Unit 339 & 340: Understanding Good Practice in Workplace Coaching & Mentoring ILM Level 4 in Management Assignment UK

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.

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.

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