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 MEMORIAM
CIMAP 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 KNOW
INTEGRITY ;; 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.
That's
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
-‐
HoD
INTEGRITY ;; 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
country's
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
professor's
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