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ASSESSMENT TALK March 2013 The Chartered Institute for the Management of Assessment Practice (CIMAP) Board Members: Chairperson: D.E. Damons MSc; (FCIEA U.K) 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); NewsleSer Editor: Regional Conveners: H. D. Edwards EC L. Findlay Limpopo T. Tshabalala GA H. Van Twisk KZN J. Topping W -‐ www.cimap.co.za CPT S. Louw FreeState S. Lala M -‐ firstname.lastname@example.org REGION KZN 1st Floor Cowey House Morningside Durban -‐ 4001 REGION WC CIMAP Suite West Block Tannery Park 23 Belmont Road Rondebosch -‐ 7700 Message from the CIMAP Board Dear CIMAP Members, We look forward to advancing assessment CIMAP is actively working with the QCTO, practice in 2013! As the educational landscape experiences SAQA, SABPP, ETDPSETA and BANKSETA signiﬁcant change, CIMAP is inspired to to ensure the advancement and status of Yours in assessment excellence! drive our growth and strategic involvement our members. CIMAP embraces our CIMAP Board in 2013. extended assessment community and has factored the strategic potential of strong CIMAP was fortunate to have had Professor relationships as a key driver for our success. Meryl Mehl serve as our Vice Chairperson since the inception of the CIMAP board. The Complacency is an unfortunately a daily broader educational community was deeply challenge. CIMAP realises that we require a saddened by the passing of Professor Mehl. changed mindset that embodies a diverse Our heartfelt condolences go to Prof. view of sustainable assessment practice and Mehl’s family and friends. expanded community supported initiatives. Professor Mehl reminded us that as we grow in experience with our engagement with the education and assessment INSIDE THIS ISSUE WELCOME practice, we will also learn what we need to do to prepare candidates even better for In memoriam -‐ 2 potential engagement in the speciﬁc sectors of the economy where positions are BANK SETA NVC RPL -‐ 2 TO 2013! available. A challenge in time that we can also consider addressing, is to create the Editor’s book list-‐ 3 preparatory platform to develop our A day in the life -‐ 4 candidates to access the myriad of technical opportunities that exist in our economy. 1 www.cimap.co.za ⇢
IN MEMORIAMCIMAP ASSESSMENT TALK MARCH 2013 Celebrating the life of Prof. Merlyn Mehl non-‐executive director of NvA (a division of Naspers), Capitec, CIMAP and Curro Private Schools. SA EDUCATIONAL ICON LEAVES LASTING LEGACY Prof Mehl was widely acknowledged as a leading academic with A memorial celebration was held on Saturday (9 Feb 2013) at an amazing ability to engage wide ranging audiences, and had Cape Peninsula University of Technology in honour of Professor links to Harvard, MIT and other iconic institutions. A raconteur of Merlyn Claude Mehl. note at local and international levels, Merlyn was entertaining, Prof Mehl, a former Chancellor of the then Peninsula Technikon, challenging and informative, but equally a good listener. His died at the age of 70 at his home near Kirstenbosch. writings and initiatives have beneﬁtted countless individuals and their families, corporations and communities, either directly or Prof Mehl schooled at South Peninsula High and studied at through his inﬂuence in government circles. He has improved UWC, completing his PhD (Physics) at UCT. Following a the lives of many people, a number of which he never got to glittering academic career, and a sabbatical to concentrate on meet individually. his own spiritual growth, Merlyn worked at and later was Chief Executive of the Independent Development Trust. In his ﬁnal years Prof Mehl was passionate about improving the lives of all and championed the notion that each human has He chaired the Tertiary Education Fund SA, to ﬁnancially assist unlimited capacity and potential. He developed programmes to deserving tertiary students from disadvantaged backgrounds. improve cognition through critical and creative thinking and at Following this, as Executive Chairman, he started Triple L the time of his passing was involved in projects to dramatically Academy to promote his ethos of Life Long Learning, and which improve school results. today is a provider of skills development in all provinces of South Africa. He had long played an instrumental role in SA His memory will be honoured and will endure through the very educational circles promoting skills development and the many beneﬁciaries of his creative and innovative thinking, National Qualiﬁcations Framework. teaching and mentoring, and his generosity, kindness and support. He is survived by wife Natalie and her family, son He was also critically supportive of SAQA (where he chaired a Graeme and his family as well as sister Carol and her family. National Standards Board), the QCTO and many SETAs, particularly W&R SETA where he was board chairman for a number of years. Due to his stature in the community, his business acumen and his innovative insights into people Prof Mehl will be remembered by the very development, Prof Mehl played a leading role on various boards. special, positive way in which he touched He was Executive of Financial Management of Boland PKS and many thousands of lives. BANKSETA SUPPORTS CIMAP CIMAP is proud to announce that it is the Project Manager for an Thereafter, candidates will be given a few months to collect their RPL project with funding from BANKSETA. CIMAP members now evidence and submit it for assessment. Guidance will be available have an opportunity to experience an RPL process for themselves. during this time for those who need it. The funding will cover: For CIMAP members who do not wish to experience RPL ﬁrst The full recognition of prior learning (RPL) process for 30 hand, BANKSETA will also be funding RPL capacitation CIMAP members (against the FETC: New Venture Creation workshops in April and May. These will be oﬀered in the major Level 4); centres as long as there is enough interest. Workshops in April for CIMAP members to learn more about Additional information on the RPL for NVC projects will be RPL implementation and processes; circulated to CIMAP members. CIMAP membership for any BANKSETA registered assessors For more information contact email@example.com INTEGRITY ;; DISCIPLINE ;; CREDIBILITY and moderators. This project is a fantastic opportunity for CIMAP independent assessors who would like to grow their own assessment business. The intention is to formalise members’ business skills so that they are better equipped to manage, market and grow their own small business. A secondary aim of the project is to give CIMAP members the experience of RPL so that they are better equipped to both sell and deliver RPL projects themselves. By actually experiencing RPL themselves it is anticipated that these CIMAP members will be able to more eﬀectively support RPL candidates and assess their evidence. The RPL process for successful CIMAP candidates will commence in March with a three-‐day introductory workshop. Here, the RPL facilitators will guide members as to the type of evidence required for the NVC qualiﬁcation. Various models of RPL will be discussed and candidates will be given an opportunity to select the most suitable model for their current level of knowledge and skill (and their access to naturally occurring evidence). 2 www.cimap.co.za ⇢
CIMAP ASSESSMENT TALK MARCH 2013 ETD RELATED LEGISLATION & EDITOR’S BOOK LIST REGULATIONS FOR PROVIDERS Integrating Training Needs Analysis, Assessment and Evaluation Basic Conditions of Employment Amendment Act (No. 11 of KNOWRES Publishing (Catharina Opperman & 2002) Marius Meyer -‐ 2008) Broad Based Black Economic Empowerment Act (No. 53 of 2003) Kopskuif Compensation for Occupational Injuries and Diseases Naledi (Dawie Smith -‐ 2011) Amendment Act (No. 61 of 1997) Business Ethics Constitution of the Republic of South Africa (No. 108 of Oxford University Press (Deon Rossouw & Leon van 1996) Vuuren -‐ fourth edition 2010) Education and Training Quality Assurance Bodies Regulations (No. R 1127 of 1998) Training Management Employment Equity Act (No. 55 of 1998) A multi-‐disciplinary approach to human resources Labour Relations Act (No. 66 of 1995) development in Southern Africa -‐ Oxford University National Education Policy Act (No. 27 of 1996) Press (P. S. Van Dyk -‐ 2001 -‐ fourth edition) National Qualiﬁcations Framework Act ( No. 67 of 2008) Managing Training and Development in South Africa Occupational Health and Safety Amendment Act (No. 181 USA Oxford University Press (Erasmus, Loedolﬀ, of 1998) Mda, Nel -‐ 2012) Promotion of Administrative Justice Act (No. 3 of 2000) Skills Development Act (No. 97 of 1998) Skills Development Levies Act (No. 9 of 1999) “To the uneducated, an A is just South African Qualiﬁcations Authority Act (No. 58 of 1995) three sticks” -‐ AA Milne POLICIES & DOCUMENTS ADVERTISING IN THE CIMAP Language in Education Policy (in terms of section 3(4)(m) of NEWSLETTER the National Education Policy Act Contact firstname.lastname@example.org to showcase your National Language Policy Framework Final Draft ETD services in our newsletter . (Department of Arts and Culture) -‐ 13 November 2002 Higher Education Quality Committee -‐ Criteria for Half-‐page, quarter page and classiﬁed brand space Programme Accreditation November 2004 is available. SAQA Quality Guide for ETQAs SAQA Criteria and Guidelines for Providers TO PAY OR NOT TO PAY GRANT REGULATIONS - WHAT “I’ll pay you ONGOING YOU SHOULD KNOWINTEGRITY ;; DISCIPLINE ;; CREDIBILITY next year if DISCUSSION A SETA is required to allocate 80% of its available you train for POINT discretionary grants within a ﬁnancial year to PIVOTAL me today....” programmes that address scarce and critical skills in its sectors. Please send your contributions to email@example.com Points to Ponder. From 1 April 2013, a SETA will transfer as part of its administration costs as contemplated in sub-‐regulation Does it matter whether there is a paper trail in place -‐ or not? (1) and approved in the annual SETA strategic plan, an Should you ask for a deposit up front? amount that does not exceed 0.5% of the total levy paid by the employer to the QCTO for quality assurance Should you hold on to the deliverable until you get paid in full? functions as contemplated in section 26H of the Act, and Should CIMAP serve as a referral base for both Practitioners the actual quantum of funds to be transferred will be and Training Providers? determined by the Minister by 31 July of each year. Is it fair, right or relevant to ask for proof of accreditation/ registration before undertaking a commission? 3 www.cimap.co.za ⇢
CIMAP ASSESSMENT TALK MARCH 2013 A DAY IN THE LIFE OF ............. THABANI GULA - Head of Department - Qualiﬁcations Development and Accreditation - ETDP SETA Interview held at the ETDP SETA on Thursday 28 February 2013 A -‐ They must cease their activities, they are preventing learners with Thabani Gula -‐ a veteran in our Education, Training and from achieving developmental goals. You are facing litigation if Development landscape. you break the law. Thabani was interviewed by Heidi D Edwards CIMAP Assessment Talk Editor Q -‐ Why do you do what you do? “We need a culture of A -‐ I guess for me it has always been passion for developing adhering to ethical conduct and people. behaviour. If all of us could adhere I started as a teacher and progressed to being a Trainer of Trainers. I’ve always worked with people -‐ it gives me a lot of satisfaction to to the rules there would be no see people growing. I contribute to people growth. need for traﬃc cops.” Q -‐ When did you start? A -‐ I am not as young as I look. Suﬃce it to say 1987 / 1988 Q -‐ So in your opinion Providers should use our very good when I moved into ETD. First as a literacy facilitator -‐ I started teaching people reading and writing. Thats where my passion legislation to drive our daily activities? started and my job took me all over the country. A -‐ Yes. Q -‐ When did you start with SETA? Ed. note: -‐ Thabani is currently busy with an Honours Degree; Education training and Development at North West University A -‐ June 2001 as a Learning Programme Evaluation Coordinator. AND achieved a distinction in his Bachelors Degree. Education Q -‐ What has been for you the greatest change you have seen in Training and Development with a distinction at North West our industry? University. A -‐ The establishment of the SETA system, especially the QUALITY Thabani Gula can be reached on 011 372 3300 at the ETDP SETA ASSURANCE of ETD. This led to another great change -‐ the formation of the QCTO -‐ quite a radical approach going from 32 CIMAP IS PROUD OF ITS ASSOCIATION WITH THE ETQAs to the QCTO structure. A landmark event. ETDP SETA is for ETHICS in ETD Q -‐ If you could wave a magic wand and make one change in ETD, what change would you want to make? A -‐ I want to see all roleplayers self-‐regulate. Then there would USE THE ETP SETA WEBSITE www.etdpseta.org.za be a culture of excellence -‐ we TO .......... would not have to look over our Look at the Sector Skills Plan (SSP) collective shoulders. Familiarise yourself with Policies Q -‐ What drives Thabani as a Read the Annual Report person? Eﬀect on-‐line report submissions A -‐ fear of failure. I beat myself hard if I fail. I enjoy it when I achieve. It keeps me going. ETHICS HUMOUR Thabani Gula -‐ HoDINTEGRITY ;; DISCIPLINE ;; CREDIBILITY Back in the 1930s, so the story goes, a baker in Scotland Q -‐ Give our readers a glimpse of your personal life. suspected that a farmer who was supplying his butter was A -‐ I have a beauaful family -‐ my wife is looking after our 2 year giving him short weight. old daughter. She is a retail Store Manager by profession and is Over a period of several weeks he carefully checked the soon returning to work. I have a 19 year old son in the United weight and his suspicions were conﬁrmed. This so angered Kingdom who is in his second year at university and I have twin him that he had the farmer arrested. boys who have left the nest. They are in their early 20s. ‘I assume you have weights,’ said the judge at the farmer’s Q -‐ What is a typical day for Thabani? trial. A -‐ My day starts very early in the morning with gym at six AM -‐ ‘No sir, I don’t,’ replied the farmer. Monday to Friday. After gym I go to the oﬃce. I have a nice warm ‘Then how do you weigh the butter you sell?’ discussion with my staﬀ, check on their wellbeing then emails. I have a plan for each day and I follow my plan. In between all of ‘Well,’ said the farmer, ‘when the baker began buying butter that there are thousands of queries from Providers. I live for a day from me, I decided to get my bread from him. I just use the when I can go home without having ﬁelded a call. In essence I am one-‐pound loaf he sells me as a weight for the butter I sell. If customer driven. I try as best as I can to solve every problem that the weight of the butter is wrong, he has only himself to is presented to me or one of my colleagues. blame.’ Q -‐ What is your advice for unscrupulous Providers? SOURCE: -‐ The Management Bible -‐ Neil Flanagan & Jarvis Finger - Zebra Press (2004) 4 www.cimap.co.za ⇢
CIMAP ASSESSMENT TALK MARCH 2013 SKILLS DEVELOPMENT - THE KEY TO SOUTH AFRICA’S FUTURE By Gizelle McIntyre then the people that make the bricks should be sent for training. According to The Guardian, as of 29 December 2012 the However, if the company wants to have the most recognisable unemployment rate in South Africa is a staggering minimum of brand in the brick business, then the marketing staﬀ should be 26%. While many believe that this is due to a lack of tertiary sent for training. education, an argument could be made that having a piece of What the South African economy needs is people who have true paper conﬁrming a degree does not automatically translate to employment, not just a job. True employment is something that employment. That degree does not indicate any particular level of means something to that employee, his/her family and the expertise or experience, merely the ability to learn from a book. country. To have true employment, people need to be passionate Skills Development, however, indicates actual skill and therefore about what they do; but when skills shortages are rife, there can leads, more often than not, to employment. be no passion. Building Skills Development builds job knowledge, There are innumerable advantages to Skills Development both for increasing performance and passion – this is an economical issue the employer developing its staﬀ and the employees being and one that could be the key to employment in South Africa. developed. The employer receives immense return on investment Founded in 1999, Workplace Skills Solutions t/a The Institute of as it now has better skilled staﬀ working at a higher level of People Development (IPD) strives to equip, prepare and certify productivity; this means that the work is completed faster with practitioners in order to serve South Africa’s skills development less mistakes leading to a more proﬁtable business. The employee strategy as well as facilitating the transformation of education and that is being developed will take more pride in their work, having training. Over the years, IPD has become the preferred people been made to feel important enough to invest in. Skills development partner to most state owned and private enterprises in Development will also lead such employees to have a heightened Southern Africa. For more information, please contact IPD on level of job satisfaction and conﬁdence in what they are doing. firstname.lastname@example.org, on (011) 315 2913 or visit While many believe that Skills Development puts the employer at www.peopledev.co.za risk of losing staﬀ, there is much evidence to suggest the opposite. Someone who feels that their company is investing in them will often be extremely loyal to the company. If staﬀ EDUCATION IN SOUTH AFRICA members leave once they are up-‐skilled, it is likely that they were At about 7% of gross domestic product (GDP) and 20% of total planning on leaving even before the training started. In the state expenditure, South Africa has one of the highest rates of meantime, whilst the employee is undergoing training, he/she is public investment in education in the world. still working for the company and the company is therefore still School life spans 13 years or grades, from grade 0, otherwise beneﬁtting from the training. known as grade R or "reception year", through to grade 12 or It is important, however, to ensure that the correct staﬀ members "matric" – the year of matriculation. are selected for the correct Skills Development courses. Prior to Under the South African Schools Act of 1996, education is beginning training, an organisational needs or gap analysis should compulsory for all South Africans from the age of seven (grade 1) be conducted. This is often not done in cases where Skills to age 15, or the completion of grade 9. Development is merely done for window dressing purposes; the company has budget for Skills Development, so it does it. This South Africa has a vibrant higher education sector, with nearly 900 actually leads to wasted money and low return on investment 000 students enrolled in the countrys 23 state-‐funded tertiary because staﬀ are sent on inappropriate training or on training institutions: 11 universities, six universities of technology, and six which they have already completed, which may lead to staﬀ comprehensive institutions. feeling insigniﬁcant and even less job satisfaction. This, in turn, There are currently around 450 registered private FET colleges, has a negative eﬀect on the company as a whole. which cover training provided from Grades 10 to 12, including Identifying staﬀ that need Skills Development does not need to be career-‐oriented education and training. an arduous process, but it does need to be a continuous one. It is According to Census 2011, the percentage of people aged 20 or important that managers are tasked with continuously identifying older who have higher education increased from 8.4% in 2001 to gaps in the company. This is not something that can be done once 12.1%. The number of those who matriculated increased from a year to fulﬁl a check-‐list; companies are organic. They grow, 20.4% to 28.5%. Those who had no schooling at all decreased INTEGRITY ;; DISCIPLINE ;; CREDIBILITY develop and change unceasingly, as do the staﬀ working for them. from 17.9% to 8.6%. Managers need to be trained to use the company’s Performance There has been moderate increase in people aged between ﬁve Management System as an on-‐going tool to identify development and 24 attending private institutions rather than public ones. opportunities, rather than as a bonus calculator. Gauteng topped the list with 16% of people in this age group While all staﬀ equally deserve to be developed, it is not always attending private institutions. This was followed by the Western within the company’s means to develop all employees every year. Cape with 7.5%, and the Free State with 6.4%. In a situation where various staﬀ members have been identiﬁed as The functional illiteracy rates – that is, people 15 years old and requiring training, but there is a limited budget available, a over with no education or a highest level of education less than strategic discussion needs to be held regarding how to proceed. grade seven – have dropped from 31.5% in 2001 to 19.1% in 2011. There is no template to be followed here, but some guidelines are Poorer rural provinces, such as Limpopo and the Northern Cape, available to assist managers in selecting the best candidates for have cut their functional illiteracy rates by almost half to around development. 25% since 1996. Technical skills should always be prioritised; this usually relates to http://www.southafrica.info/about/facts.htm#.UTLZ2GhK7ao production which directly aﬀects the company’s proﬁt margins. A b ummmm D e F........ ? Secondly, there should be a focus on critical skills and scarce skills, and thirdly, on softer skills. However, it should be ensured that the question of where the company is headed is asked. For example, if the company wants to produce the best bricks in Johannesburg, 5 www.cimap.co.za ⇢
SMME NOTICEBOARD CIMAP ASSESSMENT TALK MARCH 2013 News and events of interest to Prac<<oners and CIMAP Members Third Annual Ethics Conference Learning & Quality Assurance Workshop 11 March 2013 -‐ Sandton Convention Centre 19 March 2013 -‐ Mangosuthu University of Technology Gauteng KwaZulu Natal www.ethicssa.org.za www.sabpp.co.za PAYE Update Skills Programme Information Sessions 15 March 2013 25/26 March 2013 Old Mutual Port Elizabeth/East London Cape Town Eastern Cape www.sapayroll.co.za www.bankseta.org.za A O D FROM OUR SPONSORS W R EDUCATION HUMOUR NEGOTIATED MEMBER BENEFITS True story (from Dartmouth): BEE Exempaon LeSers – R 860.00 (Ex Vat). Full BEE compliance audits (dependent on size of A student comes to a young professors oﬃce after hours. She organisaaon). glances down the hall, closes his door, kneels pleadingly. Full accounang services (including invoice preparaaons, SARS compliance etc. requirements from R 1800.00 per month. "I would do anything to pass this exam." She leans closer to him, ﬂips back her hair, gazes meaningfully into his eyes. 012 546 8622 email@example.com / "I mean..." she whispers, "...I would do...anything." PREDEX LMS He returns her gaze. "Anything?" DEAR TRAINING PROVIDERS "Anything." Do you require a seamless process to upload to SETAs, with no His voice softens. "Anything??" delays due to failure to adhere to SETA speciﬁcaaons? Do you require a simple, eﬀecave alternaave to tracking "Anything." learner programme informaaon? His voice turns to a whisper. "Would you...study?" Are you wasang your valuable ame on calculaang learner SOURCE: -‐ http://www.suslik.org/Humour/Education/ achievement credit values? education4.html Do you require a streamlined searching, assimilaang, and administraang accreditaaons? Design, print, and administrate your own ceraﬁcates. Print professional learner achievement reports with the click of INTEGRITY ;; DISCIPLINE ;; CREDIBILITY a buSon. Do you want to control who has access to your data with an eﬀecave security system? SMS your students noafying them of their latest assessment results. Predex LMS oﬀers all of the above-‐menaoned funcaonaliaes and many further advantages in a cost eﬀecave manner. Andrew – 082 385 9047 BUSINESS RISK SOLUTIONS An accredited Supplier for OHSA Training and Compliance Assessments. Harry Harris 011 867 5171 harrbrsrisksoluaons.co.za 6 www.cimap.co.za