Modification History
Not Applicable
Unit Descriptor
Unit descriptor |
This unit covers the skills and knowledge required to act as a coach to others in the workplace. |
Application of the Unit
Application of the unit |
Coaching is used when experienced personnel are teamed with new recruits or employees new to a position. The role of a coach is to provide advice, support and guidance as the employee learns new tasks and skills, and becomes familiar with the position and the working environment. In many companies, this is referred to as a 'buddy' system. Coaching or buddying is used throughout the meat industry. |
Licensing/Regulatory Information
Not Applicable
Pre-Requisites
Prerequisite units |
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Employability Skills Information
Employability skills |
This unit contains employability skills. |
Elements and Performance Criteria Pre-Content
Elements describe the essential outcomes of a unit of competency. |
Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the required skills and knowledge section and the range statement. Assessment of performance is to be consistent with the evidence guide. |
Elements and Performance Criteria
ELEMENT |
PERFORMANCE CRITERIA |
1. Establish coaching relationship |
1.1. Areas for development in line with organisational and individual requirements are identified. 1.2. Effective communication styles to develop trust, confidence and rapport are applied. 1.3. Coaching arrangements on how the relationship will be conducted are made. 1.4. Expectations and goals are agreed. 1.5. Input from relevant personnel is sought, if required. |
2. Provide coaching support |
2.1. Individual is assisted to clarify tasks, duties and other requirements associated with the position. 2.2. Individual is assisted to gain required skills and expertise through demonstration, guidance, advice and constructive feedback. 2.3. A supportive environment is provided to allow the individual to develop towards the achievement of required skill levels. 2.4. Individual is encouraged to make decisions and take responsibility for the courses of actions or solutions under consideration. 2.5. Assistance and guidance is provided in a manner that allows the individual to retain responsibility for personal performance. |
3. Evaluate effectiveness of coaching |
3.1. Changes in the coaching relationship are recognised and openly discussed. 3.2. Adjustments to the relationship are made to take account of the needs of both the coach and the individual. 3.3. Feedback from colleagues and other relevant personnel is sought to identify and implement improvements. |
Required Skills and Knowledge
REQUIRED SKILLS AND KNOWLEDGE |
This section describes the skills and knowledge required for this unit. |
Required skills |
Ability to:
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Required knowledge |
Knowledge of:
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Evidence Guide
EVIDENCE GUIDE |
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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. |
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Overview of assessment |
The meat industry has specific and clear requirements for evidence. A minimum of three forms of evidence is required to demonstrate competency in the meat industry. This is specifically designed to provide evidence that covers the demonstration in the workplace of all aspects of competency over time. These requirements are in addition to the requirements for valid, current, authentic and sufficient evidence. Three forms of evidence means three different kinds of evidence - not three pieces of the same kind. In practice it will mean that most of the unit is covered twice. This increases the legitimacy of the evidence. All assessment must be conducted against Australian meat industry standards and regulations. |
Critical aspects for assessment and evidence required to demonstrate competency in this unit |
Competency must be demonstrated over time and under typical operating or production conditions for the enterprise. |
Context of and specific resources for assessment |
Assessment must occur in the workplace and under normal enterprise or production conditions. |
Method of assessment |
Recommended methods of assessment include:
Assessment practices should take into account any relevant language or cultural issues related to Aboriginality or Torres Strait Islander, gender, or language backgrounds other than English. Language and literacy demands of the assessment task should not be higher than those of the work role. |
Guidance information for assessment |
A current list of resources for this Unit of Competency is available from MINTRAC www .mintrac .com .au or telephone 1800 817 462. |
Range Statement
RANGE STATEMENT |
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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. |
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Coaching may include: |
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Coaching arrangements may include: |
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Relevant personnel may include: |
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Changes in the coaching relationship may include: |
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Feedback on performance may include: |
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Communication skills may include: |
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Problem -solving skills may involve: |
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OH &S requirements may include: |
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Regulatory requirements may include: |
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Workplace requirements may include: |
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Unit Sector(s)
Unit sector |
Co-requisite units
Co-requisite units |
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Competency field
Competency field |