Coaching is used when experienced personnel are teamed with new recruits or employees new to a position. The role of a coach is to provide advice, support and guidance as the employee learns new tasks and skills, and becomes familiar with the position and the working environment. In many companies, this is referred to as a 'buddy' system. Coaching or buddying is used throughout the meat industry.

ELEMENT

PERFORMANCE CRITERIA

1. Establish coaching relationship

1.1. Areas for development in line with organisational and individual requirements are identified.

1.2. Effective communication styles to develop trust, confidence and rapport are applied.

1.3. Coaching arrangements on how the relationship will be conducted are made.

1.4. Expectations and goals are agreed.

1.5. Input from relevant personnel is sought, if required.

2. Provide coaching support

2.1. Individual is assisted to clarify tasks, duties and other requirements associated with the position.

2.2. Individual is assisted to gain required skills and expertise through demonstration, guidance, advice and constructive feedback.

2.3. A supportive environment is provided to allow the individual to develop towards the achievement of required skill levels.

2.4. Individual is encouraged to make decisions and take responsibility for the courses of actions or solutions under consideration.

2.5. Assistance and guidance is provided in a manner that allows the individual to retain responsibility for personal performance.

3. Evaluate effectiveness of coaching

3.1. Changes in the coaching relationship are recognised and openly discussed.

3.2. Adjustments to the relationship are made to take account of the needs of both the coach and the individual.

3.3. Feedback from colleagues and other relevant personnel is sought to identify and implement improvements.

Required skills

Ability to:

apply communication skills in giving, receiving and analysing feedback relevant to the process of coaching

apply the organisation's policies, procedures and plans

apply relevant problem-solving skills

assist another individual to achieve their goals and development needs through the use of significant workplace knowledge

create 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

work effectively as an individual and as part of a team

demonstrate effective methods of coaching

demonstrate effective planning skills to organise activities

Identify and apply relevant Occupational Health and Safety (OH&S), regulatory and workplace requirements

take action to improve own work performance as a result of self-evaluation, feedback from others, or in response to changed work practices or technology

use appropriate methods and techniques for eliciting and interpreting feedback

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

Required knowledge

Knowledge of:

effective learning styles and methods of coaching

methods for identifying development opportunities

enterprise's Standard Operating Procedures (SOPs), work instructions and relevant regulatory requirements, and apply them to the coaching process

principles of coaching for development of competence

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

The meat industry has specific and clear requirements for evidence. A minimum of three forms of evidence is required to demonstrate competency in the meat industry. This is specifically designed to provide evidence that covers the demonstration in the workplace of all aspects of competency over time.

These requirements are in addition to the requirements for valid, current, authentic and sufficient evidence.

Three forms of evidence means three different kinds of evidence - not three pieces of the same kind. In practice it will mean that most of the unit is covered twice. This increases the legitimacy of the evidence.

All assessment must be conducted against Australian meat industry standards and regulations.

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

Competency must be demonstrated over time and under typical operating or production conditions for the enterprise.

Context of and specific resources for assessment

Assessment must occur in the workplace and under normal enterprise or production conditions.

Method of assessment

Recommended methods of assessment include:

interview with employee to evaluate coach's skills

structured or unstructured simulations, case studies or scenarios

workplace referee, supervisor or third-party reports of performance over time.

Assessment practices should take into account any relevant language or cultural issues related to Aboriginality or Torres Strait Islander, gender, or language backgrounds other than English. Language and literacy demands of the assessment task should not be higher than those of the work role.

Guidance information for assessment

A current list of resources for this Unit of Competency is available from MINTRAC www.mintrac.com.au or telephone 1800 817 462.

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.

Coaching may include:

acquisition of specific business competencies

progress with overall business development

workplace relationships.

Coaching arrangements may include:

amount of time involved for both parties

confidentiality of information

identification of development opportunities

development plan towards achieving goals.

Relevant personnel may include:

human resources manager

OH&S personnel

supervisor or training manager

training or development officer

other members of the organisation.

Changes in the coaching relationship may include:

achievement of goals and decision to conclude the relationship

change in the dynamic of the relationship

identification of a need for assistance from others with different skills

inability of one party to continue participation.

Feedback on performance may include:

informal discussion

obtaining feedback from supervisors or colleagues

personal, reflective behaviour strategies

routine organisational methods for appraising performance.

Communication skills may include:

applying numeracy skills to workplace requirements

being appropriately assertive

empathising

interpreting the needs of internal or external customers

listening and understanding

providing constructive feedback

reading and interpreting workplace documentation

sharing information

speaking clearly and directly

using negotiation and persuasion techniques

writing to audience needs.

Problem-solving skills may involve:

applying a range of strategies in problem-solving

developing practical and creative solutions to workplace problems

identifying opportunities and solutions that might not be obvious to others

listening to and resolving concerns in relation to workplace issues

showing independence and initiative in identifying problems

solving problems individually or in teams

using numeracy skills to solve problems.

OH&S requirements may include:

enterprise OH&S policies, procedures and programs

OH&S legal requirements

Personal Protective Equipment (PPE) which may include:

coats and aprons

ear plugs or muffs

eye and facial protection

head-wear

lifting assistance

mesh aprons

protective boot covers

protective hand and arm covering

protective head and hair covering

uniforms

waterproof clothing

work, safety or waterproof footwear

requirements set out in standards and codes of practice.

Regulatory requirements may include:

animal welfare

award and enterprise agreements and relevant industrial instruments

commercial law including fair trading, trade practices

consumer law

corporate law, including registration, licensing, financial reporting

environmental and waste management

Equal Employment Opportunity (EEO), anti-discrimination and sexual harassment

Export Control Act

relevant industry codes of practice

relevant legislation from all levels of government that impact on business operations, especially in regard to OH&S and environmental issues, EEO, industrial relations and anti-discrimination

relevant regulations

requirements in AS 4696:2007 Australian Standard for the Hygienic Production and Transportation of Meat and Meat Products for Human Consumption

federal, state and territory regulations regarding meat processing

taxation.

Workplace requirements may include:

access and equity principles and practice

anti-discrimination and related policy

business and performance plans

confidentiality and security requirements

enterprise ethical standards, values and obligations

enterprise-specific procedures, policies and plans

goals, objectives, plant, systems and processes

legal and organisational policy and/or guidelines and requirements

OH&S policies, procedures and programs

quality and continuous improvement processes and standards

Quality Assurance (QA) and/or procedures manuals

Standard Operating Procedures (SOPs)

work instructions.

Unit sector

This unit contains employability skills.