Cimap Talk - Issue 9 - March 2013
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CIMAP Assessment Newsletter , SAQA, QCTO

CIMAP Assessment Newsletter , SAQA, QCTO

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Cimap Talk - Issue 9 - March 2013 Document Transcript

  • 1. 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  -­‐  admin@cimap.co.za 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 ⇢
  • 2. 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  admin@cimap.co.za   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 ⇢
  • 3. 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  admin@cimap.co.za  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  admin@cimap.co.za 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 ⇢
  • 4. 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 ⇢
  • 5. 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.   trainingenquiries@peopledev.co.za,   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 ⇢
  • 6. 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    dirk@mfd.cc.za  / "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