DPSA Inservice Training and Development

DPSA Inservice Training and Development

DPSA Inservice Training and Development – PURPOSE

To provide specific guidelines with respect to Education, Training and Development practices and procedures within the Department of Agriculture, Conservation, Environment and Tourism. See Also: DPSA Circular     <<Apply Now

Strategically link to the National Qualifications Framework and South African Qualifications Authority Act, 1995 to our Education, Training and Development practices and procedures; and

Align practices and procedures with the Skills Development Act of 1998, Skills Development Levies Act of 1999 and the Cabinet Resolution of 1999 on Skills Levy.

See Also: DPSA Circular for Cities and Towns Vacancies

To provide guidelines for Adult Basic Education and Training.

SCOPE OF APPLICATION

This policy is applicable to all members of the department regardless of position or rank as they are responsible for its implementation, but will mainly focus on the following areas;

All areas of training including internal and external training as well as the provision of financial assistance (the bursary scheme).

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6.2 Adult Basic Education and Training as an integrated life skills.

Acquisition of competencies does not presuppose entitlement to any position or additional remuneration, but equips employees with the competencies to enhance their performance, as well as to compete for positions when advertised.

Manager’s and Supervisors

Executive managers, Senior Managers, Managers and Supervisors as line management of the department shall:

9.2.1Determine training and development of employees;

9.2.2Coordinate and implement the relevant components of the Workplace Skills Plan (together with the budgets);

9.2.3Encourage the training of employees from the designated groups according to the Employment Equity Act;

9.2.4Identify candidates for succession planning and developing their individual development plans;

9.2.5Encourage and assist staff with the development of their personal development programs

9.2.6Provide opportunities to transfer skills into the workplace;

9.2.7Monitor and evaluate the impact of training in their components

9.2.8Ensure that contractual agreements are adhered to.

Skills Development Facilitator

The Skills Development Facilitator shall as outlined in the Skills Development Act, National Skills Development Strategy and all other related Education and Training Policies:

9.3.1 Conduct a needs analysis which will include needs from Adult Basic Education and Training (ABET), job competencies, life skills, education and further development of employees;

9.3.2 Coordinate and assisting line managers in the implementation of the relevant components of the Workplace Skills Plan and corresponding training budgets;

9.3.3 Design, developing and presenting selected courses;

9.3.4 Evaluate training initiatives;

9.3.5Assist heads of program and sub-program in the consolidation of Departmental Workplace Skills Plan reports on functional, specialized and generic training programs;

9.3.6Maintain a database on training records;

9.3.7Preparing and/or consolidating reports;

9.3.8Assist individual employees and supervisors in the formulation of personal plans;

9.3.9Develop consolidated progress and evaluation reports on the implementation of the Workplace Skills Plan as well as on the utilization of the training budget; and

9.3.10Ensure maintenance of national standards on all education, training and development initiatives.

Employees

Employees as individuals and responsible for their careers shall:

9.4.1 Take initiatives for and accept ownership of their own development;

9.4.2 Develop their own personal development plans with line managers;

9.4.3 Continuous evaluation of their progress as per their personal development plans;

9.4.4 Identify and utilize developmental opportunities; and

9.4.5 Ensure and demonstrate a commitment to learning.

9.4.6 Submit Back to Office reports upon return, indicating clearly how the newly acquired skills and knowledge will be implemented in the workplace as well as the time frame.

Education, Training and Development Committee

9.5.1An Education, Training and Development committee shall be established in accordance with the Skills Development Act. This committee shall consist of managers, trade union or employee representatives, Human Resources and ETD specialists.

9.5.2 The ETD committee shall meet monthly or quarterly. Formal meeting procedures shall be observed for all ETD forum meetings. Standing agenda items shall be:

9.5.2.1 Compliance with ETD policy and legislation

9.5.2.2 Training achieved in accordance with the Workplace Skills Plan

9.5.1.3 Percentage of training that has occurred in designated groups;

9.5.1.4 Monitoring and evaluation.

Training and Transformation

The Training and Transformation sub-directorate shall be responsible for the overall coordination and facilitation of Education, Training and Development for participants within the Department. Amongst other things, the Sub-Directorate shall:

9.6.1 Administer contracts

9.6.2 Administration of an annual program for training opportunities.

9.6.3 Maintain a database for training activities.

9.6.4 Report on Department’s progress on sending people for training programs.

9.6.5 Dispose training opportunities to stakeholders.

9.6.6 Expose opportunities/network

9.6.7 Interact with donors for foreign training.

Training Providers

9.7.1 The training providers shall:-

9.7.2 Provide short and long term training programs and eligible candidates either in the form of scholarship or fellowship.

9.7.3 Provide accreditation and certification of the course offered.

FINANCIAL ASSISTANCE

Funding for Skills Development Training

Governments Departments are exempted from paying the Skills Development Levy but may be expected to contribute to the administrative and exceptional costs of SETAs in which they participate.

Administrative and exceptional cost will be limited to 30 percent (20 percent for administration and 10 percent for exceptional costs) of the levy payable, which is one percent (1) of total remuneration in 2000/01.

Section 30 of the Skills Development levies Act stipulates that “each public service employer in the National and Provincial spheres of government must at least budget 1 percent of its payroll for the training and education of its employees”

Therefore, one percent (1) of the total payroll shall be budgeted for training and development as per Skills Development Levy Act 9 of 1999 and the Cabinet Resolution of 1999.

Funding for External and International Training

In the case of International training, which is sponsored by external bodies, the department will consider giving the study leave with full pay and no other additional costs will be paid. Where applicable, the Department may consider payment of inconvenience allowance based on the latest circular on local trips as stipulated by the National Treasury in terms of Section 5(3) of the Public Service Act, 1994 on Subsistence and Traveling procedures.

Most of the scholarship covers the cost of tuition, full accommodation, return air tickets, pocket money and medical treatment in case of an emergency.

In the case of International meetings, workshops, symposium, seminars and exchange programs, where the official(s) has been nominated / appointed by the Department to attend, the Department shall pay full international subsistence

allowance in terms of the latest circular on international trips as stipulated by National Treasury.

Donor funding will be sought where scholarship are not available.

In the case were training is not fully funded by the donor/sponsor, the Department shall sponsor to the maximum of 50%.

Management of Donations

The Chief Financial Officer will be responsible for the management of donations in terms of Treasury Regulation 21.2.1.  The manager: Training and Transformation must submit the necessary requests timeously.

STUDY LEAVE

Studies initiated by an official

In terms of Department of Public Service (DPSA) special leave policy of 2001, a special leave with full pay may be granted to an official who is attending an external or international study program. A contractual agreement will be linked to the special leave policy.

Studies initiated by the employer

In cases where the employer has initiated an external/international study, the employee will not be required to utilize his/her leave.

See Also: DPSA Circular in January, February, March, April, May,  June, July, August, September, October, November