COACHING & MENTORING IN THE WORKPLACE – RPL TEMPLATE

Unit: PSPGOV311A Unit name: Work with a coach or mentor

Element / Performance criteria / LIST YOUR COMMENTS & EVIDENCE IN THIS COLUMN
1. / Arrange for coaching/ mentoring / 1.1 / The need for assistance is identified and the benefits of coaching versus mentoring discussed with others to determine best option
1.2 / Coaching/mentoring is selected in accordance with the identified benefits
1.3 / A checklist is prepared to assist in explaining the purpose and desired outcomes of the coaching/mentoring arrangement
1.4 / Assistance is obtained where necessary, to identify and approach suitable person/s to request coaching/mentoring in accordance with the coaching/mentoring plan
1.5 / Selected person/s are approached and a coaching/mentoring arrangement is negotiated in accordance with the identified need, personal expectations, the ability of the coach/mentor to provide the service, cultural and other considerations
2. / Work with a coach/mentor / 2.1 / Ground rules are established and realistic expectations set with the coach/mentor
2.2 / Options to attain goals are explored and a plan is prepared with the coach/mentor to formalise the arrangement
2.3 / Coaching/mentoring input is used constructively in accordance with established goals
2.4 / Time is managed to achieve learning goals
2.5 / Progress is monitored and goals achieved or adjusted as required
3. / Maximise coaching/ mentoring results / 3.1 / The initiative is taken to build and maintain the coaching/mentoring relationship
3.2 / Productive questions are formulated and used to obtain information and feedback from coaching/mentoring
3.3 / Active listening is used to ensure coaching/mentoring time is used productively
3.4 / Techniques are used for resolving differences/problems without damaging the relationship, or assistance is obtained in accordance with organisational policy and procedures
3.5 / New learning is consolidated to maximise coaching/mentoring results
3.6 / Closure of the coaching/mentoring arrangement is negotiated once goals have been met or either party wishes to withdraw


Unit Title: Give and receive workplace feedback

Unit Code: PSPGOV315A

Element / Performance criteria / EVIDENCE
1. / Seek and act on workplace feedback / 1.1 / Feedback on performance and other workplace issues is sought from others in accordance with organisational policy and procedures
1.2 / Feedback is discussed, questions asked to clarify understanding, and active listening used to ensure understanding of the issues and any constructive suggestions
1.3 / Diversity issues are considered when evaluating feedback to ensure correct interpretation
1.4 / Suggestions for improvements made by other workgroup members are considered objectively and implemented where appropriate
2. / Provide informal feedback in the workplace / 2.1 / Informal feedback is given regularly, in a timely manner, in accordance with workplace procedures and protocols
2.2 / Evidence from a range of sources is considered in providing feedback in the workplace
2.3 / The opinions of others are considered when providing informal feedback
2.4 / Performance of self and others is evaluated and confirmed with workgroup members
2.5 / Strategies/opportunities for continuous improvement are planned and implemented in consultation with the workgroup, and notable performance is recognised in accordance with organisational policy and procedures
3. / Provide formal feedback in the workplace / 3.1 / Where they exist, processes/ guidelines for providing formal feedback are used to ensure feedback meets purpose/s for which it is required
3.2 / Standards/ criteria for feedback are identified and clarified
3.3 / Written or verbal feedback is prepared to address required criteria and purpose in accordance with legislation, policy and procedures
3.4 / Where others disagree with feedback provided, their opinions and ideas are considered objectively and the feedback is amended or supported in line with organisational procedures
3.5 / Agreement with those seeking formal feedback is negotiated and documented regarding any actions/follow-up as a result of feedback
3.6 / Where agreement cannot be reached, reports are prepared and further action is taken if necessary, in accordance with organisational policy and procedures


Unit Title: Provide workplace mentoring

Unit Code: PSPGOV414A

Element / Performance criteria
1. / Establish the need for mentoring / 1.1 / The purpose of the mentoring relationship is identified
1.2 / The expectations and goals of the mentoring relationship are clarified with the other party
1.3 / Skill sets that may be shared within the objectives/goals of the mentoring relationship are identified and confirmed
1.4 / A mentoring agreement/ contract is negotiated and agreed in accordance with the identified need, personal expectations and cultural or other considerations
2. / Develop a mentoring plan/framework / 2.1 / The scope and boundaries of the mentoring relationship are identified in accordance with organisational procedures
2.2 / Ground rules are established and realistic expectations are negotiated
2.3 / Confidentiality of the relationship is established and maintained in accordance with legislation, policy and procedures
2.4 / The perceptions of others outside the mentoring relationship are managed in accordance with organisational procedures
3. / Facilitate mentoring relationship / 3.1 / Confidence, self esteem, respect and trust are developed in the mentoring relationship
3.2 / Personal experiences and knowledge are shared with the mentoree in accordance with agreed objectives
3.3 / The mentoree is supported to develop/use skills in problem solving and decision making
3.4 / Personal and professional networks are used to assist/support the mentoree
3.5 / The mentoree is assisted to identify and access opportunities for development
3.6 / Techniques are used for resolving differences/problems without damaging the relationship, or assistance is obtained in accordance with organisational policy and procedures
4. / Monitor mentoring relationship / 4.1 / Planning assistance and guidance are provided as requested by the mentoree in a form and style to suit their requirements
4.2 / Feedback is provided to the mentoree on progress towards achieving the expectations and goals of the mentoring process
4.3 / Changes in the mentoring relationship are recognised and discussed
4.4 / Closure of the mentoring arrangement is negotiated and managed once objectives have been met or either party wishes to withdraw
5. / Evaluate effectiveness of mentoring / 5.1 / The benefits gained by the mentoree from the mentoring process are established and discussed
5.2 / The personal benefits gained from providing mentoring are reflected on and articulated
5.3 / The benefits and outcomes of the mentoring arrangement for the organisation are identified and reported in accordance with organisational policy and procedures to improve the mentoring system/program


Unit Title: Provide workplace coaching

Unit Code: PSPGOV415A

Element / Performance criteria / EVIDENCE
1. / Prepare for coaching / 1.1 / The need for coaching is confirmed based on a range of factors
1.2 / Specific coaching needs are identified through discussion with/about the colleague to be coached
1.3 / Self-assessment of own competencies and coaching style is undertaken and compatibility with colleague's needs and learning style confirmed
1.4 / Approval for coaching arrangement is obtained in accordance with organisational policy and procedures
1.5 / Coaching agreement is negotiated with the colleague in accordance with organisational policy and procedures
2. / Provide coaching / 2.1 / The principles and application of coaching are explained and agreed
2.2 / Specific competencies/processes to be coached are explained and demonstrated
2.3 / Any required underpinning knowledge and skills are communicated in a manner suited to the coachee's specific needs
2.4 / Coachee's understanding is checked using a range of communication techniques
2.5 / The opportunity to practise and ask questions is provided in accordance with organisational constraints
2.6 / Feedback is provided in a constructive and supportive manner, and goals are reviewed with the coachee and adjusted as necessary
3. / Follow up coaching / 3.1 / Progress with new competencies is monitored in the workplace and supportive assistance is provided as required
3.2 / Progress is reported in accordance with organisational requirements
3.3 / Performance problems or difficulties with the coaching are identified and rectified or referred for follow-up in accordance with organisational policy and procedures
3.4 / Confidentiality regarding coaching arrangements is maintained in accordance with legislation, policy and standards
3.5 / The perceptions of those outside the coaching arrangement are managed in accordance with organisational requirements

Coaching & Mentoring Template – Ver 1 – 27 may, 09