Elements and Performance Criteria

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:
context
individual needs
knowledge transfer
learning
performance
support
Mentoring program purpose and objectives may be:
strategic
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:
administration
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)
omissions
scope
reporting requirements
roles and responsibilities for key individuals (mentors, mentees, program coordinator, steering committees)
workplace application
time lines
Mentoring program outcomes may include:
behavioural
compliance
functional
operational
personal
Key stakeholders may include:
coordinators
mentees
mentors
organisational management and staff
peers
public
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:
compliance
equal employment opportunity
legal
regulatory
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
behaviours
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

EVIDENCE GUIDE
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.