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

PSPGEN048 Mapping and Delivery Guide
Support workplace coaching and mentoring

Version 1.0
Issue Date: November 2018


Qualification -
Unit of Competency PSPGEN048 - Support workplace coaching and mentoring
Description
Employability Skills
Learning Outcomes and Application This unit describes the skills required to promote and support coaching and mentoring in the organisation. It includes developing a coaching and/or mentoring strategy, establishing a coaching/mentoring framework, implementing and supporting coaching/mentoring, monitoring coaching/mentoring arrangements and consolidating opportunities for further coaching/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 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: Develop coaching/ mentoring strategy
  • Research the potential for coaching and mentoring within the organisation.
  • Implement and promote a coaching and mentoring framework, linked to other human resource strategies in the organisation.
  • Outline benefits to all parties involved in coaching and mentoring, ensuring consistency with the organisation’s philosophy and goals.
  • Establish ground rules for coaching and mentoring in the organisation.
  • Develop timelines for the implementation of the strategy with key stakeholders.
  • Seek organisational support and resources for the strategy.
       
Element: Establish a coaching/ mentoring framework
  • Identify a range of coaching/mentoring models to suit the organisation’s needs.
  • Arrange training for those interested in being coaches, coached, mentors and/or mentored.
  • Develop and monitor the requirements of coaching and mentoring contracts/agreements in accordance with the strategy.
  • Identify the range of stages in coaching and mentoring relationships and ensure flexibility in the framework.
  • Formalise protocols for matching participants and dealing with difficulties, disputes and grievances.
       
Element: Implement and support coaching and mentoring
  • Promote the value of coaching and mentoring at all levels of the organisation.
  • Identify opportunities for mentoring and coaching and communicate to interested parties.
  • Use internal and external networks to support coaching and mentoring.
  • Suggest techniques and practices for resolving differences without damaging relationships, or provide assistance.
       
Element: Monitor coaching and mentoring arrangements
  • Encourage people involved in coaching and mentoring to reflect on organisational processes, organisational support and their activities to identify opportunities for improvement and innovation.
  • Evaluate and implement recommendations made for improvements in the coaching/mentoring strategy as necessary.
       
Element: Consolidate opportunities for further coaching and mentoring
  • Recognise and acknowledge positive contributions of individuals to coaching and mentoring arrangements.
  • Celebrate and reward positive changes created through coaching and mentoring arrangements.
  • Identify and promote ongoing opportunities for coaching and mentoring.
       
Element: Develop coaching/ mentoring strategy
  • Research the potential for coaching and mentoring within the organisation.
  • Implement and promote a coaching and mentoring framework, linked to other human resource strategies in the organisation.
  • Outline benefits to all parties involved in coaching and mentoring, ensuring consistency with the organisation’s philosophy and goals.
  • Establish ground rules for coaching and mentoring in the organisation.
  • Develop timelines for the implementation of the strategy with key stakeholders.
  • Seek organisational support and resources for the strategy.
       
Element: Establish a coaching/ mentoring framework
  • Identify a range of coaching/mentoring models to suit the organisation’s needs.
  • Arrange training for those interested in being coaches, coached, mentors and/or mentored.
  • Develop and monitor the requirements of coaching and mentoring contracts/agreements in accordance with the strategy.
  • Identify the range of stages in coaching and mentoring relationships and ensure flexibility in the framework.
  • Formalise protocols for matching participants and dealing with difficulties, disputes and grievances.
       
Element: Implement and support coaching and mentoring
  • Promote the value of coaching and mentoring at all levels of the organisation.
  • Identify opportunities for mentoring and coaching and communicate to interested parties.
  • Use internal and external networks to support coaching and mentoring.
  • Suggest techniques and practices for resolving differences without damaging relationships, or provide assistance.
       
Element: Monitor coaching and mentoring arrangements
  • Encourage people involved in coaching and mentoring to reflect on organisational processes, organisational support and their activities to identify opportunities for improvement and innovation.
  • Evaluate and implement recommendations made for improvements in the coaching/mentoring strategy as necessary.
       
Element: Consolidate opportunities for further coaching and mentoring
  • Recognise and acknowledge positive contributions of individuals to coaching and mentoring arrangements.
  • Celebrate and reward positive changes created through coaching and mentoring arrangements.
  • Identify and promote ongoing opportunities for coaching and mentoring.
       


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. Develop coaching/ mentoring strategy

1.1 Research the potential for coaching and mentoring within the organisation.

1.2 Implement and promote a coaching and mentoring framework, linked to other human resource strategies in the organisation.

1.3 Outline benefits to all parties involved in coaching and mentoring, ensuring consistency with the organisation’s philosophy and goals.

1.4 Establish ground rules for coaching and mentoring in the organisation.

1.5 Develop timelines for the implementation of the strategy with key stakeholders.

1.6 Seek organisational support and resources for the strategy.

2. Establish a coaching/ mentoring framework

2.1 Identify a range of coaching/mentoring models to suit the organisation’s needs.

2.2 Arrange training for those interested in being coaches, coached, mentors and/or mentored.

2.3 Develop and monitor the requirements of coaching and mentoring contracts/agreements in accordance with the strategy.

2.4 Identify the range of stages in coaching and mentoring relationships and ensure flexibility in the framework.

2.5 Formalise protocols for matching participants and dealing with difficulties, disputes and grievances.

3. Implement and support coaching and mentoring

3.1 Promote the value of coaching and mentoring at all levels of the organisation.

3.2 Identify opportunities for mentoring and coaching and communicate to interested parties.

3.3 Use internal and external networks to support coaching and mentoring.

3.4 Suggest techniques and practices for resolving differences without damaging relationships, or provide assistance.

4. Monitor coaching and mentoring arrangements

4.1 Encourage people involved in coaching and mentoring to reflect on organisational processes, organisational support and their activities to identify opportunities for improvement and innovation.

4.2 Evaluate and implement recommendations made for improvements in the coaching/mentoring strategy as necessary.

5. Consolidate opportunities for further coaching and mentoring

5.1 Recognise and acknowledge positive contributions of individuals to coaching and mentoring arrangements.

5.2 Celebrate and reward positive changes created through coaching and mentoring arrangements.

5.3 Identify and promote ongoing opportunities for coaching and mentoring.

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.

applying legislation, regulations and policies relating to workplace coaching and mentoring

undertaking research and analysis

using effective communication with a diverse workforce including active listening, 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 workplace coaching and mentoring including privacy and freedom of information

codes of ethics

code of conduct

policy and procedures for specific environment

human resource strategies that link to a coaching/mentoring strategy

strategic goals and direction/plan

principles and practices of coaching and mentoring that need to be addressed in the organisational strategy

coaching/mentoring methodologies and strategies


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. Develop coaching/ mentoring strategy

1.1 Research the potential for coaching and mentoring within the organisation.

1.2 Implement and promote a coaching and mentoring framework, linked to other human resource strategies in the organisation.

1.3 Outline benefits to all parties involved in coaching and mentoring, ensuring consistency with the organisation’s philosophy and goals.

1.4 Establish ground rules for coaching and mentoring in the organisation.

1.5 Develop timelines for the implementation of the strategy with key stakeholders.

1.6 Seek organisational support and resources for the strategy.

2. Establish a coaching/ mentoring framework

2.1 Identify a range of coaching/mentoring models to suit the organisation’s needs.

2.2 Arrange training for those interested in being coaches, coached, mentors and/or mentored.

2.3 Develop and monitor the requirements of coaching and mentoring contracts/agreements in accordance with the strategy.

2.4 Identify the range of stages in coaching and mentoring relationships and ensure flexibility in the framework.

2.5 Formalise protocols for matching participants and dealing with difficulties, disputes and grievances.

3. Implement and support coaching and mentoring

3.1 Promote the value of coaching and mentoring at all levels of the organisation.

3.2 Identify opportunities for mentoring and coaching and communicate to interested parties.

3.3 Use internal and external networks to support coaching and mentoring.

3.4 Suggest techniques and practices for resolving differences without damaging relationships, or provide assistance.

4. Monitor coaching and mentoring arrangements

4.1 Encourage people involved in coaching and mentoring to reflect on organisational processes, organisational support and their activities to identify opportunities for improvement and innovation.

4.2 Evaluate and implement recommendations made for improvements in the coaching/mentoring strategy as necessary.

5. Consolidate opportunities for further coaching and mentoring

5.1 Recognise and acknowledge positive contributions of individuals to coaching and mentoring arrangements.

5.2 Celebrate and reward positive changes created through coaching and mentoring arrangements.

5.3 Identify and promote ongoing opportunities for coaching and mentoring.

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
Research the potential for coaching and mentoring within the organisation. 
Implement and promote a coaching and mentoring framework, linked to other human resource strategies in the organisation. 
Outline benefits to all parties involved in coaching and mentoring, ensuring consistency with the organisation’s philosophy and goals. 
Establish ground rules for coaching and mentoring in the organisation. 
Develop timelines for the implementation of the strategy with key stakeholders. 
Seek organisational support and resources for the strategy. 
Identify a range of coaching/mentoring models to suit the organisation’s needs. 
Arrange training for those interested in being coaches, coached, mentors and/or mentored. 
Develop and monitor the requirements of coaching and mentoring contracts/agreements in accordance with the strategy. 
Identify the range of stages in coaching and mentoring relationships and ensure flexibility in the framework. 
Formalise protocols for matching participants and dealing with difficulties, disputes and grievances. 
Promote the value of coaching and mentoring at all levels of the organisation. 
Identify opportunities for mentoring and coaching and communicate to interested parties. 
Use internal and external networks to support coaching and mentoring. 
Suggest techniques and practices for resolving differences without damaging relationships, or provide assistance. 
Encourage people involved in coaching and mentoring to reflect on organisational processes, organisational support and their activities to identify opportunities for improvement and innovation. 
Evaluate and implement recommendations made for improvements in the coaching/mentoring strategy as necessary. 
Recognise and acknowledge positive contributions of individuals to coaching and mentoring arrangements. 
Celebrate and reward positive changes created through coaching and mentoring arrangements. 
Identify and promote ongoing opportunities for coaching and mentoring. 
Research the potential for coaching and mentoring within the organisation. 
Implement and promote a coaching and mentoring framework, linked to other human resource strategies in the organisation. 
Outline benefits to all parties involved in coaching and mentoring, ensuring consistency with the organisation’s philosophy and goals. 
Establish ground rules for coaching and mentoring in the organisation. 
Develop timelines for the implementation of the strategy with key stakeholders. 
Seek organisational support and resources for the strategy. 
Identify a range of coaching/mentoring models to suit the organisation’s needs. 
Arrange training for those interested in being coaches, coached, mentors and/or mentored. 
Develop and monitor the requirements of coaching and mentoring contracts/agreements in accordance with the strategy. 
Identify the range of stages in coaching and mentoring relationships and ensure flexibility in the framework. 
Formalise protocols for matching participants and dealing with difficulties, disputes and grievances. 
Promote the value of coaching and mentoring at all levels of the organisation. 
Identify opportunities for mentoring and coaching and communicate to interested parties. 
Use internal and external networks to support coaching and mentoring. 
Suggest techniques and practices for resolving differences without damaging relationships, or provide assistance. 
Encourage people involved in coaching and mentoring to reflect on organisational processes, organisational support and their activities to identify opportunities for improvement and innovation. 
Evaluate and implement recommendations made for improvements in the coaching/mentoring strategy as necessary. 
Recognise and acknowledge positive contributions of individuals to coaching and mentoring arrangements. 
Celebrate and reward positive changes created through coaching and mentoring arrangements. 
Identify and promote ongoing opportunities for coaching and mentoring. 

Forms

Assessment Cover Sheet

PSPGEN048 - Support workplace coaching and mentoring
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I declare that the assessment tasks submitted for this unit are my own work.

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Assessment Record Sheet

PSPGEN048 - Support workplace coaching and mentoring

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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:

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Student signature:

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