This unit describes the skills and knowledge required to establish and develop a professional mentoring relationship with an individual in a workplace.
It applies to workplace supervisors or other work colleagues who work under limited supervision and who have responsibility for mentoring one or more individuals in the workplace. This may include, but is not limited to, those who mentor an apprentice or trainee employed by, or undertaking a work placement within, an organisation.
No licensing, legislative or certification requirements apply to this unit at the time of publication.
Elements and Performance Criteria
Elements describe the essential outcomes.
Performance criteria describe the performance needed to demonstrate achievement of the element.
1. Develop a mentoring plan
1.1 Identify scope and boundaries of the mentoring relationship according to organisational procedures
1.2 Document mentoring plan in accordance with organisational requirements
1.3 Establish ground rules and negotiate realistic expectations
1.4 Establish and maintain confidentiality of the relationship in accordance with legislation, policy and procedures
2. Facilitate mentoring relationship
2.1 Develop learnerâ€™s confidence, self-esteem, respect and trust in the mentoring relationship
2.2 Share personal experiences and knowledge with the person being mentored according to agreed objectives
2.3 Support the person being mentored to develop and use skills in problem solving and decision making
2.4 Use personal and professional networks to assist the person being mentored
2.5 Provide information, and guidance to enhance engagement in the workplace
2.6 Use techniques for resolving differences without damaging the relationship, and obtain assistance according to organisational policy and procedures
3. Monitor mentoring relationship
3.1 Provide planning assistance and guidance as requested by the person being mentored in a form and style to suit their requirements
3.2 Provide feedback to the person being mentored on progress towards achieving the expectations and goals of the mentoring process
3.3 Recognise and discuss changes in the mentoring relationship with appropriate stakeholders
3.4 Negotiate and manage closure of the mentoring arrangement once objectives have been met
4. Evaluate effectiveness of mentoring
4.1 Establish and discuss benefits gained from the mentoring process
4.2 Reflect on and articulate the personal benefits gained from providing mentoring
4.3 Identify and report the outcomes of the mentoring arrangement and the benefits to the organisation according to organisational policy and procedures to improve the mentoring system or program
Evidence of Performance
The candidate must show evidence of the ability to complete tasks outlined in elements and performance criteria of this unit, including:
preparing a mentoring plan between the mentor and mentee that sets out clear objectives for a mentoring relationship that will last at least one year
facilitating at least three mentoring sessions
documenting information on sessions, including comments and notes from both mentor and mentee.
Evidence of Knowledge
The candidate must be able to demonstrate essential knowledge to effectively complete the task outlined in the elements and performance criteria of this unit. This includes knowledge of:
relevant policy, legislation, codes of practice and national standards likely to impact on the provision of workplace mentoring, including training contracts and responsibilities of employer, registered training organisation (RTO) and funding body where they exist
mentoring methodologies and strategies
learning theories in relation to mentoring
strategies for working with a mentee including encouraging self reflection, confidence and the building of rapport
acceptable behaviour in the mentoring relationship
equal employment opportunity, equity and diversity principles
how a mentor can support the menteeâ€™s employer to meet its WHS obligations for the mentee.
Gather evidence to demonstrate consistent performance in conditions that are safe and replicate the workplace. Conditions must be typical of those experienced in the training and assessment environment and include access to:
documentation of any existing training plan or contract if applicable to the mentoring relationship.
Assessors must satisfy the requirements for assessors in applicable vocational education and training legislation, frameworks and/or standards.
This section describes language, literacy, numeracy and employment skills incorporated in the performance criteria that are required for competent performance.
Sources and interprets texts relevant to mentoring context, including organisational policies and learner information
1.1, 1.3, 2.5, 3.1, 3.2, 4.3
Develops content and documents information relevant to mentoring plan
2.4, 3.3, 4.1, 4.2, 4.3
Uses appropriate communication techniques to build rapport, trust, engagement and provide guidance and feedback
Navigate the world of work
1.1, 1.4, 2.6, 4.3
Follows legislative requirements, organisational protocols, policies and procedures in workplace mentoring
Interact with others
1.2, 2.1-2.3, 2.5, 2.6, 3.1, 3.2, 3.4
Builds rapport using collaboration with others to achieve joint outcomes and effective interaction
Provides mentoring and role modelling to achieve agreed outcomes
Cooperates and consults with others to clarify understanding and seek feedback
Get the work done
1.1-1.4, 2.1-2.6, 3.1-3.4, 4.1-4.3
Plans, organises and completes work according to defined requirements taking responsibility for decisions and sequencing tasks to achieve efficient outcomes
Identifies and responds to problems, considering options for different approaches
Delivery and facilitation