System Overview
PREPOSITION1:
The reasonable employer interviews workers and prospective workers in terms of job-related competencies only.
THE THREE STEPS OF JOB PROFILING
- Step 1: Horizontalization determining the EIGHT job / role /course related source competencies
- Step 2: Job / Role / Course Description listing the: functional competencies of the job / role / course; and their corresponding minimum performance prerequisites under the relevant source competencies
- Step 3: Verticalization grading the job / role / course in terms of: level of complexity at which all related activities have to be performed to meet minimum performance requirements adequately; and level of intricacy added by environmental conditions to job / role / course performance
CRITICAL CROSS-FIELD EDUCATION AND TRAINING OUTCOMES
Mapping the desired training and development outcomes in terms of the 12 generic critical cross-field education and training outcomes suggested by SAQA, in order to provide a blue-print to the training division from which a training and development plan for the particular job / role / course could be strategised.
PERFORMANCE APPRAISAL SCORING SCALE
Criterion 1 Rating of Performance on a 360º basis by Supervisors, Colleagues, Employees etc.
Criterion 2 Rating of Performance in terms of Pre-set Targets (Management by Objectives)
TEAM EXPERT
Determining state of the particular team in terms of ten generic criteria applicable to all teams, viz. Team Spirit, Communication, Cooperation, Decision-making, Flexibility, Leadership Style, Openness, Personal Development, Planning, and Trust.
THE 10 FIELD VISUAL PREFERENCE PROFILE The 10F-VPP determines the respondent's preferences within 10 broad areas of work
PREPOSITION 2:
The reasonable employer utilises all reasonably available and applicable criteria when workers and prospective workers have to be interviewed for purposes of selection and placement the eight criteria for comprehensive structured interviewing.
Real Work Performance
Supervisors Ratings
Pre-Self Rating
- Performance on Relevant Pib Speex scales
Post Self-Rating
Ratings by External Referees
Qualifications
Experience
The Personal Interview
COMPREHENSIVE STRUCTURED INTERVIEWING FOR COMPETENCE
The New Generation Situation-specific Job Profiling and Assessment System
