Application of this unit

This competency is typically performed by senior operators or team leaders who have significant workplace experience. At all times they would be liaising with relevant personnel when undertaking the coaching/mentoring role.

The coach/mentor would:

facilitate the exploration of needs, motivations and thought processes to assist the individual in identifying areas for development

observe, listen and ask questions to identify the employee's situation

use questioning techniques to identify solutions and actions rather than take a directive approach

support the employee in setting appropriate goals and methods of assessing progress in relation to goals

provide encouragement, support and constructive feedback

apply tools and techniques which may include one on one training, facilitating, counselling and networking

evaluate outcomes of process to ensure the employee is achieving goals.

Prerequisites

This unit has no prerequisites.

Individual enterprises may choose to add prerequisites and co-requisites relevant to their processes.

This describes the essential skills and knowledge and their level required for this unit.

Knowledge of the principles of coaching and mentoring for development of competence.

Knowledge of organization standard procedures and work instructions and relevant regulatory requirements along with the ability to apply them to the coaching/mentoring process.

Competence also includes the ability to:

work effectively with individuals who have diverse work styles, aspirations, cultures and perspectives

use effective methods of coaching/mentoring

apply organisation policies, procedures and plans

apply methods and techniques for eliciting and interpreting feedback

explain relevant career paths and competency standards in the organisation

apply methods for identifying development opportunities

use effective planning skills to organise activities

give, receive and analyse feedback effectively

Language, literacy and numeracy requirements

This unit requires the ability to read and interpret organisation requirements which may be included in:

quality assurances and/or procedures manuals

goals, objectives, plants, systems and processes

legal and organisational policy/guidelines and requirements

OHS policies, procedures and programs

confidentiality and security requirements

business and performance plans

anti-discrimination and related policy

access and equity principles and practice

ethical standards

quality and continuous improvement processes and standards.

Writing is required to the level of completing records and reports.

Numeracy is required to the extent required by work instructions and procedures.

The Evidence Guide provides advice on assessment and must be read in conjunction with the Performance Criteria, required skills and knowledge, the Range Statement and the Assessment Guidelines for this Training Package.

Overview of assessment

A holistic approach should be taken to the assessment.

Assessors must be satisfied that the person can consistently perform the unit as a whole, as defined by the Elements, Performance Criteria and skills and knowledge.

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

It is essential that an understanding of mentoring/coaching and its role and benefits is understood. Competence must be demonstrated in communication skills in relation to listening, questioning, providing constructive feedback and non-verbal communication.

Consistent performance should be demonstrated, in particular:

an understanding in the role and benefits of mentoring/coaching in the business

use of significant workplace knowledge and experience to assist another individual to achieve their goals/development needs

application of effective communication styles

effectively creating a learning environment that allows for open discussion, feedback, tolerance of mistakes during learning, within a safe environment, and affirmation of the individual's worthiness.

Assessment method and context

Assessment will occur on-the-job or in a simulated workplace.

Competence in this unit may be assessed:

by observation or questioning to indicate understanding

in a situation allowing the generation of evidence of the ability to respond to problems

by using a suitable simulation and/or a range of case studies/scenarios

through a combination of these techniques.

In all cases it is expected that practical assessment will be combined with targeted questioning to assess the underpinning knowledge and theoretical assessment will be combined with appropriate practical/simulation or similar assessment. Assessors need to be aware of any cultural issues that may affect responses to questions.

Assessment processes and techniques must be culturally appropriate and appropriate to the oracy, language and literacy capacity of the assessee and the work being performed.

Specific resources for assessment

This section should be read in conjunction with the Range Statement for this unit of competency. Resources required include suitable access to an operating plant or equipment that allows for appropriate and realistic simulation. A bank of case studies/scenarios and questions will also be required to the extent that they form part of the assessment method. Questioning may take place either in the workplace, or in an adjacent, quiet facility such as an office or lunchroom. No other special resources are required.

Access must be provided to appropriate learning and/or assessment support when required. Where applicable, physical resources should include equipment modified for people with disabilities.

The Range Statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Add any 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.

Where reference is made to industry codes of practice, and/or Australian/international standards, the latest version must be used.

Context

This competency applies to all work environments in the process manufacturing industries.

Procedures

All operations are performed in accordance with procedures.

Procedures include all relevant workplace procedures, work instructions, temporary instructions and relevant industry and government codes and standards.

Tools and equipment

This competency includes use of equipment and tools such as:

relevant process equipment, components and auxiliary equipment

PPE.

Hazards

Typical workplace hazards include:

chemicals and hazardous materials

gases and liquids under pressure

moving machinery

materials handling

working at heights, in confined spaces, or in environments subjected to heat, noise, dusts or vapours.

Problems

Anticipate and solve problems means resolve a wide range of routine and non-routine problems, using product and process knowledge to develop solutions to problems which do not have a known solution/a solution recorded in the procedures.

Typical problems may include:

lack of materials and resources

conflicting work priorities

time constraints.

lack of cooperation

lack of willingness to receive feedback

Appropriate action for non-routine problems may include reporting to designated

person or other action specified in the procedures.

Not applicable.

This unit contains employability skills.

Not applicable.