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Evidence Guide: PSPGEN048 - Support workplace coaching and mentoring

Student: __________________________________________________

Signature: _________________________________________________

Tips for gathering evidence to demonstrate your skills

The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usualy demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!

From the Wiki University

 

PSPGEN048 - Support workplace coaching and mentoring

What evidence can you provide to prove your understanding of each of the following citeria?

Develop coaching/ mentoring strategy

  1. Research the potential for coaching and mentoring within the organisation.
  2. Implement and promote a coaching and mentoring framework, linked to other human resource strategies in the organisation.
  3. Outline benefits to all parties involved in coaching and mentoring, ensuring consistency with the organisation’s philosophy and goals.
  4. Establish ground rules for coaching and mentoring in the organisation.
  5. Develop timelines for the implementation of the strategy with key stakeholders.
  6. Seek organisational support and resources for the strategy.
Research the potential for coaching and mentoring within the organisation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Establish ground rules for coaching and mentoring in the organisation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Seek organisational support and resources for the strategy.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Establish a coaching/ mentoring framework

  1. Identify a range of coaching/mentoring models to suit the organisation’s needs.
  2. Arrange training for those interested in being coaches, coached, mentors and/or mentored.
  3. Develop and monitor the requirements of coaching and mentoring contracts/agreements in accordance with the strategy.
  4. Identify the range of stages in coaching and mentoring relationships and ensure flexibility in the framework.
  5. Formalise protocols for matching participants and dealing with difficulties, disputes and grievances.
Identify a range of coaching/mentoring models to suit the organisation’s needs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement and support coaching and mentoring

  1. Promote the value of coaching and mentoring at all levels of the organisation.
  2. Identify opportunities for mentoring and coaching and communicate to interested parties.
  3. Use internal and external networks to support coaching and mentoring.
  4. Suggest techniques and practices for resolving differences without damaging relationships, or provide assistance.
Promote the value of coaching and mentoring at all levels of the organisation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Use internal and external networks to support coaching and mentoring.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor coaching and mentoring arrangements

  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.
  2. Evaluate and implement recommendations made for improvements in the coaching/mentoring strategy as necessary.
Encourage people involved in coaching and mentoring to reflect on organisational processes, organisational support and their activities to identify opportunities for improvement and innovation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consolidate opportunities for further coaching and mentoring

  1. Recognise and acknowledge positive contributions of individuals to coaching and mentoring arrangements.
  2. Celebrate and reward positive changes created through coaching and mentoring arrangements.
  3. Identify and promote ongoing opportunities for coaching and mentoring.
Recognise and acknowledge positive contributions of individuals to coaching and mentoring arrangements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and promote ongoing opportunities for coaching and mentoring.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop coaching/ mentoring strategy

  1. Research the potential for coaching and mentoring within the organisation.
  2. Implement and promote a coaching and mentoring framework, linked to other human resource strategies in the organisation.
  3. Outline benefits to all parties involved in coaching and mentoring, ensuring consistency with the organisation’s philosophy and goals.
  4. Establish ground rules for coaching and mentoring in the organisation.
  5. Develop timelines for the implementation of the strategy with key stakeholders.
  6. Seek organisational support and resources for the strategy.
Research the potential for coaching and mentoring within the organisation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Establish ground rules for coaching and mentoring in the organisation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Seek organisational support and resources for the strategy.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Establish a coaching/ mentoring framework

  1. Identify a range of coaching/mentoring models to suit the organisation’s needs.
  2. Arrange training for those interested in being coaches, coached, mentors and/or mentored.
  3. Develop and monitor the requirements of coaching and mentoring contracts/agreements in accordance with the strategy.
  4. Identify the range of stages in coaching and mentoring relationships and ensure flexibility in the framework.
  5. Formalise protocols for matching participants and dealing with difficulties, disputes and grievances.
Identify a range of coaching/mentoring models to suit the organisation’s needs.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Implement and support coaching and mentoring

  1. Promote the value of coaching and mentoring at all levels of the organisation.
  2. Identify opportunities for mentoring and coaching and communicate to interested parties.
  3. Use internal and external networks to support coaching and mentoring.
  4. Suggest techniques and practices for resolving differences without damaging relationships, or provide assistance.
Promote the value of coaching and mentoring at all levels of the organisation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Use internal and external networks to support coaching and mentoring.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor coaching and mentoring arrangements

  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.
  2. Evaluate and implement recommendations made for improvements in the coaching/mentoring strategy as necessary.
Encourage people involved in coaching and mentoring to reflect on organisational processes, organisational support and their activities to identify opportunities for improvement and innovation.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consolidate opportunities for further coaching and mentoring

  1. Recognise and acknowledge positive contributions of individuals to coaching and mentoring arrangements.
  2. Celebrate and reward positive changes created through coaching and mentoring arrangements.
  3. Identify and promote ongoing opportunities for coaching and mentoring.
Recognise and acknowledge positive contributions of individuals to coaching and mentoring arrangements.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify and promote ongoing opportunities for coaching and mentoring.

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

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.

Required Skills and Knowledge

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