ASSESSMENT TALK                                                            October 2012        The	   Chartered	   Institu...
MESSAGE FROM THE CIMAP                                                                                          CHANGES TO...
CIMAP ASSESSMENT TALK OCTOBER 2012                                                       MANAGING ETD PROCESSES IN YOUR OR...
CIMAP ASSESSMENT TALK OCTOBER 2012                                                                                     SOU...
CIMAP ASSESSMENT TALK OCTOBER 2012      The	   issues	   I	   have	   discussed	   have	   consequences	   for	   the	   c...
CIMAP ASSESSMENT TALK OCTOBER 2012      Question	  4                                                                      ...
CIMAP October 2012 Newsletter
CIMAP October 2012 Newsletter
CIMAP October 2012 Newsletter
CIMAP October 2012 Newsletter
Upcoming SlideShare
Loading in...5

CIMAP October 2012 Newsletter


Published on

The Chartered Institute for the Management of Assessment Practice (CIMAP) is a Professional Body and registered Non Profit Organisation. CIMAP is focused on creating a voice for stakeholders in education, training, and development in South Africa. CIMAP is dedicated to supporting the needs of practitioners involved in assessment, moderation, facilitation, and ETD Practice.

Published in: Education
  • Be the first to comment

  • Be the first to like this

No Downloads
Total Views
On Slideshare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

CIMAP October 2012 Newsletter

  1. 1. ASSESSMENT TALK October 2012 The   Chartered   Institute   for  the  Management  of   Assessment  Practice (CIMAP) Board  Members: Chairperson:    D.E  Damons   MSc;  (FCIEA  U.K)   Vice-­‐Chairperson:  Prof.  M.   Mehl,   Prof.  D  S.  Matjila;   Dr.  W.  Guest-­‐Mouton; Dr.  K.  Deller; Mr.  P.  Mathebula  (BEd   Hons) Mr.  T.  Tshabalala; Dr.  W.  Goosen,  (FCIEA  U.K); Mrs.  R.  Pillay  (M.Ed.); Dr.  M.  Serfontein,  (FCIEA   U.K); Dr.  L.  Meyer,  (FCIEA  U.K); HEADOFFICE CIMAP  Suite  16 Newsle^er  Editor:   Regional  Conveners: Republic  Rd Bordeaux H.  D.  Edwards       EC   L.  Findlay     Limpopo     T.  Tshabalala Randburg  -­‐  2125       GA   H.  Van  Twisk     KZN     J.  Topping       CPT   S.  Louw         FreeState   S.  Lala T  -­‐  011  329  9000       Ethics   H.  D.  Edwards F  -­‐  086  218  4466 W  -­‐ REGION  KZN     1st  Floor  Cowey  House  Morningside  Durban  -­‐  4001 M  -­‐ REGION  WC     CIMAP  Suite  West  Block  Tannery  Park  23  Belmont  Road  Rondebosch  -­‐  7700 Message from the CIMAP Board Dear  CIMAP  Members, assessor   awards.     This  is   a   great   honour  for   other   benefits   that  accrue   to   members   of  a   As   the   year   starts   to   wind   down   and   head   CIMAP   and   it   is   a   testament   to   every   professional  body  like  CIMAP.    These  include: towards   its   close   we   welcome   all   the   new   member  that   has   put  their   hand  up  (and   into   E n h a n c i n g   y o u r   n e t w o r k   –   a   members  who  have   joined  us   this   month!    It   t h e i r   p o c k e t ! )   a n d   j o i n e d   u s   t o   professional   body   is   a   synergistic   is   heartening  to  see  the  support   that   CIMAP   professionalise   the   industry   for   the   good  of   group   and   being   in   the   company   of   is  gaining,   as   the   swelling   numbers  allow   us   the  entire  skills  development  agenda. like-­‐minded   people   is   better   than   an   even   larger   voice   in   these   turbulent   While   some   employers   and   assessment   being   on   your   own.     Operating   as  an   times.     CIMAP   is   aware,   from   studying   its   providers  are   setting  CIMAP  membership  as   independent   assessor   can   be   lonely   membership   database,   that   many  members   a   prerequisite   for   recruitment,   many   CIMAP   and   being   a   member   of   CIMAP   will   are   independent  assessors  or  small   providers   members  have   joined   voluntarily,   and   their   give   you  access  to  people   with   whom   and   we   know   that   the   economy   and   agreeing   to  abide   by  a   set   of   rules  and  code   you  can  network; approaching   ‘silly   season’   often   have   a   of  ethics  is  a  wholly  self-­‐started  initiative.     Finding  a   mentor  who  can  assist   you  to   dampening  effect   on  the   revenues   of  these   stakeholders   so   we   appreciate   greatly   the   INSIDE THIS ISSUE get   through   a   difficult   project   or   enhance   your   assessing/moderating   decision   you   have   made   to   become   a   Labour  market  challenges  -­‐  4  FAQ   skills  and   practice  -­‐  of  course,   you  can   m e m b e r   o f   C I M A P   a n d   p a y   y o u r   Professional  Bodies  -­‐  5 also   become   a   mentor   to   a   new   membership  fees.   A  rethink  on  qualifications  -­‐  8 assessor   or   moderator,   which   can   Our   efforts  as   a   professional  body,   and   as  a   Recognition  of  Prior  Learning  -­‐   become  immensely  fulfilling  –   and  can   representative   of   assessors,   is   steadily   e a r n   y o u   v a l u a b l e   C o n t i n u i n g   ETD  events  -­‐  10 gaining   momentum.     Recently,   the   ETDP   Professional   Development   (CPD)   SETA   approached   us   to   consider   taking   on   At  CIMAP   we   see  this  as  a   genuine   desire   to   points;                                                                                                              Cont. the   role   of   Assessment   Quality   Partner   self-­‐regulation   and   improvement   of   (AQP)   for   its   national,   QCTO-­‐registered,   assessment   quality  and  ethics.     But   there   are  1 ⇢
  2. 2. MESSAGE FROM THE CIMAP CHANGES TO FET COLLEGE CIMAP ASSESSMENT TALK OCTOBER 2012 BOARD CONT. REGISTRATION CONT. Enhancing   your   knowledge   –   CIMAP   members   are   QCTO  or  the  body  to  which  the   QCTO  has  delegated  such   encouraged   to  share  information  and  often  CIMAP  secures   a   function  in   order   to  be   accredited   as  skills  development   information   from   the   national  educational   structures   first   providers. and   is   able   to   disseminate   this   through   its   membership   Private   skills   development   providers,   who   are   currently,   base.    In  an  environment   where   ‘knowledge   is  power’   this   registered   with   DHET   and   Further   Education   and   has   proved   incredibly   valuable   to   members   and   allowed   Training   (FET)   Colleges   for   qualifications   and/or   part-­‐ them   to   stay   ahead   of   their   competitors   who   are   not   qualifications  on  levels  2  –   4   of  the  OQF  and  that  wish  to   CIMAP  members; continue   with   their   current   offerings,   need   not   apply  for   Showing   a   prospective   client   (or   employer)   that   you   are   re-­‐registration   with   DHET   when   their   registration   serious   about   your   role   as   an   assessor   by   listing   your   period  ends. CIMAP   professional   designation   and   membership   status   However,   after   the  registration  period  ends  and  they   still   wish   to   on   your   CV,   email   signature   and   other   credentials.     It   continue   offering  these   or  additional  qualifications   and/or   part-­‐ shows  that   you   have   committed   to   stay   up-­‐to-­‐date   with   qualifications  on   levels   2   –   4   on  the   OQF,   they   are   required   to   your   profession   voluntarily   (through   CPD)   and   that   you   apply   for   accreditation   to   the   QCTO   or   the   body   which   the   have   committed   to   a   set   of   ethical   standards.     This  puts   QCTO  has  delegated  such  a  function. you  ahead  in  the  recruitment  game; Private   skills   development   providers,   who   are   currently   Avoiding   the   need  to  re-­‐invent   the   wheel   each  time   you   registered   with   the   DHET   and   wish   to   extend   their   have   a   need  –  while  CIMAP  members  may  see  themselves   scope   of   provision   to   offer   additional   qualifications   or   as   competitors   there   is   already   a   great   deal   of   sharing   part-­‐qualifications  on   levels   2  –  2  of  the  OQF,  must  apply   going   on   throughout   the   network.     At   the   moment   it   is   for   accreditation   to  the   QCTO   or   the   body   to   which   the   mostly   limited   to  information  but  ideally  it  will   expand   to   QCTO  has  delegated  such  function the   sharing   of   projects,   assessment   documents   and   templates  over  time.     It   should  however   be   noted  that  if  the   providers  above  are   also   offering  qualifications  and/or   part-­‐qualifications  that   are   on  the   At   CIMAP   we   are   aware   that   ‘no   person   is   an   island’   and   by   Higher   Education  Qualifications  sub-­‐framework   and/or   the   sub-­‐ coming   together  and   putting  our  ‘islands’   together  we   can  build   framework   of  UMALUSI,  they   MUST  be   registered  with  DHET  as   a   ‘land   mass’   of   knowledge   and   professional   integrity   in   the   Private   Higher   Education   Institutions   and/or   as   Private   FET   domain  of  assessment  practice.     Colleges. The   board   of   CIMAP   salutes   all   new   and   established  members   Amendments  of  Council  of  Registration and  we  welcome  your  suggestions  and  participation. Relating   to   the   amendments,   note   that   should   you   want   to   Yours  in  assessment  excellence! amend/change   any   aspect  of   your  registration   as  a  private   FET   College   (i.e.   qualifications,   sites   of  delivery,  legal  name),  you  will   CHANGES  TO  FET  COLLEGE   be   de-­‐registered   as   a   private   FET   College   upon   provision   of   proof   of   accreditation   by   the   QCTO   as   a   skills   development   REGISTRATION  REQUIREMENTS  BY   provider.   The   de-­‐registration   will   not   affect   the   credibility   and   DHET the   recognition   the   institution   enjoyed   as   a   registered   private   FET  college   in  any  negative   way  as  long  as  it  is  accredited  by  the   The   Department   of   Higher   Education  and  Training  has  changed   QCTO  or  any  agency  delegated  such  a  function  by  the  QCTO. the  registration  requirements  for  FET  Colleges.  FET  Colleges  will   Please  note   that   all  the   above   does  not  relate   to   any   registered   no   longer   be   required   to   register   with  the   Department   if   they   private   FET   College   that   offers   qualifications   or   programmes   only   offer   qualifications   that   fall   under   the   jurisdiction   of   the   that  fall  on  Levels  2  –   4  of   the  sub-­‐framework   of  Umalusi  (i.e.  the   QCTO  or  the  body  nominated  by  the  QCTO  i.e.  a  SETAs. General   and   Further   Education   and   Training   Qualifications   A   joint   communiqué   has   subsequently   been   issued   by   SAQA,   Framework  (GENFETQF).  Such  a  college   must  remain   registered  INTEGRITY ;; DISCIPLINE ;; CREDIBILITY DHET  and  the  three  Quality  Councils  providing  guidelines   on  the   in  terms  of  the  FET  Colleges  Act   and   related  Regulations  and   has   registration  and  accreditation   of   skills  development  providers   in   to  remain  such  registration. the   terms  of  the   Skills   Development   Act,   1998.   These   guidelines   Should   you   have   any   query   regarding   the  matter,   you   may   will  be   forced  until  they   are   replaced   by  long  term   requirements.   contact  DHET  on  012  312  5567. The   communiqué   (Join  Communiqué   1   of  2012)  is  available   on  the   website  of  the  Department  of  Higher  Education  and  Training  and   SAQA. The   following   information   was   supplied   by   DHET   in   a   CIMAP communique  to  accredited  providers  registered  with  DHET: IS PROUDLY Skills   development   providers   must   note   the   following   aspects   ASSOCIATED WITH and   consider   the   implementation   thereof   in   terms   of   the   SABPP; PRISA & SA PAYROLL registration  as  a  private  FET  College. ASSOCIATION Private   skills   development   providers,   who   are   not   yet   registered   with   DHET   and   that   wish   to   offer   only   qualifications   and/or   part-­‐qualifications   on   level   1   -­‐   10   of   the   Occupational   Qualifications   framework   (OQF),   will   not   be  registered  with  DHET.  They   must   only   apply   with  the   2 ⇢
  3. 3. CIMAP ASSESSMENT TALK OCTOBER 2012 MANAGING ETD PROCESSES IN YOUR ORGANISATION BY IMPLEMENTING A QUALITY MANAGEMENT SYSTEM Month-­‐by-­‐month   hundreds   of   aspiring   Learning  tMaterial  o  mandatory  vSarious  egistration  process can  be   Developer  -­‐   competencies  that   attained;   here  is  n ETA  r Training   Providers   apply   to   any   one   or  more   of  the   Coach/Mentor  -­‐  various  competencies  that  can  be  attained;  there   SETAs   -­‐   hoping   for   a   speedy   acceptance   of   their   application   for   is  no  mandatory  SETA  registration  process accreditation. Project  Manager  (Learnerships)  -­‐  various  competencies  that  can   Everybody  wants  a  bite  of  the  fruit  from  the  tree  of  learning. be  attained;  there  is  no  mandatory  SETA  registration  process Q  -­‐  Is  it  possible  to  expedite  a  bureaucratic  process?     The  next  (but  probably   most   important)  step  is  to   create  a  Quality   Q   -­‐   Is   the   local   ETD   landscape   known   for   its   ability   to   process   Management  System   (QMS)  that  will   form  the  foundation  of  the   anything  quickly?     entire  ETD  process  in  your  organisation. A   moot   point   -­‐   one   that   always   generates   healthy   and   vigorous   The   QMS   will   contain   all   the   policies   to   drive   successful   discourse.    That  notwithstanding  -­‐   one   must   look  at  every   step  of   implementation  and  the   SETA  will  want   to   see   not  only   that  the   the  process  before   one   finds  fault  with  an   ETQA   or  with   a   SETA.    It   policies  are   in  place   but  that   you  implement  and   regularly  review   is  a  sad  fact  of   life   that  there   is  not  one   seamless  (logical)  process   the  policies  and  associated  procedures. across   the   board   -­‐   each   SETA   has   its  own   processes,   steps   and   The  overarching  policies  include  but  are  not  limited  to:  -­‐   ! requirements;   requirements   which   have   been   known   to   create   irritation,  distrust  and  in  some  cases  disgust  but  rarely  delight. Learning  Programme  Design  &  Development  procedure Learner  entry,  guidance  and  support Let   us  examine   the   requirements   although   in  reality  there   is  only   one   overriding   criterion.     All   you  have   to   do   is   to   convince   the   Marketing  strategy SETA  that  you  are  not   going  to  emigrate  tomorrow  and  leave   your   Human  Resource  Policy Learners   in   the   lurch;   convince   the   SETA   that   you   have   a   solid   Financial  Management foundation   in   your   business  that   conforms  to   every   law   and   Act   known   to  man   and  you  are   A  for  Away.     Surely   that  is  easy  -­‐   my   Audit  &  Review  system business  is  solid  -­‐  is  yours? Health  &  Safety  in  training One   would   think   so   yet   increasingly   Providers   are   exposed   for   Management  Reviews running   a   dubious   business   where   business   practice   is   based   on   Assessment  and  Moderation making  a  quick  buck  -­‐  NOT  on  Learner  support  and  certification. Training  Committee,  Reporting  and  Predicting However,   this  article   does   not   seek   to   address  a   lack   of   values;   Appeals  and  Complaints neither  does  seek  to  expose   those   Providers  who  are   here   today   Management  of  physical  resources and  gone  tomorrow. So  what   should  a   Provider  do  to  expedite  the   process  of  becoming   accredited? Let’s  deconstruct  the  process  by  asking  these  questions. Q  -­‐  Is  your  business  a  registered  legal  entity  (with  CIPC)? Q  -­‐  Is  your  business  financially  stable? Q  -­‐  Do  you  have  a  valid  and  current  tax  clearance  certificate? Q   -­‐   Have   you   earmarked   Registered  Constituent   Assessors   who   have  evaluative  expertise  in  the  subject  matter  you  offer? Names  of  policies  may  differ  across  the  SETAs  yet  the  principles  of   Q  -­‐   Have   you  appointed   a   registered   Internal   Moderator   for  the   ETD   co-­‐ordination   and   administration   remain   the   same.     Your   courses  you  wish  to  offer? organisation  may  already   have  some   of  these   policies  where  they   Q   -­‐   Is   your   material   properly   aligned   and   has   the   material   been   serve   the   business  -­‐  the   caveat   is   that   they   must   refer  specifically   declared  fit  for  purpose  by  your  Internal  Moderator? to  ETD,  with  proof  of  sustainable  implementation.    INTEGRITY ;; DISCIPLINE ;; CREDIBILITY Make   sure   that  all  the  ETD   Practitioners  serving   the   business   are   EXAMPLE  -­‐  If  you  already  have  a  Management   Review   System   in   suitably   competent   and   registered  with  the   relevant   SETA  where   place   in  your   business   then   make   sure   it   includes   review   of   ETD   registration  is  required.    Us  this  list  as  your  guideline. implementation. Trainer  -­‐  should  be  a  subject  matter  specialist  in  the  topic  being   EXAMPLE  -­‐   If  you  already   have   an  OHS  policy   in   place   then  make   trained;  should  ideally  have  attained  competence  in  (minimum)   sure   it   covers   Health   and   Safety   as   it   relates   to   learning   and   US117871;  no  requirement  to  register  with  any  SETA/ETQA development,   i.e.   building   floor  plan  in  each   training   room,  clearly   marked   emergency   exits,   visible   fire   extinguishers,   first   aid   kit   Assessor  -­‐  must  be  competent  in  US115753  (minimum);  must  be   with   Office   Manager,   proper   and   safe   conduit   for   cables,   registered  with  the  SETA  that  is  representative  of  the  Assessors   evacuation  plan  on  the  wall  in  the  reception  area  and  so  forth.   evaluative  expertise Is  this  an  insurmountable   task?     No.    The   process  is  governed   by   Moderator  -­‐  must  be  competent  in  US115759  (minimum);  must   law   so   presumably   you   run   a   business   based   on   sound   ethical   be  registered  with  the  SETA  that  is  representative  of  the   principles.    You   may   not   be   ready   to   embark   on   your   quest   for   Moderators  evaluative  expertise accreditation  if  you  do   not  already  have   these  or  similar  policies  in   SDF  (Skills  Development  Facilitator)  -­‐  various  competencies  that   place  in  your  organisation. can  be  attained;  for  the  SDF  to  upload  WSPs  and  ATRs  the  SDF          Heidi  D  Edwards  (PCIMAP)  pays  her  dues  to  CIMAP  &   must  register  with  the  SETA  that  represents  the  clients  field  of   business  (based  on  SETA  and  SIC  codes) the  Ethics  Institute  of  South  Africa 3 ⇢
  4. 4. CIMAP ASSESSMENT TALK OCTOBER 2012 SOUTH AFRICAN LABOUR MARKET CHALLENGES PRESENTATION   BY   HERMAN   MASHABA,   CHAIRMAN   to   make   their   own  choices  on   a   matter  that   is  so   critical  to  their   OF  THE  FREE  MARKET  FOUNDATION  AT  SACCI  ANNUAL   survival   and   the   well-­‐being   of   their   families.   The   lawyers   must   work   out   how   to  change   the   labour  laws  so  that  the   human  rights   CONVENTION  ON  5  OCTOBER  2012   of   the   unemployed,   to   work,   instead   of   being   barred   from   No   one   can   deny,   or   hide   the   fact,   that   South   Africa’s   working,  can  be  restored  to  them. unemployment   has   reached   crisis   proportions.   I   address   my   concerns  over  the   crisis,  not  as  an  economist,   or  as  a  labour  expert,   Another   issue   that   sticks   out   like   a   sore   thumb   is   the   lack   of   but   as   a   simple   South   African   businessman   who   has   been   an   entrepreneurship   and   small   business  ownership   in   our   country.   It   employer   for  the  past  27   years,   by   just  applying  common  sense   to   seems   to   me   that   we   have   gone   backwards   since   1994.   There   the   situation.   I   fully  understand  how   the  bitter  experiences  of  black   appears  to  be   less  initiative  and  less  risk-­‐taking   by  small  firms  than   South  Africans  during  the   days  of  the   evil  Apartheid  system  led   to   there   was  prior  to  1994.   How   can  this  be   when  we   are   now   free  of   the   adoption   of  the   labour  laws  we   now  have.  During  the   darkest   the   burden  of  Apartheid?  In   other  countries,   especially   in   the   EU,   days  of  Apartheid,  black  South  Africans  could  not  sell  their   labour   small   firms  employ   the   majority   of  the   people.  This  should   be  the   to   the   highest   bidder   and   had   to   endure   many   forms   of   same  in  South  Africa. oppression,  such  as  having: One   of   the   problems   for  small   firms   is  the   centralised   bargaining   No  labour  representation system   and   the   ability   of   Bargaining   Councils   to   impose   their   decisions  on  all   firms  in  an  industry.  The  system   has   had   negative   No  rights  whatsoever  for  black  employees consequences  for   small   firms   and   their   employees.   For   instance,   Race-­‐based  labour  legislation despite   the   protests   of   the   factory   workers,   who   wanted   their   Pass   laws   that   prevented   us   from   moving   to   where   we   employers  to  be   left   alone,   small   Newcastle   clothing  factories  had   could  get  better  jobs to  close   down  because   they   could  not   afford  to   pay   the   minimum   wage   set   by   the   Bargaining   Council.   The   result   was   that   the   Accommodation  far  from  places  of  work workers  lost  their   jobs.   Instead  of   getting  less   than  the   minimum   Limits   on   the   promotion   of   black   employees   to   more   wage   they   got   no  wage.  The   minimum   wage,   which  is  in  theory   senior  positions,  and intended   to   protect   workers   from   exploitation   by   employers,   Transport  problems  that  are  still  with  us  today actually   exploits  the   unemployed.   It   prevents   them   from   getting   jobs  that  pay  them  “something”,  which  is  better  than  nothing.   Given  this  history,  it  was   to   be  expected  that  after  1994  the   labour   laws   would  swing  in  the   other   direction,   giving   greater   rights   to   Stimulating  small  firms  does  not  require  subsidies. workers  and   less   rights   to   employers.  The   intention  was  to  make   What   is   absolutely   essential   is   to   reduce   the   burdens   on   them.   sure   that  the  Apartheid-­‐style   exploitation   of  black   workers   would   Such   as   regulation,   labour   compliance,   bureaucracy,   and   tax   never  happen  again.   But  this  approach  is   not  working  out   as  was   burdens.   Set   them   free   to   supply   goods   and   services   to   their   intended.   It   does  not   take   into   account   the   realities  of   economics   customers  and  take   away   the   unnecessary   hassles  and  costs.   Let   and  of  doing  business.  We  now   have  the  unfortunate   situation  that   them   concentrate   on   their   businesses.   Small   firms   have   the   the   labour   laws   that   were   intended   to   make   life   better   for   the   potential,   not   only   to  increase   economic   growth,   but   to   provide   poorest   South  Africans   are   making   their   lives   worse.   Instead   of   the   jobs   we   so   badly   need   to   reduce   our   mass   unemployment.   having  secure  jobs,   with  decent  wages,  7.5  million  members  of  the   What   is   more,   small   firms  are   the   ones  that   train  the   young   and   potential   workforce   have   no   jobs   at   all,   which   is   a   disaster.   The   teach  them   skills,   employ   the   otherwise   unemployable,   and  bind   situation  is  dangerous  for  peace  and  security  in  the  country. together   the   entire   economy.   Instead   of   giving   them   subsidies,   An   imbalance   has   now   been   created   in   the   other   direction.   The   government   should   exempt   them   from   the   most   onerous   laws.   labour  laws  have   gone   too  far.   Certain  aspects  of  the  laws  need   to   The   ones  that   are   actually   intended  to   regulate   big  business.   Lift   be  reconsidered.  Urgently!   the  burdens  and  small  firms  will  flourish. Another   problem,   which   is   compromising   the   future   of   South   Africa’s   young   people,   is   a   lack   of   proper   basic   education.   They   The  laws  and  regulations  that  have   pass   through   the   schooling   system   and   emerge   without   basic   become  a  barrier  to  employment  must  be   literacy   and  numeracy.  Tragically,  a  large  percentage   of  our   young   removed. people,  instead  of  facing  an  optimistic  future  full   of  promise,  face  a  INTEGRITY ;; DISCIPLINE ;; CREDIBILITY bleak   future   of   unemployment   and   poverty.   Lack   of   money   for   education  is  not  the   problem.  Taxpayers   are  providing  R207  billion    They   are  obviously   wrong,   just  as   the  Apartheid  laws  were   wrong.     (20%  of  the   total  budget)  for  spending  on  education  in  2012/13.  A   Now,   18   years  into  our   democracy,  we   need  to  get   the   country   to   Stellenbosch   University   researcher   recently   reported   that   South   accept   that  two   wrongs  never  result   in   a   right.  Equality   before  the   Africa  has  a   dual   schooling   system,  “a  dysfunctional   system   which   law,  as  required  by  the  Constitution,  has  to  be  applied  in  the   labour   operates  at  the   bottom   end  of  African  countries,   and  a  functional   field.   The   law   must  give   the  unemployed  as  much  of  a  right  to  get   system  which  operates  at  the  bottom  end  of  developed  countries.”   a  job  as  the  employed  have  to  keep  their  jobs. So   schooling   is   another   crisis,   and   management   of   schools   and   quality  of  teaching  appear  to  be  the  source  of  the  problem. As  I   have   said   before,   I   am   not   a   labour   expert.   I   am   also  not   a   lawyer,   but   it   is   surely   possible  to   give   unemployed   people   access               Cont. L[e] R to   jobs   without   endangering   the   job   security   of  the   people   who   have   jobs.  We   are   told   that   a  two  tier   labour   market  is  unhealthy.   But   we   have   the   worst   possible   two   tier   market.   Our   first   tier   consists  of  people  who  have   jobs  and  earn  wages.  Our  second  tier   consists   of   people   who   have   no   jobs   and   earn   no   wages.   I   am   convinced  that  the   jobless  people  in  the   second  tier  would  be   very   happy   to   accept   less  job   security,   lower   wages,   and  safe   but   not   wonderful   working   conditions,   rather   than   be   permanently   unemployed.  Their  human  rights  demand  that  they  have  the   right   A n 4 ⇢
  5. 5. CIMAP ASSESSMENT TALK OCTOBER 2012 The   issues   I   have   discussed   have   consequences   for   the   country   The   following  are   some   of  the   things  that   I  suggest  South  Africa   and   its   economy.   The   results   show   up   clearly   in   international   should   be   doing   to   eliminate   mass  unemployment   and   improve   research  that  compares  the  policies  and  actions  of  governments  in   the  lives  of  all  our  people:   various  countries.   The  Economic   Freedom  of  the  World   2012  Report   Remove  the  fear  of  taking  on  staff   (co-­‐published   by   the   FMF),   ranks   South   Africa   85th   (out   of   144   countries  measured)   on  its  level  of  economic  freedom,   down  from   Re m o v e   m i n i m u m   w a g e s   t h a t   m a ke   p e o p l e   41st   in   2000.   South   Africa   has   dropped   44   places   in   a   decade.   unemployable Sliding   down  the   scale   has   negative   economic  implications.   The   Fix  education freer   economies  perform  better  than  the   less   free  economies  and   Adopt  pro-­‐growth  policies do   better  on  all   measures,   including  the  incomes  of  their  poorest   citizens.   The   countries   at   the   top   of   the   economic   freedom   Apply  the  rule  of  law rankings   are   Hong   Kong,   Singapore,   New   Zealand,   Switzerland,   Move   South  Africa   to   the   top   20   ranking   in   economic   Australia,   Canada,   Bahrain,   Mauritius,   Finland   and  Chile.  The   five   freedom   countries  at   the   bottom   of  the   rankings   are   Angola,   Republic   of   Make   South  Africa   the   fastest   growing  economy   in  the   Congo,   Zimbabwe,   Myanmar   and  Venezuela.  The   US,   which  was   world   always  near  the  top  of  the  rankings,   has   plunged  to   18th  position,   behind  countries  such   as  Estonia  and  Qatar,   showing  that  reduced   I   truly   hope   and   pray,   for   the   future   of   our   country   and   our     economic  freedom  can  even  bring  down  the  mightiest  economies.     children,   that  all  our  leadership,   political,  business  and  civil  society   formations,  realise  and  arrest  this  danger  before  it  is  too  late.   The  cornerstones  of  economic  freedom  are: We   have   no  reason  or  justification   whatsoever  to  say   to  them  that   Personal  choice we  saw  what  was  happening  and  did  nothing.       Voluntary  exchange Time  is  not  on  our  side Freedom  to  compete,  and And  I  thank  you. Security  of  privately  owned  property South  Africa’s   Ratings   in  the  Economic  Freedom  Report   (out   of   PROFESSIONAL BODIES FAQ 10)  on  Labour  and  Business  are:  -­‐  12  October  2012  at  16:37 Hiring  regulations  and  minimum  wage  (4.43) Question  1 Hiring  and  firing  regulations  (2.46) Will   all   professional   bodies,   which   include   professional   Centralised  collective  bargaining  (3.39) associations/institutes,   be   required   to   apply   to   SAQA   for   Bureaucracy  costs  (2.88)   recognition  on  the  NQF? Other   reports   also   reflect   poor   results   for   South   Africa   on   the   Answer matters  I  have  raised.  South  Africa’s  rankings,  for  instance,  in  the   If   a   professional   body   or   a   professional   association   wishes   to   be   2012   Global   Competitiveness   Report   show   the   following   results   involved  in  the   education  and  training  environment  and  wishes   to   (out  of  144  countries  measured): co-­‐operate   with   the   relevant   Quality   Council   (QC)   in   terms   of   In  measuring  Labour  market  Efficiency  – qualification  development  and   quality   assurance   it  must   apply   to   SAQA  for  recognition.  The  three  QCs  are: Co-­‐operation  in   labour  employer  relations   (144)  –   stone   last The  Council   on   Higher   Education   (CHE)   for  the   Higher  Education   sub-­‐framework Flexibility   of   wage   determinations   (140)   –   fourth   from   the  bottom Umalusi   for  the   General   and  Further   Education  and  Training   sub-­‐ framework Hiring   and   Firing   Practices   (143)   –   second   from   the   bottom The   Quality   Council   for   Trades   and   Occupations   (QCTO)   for   the   Trades  and  Occupations  sub-­‐framework. Pay  and  productivity  (134)  –  10th  from  the  bottom Question  2 In  Measuring  the  Quality  of  South  Africa’s  Institutions  – What   are   the   implications   for  a   professional   body   that   does  not   Business  costs  of  crime  and  violence  (134)  -­‐10th  from  the   what  to  be  recognised?INTEGRITY ;; DISCIPLINE ;; CREDIBILITY bottom Answer Burden   of   government   regulation   (123)   –   21st   from   the   The   professional   body   may   continue   to   function   as   before,   bottom however  the   extent   of  its  involvement  in  the  formal   education  and   South  Africa’s  economic  policies  need  to  change  if  we  want  to  see   learning  environment  will  be  limited. the   economy   grow,   reduce   unemployment,   reduce   poverty,   Question  3 reduce   crime   and  violence,   and   improve   the   quality   of   life   of  all   Can  a  professional  body  register  members  on  learnerships? the   country’s   people.   Some   people   are   proposing   that   there   should   be   more   government   spending,   the   hiring   of   more   Answer government   officials,   and   a   bigger   role   for   government   in   the   Professional  bodies   may  register   its  members  and   employees  on   economy.   These   proposals   would   all   come   at   the   cost   of   the   learnerships  as  long  as   the  professional  body   is  not  the   accredited   private   sector   of   the   economy   and   lower   economic   growth.   My   provider  of  the  qualification  coupled  to  the  learnership. view   is   that   the   accent   should   be   on  a   freer   economy   and   more   reliance   on   the   private   sector.   All   the   evidence   shows   that   free   economies   do   better,   in   all   respects,   than   centrally   controlled   ADVERTISING  IN  THE  CIMAP   economies.   I  must  admit  that  when  we   were   working  to  get  rid  of   Apartheid  I   thought  it   was  freedom   we  wanted.   Not   freedom  from   NEWSLETTER want,   but   freedom   to  do   our   peaceful  business   without  constant   Contact  to  showcase  your   interference  that  borders  on  oppression. ETD  services  in  our  newsletter 5 ⇢
  6. 6. CIMAP ASSESSMENT TALK OCTOBER 2012 Question  4 Answer Why   may   a   professional   body   not   be   an   accredited   training   A   professional   designation   can   be   linked   to   multiple   underlying   provider? qualifications.   It   is   the   responsibility   of   the   professional   body   to   Answer determine   which   NQF  registered   qualification(s)  are   suitable   to   be   regarded  as  underlying  qualification(s)  for  the  designation. Potential   problems   may   arise   when   professional   bodies   have   to   quality   assure   their   own  offering  to  learners   and  assess   the   learner.   Question  13 An  additional  area   of  conflict  could  arise   when  a  professional   body,   What   is   the   role   of   the   Quality   Councils   (QCs)   in   recognising   which   is   also   an   accredited   provider,   is   required   to   accredit   other   professional  bodies  on  the  NQF? providers  for  the  qualifications  it  already  offers. Answer Question  5 SAQA   is   the   only   body   that   recognises   professional   bodies   and   In  light  of  the  fact  that  professional  bodies  may  not  be   accredited  as   registers  professional  designations.   If  a  professional  body   wishes   to   education   and   training   providers,  will  professional  bodies  be  able   to   contribute   to   qualification   development   and   quality   assurance   it   continue   offering   training   as   part   of   their   members’   continual   must   co-­‐operate   with   the   relevant   QC.   The   relevant   QC   will   be   professional  development  (CPD)? determined  by  the  type  and  level  of  the  qualification. Answer Question  14 Professional   bodies   will   be   allowed  to  offer   training  as  part  of  their   Will   the   Organising   Framework   of   Occupations  (OFO)   be   used   to   CPD  offerings  to  members.  However,   where  such  training  leads  to  a   determine  titles  of  professional  designations? registered   qualification   or   part   qualification   the   training   must   be   Answer conducted  by  an  accredited  provider. It   is   the   professional   body   that   will   determine   the   titles   of   Question  6 designations.   However,   the   titles   of   underlying   qualifications   for   How   will   SAQA  manage   the   recognition   of  more  than  one   body   or   professional   designations   in   the   Trades   and   Occupations   sub-­‐ association  in  a  sector? framework  may  be  aligned  to  the  OFO. Answer Question  15 SAQA   will   encourage   co-­‐operation  and   collaboration   between  the   Can  a  person  hold  more  than  one   professional   designation  and  will   different  bodies  or  associations   across  a   sector.   If  no   resolution  can   all  of  these  be  recorded  on  the  NLRD? be  found  in  this  manner,  SAQA  will  consider   each  application  on   its   Answer own  merit. A   person   can  hold   any   number  of   professional  designations,   each   Question  7 awarded  by   a   different  professional  body.  The   NLRD  will  be   able   to   Can  a  designation  be  used  by  more  than  one  professional  body? record  more  than  one  designation  per  person. Answer Question  16 No,   the   policy   requires   that   the   same   professional   designations   Different   professional   bodies   are   at   different   stages   of   cannot   be   registered   by   more   than   one   recognised   professional   development.   Will   SAQA  be   able   to   assist   either   aspiring  or   newly   body  in  South  Africa. created   professional  bodies   in  terms  of   establishing  themselves  and   Question  8 adhering  to  the  criteria  of  recognition? Must   the   underlying   qualification  to  a   professional   designation   be   Answer an  NQF  registered  qualification? SAQA   will   be   able   to   give   advice   to   aspiring   or   newly   created   Answer professional  bodies. Yes,   the   underlying  qualification  to  a  designation   must  be  an  NQF   Question  17 registered  qualification. What  will  the  costs  to  the   professional  body  be  in  terms  of  applying   Question  9 to  be  recognised  as  a  professional   body  and  registering  professional   designations  on  the  NQF? Can  the   registration  of  a  professional  designation  take   place   in  the   absence  of  an  underlying  qualification/s? Answer Answer SAQA   will   not   charge   professional   bodies   for   the   recognition   of   professional   bodies  or   registration  of   professional   designations  on  INTEGRITY ;; DISCIPLINE ;; CREDIBILITY No,   there   must   be   a   registered   underlying   qualification/s   in   order   the   NQF.   However,   SAQA   reserves   the   right   to   recover   costs   in   for  a  designation  to  be  registered  on  the  NQF.   instances  where  unnecessary  and  wasteful  costs  are  incurred. Question  10 Question  18 Can   a   part-­‐qualification   or/and   NQF   aligned   skills   programme   be   Can   a   professional   body   that   regulates   an   industry   apply   for   regarded  as  an  underlying  qualification? recognition  as  a  professional  body  on  the  NQF? Answer Answer The   term   qualification   includes   part-­‐qualifications.   This   therefore   implies   that   the   underlying   qualification   of   a   designation   can   be   A  professional  body   which  regulates   an  industry  and  which  wishes   linked  to  a  part-­‐qualification  registered  on  the  NQF. to   be  involved   in   the   education  and   training  environment  can  apply   for  recognition  as   long  as   it  adheres  to  the  criteria.   It  will,   however,   Question  11 be   critical   to   demarcate   the   different   roles   the   professional   body   Will  a  professional  designation  be  registered  at  an  NQF  Level? will   play,   so   that   members  and  other   organisations  understand  the   Answer different  roles,  who   performs  each  role,  and  what  the  parameters  of   A  professional  designation   will   not  be   registered   at   a   specific  NQF   the  locus  of  control  is  for  each  function.     Cont. level.   However,   the   underlying   qualifications   of   all   professional   designations  will  be  registered  at  a  specific  NQF  level. Question  12       WELCOME       Cont. Can   a   professional   designation   be   linked   to   more   than   one   to all our new members! underlying  qualification? 6 ⇢