Life Skills Coaches Association of BC
Accreditation Pilot Project based on the ALSCO process

Table of Contents

Return to BC Accreditation Pilot Projects directory

HISTORY

At the 1993 Annual General Meeting of the Life Skills Coaches Association of British Columbia (the Association), a motion was passed by the members that the Accreditation Committee (the Committee) become a Standing Committee of the Association, thereby formalizing the mandate of Accreditation.

At the 1995 Annual General Meeting of the Association, a motion was passed by the members that the process being tested at the Committee's recommendation be considered a Pilot Project, and that at least three other processes be developed by the Committee for consideration, along with results of the Pilot Project, by the next AGM. The process being used in LSCABC's accreditation Pilot Project was developed from that modeled by the Association of Life Skills Coaches of Ontario and modified by the Alberta Society of Life Skills Coaches.

At the 1996 AGM, the members passed a motion designating the three optional processes that were presented to be Pilot Projects. The members intend to test all four processes and consider the results at the next AGM.

return to Table of Contents

THE PROCESS

1. The applicant must be a member in good standing of the Association.
2. The applicant requests Internship with the Association in writing and provides the following:
   • two letters of reference from people who are familiar with the applicant's work
   • details of experience (a minimum of 500 coaching hours) and training, including contacts for verification of both
   • a $10.00 fee
3. The Association sends to successful applicants (Interns) a package containing details about selecting Mentors, a list of the Competencies and further instructions as to procedure.
4. The Intern arranges for Primary and Secondary Mentors and informs the Association of this in writing and pays a further and final fee of $40.00.
5. Mentors work on a voluntary basis. Either the Intern or the Mentor may terminate the Mentoring relationship at will. It is the Intern's responsibility to maintain contact with the Mentors. Expenses like phone charges, agreed upon travel expenses, video tapes, etc. are the responsibility of the Intern.
6. The Primary Mentor assesses the Intern's existing competencies and assists the Intern to focus learning to fulfill the Accreditation requirements.
7. The Intern arranges for Field Supervisors as necessary.
8. The Primary Mentor presents the Intern for Accreditation when the Competencies have been satisfactorily demonstrated.
9. The Association, through the Accreditation Committee, may then grant Accredited Coach status to the Intern.

return to Table of Contents

ROLES

• Intern: A member in good standing of the Association who wishes to become recognized as an Accredited Coach and has been accepted into the Process by the Committee.
• Accredited Coach:Has fulfilled the requirements for Accreditation to the satisfaction of the Committee.
• First Intern: Since there are no Accredited Coaches in BC to serve as Mentors, the Executive of the Association, following the recommendation of the Committee, has appointed a group of experienced Coaches and Coach Trainers to serve as First Interns. They will complete Internships with one another under the supervision of the Executive and the Committee in order to become Accredited Coaches and Provisional Mentors.
• Provisional Mentor: An Accredited Coach with a minimum of 1000 hours of coaching experience who, with the approval of the Committee, guides the Intern through the Process, evaluates competencies and recommends the Intern for Accreditation.
• Mentor: A Provisional Mentor who has successfully guided two Interns through the Process will be recognized as a Mentor.
• Primary Mentor: A Mentor or Provisional Mentor who guides the Intern through the Process.
• Secondary Mentor: A Mentor or Provisional Mentor who supports and advises both the Intern and the Primary Mentor and mediates as necessary.
• Field Supervisor: Serves as fair witness to Intern's competency. May be from the Intern's work setting or may be a teacher or trainer involved with the Intern. Field Supervisors are subject to the acceptance of the Primary Mentor.

return to Table of Contents

EVIDENCE OF COMPETENCE

Since the Competencies are observable behaviours, Interns will demonstrate them to observers. Interns must arrange to be observed by their Mentors or by Field Supervisors who report to the Mentors. Mentors may observe demonstration of Competencies on video tape. The Mentors' role is only partly that of evaluator. Another important function of the Mentors is to assist Interns by providing feedback and support.

return to Table of Contents

ASSESSMENT OF COMPETENCE

The Primary Mentors will assess Interns' competence using a three stage system.

1. LIMITED EVIDENCE OF SKILL
   Although there was an opportunity to demonstrate the skill, there was limited evidence of its use. The observer makes no judgment as to whether or not the Intern has the skill. 'Limited Evidence' means that the observer has not yet witnessed the Intern's demonstration of a particular skill to a satisfactory level.
2. SKILL DEMONSTRATED
   It is observed that the Intern has some skill and uses opportunities. It may be that the Intern has not achieved a consistent level of this skill and/or that the Intern does not use the skill at all times when it is seen as needed.
3. CONSISTENTLY DEMONSTRATES SKILL
   It is observed that the Intern has the skill and uses it consistently. This level of skill is required for Accreditation purposes.

   return to Table of Contents

APPEAL PROCEDURES

1. Applicant Appeals
   If an application for Internship is refused by the Committee,the applicant may bring a 'Special Case' appeal before the Executive of the Association.
2. Intern Appeals
   • FIRST LEVEL: In the event of disagreement between Primary Mentor and Intern, the Secondary Mentor will be available to mediate.
   • SECOND LEVEL: The second level of appeal brings the disagreement to the Committee for mediation.
   • THIRD LEVEL: The final level of the appeal procedure is to the Executive of the Association. The Executive will hear all parties in the dispute and arbitrate a final decision.
     Any member of the Executive who is party to the dispute will not participate in the decision except as necessary to bear witness.

return to Table of Contents
return to BC Accreditation Pilot Projects