establish and discuss benefits gained from the mentoring process.
   • Identify and report the benefits and outcomes of the mentoring arrangement for the organisation.
6. Establish the need for mentoring
   • Identify purpose of the mentoring relationship.
   • Clarify expectations and goals of the mentoring relationship with the other party.
   • Identify and confirm skill sets that may be shared within the objectives of the mentoring relationship.
   • Negotiate and agree upon a mentoring agreement in accordance with the identified need, personal expectations and cultural or other considerations.
7. Develop a mentoring plan
   • Identify the scope and boundaries of the mentoring relationship.
   • Establish ground rules and negotiate realistic expectations.
   • Establish and maintain confidentiality of the relationship.
   • Manage the perceptions of others outside the mentoring relationship.
8. Facilitate mentoring relationship
   • Share personal experiences and knowledge with the person being mentored, in accordance with agreed objectives.
   • Support the person being mentored to develop skills in problem solving and decision making.
   • Use personal and professional networks to assist the person being mentored.
   • Assist the person being mentored to identify and access opportunities for development.
   • Use techniques for resolving differences without damaging the relationship, or seek assistance.
9. Monitor mentoring relationship
   • Provide planning assistance and guidance as requested.
   • Provide feedback on progress towards achieving the expectations and goals of the mentoring process.
   • Recognise and discuss changes in the mentoring relationship.
   • Negotiate and manage closure of the mentoring arrangement.
10. Evaluate effectiveness of mentoring
    • Establish and discuss benefits gained from the mentoring process.
    • Identify and report the benefits and outcomes of the mentoring arrangement for the organisation.

Performance Evidence

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.

setting goals

engaging in relationship building including trust, confidentiality and rapport building

using communication strategies, including listening, questioning, giving and receiving feedback

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Knowledge Evidence

Evidence required to demonstrate competence must satisfy all of the requirements of the elements 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 the provision of workplace mentoring in the public sector

cultural diversity related to mentoring

codes of conduct

codes of ethics

learning styles

mentoring methodologies and strategies

acceptable behaviour in the mentoring relationship

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