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Nquthu Local Municipality : Corporate Services Department DRAFT TRAINING AND DEVELOPMENT POLICY (INCORPORATING THE ABET AND RECOGNITION OF PRIOR LEARNING PROCESSES) 1. DEFINITIONS In this Policy unless the context indicates otherwise:“Policy” means the Training and Development Policy (incorporating the ABET Process); “Act” means the Skills Development Act, (Act No.98 of 1998); “South African Qualifications Authority Act” means the South African Qualifications Authority Act, 1995 (Act No.58 of 1995); “SAQA” means the South African Qualifications Authority; “Worker” includes an employee, an unemployed person and a work-seeker; “RPL” means recognition of prior learning. “Municipality” means the Nquthu Local Municipality; “ABET” means Adult Basic Education and Training; “IEB” means Independent Examination Board; “Facilitator” means the Presenter of Programs; “HRPC” means the Human Resources Portfolio Committee; Page 1 of 26 Nquthu Local Municipality : Corporate Services Department “Examinations” refers to IEB Examinations; “Levels” refers Framework; to levels within National Qualifications “NETS” means National education and Training Strategies; “Principles” refers to Principles of NETS; “Stakeholders” means all parties with functions and responsibilities regarding training and development (e.g. ABET process), Council and employees, and those rendering services; “Strategy” Strategy; refers to National Education and training “Unions” means Registered Unions in the workplace. 2. INTRODUCTION 2.1 Training and development assists employees to acquire appropriate skills and knowledge to improve performance, productivity and overall efficiency. Furthermore, training programmes assist employees to develop their skills and their capacities to enable the Municipality to deliver services most effectively and efficiently; 2.2 The Training and Development Policy shall, be based on the requirements of both the Skills Development Act and Skills Development Levies Act, as amended, and includes, the preparation of the ABET Programme; Page 2 of 26 Nquthu Local Municipality : Corporate Services Department 3. PHILOSOPHY 3.1 The Municipality underwrites the vision and underlying principles of National Education and Training Strategy, proclaimed as follows: “A human resources development system in which there is an integrated approach to education and training, which meets the economic and social needs on the country and the development needs of the individual.” 4. STRATEGY 4.1 The starting point of the strategy is the National Qualifications Framework (“NQF”) specifying learning in terms of nationally accepted outcomes. 4.2 The NQF is the vehicle which makes it possible to adopt an integrated approach to education and training, empower the individuals and develop cultures of learning and of appropriate skills needed by an educated and trained population, in order to contribute to their own and the country’s economic well-being. 4.3 Formal qualification provides a better opportunity for employment, in both the formal and the microenterprise sectors, and leads in its turn to an improved quality of life. 4.4 A nationally recognised qualification obtainable via a multiplicity of acceptable education and training sources should satisfy that need and concurrently encourage the development of a culture of learning in the workplace. Page 3 of 26 Nquthu Local Municipality : Corporate Services Department 5. CORE STRATEGY 5.1 Education and training must empower he individual, improve quality of life and contributes towards the development targets in the national economic plan, through a National Qualification Framework. 6. NATIONAL QUALIFICATIONS FRAMEWORK 6.1 The National Qualifications Framework (“NQF”), is based on a system of credits for learning outcomes achieved. 6.2 A learning outcome is essentially a capability developed in the learner reflecting an integration of knowledge and skills which can be understood, applied and transferred to different contexts. 6.3 Qualifications might be achieved by full time, part time or distance learning, by work-based learning (“RPL*”) or by a combination of these together with the assessment of prior learning, and most particularly previous experience. 6.4 The NQF is designed to:(a) Introduce a fair assessment system which measures achievement against clearly stated standards; (b) Establish a dynamic and flexible system able to adapt quickly to new developments in the labour market, workplace, education and training; (c) Encourage more people to participate in further education and training; Page 4 of 26 Nquthu Local Municipality : Corporate Services Department (d) Develop learning which is relevant and responsive to the needs of the individual, the economy and society; (e) Promote access to learning; (f) Provide a variety of routes to qualifications; (g) Simplify the structure of qualifications; and (h) Provide national quality assurance. Page 5 of 26 Nquthu Local Municipality : Corporate Services Department THE NATIONAL QUALIFICATIONS FRAMEWORK PROPOSED LEVEL QUALIFICATIONS (REFERENCE) Level Level Level Level Masters and PHDs Professional Qualifications Degree and Diploma Advanced Certificate 8 7 6 5 Level 4 Further Education Certificate Level 3 Level 2 A seemless system of credits which combine for qualifications in multiple mixes for different purposes within broad agreed guidelines which includes traditional “academic” with traditional “trade areas and new production, service and development related areas of study (in formal employment, self-employment, labour market programs or youth programs) with new areas for the new challenges we face. General Education Certificate Level 1 Schooling Compulsory 9 years plus Educare Progression towards clear Learning outcomes at GEC level ABET 4 INTEGRATED BUSINESS STUDIES INTEGRATED SCIENCE INTEGRATED SOCIAL STUDIES; COMMUNICATION IN ENGLISH & MATHEMATICS ABET 3 COMMUNICATION IN ENGLISH MATHEMATICS & ABET 2 COMMUNICATION IN ENGLISH MATHEMATICS & ABET 1 MOTHER TONGUE Page 6 of 26 Nquthu Local Municipality : Corporate Services Department The NQF would: Apply to all qualifications Be based on accredited units of learning outcomes defined according to national criteria established to the different levels. Recognize through assessment against national standards, on the job learning and prior learning o an equal basis to skills and knowledge acquired in formal courses through national certification. Have all national certificate issued, regardless of level, endorsed by the South African Qualifications Authority. Page 7 of 26 Nquthu Local Municipality : Corporate Services Department 7. PRINCIPLES 7.1 Identify Training needs Analysis 7.1.1It is important that training and development be directed towards satisfaction of the defined strategic objectives of the Municipality, for specified functions or work groups, as well as for individuals. 7.2 Preparation and Implementation of Training and Development Plans 7.2.1Strategic Training and Development Objectives must aim to achieve measurable goals, expressed in terms of improving performance and efficiency; 7.2.2Training and development plans must describe the holistic training scheme, as well as the costs and benefits, the selection and utilization of appropriate training methods and the selection and empowerment of trainers, facilitators, assessors and moderators; 7.2.3A rollout schedule for each training and development program, must be compiled with dedicated timelines, trainers facilitators, assessors, moderators and appropriate venues; 7.2.4Training records must be updated and maintained for future reference. Page 8 of 26 Nquthu Local Municipality : Corporate Services Department 8.2 NATIONAL STRATEGY 8.2.1 Integration : Education and training should form part of a system of Human Resources and Development, which provides for the establishment for an integrated approach to education and training. 8.2.2 Relevance : should be and remain relevant to national development needs. 8.2.3 Credibility : Should have international and national credibility. 8.2.4 Coherence ad Flexibility : Should adhere coherent framework of principles and certification. 8.2.5 Standards : Should be expressed in terms of a nationally agreed framework and internationally accepted outcomes. 8.2.6 Legitimacy : Should provide for the participation in planning and co-ordination thereof of all significant stakeholders. 8.2.7 Access : Access to appropriate levels of education and training should be provided for al prospective learners in a manner which facilitates progression. 8.2.8 Articulation : Should provide for learners on successful completion of accredited prerequisites, to move between components of the delivery system. 8.2.9 Progression : Should ensure that the framework of qualifications permits individuals to progress through the levels of national qualifications via different Page 9 of 26 Nquthu Local Municipality : Corporate Services Department appropriate combinations of the components of the delivery systems. 8.2.10Portability : Should provide for learners to transfer their credits or qualifications from on learning institution and/or employer to another. 8.2.11Recognition of Prior Learning (RPL) : Should through assessment give credit to prior learning. 8.2.12Guidance of Learners : Should provide for the guidance of learners by persons who meet nationally recognize standards for education and trainers. Page 10 of 26 Nquthu Local Municipality : Corporate Services Department 9. ABET : MODEL LIFELONG LEARNING FORMAL EDUCATION CHILD CENTRED STANDARD 7 ADULT BASIC EDUCATION ADULT CENTRED (ABET) GENERAL EDUCATION CERTIFICATE (GEC) IEB Examinations STANDARD 6 STANDARD 5 IEB Level 3 Examination LEVEL 4: English, Mathematics Integrated Business Studies, Integrated Science, Integrated Social Studies LEVEL 3: English and Mathematics See note STANDARD 4 STANDARD 3 LEVEL 2: English and Mathematics See note STANDARD 2 STANDARD 1 LEVEL 1: Mother tongue and Numeracy See note SUB-B (Grade 2) SUB-B (Grade 1) PRE-SCHOOL Page 11 of 26 Nquthu Local Municipality : Corporate Services Department Note : Communication for level 1 – 4 will be available in all official languages, taking into account the language preference of each region. (e.g. Zulu : Nquthu sub – region). 10. THE LINK BETWEEN ABET AND FORMAL EDUCATION 10.1 The standard outcome of an ABET Program is equal to that of similar formal education. 10.2 The Training and Development Section of the Municipality will work towards the ideal situation to promote the following, model of Adult Basic education and Training (ABET) to enable individuals, to:(a) (b) (c) (d) (e) (f) (g) (h) 11. Develop their full potential; Participate actively in society as a whole; Develop communication skills in their mother tongue and English; Develop skills in Mathematics; Shape and develop economic policies, to build a democratic society and enhance job creation schemes; Develop a critical understanding of their society; Take development initiatives and understand the world of science and technology; Be credited for skills through the ABET system. STAKEHOLDERS 11.1 The following stakeholders are involved in the ABET Process: (a) (b) The employer- employer of the adult leaner with specific responsibilities; The employees-primary objectives of the adult learners program with specific responsibilities; Page 12 of 26 Nquthu Local Municipality : Corporate Services Department 12. (c) The unions-the collective representative body of the adult learner; (d) The facilitator-the presenter of certain/specific ABET Programs. THE ROLE DEFINITION 12.1 The role definition includes the following two distinguishably elements:- 12.2 (a) Principles underlying the implementation of the role; (b) Specific responsibilities attached to the roles. EMPLOYER 12.2.1 Principles (a) The Municipality must accept the responsibility for the training and development of all its employees; (b) The Municipality must set a policy by means of an inclusive process of negotiations with all stakeholders, which will result in training and development of all employees; (c) The Municipality must further participates in training and development at all levels in the organization, and commits itself to the implementation and continuous participation in the ABET process and programs. By subscribing to and executing the above mentioned principles, a learning culture is created and promoted. Page 13 of 26 Nquthu Local Municipality : Corporate Services Department (d) The Municipality must acknowledge qualifications obtained through the ABET process, as being equivalent to formal qualifications. 12.2.2 Responsibilities 12.3 (a) The Municipality must create and maintain structures (Human Resources Portfolio Committee) to facilitate the training and development process in the organization. (b) The Municipality must supply financial support by means of a training budget, within reasonable bounds and capabilities of the Council. (c) The Municipality must create opportunities for training and development of each employee, with the accompanying creation of resources, viz. facilities, personnel, transport, course materials and stationary, all being within financial constraint of the Council. EMPLOYEES 12.3.1 Principles and Responsibilities (a) Employees should commit themselves to participation in, and ownership of training programs so that the process of training and development can succeed and be carried to its full consequence. It is necessary that employees make use of these programs in a responsible manner by, inter alia:- (aa) voluntary participation; (bb) continuous attendance; Page 14 of 26 Nquthu Local Municipality : Corporate Services Department (cc) individual acceptance of and responsibility for personal development, and (dd) continuous positive input regarding ways to improve the process and programs, and allow them to succeed. (b) Employees must accept the principle that age is of no importance, in training and development; (c) Mother tongue language education is the starting point of the ABET Process, with further requirements as negotiated and defined at national level; (d) Entry level will be defined through a needs assessment. 12.3.2 [Learners] The following rules will apply wit regard to the commitment expected from learners:- (a) If a learner is absent from three classes during his/her training period, without valid reasons, he/she will be removed from the program. The final decision to remove the learner from the program will rest with the Director Corporate Services. (b) Employees who removes themselves from the program, before completion of the program, will be granted an opportunity to make representation Page 15 of 26 Nquthu Local Municipality : Corporate Services Department to the Director Corporate Services as to their reasons to avoid being liable to the cost of the course material, as discussed in the next point: (aa) the employee will be liable for the cost of material and stationary issued. (bb) The cost of the material and stationary will be deducted from the employee’s wages over a period of time agreed with the learners, up to a maximum of one year. (c) Learners will be expected to arrange annual vacation leave around the requirements of the program. (d) A learner’s progress to a higher class will be determined by a successful assessment conducted by his/her facilitator and passing the relevant IEB examination. 12.3.3 Attendance/Duration/Time (a) Learners to attend classes regularly. (b) Sizes of classes to be ideally 15 people. (c) Each group of learners are to select from their number, a representative/monitor, whose duty is to assist the ABET Facilitator with any issue that might arise in the learning environment. Page 16 of 26 Nquthu Local Municipality : Corporate Services Department 12.3.4 12.3.5 Learners Library (a) The Municipality shall provide reading material for the learners, and the Facilitator shall monitor the borrowing and return of the books. (b) Should the learner loose a book, he/she will replace it. Commitment from Supervisors It will be compulsory for Supervisors to release learners for appropriate classes. The following rules will apply in these circumstances: (a) Learners schedule to attend specific classes will not be called for duty during class periods; (b) Supervisors will make alternative arrangements in the event of emergencies requiring the learner’s attention; (c) Supervisors failing to release learners will have to report their reasons for doing so to the relevant Head of Department. Page 17 of 26 Nquthu Local Municipality : Corporate Services Department 12.3.6 Selection of Facilitator The Facilitator will, where possible, be selected fro existing staff members. The requirements for selection, are as follows: (a) A minimum of a matriculation education (A standard 8 will be accepted in certain instances). (b) (c) (d) (e) A good command of English language. A sound interest in adult education. Commitment in developing other people. A willingness to devote extra effort for preparing of classes. Credibility with learners. Successful completion of the Facilitators Course. (f) (g) Internal facilitators’ appointment will have to be acceptable to the learners as well as to the Director Corporate Services. External facilitators’ appointment will have to be acceptable to the learners. 12.3.7 Cost and other Logistic Arrangements (a) The Municipality will be responsible for all the costs associated with the ABET Program except for the examination fees. In instances of the learner not completing the program, the ruling under 12.2 (ii) (a) will apply. Page 18 of 26 Nquthu Local Municipality : Corporate Services Department (b) (c) (d) 12.3.8 Transport: the relevant Department will, where necessary, be responsible for the transport of learners to and from the training venues. Complaints: as the program is learner focused, learners will be allowed to lodge complaints regarding the training, facilitator, etc. to the Director Corporate Services, who will conduct an investigation. Certification: learners successfully completing various language levels, will be issued with a certificate at each level, as proof thereof. Feedback The Director Corporate Services will, provide the following feedback: 12.3.9 (a) On a daily basis, report to Departments/Sections any absenteeism and other related problems. (b) On a monthly basis, provide Human Resources Portfolio Committee, with progress reports. (c) Rendered counseling, should a learner experience serious problems. Each case to be considered individually, on its merit. IEB Examination (a) In order to ensure that learners attain recognized qualifications, they will be allowed to sit in the Independent Examination Board’s examinations. Page 19 of 26 Nquthu Local Municipality : Corporate Services Department (b) Learners will pay examination fees upfront. (c) The cost of the examination will be reimbursed provided that the learner passes the examination. 12.3.10 Unsuccessful Learners (a) In view of a high number of learners awaiting to participate in the ABET Program, learners need to make sufficient progress during the year. (b) The Director Corporate Services to assess poor progress/unsuccessful learners individually. (c) The ABET Facilitator to submit a regular progress report to the Director Corporate Services. 12.3.11 Overall Evaluation and Monitoring (a) The Director Corporate Services is responsible for the overall evaluation of the ABET Program by obtaining feedback from the ABET Facilitator/ Learner representatives by scheduling regular meetings and reviewing the success rate of learners writing the IEB outcome based papers. Page 20 of 26 Nquthu Local Municipality : Corporate Services Department 12.4 TRADE UNIONS 12.4.1 Principles and Responsibilities 12.5 (a) The Trade Unions are acknowledged as equal partners in the process of training and development. (b) The Trade Unions should continuously encourage and motivate heir members to participate in training and development programs. (c) Deliberate efforts should be made to improve or even initiate an awareness regarding the ABET process within the organization. (d) By setting an example of active participation in the process of ABET, the trade unions could encourage their members to accept a learner’s culture, in other words to accept ownership of policy and process. FACILITATORS 12.5.1 Principles (a) The Facilitator should always put the interests of learners first. (b) The Facilitator must commit him/herself to the implementation of the ABET process and related policy. Page 21 of 26 Nquthu Local Municipality : Corporate Services Department 12.5.2 Responsibilities (a) The Facilitator will provide ABET starting from level 1 of the ABET process based on the needs defined through a needs assessment. (b) The Facilitator is the internal connection between the learner and the Director Corporate Services. (c) Each Facilitator must see to it his/her own skills and frame of reference must be developed optimally and be maintained in accordance with the structure and opportunities which the employer provides. 13. ABET (ADULT BASIC EDUCATION AND TRAINING) PROCESS 13.1 ABET is the application of adult learning principles whereby employees have a chance to learn subjects such as reading, writing and spoken languages i.e. English, Afrikaans, and any other of the official South African Languages, Numeracy, Development Studies, Science, Technical and Social Studies. 13.2 The Municipality agrees on the principle of equal access to ABET for all employees and will endeavour to ensure that this principle is practically implemented according to the following process: Page 22 of 26 Nquthu Local Municipality : Corporate Services Department 13.2.1 Information to all stakeholders (a) The Municipality accepts the principle that all stakeholders have the right to clear understandable information in respect of ABET and that it involves an awareness of ABET within a culture of learning needs to be ensured as the first stage of the process. (b) The Municipality subscribes to the principle that all employees should be given the opportunity of equal access to training to improve their general education, life skills and effectiveness in the workplace. (c) The Municipality accepts that the process must be inclusive and open to all on a voluntary basis. (d) The Director Corporate Services, accept the responsibility to deliver standardized ABET information workshops to all stakeholders. 13.2.2 ABET Levels (a) The Municipality is committed to the delivery of ABET in accordance with the National Qualifications Framework, Level 1. (b) Through the NQF, all adults have access to adult Examination on a modular basis and can accumulate credits, working towards various levels of accreditation with the NQF. Page 23 of 26 Nquthu Local Municipality : Corporate Services Department (c) The NQF accreditation system is designed to enable accumulation of credits at the various levels in line with principles of Life Long Learning. 13.2.3 Material Selection 13.2.4 (a) The Municipality will undertake the provision of ABET in line with National Standards as laid down within the ABET level outcomes as stipulated by the NQF. (b) To ensure that the outcomes can be achieved by all learners, the Municipality will not buy into any specific program, but will select material to meet their learners’ needs and the National Standards. (c) The Municipality will ensure that the instructors are provided with a resource pack and adhere to the core program guidelines linked to the integration of ABET. (d) The Municipality will ensure that their learners are provided with the necessary material. Expectation of ABET Learners (a) Dedication and Commitment : The saying “you reap what you sow” simple means that without your hard work and enthusiasm towards your learning sessions [you will not achieve any fruitful results at the end of the term. (b) Patience and Perseverence : To succeed and achieve goals/outcomes, learners must realize that attending ABET sessions is a long term process. Page 24 of 26 Nquthu Local Municipality : Corporate Services Department (c) Progression Through the Levels : Progression to the next level, will only take place one the learner has written and fulfilled the requirements of the outcome based papers set by the Independent Examination Board. (d) Timekeeping/Absenteeism: Learners to be punctual for learning sessions and should they not be able to attend for any reason, they are to advise the ABET Facilitator/Supervisor timeously. (e) Leave : Learners to take their annual leave so that they do not miss any learning session during the year. (f) Set work/ Practice : Learners will be required to work after working hours. English language learners will need to practice speaking the language during the learning sessions and in the external environment. Page 25 of 26 Nquthu Local Municipality : Corporate Services Department ---------------------oooooo0oooooo---------------------- Page 26 of 26