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Elements and Performance Criteria

1. Establish mentoring relationship
   • Identify areas for development in accordance with organisational and individual requirements
   • Use effective communication styles to develop trust, confidence and rapport
   • Make mentoring arrangements on how the relationship will be conducted
   • Agree upon expectations and goals
   • Seek input from relevant personnel if required
2. Provide mentoring support
   • Assist individual to identify and evaluate opportunities to achieve agreed goals and development activities
   • Share personal experiences and knowledge with individuals to assist in progress to agreed goals and development
   • Provide a supportive environment to allow individuals to progress towards achieving their goals
   • Encourage individuals to make decisions and take responsibility for the courses of action or solutions under consideration
   • Provide assistance and guidance in a manner that allows individuals to retain responsibility for achieving their goals
3. Evaluate effectiveness of mentoring
   • Recognise and openly discuss changes in the mentoring relationship
   • Make adjustments to the relationship to take account of the needs of both the mentor and the individual
   • Seek feedback from the individual and other relevant personnel to identify and implement improvements
4. Establish mentoring relationship
   • Identify areas for development in accordance with organisational and individual requirements
   • Use effective communication styles to develop trust, confidence and rapport
   • Make mentoring arrangements on how the relationship will be conducted
   • Agree upon expectations and goals
   • Seek input from relevant personnel if required
5. Provide mentoring support
   • Assist individual to identify and evaluate opportunities to achieve agreed goals and development activities
   • Share personal experiences and knowledge with individuals to assist in progress to agreed goals and development
   • Provide a supportive environment to allow individuals to progress towards achieving their goals
   • Encourage individuals to make decisions and take responsibility for the courses of action or solutions under consideration
   • Provide assistance and guidance in a manner that allows individuals to retain responsibility for achieving their goals
6. Evaluate effectiveness of mentoring
   • Recognise and openly discuss changes in the mentoring relationship
   • Make adjustments to the relationship to take account of the needs of both the mentor and the individual
   • Seek feedback from the individual and other relevant personnel to identify and implement improvements

Range Statement

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Performance Evidence

The candidate must be observed acting as a mentor to others in the workplace. Evidence must demonstrate the candidate’s consistency of performance over time at production speed.

The candidate must:

establish, maintain and appropriately modify a mentoring relationship

use effective planning skills to organise activities

apply communication skills in giving, receiving and analysing feedback relating to the mentoring process

apply relevant problem-solving skills

assist another individual to achieve their goals and development needs using significant workplace knowledge and experience

demonstrate effective methods of mentoring

apply relevant workplace health and safety, regulatory and workplace requirements

demonstrate methods and techniques for eliciting and interpreting feedback

work effectively with individuals who have diverse work styles, aspirations, cultures and perspectives

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Knowledge Evidence

The candidate must demonstrate a factual, technical, procedural and theoretical knowledge of:

methods for identifying development opportunities

enterprise Standard Operating Procedures (SOPs), work instructions, relevant regulatory requirements and how they apply to mentoring processes

principles of mentoring

role and benefits of mentoring

relevant workplace health and safety, regulatory and workplace requirements

methods and techniques for eliciting and interpreting feedback

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