Formats and tools
- Unit Description
- Reconstruct the unit from the xml and display it as an HTML page.
- Assessment Tool
- an assessor resource that builds a framework for writing an assessment tool
- Assessment Template
- generate a spreadsheet for marking this unit in a classroom environment. Put student names in the top row and check them off as they demonstrate competenece for each of the unit's elements and performance criteria.
- Assessment Matrix
- a slightly different format than the assessment template. A spreadsheet with unit names, elements and performance criteria in separate columns. Put assessment names in column headings to track which performance criteria each one covers. Good for ensuring that you've covered every one of the performance criteria with your assessment instrument (all assessement tools together).
- Wiki Markup
- mark up the unit in a wiki markup codes, ready to copy and paste into a wiki page. The output will work in most wikis but is designed to work particularly well as a Wikiversity learning project.
- Evidence Guide
- create an evidence guide for workplace assessment and RPL applicants
- Competency Mapping Template
- Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners. A template for developing assessments for a unit, which will help you to create valid, fair and reliable assessments for the unit, ready to give to trainers and students
- Observation Checklist
- create an observation checklist for workplace assessment and RPL applicants. This is similar to the evidence guide above, but a little shorter and friendlier on your printer. You will also need to create a seperate Assessor Marking Guide for guidelines on gathering evidence and a list of key points for each activity observed using the unit's range statement, required skills and evidence required (see the unit's html page for details)
- Self Assessment Survey
- A form for students to assess thier current skill levels against each of the unit's performance criteria. Cut and paste into a web document or print and distribute in hard copy.
- Moodle Outcomes
- Create a csv file of the unit's performance criteria to import into a moodle course as outcomes, ready to associate with each of your assignments. Here's a quick 'how to' for importing these into moodle 2.x
- Registered Training Organisations
- Trying to find someone to train or assess you? This link lists all the RTOs that are currently registered to deliver PSPGOV506A, 'Support workplace coaching and mentoring'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Books
- Reference books for 'Support workplace coaching and mentoring' on fishpond.com.au. This online store has a huge range of books, pretty reasonable prices, free delivery in Australia *and* they give a small commission to ntisthis.com for every purchase, so go nuts :)
Elements and Performance Criteria
ELEMENT | PERFORMANCE CRITERIA |
1. Develop coaching/ mentoring strategy | 1.1 The potential for coaching and mentoring within the work group/organisation is researched. 1.2 A strategy is developed to implement and promote a coaching and mentoring framework, linked to other human resource strategies in the organisation. 1.3 Benefits to all parties involved in coaching and mentoring are clearly outlined, consistent with the organisation's philosophy and goals. 1.4 Ground rules established for coaching and mentoring in the organisation are contained within the strategy. 1.5 Timelines for the implementation of the strategy are developed with key stakeholders. 1.6 Organisational support and resources are obtained for the strategy in accordance with organisational procedures. |
2. Establish a coaching/ mentoring framework | 2.1 A range of coaching/mentoring models is identified to suit the organisation's needs. 2.2 Training is arranged for those interested in being coaches, coached, mentors and/or mentored. 2.3 The requirements of coaching and mentoring contracts/agreements are developed and monitored in accordance with the coaching and mentoring strategy. 2.4 The range of stages in coaching and mentoring relationships is identified and flexibility is built in to the framework to manage the stages where necessary. 2.5 Protocols for matching participants and dealing with difficulties, disputes and grievances are formalised in accordance with the organisation's existing procedures. |
3. Implement and support coaching and mentoring | 3.1 The value of coaching and mentoring is promoted at all levels of the organisation in accordance with organisational policy and procedures. 3.2 Opportunities for mentoring and coaching are identified and communicated to interested parties in accordance with the strategy. 3.3 Internal and external networks are used to support coaching and mentoring in accordance with legislation, policy and procedures. 3.4 Techniques and practices are suggested for resolving differences/problems without damaging relationships, or assistance/referral is provided in accordance with organisational policy and procedures. |
4. Monitor coaching and mentoring arrangements | 4.1 People involved in coaching and mentoring are encouraged to reflect on organisational processes, organisational support and their activities to identify opportunities for improvement and innovation. 4.2 Recommendations made for improvements in the coaching/mentoring strategy are evaluated and implemented as necessary in accordance with organisational policy and procedures. |
5. Consolidate opportunities for further coaching and mentoring | 5.1 The positive contributions of individuals to coaching and mentoring arrangements are recognised and acknowledged. 5.2 Positive changes created through coaching and mentoring arrangements are celebrated and rewarded in accordance with organisational policy and procedures. 5.3 Ongoing opportunities for coaching and mentoring are identified and promoted in accordance with individual and organisational requirements. |