System Overview


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 360  basis by Supervisors, Colleagues, Subordinates etc.
Criterion 2 Rating of Performance in terms of Preset Targets (Management by Objectives) 

TEAM XPRT  

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, 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 EM PLOYER UTILIZES ALL REASONABLY AVAILABLE AND APPLICABLE   CRITERIA WHEN WORKERS ANDPROSPECTIVE W ORKERS HAVE TO BE INTERVIEW ED FOR   PURPOSES OF SELECTION AND PLACEMENT THE EIGHT CRITERIA FOR COMPREHENSIVE STRUCTURED INTERVIEWING

Real Work Performance 

Supervisors Ratings  Pre-Self Rating 

(a) Performance on Relevant CompIndices; and / or 

(b) Performance on Relevant PIBSpEEx scales  

Post Self-Rating 

Ratings by External Referees 

Qualifications 

Experience 

The Personal Interview  

COMPREHENSIVE STRUCTURED INTERVIEWING FOR COMPETENCEThe New Generation Situation-specific Job Profiling and Assessment System

COMPREHENSIVE STRUCTURED INTERVIEWING FOR COMPETENCE

The New Generation Situation-specific Job Profiling and Assessment System

 

 

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