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The ETO structured mentor relationship is the key to
receiving the 6 month Job Network retention/outcome payments
for Indigenous placements. ETO staff have developed and delivered
innovative company specific Indigenous mentor programs with
a range of clients nationally for 4 years. ETO work with
companies using the ETO mentor checklist to tailor a mentor
program to the specific needs of the company and their
Indigenous employees. Our mentoring services are tailored to
situations where either retention for new employees is the
focus, or career development and motivating
existing employees is targeted.
Retention mentoring tackles the real cross cultural
issues faced by new Indigenous employees. It ensures
retention for the first 6 to 12 months in the new job. ETO
initially developed an accredited mentoring course (Cert
III level) to give mentors specific skills in mentoring for
retention. The specific mentoring for retention competencies
were developed and accredited because existing accredited
training for mentors was focused on career development and
did not cover the Indigenous cultural issues that arise in
mentoring Indigenous employees/trainees for retention.
For course competencies on the Indigenous mentor course
see below. Note this course has now been adapted for use
with all special needs groups
ETO can:
- Assist you to determine the most suitable mentoring
model for your company.
- Develop resources to ensure mentors, employees, and
supervisors are clear as to their roles and your mentor
policy guidelines.
- Train mentors in either the accredited or a
specifically designed non-accredited format.
- Prepare staff for the introduction of special needs
jobseekers staff by means of quality, highly regarded
cultural awareness training if appropriate.
- Provide fee for service based mentoring via a pool
of trained mentors.
Mentoring for Retention Course
The ETO accredited mentoring for retention course is
based on a suite of new and existing nationally
endorsed competency standards.
Details:
Mentors chosen for the training must
meet 2 key criteria:
- A proven work history and a
knowledge of Indigenous Australian
culture, and
- Demonstrate that they can
communicate with Indigenous
Australians in a culturally
sensitive fashion. That is they must
have the work history and cultural
knowledge required to be a credible
role models for an Indigenous
trainee living and working in a
cross cultural situation.
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As part of the course development process a new unit
of competency (ETO001A: Mentor Indigenous Trainees for
job retention) has been developed which describe the
specific work performance required of a Mentor of
Indigenous trainees and employees. The elements of this
unit of competency are:
- Establish a mentoring relationship
- Assess client’s needs and develop a mentoring
plan
- Facilitate a mentoring relationship
- Empower client to operate autonomously in the
workplace
- Evaluate effectiveness of mentoring process
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The vocational outcomes of the course cover the ability to
establish, maintain and conclude an effective mentoring
relationship with Indigenous trainees for the purpose of:
-
retaining them in their current employment,
-
improving their access to employment
and training opportunities,
-
enhancing their chances of ongoing employment,
and/or
-
completing their accredited training.
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In addition to the specific mentoring competency,
the course will provide the skills and knowledge
required for competency in a suite of three
complementary units of competency from the Business
Services Training Package. The BSB competencies are:
- BSBCMN304A: Contribute to personal skill
development and training
This unit is included as it covers the
skills and knowledge required to support the
candidate’s learning and skill development
needs in the area of Indigenous employment
and training.
- BSBCMN315A: Work effectively with
diversity
This unit is required to enable
candidates to recognise individual
differences and respond sensitively and
work effectively with Indigenous
trainees and employees.
- BSBCMN317A: Meet customer needs and
expectations
This unit provides skills and
knowledge to deal with complex and
long term “customer” relationships.
It is focused on the requirement of
the mentor to identify, clarify and
meet the needs of Indigenous
trainees over an extended period.
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The course will address the seven key competencies that
represent the generic skills considered for effective work
participation, as follows:
-
collecting, analyzing and organizing
information (Level 2)
-
communicating ideas and information (Level 2)
-
working with others and in teams (Level2)
-
using mathematical ideas and techniques
(Level1)
-
solving problems (Level 2)
-
using technology (Level 1)
The general competencies will be assessed concurrently with
the BSB and technical mentoring competencies to ensure a
relevant work-based context. The assessment process and
instruments will integrate the competencies in a holistic
manner that reflects the incorporation of all of the
competencies in real work tasks and roles.
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On completing the course, the mentor will be able to:
-
assist the client to articulate their own
needs and solutions, and develop their own problem solving
strategies
-
assist the client to assess their own skills
and progress and to set achievable goals
-
motivate the client by acting as a role model
and providing clear and objective feedback
-
balance support with the need for the client
to develop independency, self reliance
-
demonstrate mutual trust and respect
differences in beliefs, attitudes, goals and priorities
-
meet the client’s needs as set out in
the mentoring agreement
-
assist the client to perform in a
mainstream workplace culture
-
assist the client to deal with
family/cultural barriers to employment retention
To achieve the above work outcomes, course graduates will
have the knowledge to apply and explain:
-
mentoring principles, potential benefits and
typical challenges
-
the diversity of Indigenous Australian
societies and cultures and current issues affecting
communities
-
interpersonal communication techniques such
as: listening supportively, open questioning, providing
constructive feedback, attentiveness, patience, challenging
trainee’s limitations, sensitivity to cross-cultural issues
-
strategies to overcome family and cultural
barriers to retention in mainstream employment and to
balance across cultural lifestyle.
The vocational outcomes of establishing and maintaining an
effective mentoring relationship are enhanced by the
inclusion of a package of generic work-based competencies
around:
-
contributing to personal skill
development
-
working effectively with diversity
-
meeting customer needs and
expectations
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The employment/educational outcomes of the course are
consistent with Certificate III outcomes under the
Australian Qualifications Framework. Within this level,
graduates of the course would be expected to:
-
perform a defined range of skilled mentoring
operations involving known routines, methods and procedures
-
exercise some discretion and judgement in the
selection of appropriate mentoring techniques and
application of contingency measures
-
select, adapt and transfer skills
and knowledge to differing environments, providing
leadership in resolution of specific problems
-
participate in teams where some
responsibility for developing others may be involved
These competencies are consistent with the broad thrust of
the AQF descriptors of the characteristics of competencies
at the AQFIII level.
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The training
will be conducted in two formal classroom based blocks
(approx 4 days each). There will be approximately three
weeks between the blocks, the training is a mix of theory
and practice, with trainees completing practical activities
throughout the training. Trainees will conduct simulated
mentor interviews during the training. Trainees will also
complete three professionally supervised workplace mentor
sessions. The training provider will organise availability
of appropriate indigenous mentees for the supervised
workplace mentor sessions. Trainee to trainer ratio will be
a maximum of ten to one.
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Delivery and assessment of the course must be undertaken
within an environment in which the candidates have an
opportunity to apply the skills and knowledge gained in the
structured learning in situations involving the support of
Indigenous frames and employees.
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The assessment of competency in the
package of units is undertaken in the
workplace or simulated environment using
role plays, case studies and practical
examples. Requirements to receive
the qualification is the achievement of all four units of
competency.
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This course has been designed to address the specific needs
of individuals involved in field-based support and advisory
services to Indigenous trainees and employees on behalf of
their organisation.
The course may be customised in accordance with ANTA
customisation guidelines. Customisation may occur within
the context of the units of competency, Range of Variables
and Evidence Guide statements. In particular, it is
expected that the delivery of this course would be modified
according to the client organisation, such an Indigenous
community organisation, New Apprenticeship Centre,
Registered Training Organisation, Group Training Company, or
other client-based organisation.
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There are no appropriate exit points within the course
leading to a lower level qualification.
Not applicable.
Not applicable
For further
information:
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