MARK SHEET - Understanding Good Practice in Workplace Coaching

MARK SHEET – Understanding good practice in workplace coaching
Centre Number : Centre Name :

Learner Registration No : Learner Name:
INSTRUCTIONS FOR ASSESSMENT AND USE OF MARK SHEET 1. Learner named above confirms authenticity of
Assessment must be conducted with reference to the assessment criteria (AC). In order to pass the unit, every AC must be met. submission.
Assessors will normally award marks for every AC and then total them into a percentage. However, for greater simplicity, there is the option
to not use marks at all and merely indicate with a ‘Pass’ or ‘Referral’ in the box (below right). In order to pass the unit every AC must 2. ILM uses learners’ submissions – on an
receive a ‘Pass’. anonymous basis – for assessment
Where marks are awarded according to the degree to which the learner’s evidence in the submission meets each AC, every AC must be standardisation. By submitting, I agree that ILM
met, i.e. receive at least half marks (e.g. min 10/20). Any AC awarded less than the minimum produces an automatic referral for the may use this script on condition that all information
submission (regardless of the overall mark achieved). which may identify me is removed.
Sufficiency descriptors are provided as guidance. If 20 marks are available for an AC and the evidence in the submission approximates to However, if you are unwilling to allow ILM use your
the ‘pass’ descriptor, that indicates it should attract 10 marks out of 20, if a ‘good pass’ then ca. 15 out of 20. The descriptors are not
comprehensive, and cannot be, as there are many ways in which a submission can exceed or fall short of the requirements. script, please refuse by ticking the box: □
Learning Outcome / Section 1: Understand the context for effective workplace coaching
Sufficiency Descriptors
Assessment Criteria (AC) [Typical standard that , if replicated across the whole submission, would produce a referral, borderline pass or good pass Assessor feedback on AC
result]
Referral [ca. 4/16] Pass [8/16] Good Pass [ca. 12/16]
AC 1.1  The purpose of workplace  The purpose of workplace  There is a full definition that
Describe and define the coaching is not defined, or coaching is defined states precisely the
purpose of workplace is defined incorrectly correctly and appropriately, meaning of workplace
coaching  The purpose of workplace although the context is coaching
coaching is listed rather limited  The principal features of
than described, or is  The principal features of workplace coaching are fully
described incorrectly workplace coaching are and correctly described and
correctly described, the context is detailed and
although the context is appropriate
limited / 16
Pass or Referral
(min. of 8)
Awarded by City & Guilds

Mark sheet – Understanding good practice in workplace coaching
Version 1.0 (March 2017) 1
Referral [ca. 4/16] Pass [8/16] Good Pass [ca. 12/16] Assessor feedback on AC
 The roles and  The roles and  There is an explanation of

responsibilities of an responsibilities of an the purpose of workplace
effective workplace coach effective workplace coach coaching at both
AC 1.2 are listed rather than organisational and
are broadly and correctly
Explain the role and explained, or are incorrect described, although what is individual levels with a clear
responsibilities of an  There is only a partial meant by ‘effective’ is understanding of ‘effective’
effective workplace coach (limited) explanation of the imprecise and the context is detailed
roles and responsibilities of  The principal features of
an effective workplace the roles, responsibilities
coach, or it is incorrect and characteristics of an
effective coach are
explained in depth / 16
Pass or Referral
(min. of 8)
AC 1.3
Describe the behaviours  The behaviours and  The principal features of a  There is a correct and
and characteristics of an characteristics of an limited but sufficient range comprehensive description
effective workplace coach effective workplace coach of behaviours of an effective of the full range of
are listed rather than workplace coach are behaviours and
described, or are incorrect correctly described characteristics of an
 There is only a partial and effective workplace coach
insufficient description of
the behaviours and
characteristics of an
effective workplace coach / 12
Pass or Referral
(min. of 6)

AC 1.4
Explain how coaches  There is an insufficient  There is a limited but  Explanation is given of what
should contract and explanation, or no sufficient and correct is meant by ethical coaching
manage confidentiality to explanation, of how explanation of how  There is a full and clear
confidentiality should be confidentiality should be explanation of how to
coach ethically
contracted in the coaching contracted in the coaching contract and manage
contract contract in order to coach confidentiality in coaching
 There is insufficient or no ethically, although what is contracts that includes
explanation of the meant by ethical is organisational as well as
importance of managing imprecise individual considerations
confidentiality during the  There is a limited but  Impact of legislation on
coaching process in order to sufficient and correct coaching confidentiality is
coach ethically explanation of the explained
importance of managing
confidentiality during the
coaching process in order to
/ 12
coach ethically Pass or Referral
(min. of 6)
Section comments (optional): Verification comments (optional):
Learning Outcome / Section 2: Understand the process and content of effective workplace coaching
Sufficiency Descriptors
Assessment Criteria (AC) [Typical standard that , if replicated across the whole submission, would produce a referral, borderline pass or good pass Assessor feedback on AC
result]
AC 2.1 Referral [ca. 3/12] Pass [6/12] Good Pass [ca. 9/12]
Explain how to manage a  The nature of a coaching  The nature of a coaching  There is a comprehensive
coaching process process is not explained, process is explained correctly and correct explanation of a
agreeing goals and or is incorrect or and appropriately following a simple coaching model
following a simple inappropriate simple coaching model,  There is a comprehensive
coaching model  The importance of although the context is limited explanation of a range of
agreeing appropriate goals  There is a correct but limited different correct and
within the coaching explanation of how to appropriate methods of
process is not explained, manage a coaching process managing the coaching
or is incorrect or to agree goals following a process to agree goals
inappropriate simple coaching model
 There is an insufficient
explanation or no
explanation of a simple
coaching model, or the
model is incorrect or / 12 Pass or Referral
inappropriate (min. of 6)
AC 2.2  A range of appropriate  There is a correct but limited  There is an full and correct
Explain the range of tools assessment tools and explanation of how a narrow explanation of a wide range
and techniques (including techniques are listed range of appropriate of tools and techniques that
diagnostic tools and rather than explained, or assessment tools and can be used to support
those exploring learning are incorrect techniques can be used to coaching
preferences) that can be  There is insufficient support coaching  There is a comprehensive
used to support effective explanation, or no  It is correctly explained how explanation of how
coaching explanation, of how diagnostic tools and appropriate diagnostic tools
appropriate diagnostic techniques can be used can be used to support
tools and techniques can appropriately to support effective coaching
be used to support effective coaching, although  There is a comprehensive
effective coaching, or the the context is limited discussion of what is meant
explanation is incorrect  There is a limited explanation by learning preferences
 There is insufficient of what learning preferences  There is a comprehensive
explanation, or no are explanation of how the
explanation, of what  There is a limited explanation exploration of learning
learning preferences are of how exploring learning preferences can be used to
 There is insufficient preferences can support support effective coaching
explanation, or no effective coaching
explanation, of how  A limited explanation is given
exploring learning of how appropriate
preferences can support assessment tools can be
effective coaching used to identify preferences
in the workplace to support
coaching
 There is a limited explanation
of how an understanding of
those preferences can be
used to support coaching in
the workplace / 12
Pass or Referral
(min. of 6)

AC 2.3  There is insufficient  There is sufficient  There is a full and correct
Explain why it is explanation, or no explanation of the importance explanation of the
important to maintain explanation, of the of maintaining basic records importance of maintaining
basic records of coaching importance of maintaining of coaching activity basic records of coaching
activity and what these basic records of coaching  There is sufficient activity
should contain activity explanation of what the  There is a full and correct
 There is insufficient content of the records should explanation of what the
explanation, or no contain content of the records
explanation, of what the should contain
content of the records
should include /8
Pass or Referral
(min. of 4)
AC 2.4  Potential barriers to  A limited but sufficient range  A comprehensive range of
Recognise any potential coaching in the workplace of correct possible potential correct and possible
barriers to coaching in are not recognised, or are barriers to coaching in the potential barriers to
the workplace and incorrect or inappropriate workplace are recognised coaching in the workplace
explain suitable  There is insufficient  There is a correct but limited are recognised
strategies to overcome explanation, or no explanation of a range of  There is a comprehensive
these barriers explanation, of any suitable strategies to explanation of a range of
suitable strategies to overcome these potential suitable strategies at both
overcome these barriers barriers organisational and
individual level to overcome
these barriers / 12
Pass or Referral
(min. of 6)
Section comments (optional): Verification comments (optional):
/ 100
TOTAL MARKS
Assessor’s Decision Quality Assurance Use
Signature of Assessor: Signature of QA:
Outcome (delete as applicable): Outcome (delete as applicable): PASS /
PASS / REFERRAL REFERRAL
Date: Date of QA check:


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MARK SHEET - Understanding Good Practice in Workplace Coaching

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MARK SHEET – Understanding good practice in workplace coaching

Centre Number : Centre Name :

Awarded by City & Guilds

 The roles and  The roles and  There is an explanation of

Awarded by City & Guilds

Awarded by City & Guilds

Awarded by City & Guilds

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