SENIOR SKILLS DEVELOPMENT PRACTITIONER

KOUGA MUNICIPALITY (EC 108)

NOTICE NO: 297/2025

EXTERNAL VACANCY

Kouga Local Municipality is committed to the prescripts of the approved Employment Equity Plan and furthermore invites suitably qualified applicants to submit a detailed application for the following positions:

            SENIOR SKILLS DEVELOPMENT PRACTITIONER

REQUIREMENTS:

• Diploma in Human Resources Management or Degree in B. Ed at NQF level 6 qualification;
• 4 Years’ relevant Experience;
• Code B Driver’s License
• Computer Literacy – MS Applications
• Proven ability to develop training modules. Excellent presentation skills.;
• Sound knowledge of the Skills Development Act;
• Good communication skills;
• Good report writing skills with attention to detail especially pertaining to Workplace Skills Plan;
• Good supervisory skills;
• Must be able to speak, read and write in at least two of the official languages in Kouga Municipality (Afrikaans, English, and Xhosa).

SPECIAL CONDITIONS:                            Nil.

SALARY:                                                    R533 086.73   Per Annum                                                  

TASK:                                                         14

DUTIES:

• Participating in internal discussions related to the Skills Development of the Municipality’s employees involving the Sector Education and Training Authority and/ or Departments of the Municipality;
• Conducting counselling and consulting sessions with organized labour and individual employees regarding career paths and developmental needs and the purpose of the Workplace Skills Plan;
• Presenting qualitative and quantitative information on the status of skills development initiatives, strengths and weaknesses of current interventions, opportunities available and recommendations to support improvement.
• Submitting the Workplace Skills Plan to the Local Labour Forum for consultative purposes; thereafter submitting the Workplace Skills Plan to Council for approval; and finally submitting the Workplace Skills Plan to the LGSETA and COGTA;
• Establishing the value of the LGSETA mandatory grant trench payments; and establishing the value of internal funding provided for the implementation of the Work Place Skills Plan; scheduling training for the year; and completing a Service Provider Procurement Plan in the prescribed format;
• Preparing applications for discretionary grant funding for submission to LGSETA; reporting the results for applications for discretionary grant funding at the Human Resources Development Committee; implementing the expenditure of discretionary grant funding by implementing the prescribed supply chain management procurement processes;
• Maintaining the Skills Audit database and updating information in terms of skills audit and training completed;
• Facilitating training programmes for all levels of employees within the Municipality identified from training needs analysis;
• Reporting to the Manager: Human Resource on activities  and key outcomes of the functionality;
• Preparing and circulating skills audit questionnaires for completion detailing current skill level, developmental requirements and career aspirations;
• Consolidating information to facilitate the preparation of a comprehensive skills plan, conducting individual skills audit, compiling skills report and identifying and prioritising specific interventions;
• Assessing the effectiveness of the plan to meet developmental and capacity building objectives against specific measures reflective of cost, time and quality of content’
• Discussing proposed actions/ interventions, internal and external training requirements with relevant personnel prior to commencing with implementation sequences;
• Preparing implementation reports pertaining to Workplace Skills Plan, Sector Skills Plan and Discretionary Grant forms;
• Identifying students through the training needs analysis/ skill gaps for undergoing of specific training.
• Selecting and arranging with suitable external providers to provide coverage on specialized topics/learning areas.
• Preparing specifications for the appointment of accredited skills development service providers for submission to the Bid Specification Committee;
• Attending meetings of the Bid Specification Committee to provide input and clarities on technical aspects of training and accreditation;
• Preparing the tender/quotation notice calling service providers to submit bids/quotes;
• Receiving tenders/ quotes after closing date and preparing a provisional tender/quotation evaluation report for submission to the Bid Evaluation Committee;
• Preparing letters of appointment in respect of service providers appointed by the Bid Adjudication Committee;
• Liaising with appointed service providers relative to date of commencement of training initiatives.
• Liaising with the relevant departments for the release of employees to attend training interventions.
• Overseeing the booking of venues for training.
• Reporting attendance, training interventions undertaken and costs of training interventions to the Human Resources Development Committee.
• Evaluating feedback on the course content, degree of applicability and training methods, referring to delegates comments and/or conducting interviews to assess the impact of training.
• Updating the Workplace Skills Plan on completion of any training/skills development intervention.
• Making budgetary submissions and motivations for the funding of equipment, items and consumables required for the operations of the Skills Development Section.
• Preparing a procurement plan for acquisition in respect items, equipment and consumables required for the Skills Development Section.
• Preparing a procurement plan for the appointment of skills development service providers.
• Overseeing the obtaining quotations and or prepare draft specifications for equipment and items required for the operations of the Skills Development Section.
• Preparing draft evaluation reports in respect of tenders and quotations in respect of equipment and items required for the operations of the Skills Development Section for submission to the relevant evaluation committee.
• Monitoring budgetary expenditure of the Skills Development Section.
• Preparing requisitions for procurement in the prescribed format.
• Preparing deviation requests for the acquisition of goods and/or services.
• Preparing funding virement applications where budget shortfalls exists.
• Certifying receipt of goods/services rendered for payment.
• Reporting the status of the budget expenditure and status of planned expenditure to the immediate superior.
• Planning, implementing and controlling the daily work/ actions of staff.
• Monitoring attendance/ conduct and output and addressing deviations from agreed performance indicators through meetings/ counseling and/ or other approved methods designed to improve and motivate personnel.
• Consulting with leading departments on capacity building requirements as per the intern program; overseeing obtaining reports for leading departments on intern capacity building progress; verifying that the interns are rotated amongst sections as per the intern capacity building guidelines; and submitting intern progress reports to National Treasury.
• Coordinating the development of a Workplace Skills Plan (WSP) for the financial year, for consolidation into the Municipality’s WSP and submission to the Local Government Sector Education and Training Authority (LGSETA).
• Compiling and updating statistical information with respect to training completed, attendance levels and targets achieved.
• Preparing annual training reports on the activities of the Section outlining objectives and accomplishment of outcomes against the approved WSP.
• Recording all skills development initiatives undertaken relative to mandatory and discretionary grants and recording all expenditure incurred in skills development initiatives inclusive of mandatory grants, discretionary grants and internal funding.
• Maintaining the training information record keeping system, updating files with current correspondence and data and/ or accessing information to support query resolution or provide details of interventions planned and completed.
• Reporting to Sectional Heads in respect of any training arranged, by means of submitting reports, so that appropriate remedial action is taken where required and general training and development information is kept current.
• Communicating with Service Providers for the provision of training.
• Communicating external stakeholders and service providers (LG SETA, Construction SETA, Services SETA, etc.) on matters regarding Workplace Skills Plan and training programs.
• Coordinating annual skills audit and training needs analysis exercise by distributing appropriate questionnaires to all staff and by collating the results and obtaining information to be utilized for further training and development.
• Evaluating and analyzing of information obtained from the audits and needs analysis questionnaires, through a process of documentation, in order to generate a list of training requirements for each individual and department.
• Meeting training needs deadlines, including the WSP submission timeously.
• Extracting and analyzing management reports from Departments and maintaining a database for all employees in the Municipality.
• Preparing and collating Employment Equity statistical information including terminations, age analysis, and any other employment equity statutory requirements by Stats S.A, Department of Labour, Local Government, etc.
• Facilitating presentations on Employment Equity plans to the Employment Equity Committee, Management and Local Labour Forum.
• Monitoring the implementation of the job profiling/ recruitment/ promotion system and the Municipality’s Employment Equity performance.
• Analyzing, implementing and monitoring the Municipality’s five-year Employment Equity plan.
• Compiling the Employment Equity report for consolidation into the Municipality’s EE report, for timeous submission to the Department of Labour.
• Reporting to management on achievements and Employment Equity plan targets and giving advice/ guidance on where targets have not been met or where there are any non-conformances.
• Monitoring and implementing Equality and Diversity strategy in line with the organization’s visions and values and corporate plan.
• Developing of initiatives and interventions to change the culture of the organization to promote equality and diversity and ensure equality of outcome for all employees.
• Carrying out a review of existing Equality and Diversity policies to identify those requiring an update.
• Contributing to the development and delivery of Diversity and Equality training.
• Identifying measures to monitor cultural change.
• Verifying reports to monitor performance against targets and plans and ensuring that the Executive Team are regularly advised of progress against plans and to recommend actions as required.
• Providing advice, guidance and support on equality and diversity issues and submission of Employment Equity Plan to the Manager: Human Resources Management.
• Representing the Municipal Manager on regional and national forums and working groups.
• Overseeing the preparation of employee nomination forms for members of the Employment Equity Committee.
• Arranging sessions with the employee component to explain the legal requirements of the Employment Equity Committee, nomination processes and duties of members of the Committee.
• Overseeing the receipt of employee nominations and compiling a list of nominees.
• Overseeing the submission of the employee nominations to the Local Labour Forum with recommendations on acceptance of nominations.
• Preparing letters of appointment to the Employment Equity Forum for submission to the Municipal Manager.
• Overseeing the distribution of the Employment Equity Committee appointment letters to the relevant employees.
• Consulting regional demographics for purposes of determining employment equity targets.
• Obtaining details of new appointments for purposes of the updating of the Employment Equity Plan.
• Arranging consultative sessions on the content and targets of the Employment Equity Plan with internal stakeholders other than the Employment Equity Committee.
• Taking minutes of consultative sessions and recording the inputs from such sessions for submission to the Employment Equity Committee.
• Submitting the Employment Equity Plan to Council for approval after consultative processes.
• Submitting the Employment Equity Plan to the Department of Labour after adoption by Council.
• Submitting the Employment Equity Plan for publication on the Municipal Web Site.
• Consulting shortlisting agendas and drawing Employment Equity Targets relevant to the position being considered for filling.
• Submitting the Employment Equity targets at the Short-Listing Meeting for consideration by the selection panel.
• Making recommendations to the selection panel relative to the Equity Targets in the appointment.
• Recording the demographics of the appointment made.
• Updating the Employment Equity Plan by inserting the relevant information from appointments made.
• Accessing employment equity information from the electronic employee data base.
• Comparing the equity information from the employee data base with the employment equity targets set.
• Providing employment equity reports as may be required by the Department of Labour.

BENEFITS:                                                   As per standard conditions of service.                                             

Applicants must submit a formal application form and a comprehensive CV, certified copy of qualifications, identity document and driver’s license. Applications must be submitted electronically as one PDF document to recruitment@kouga.gov.za. Application forms can be obtained from the Municipal website, www.kouga.gov.za and must reach the Human Resource Manager on or before Wednesday, 31 December 2025 at 12:00.

For any enquiries contact Ms Zandile Gxuluwe: 042 2002 200.

Disqualification:

Please note that the following can lead to disqualification:

1. Canvassing of councillors.
2. Submission of fraudulent qualifications and/ or documents.

NB: Please note that shortlisted candidates will be subjected to a vetting, reference check and assessment process.

By applying for this position, the candidates agree to background checks being performed.

Preference will be given to applicants residing within the Kouga area of jurisdiction.

Should you not hear from us within 30 days of closing date, kindly regard your application as being unsuccessful.

MR C DU PLESSIS                                                                                 P. O. BOX 21

MUNICIPAL MANAGER                                                                        JEFFREYS BAY

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