Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners

PSPGEN035 Mapping and Delivery Guide
Provide workplace mentoring

Version 1.0
Issue Date: March 2024


Qualification -
Unit of Competency PSPGEN035 - Provide workplace mentoring
Description
Employability Skills
Learning Outcomes and Application This unit describes the skills required to establish and develop a professional mentoring relationship. It includes establishing the need for mentoring, developing a mentoring plan, facilitating the mentoring relationship, terminating the mentoring arrangement, and evaluating the effectiveness of mentoring.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 and unfamiliar contexts.No licensing, legislative or certification requirements apply to unit at the time of publication.
Duration and Setting X weeks, nominally xx hours, delivered in a classroom/online/blended learning setting.

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.

Prerequisites/co-requisites
Competency Field General
Development and validation strategy and guide for assessors and learners Student Learning Resources Handouts
Activities
Slides
PPT
Assessment 1 Assessment 2 Assessment 3 Assessment 4
Elements of Competency Performance Criteria              
Element: 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.
       
Element: 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.
       
Element: 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.
       
Element: 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.
       
Element: 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.
       
Element: 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.
       
Element: 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.
       
Element: 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.
       
Element: 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.
       
Element: 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.
       


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. Establish the need for mentoring

1.1 Identify purpose of the mentoring relationship.

1.2 Clarify expectations and goals of the mentoring relationship with the other party.

1.3 Identify and confirm skill sets that may be shared within the objectives of the mentoring relationship.

1.4 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

2.1 Identify the scope and boundaries of the mentoring relationship.

2.2 Establish ground rules and negotiate realistic expectations.

2.3 Establish and maintain confidentiality of the relationship.

2.4 Manage the perceptions of others outside the mentoring relationship.

3. Facilitate mentoring relationship

3.1 Share personal experiences and knowledge with the person being mentored, in accordance with agreed objectives.

3.2 Support the person being mentored to develop skills in problem solving and decision making.

3.3 Use personal and professional networks to assist the person being mentored.

3.4 Assist the person being mentored to identify and access opportunities for development.

3.5 Use techniques for resolving differences without damaging the relationship, or seek assistance.

4. Monitor mentoring relationship

4.1 Provide planning assistance and guidance as requested.

4.2 Provide feedback on progress towards achieving the expectations and goals of the mentoring process.

4.3 Recognise and discuss changes in the mentoring relationship.

4.4 Negotiate and manage closure of the mentoring arrangement.

5. Evaluate effectiveness of mentoring

5.1 Establish and discuss benefits gained from the mentoring process.

5.2 Identify and report the benefits and outcomes of the mentoring arrangement for the organisation.

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

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


Submission Requirements

List each assessment task's title, type (eg project, observation/demonstration, essay, assignment, 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. Establish the need for mentoring

1.1 Identify purpose of the mentoring relationship.

1.2 Clarify expectations and goals of the mentoring relationship with the other party.

1.3 Identify and confirm skill sets that may be shared within the objectives of the mentoring relationship.

1.4 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

2.1 Identify the scope and boundaries of the mentoring relationship.

2.2 Establish ground rules and negotiate realistic expectations.

2.3 Establish and maintain confidentiality of the relationship.

2.4 Manage the perceptions of others outside the mentoring relationship.

3. Facilitate mentoring relationship

3.1 Share personal experiences and knowledge with the person being mentored, in accordance with agreed objectives.

3.2 Support the person being mentored to develop skills in problem solving and decision making.

3.3 Use personal and professional networks to assist the person being mentored.

3.4 Assist the person being mentored to identify and access opportunities for development.

3.5 Use techniques for resolving differences without damaging the relationship, or seek assistance.

4. Monitor mentoring relationship

4.1 Provide planning assistance and guidance as requested.

4.2 Provide feedback on progress towards achieving the expectations and goals of the mentoring process.

4.3 Recognise and discuss changes in the mentoring relationship.

4.4 Negotiate and manage closure of the mentoring arrangement.

5. Evaluate effectiveness of mentoring

5.1 Establish and discuss benefits gained from the mentoring process.

5.2 Identify and report the benefits and outcomes of the mentoring arrangement for the organisation.

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
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. 
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. 
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. 
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. 
Establish and discuss benefits gained from the mentoring process. 
Identify and report the benefits and outcomes of the mentoring arrangement for the organisation. 
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. 
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. 
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. 
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. 
Establish and discuss benefits gained from the mentoring process. 
Identify and report the benefits and outcomes of the mentoring arrangement for the organisation. 

Forms

Assessment Cover Sheet

PSPGEN035 - Provide workplace mentoring
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

PSPGEN035 - Provide workplace mentoring

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: