• BSBLED705A - Plan and implement a mentoring program

Plan and implement a mentoring program

This unit describes the performance outcomes, skills and knowledge required to plan, develop and implement a mentoring program and to review the outcomes for those involved in the program.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.


This unit applies to leaders working to ensure learning advances individual and organisational capabilities.

The mentoring program may apply to a:

particular section or group within an educational organisation (for example, as part of a Registered Training Organisation's professional development activities)

specific business purpose or objective within an enterprise whose core business is not education

collaborative partnership that spans more than one organisation (such as to advance occupational or industry specific skill needs).

This unit may relate equally to small scale learning activities within a small to medium sized organisation or to a significant activity in a large organisation.

Leaders in learning must be able to plan, implement, monitor and evaluate a mentoring program that results in learning forged through a defined and active learning partnership with a mentor. The program should develop and use tools that enhance both the learning and the phased relationship, and it should be monitored and evaluated to ensure it explores and meets the mentee's learning needs.

Elements and Performance Criteria



1. Plan a mentoring program

1.1. Determine benefits of and need for, a mentoring program

1.2. Define mentoring program purpose and objectives

1.3. Develop a mentoring program plan with appropriate outcomes in consultation with key stakeholders

1.4. Establish relevant management structures and wider support requirements

1.5. Determine mentoring program modes and methods

1.6. Determine methods and resources required to report on mentoring program outcomes

2. Develop tools and materials to support a mentoring program

2.1. Develop a range of tools and resources appropriate to mentoring program modes and methods

2.2. Establish mentor and mentee selection criteria, procedures and tools

2.3. Establish formal requirements for the mentor-mentee relationship and communicate these requirements to all parties

2.4. Establish rules, procedures and requirements that encompass key accountabilities and responsibilities

2.5. Develop the means to report and collate outcomes from the mentor-mentee relationship

3. Coordinate mentor and mentee relationships

3.1. Implement strategies for recruiting and accurately matching mentors with mentees

3.2. Induct mentors and mentees into the program

3.3. Ensure plans required for personal growth are developed by mentors and mentees

3.4. Cultivate rapport, mutual trust and teamwork in the mentoring relationship

3.5. Consider and address cultural differences and diversity issues in all mentor-mentee communications

3.6. Use data and reporting tools supporting the program to monitor the mentor-mentee relationship

4. Evaluate a mentoring program

4.1. Complete mentoring record keeping and reporting requirements using agreed technology, reporting processes and procedures

4.2. Evaluate mentoring program against agreed outcomes and report through relevant management structures

4.3. Document improvement opportunities for future mentoring programs based on program evaluation

Required Skills

Required skills

communication skills to:

maintain appropriate relationships with colleagues and individuals in the mentoring program

establish trust

value and be open to, the opinions of others

work as part of a team

use active listening techniques


encourage and accept feedback

language skills to:

communicate organisational ideas, policies and procedures

encourage participation across all levels of personnel and clients

seek opinions and elicit feedback from a range of stakeholders

planning and organising skills to plan a mentoring program and to schedule mentor-mentee interviews and sessions

problem-solving skills to select and screen applicants for mentoring program, and to assist with resolution of issues that might arise during the program

self management skills to evaluate personal effectiveness and to manage own time and resources

teamwork skills to conduct mentor and mentee selection, and to monitor the progress of mentoring program in a team context

technology skills to undertake record keeping and reporting using agreed technology, and to complete electronic communication and data sharing.

Required knowledge

content and data reporting and storage options

how to complete the required data collection

legislation, regulations, codes and policies relevant to the organisation's operations and methods for mentoring

mentoring program design principles

relevant communication processes and methods

reporting methods

requirements for mentoring tools

screening techniques, and confidentiality and privacy issues.

Evidence Required

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

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

Evidence of the following is essential:

developing mentoring program plan in consultation with others

working within the relevant management structure to gain executive support for mentoring program

facilitating mentor and mentee selection process

knowledge of relevant legislation specifically in relation to confidentiality and privacy.

Context of and specific resources for assessment

Assessment must ensure:

access to an actual workplace or simulated environment

competence is consistently demonstrated over time, and over a range and variety of mentoring programs.

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:

direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate

completion of applied projects or learning activities

direct observation of application of skills in context

oral or written questioning to assess knowledge of mentoring program design principles

review of mentoring program plan.

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:

BSBLED702A Lead learning strategy implementation

BSBLED706A Plan and implement a coaching strategy

BSBREL701A Develop and cultivate collaborative partnerships and relationships

PSPHR616A Manage performance management system

PSPMNGT614A Facilitate knowledge management.

Range Statement

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.

Mentoring program is a:

formal program designed to forge relationships between a mentor and a mentee to achieve outcomes relating to:


individual needs

knowledge transfer




Mentoring program purpose and objectives may be:


tactical or operational

quantifiable or quantitative

varied in duration (short-term versus long-term)

to target personal, organisational or other outcomes

Mentoring program plan may include:


amount of material support

anticipated outcomes

content and resources

program design principles

facilities and location

mentee's learning style

mentor's skills

method or mode of interaction (i.e. physical or electronic)



reporting requirements

roles and responsibilities for key individuals (mentors, mentees, program coordinator, steering committees)

workplace application

time lines

Mentoring program outcomes may include:






Key stakeholders may include:




organisational management and staff



public agencies, especially regulators

suppliers and learning partners

Relevant management structures may include:

executive endorsement

grievance procedures

policies and procedures

program coordinators

program management or reference group

program measures and evaluation mechanisms

program reporting mechanisms

resources management and allocation

steering committee

Mentoring program modes and methods may vary in terms of:

duration of program or individual sessions

individual or group mentoring:

one mentor to one mentee

one mentor to many mentees

many mentors to many mentees

physical or electronic enablement (i.e. e-mentoring)

peer mentoring versus independent or external mentoring

tools and instruments being used

Tools and resources may include:

communication fliers and explanatory materials

documents establishing the ground rules of the mentoring relationship

electronic or physical presentation design

instruments for mentor-mentee selection processes

range of technologies (online or computer-based)

templates for personal mentoring plans

Mentor is:

an independent person engaged in a two-way communication relationship with a mentee, whose primary role is to provide constant encouragement and assistance that enhances the mentee's attainment of personal and/or work related needs

Mentees may include:

an individual engaged in a two-way communication relationship with a mentor primarily aimed at the transfer of wisdom, encouragement and assistance related to personal and/or work related needs

a mentee may also be called a mentoree, candidate, participant, trainee, employee, student

Formal requirements for the mentor-mentee relationship include:


equal employment opportunity



Accountabilities and responsibilities means:

who is responsible and accountable for given roles, actions and outcomes within the mentoring program

Matching criteria may include:

access issues


key performance outcome statements or indicators

learning or communication styles

personal or professional attributes

skills and knowledge

Data and reporting tools supporting a mentor program may vary in terms of:

collaboration modes and means

databases used

information system design

network configuration and access requirements

security and privacy requirements

Mentoring record keeping and reporting may be:

completed through physical or electronic means


Unit sector

Competency Field

Workforce Development - Learning and Development

Employability Skills

This unit contains employability skills.

Licensing Information

Not applicable.