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Unit 339 & 340: Understanding Good Practice in Workplace Coaching & Mentoring ILM Level 4 in Management Assignment UK
| University | Northumbria University (NU) |
Instructions for Assessment and Use of Mark Sheet
- Assessment must be conducted with reference to the assessment criteria (AC). In order to pass the unit, every AC must be met.
- Assessors will normally award marks for every AC and then total them into a percentage. However, there is the option to not use marks at all and merely indicate with a ‘Pass’ or ‘Referral’ in the box provided.
- If an AC receives less than the minimum required marks, it produces an automatic referral regardless of the overall mark achieved.
- Sufficiency descriptors are provided as guidance, indicating the level of performance required for a pass, good pass, or referral.
Section 1: Understand the Context for Effective Workplace Coaching and Mentoring
AC 1.1: Describe and Define the Purpose of Workplace Coaching
The purpose of workplace coaching must be defined accurately, stating its benefits and key features. Examples include:
- Referral: The purpose is not defined or is incorrect.
- Pass: A correct definition with limited context.
- Good Pass: A full definition with detailed context.
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AC 1.2: Describe and Define the Purpose of Workplace Mentoring
The purpose of workplace mentoring involves a clear definition and description of its principal features, including:
- Referral: Purpose not described or defined correctly.
- Pass: Limited but correct description and definition.
- Good Pass: Full definition with comprehensive description.
AC 1.3: Explain the Role and Responsibilities of an Effective Workplace Coach
Focus on explaining how the coach operates effectively by detailing their roles and responsibilities. For example:
- Referral: Roles and responsibilities are listed without explanation.
- Pass: Broad and correct description of responsibilities.
- Good Pass: In-depth explanation of roles, including their organisational impact.
AC 1.4: Explain the Role, Remit, and Responsibilities of an Effective Workplace Mentor
The explanation must cover all three aspects: role, remit, and responsibilities:
- Referral: One or more aspects missing or incorrectly explained.
- Pass: Limited but sufficient explanation.
- Good Pass: Comprehensive explanation with full context.
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AC 1.5: Describe the Behaviours and Characteristics of an Effective Workplace Coach
The description should provide a full range of behaviours and characteristics necessary for coaching effectiveness.
Section 2: Understand the Process and Content of Effective Workplace Coaching
AC 2.1: Explain How to Manage a Coaching Process
Details include goal-setting, following a coaching model, and managing the process effectively.
AC 2.2: Explain the Range of Tools and Techniques for Effective Coaching
Tools should include diagnostic methods and learning preferences, with explanations of their usage and impact.
AC 2.3: Explain the Importance of Maintaining Coaching Records
Explanation must cover the importance and content of coaching records.
Section 3: Understand the Process for Effective Workplace Mentoring
AC 3.1: Explain How a Mentoring Model Can Manage Relationships
Include the features of a mentoring model and its application in workplace mentoring relationships.
AC 3.2: Explain Tools and Techniques for Workplace Mentoring
Discuss the range of tools and how they ensure effectiveness, including learning preferences.
AC 3.3: Explain the Importance of Maintaining Mentoring Records
Details should cover why records are important and what they should contain.
AC 3.4: Identify Barriers to Mentoring and Strategies to Overcome Them
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