2. PROCEDURE WHEN APPLYING

1 2. PROCEDURE WHEN APPLYING A separate application form is to be submitted for each vacancy / post applied for. A unique post number is allocated to every vacant post. Please note that sorting of applications is done according to the post number; therefore please ensure that the correct post number is quoted on the application form. The only application forms that will be recognized for this vacancy list is the NEW Z83 AS ATTACHED OLD ONE OR ANY OTHER APPLICATION FORM WILL BE AUTOMATICALLY BE DISQUALIFIED. The new Z83 application form is available at District Offices and on the website, as well as included in this Vacancy List. No other forms / old Z83 will be considered than the above mentioned will be considered.

2 A CV and originally and recently certified (not older than 6 months) copies of the following documents must be attached to each application form (Z83): All educational qualifications (including GR. 12 Certificate and Informal qualifications) ID document (to be permanently appointed, you must be a South African citizen) SACE membership document The CV must indicate the candidate s qualifications and subjects obtained as well as the subjects / GR s that can be taught by him / her. The CV should also indicate, if applicable, all previous periods of service as an educator (state period / rank and school / employer). The complete post number (indicated on the left of each vacant post) of the vacancy for which application is made, and the applicant s PERSAL NUMBER (if the applicant is employed / has been previously employed) are to be inserted on the application form under Position for which you are APPLYING for.

3 Applications must be sent to the relevant District Office (addresses as indicated in paragraph 6). Posted applications will only be accepted if they reach the relevant District Office, by Monday, 28th February 2022 (NO EXEPTIONS). Date of Appointment: 01 April 2022, or as soon as possible thereafter. TAKE NOTE OF THE FOLLOWING: Failure to comply with the above procedures will lead to an application being rejected. Applicants are informed that applications, qualifications, ID s and CV s will not be returned. Applicants must also note that if no notification of appointment is received within 4 months of the closing date, they must accept that their applications have been unsuccessful and are hereby thanked for APPLYING .

4 No faxed or e-mailed applications will be accepted. The Department reserves the right to withdraw and / or not fill any post on the vacancy list. Applicants education qualification (s) will be verified. The Free State Department of Education is an equal opportunity, affirmative action employer. It is our intention to promote race, gender and disability in the Department and will be guided by its employment Equity Plan. (All Principal posts are on Post Level 4) POST LEVEL TARGET RACE Black: target = GENDER SCORING IF DISABLED Preference of filling posts through external recruitment and/or internal promotion according to EE requirements BM BF WM WF 2 Black Male (BM) Black= 15 +10 for Male 25 15 10 0 + 5 Black Male 3 Black Female (BF) Black= 15 +10 for Female 15 25 0 10 + 5 Black Female 4 Black Female (BF) Black= 15 +10 for Female 15 25 0 10 + 5 Black Female OR POST LEVEL TARGET GENDER.

5 M / F = RACE SCORING IF DISABLED Preference of filling posts through external recruitment and/or internal promotion according to EE requirements BM BF WM WF 2 Black Male (BM) M = 15 +10 for Black 25 10 15 0 + 5 Black Male 3 Black Female (BF) F = 15 +10 for Black 10 25 0 15 + 5 Black Female 4 Black Female (BF) F = 15 +10 for Black 10 25 0 15 + 5 Black Female NB: To be noted: In order to appoint qualified and quality school managers (principals), competency assessments will form part of the selection and appointment processes of the Principals of schools. 3. MINIMUM REQUIREMENTS FOR QUALIFICATIONS AND EXPERIENCE ACADEMIC QUALIFICATIONS At least a recognized, 3-year qualification (REQV 13), which must include appropriate training as an educator.

6 * The evaluation of an educator s qualifications to determine whether it is appropriate for appointment or not and to determine what the Relative Education Qualification Value (REQV) of the qualification is, shall be done in accordance with the measures contained in the document Evaluation of Qualifications for Employment in Education . * The qualifications and background information of short-listed candidates will undergo a verification process. * Registered with SACE EXPERIENCE The minimum requirements with regard to experience for appointment to the specific posts / post levels are as follows: PROCEDURE FOR FILLING OF POSTS ELRC Resolution Nr. 4 of 2016, Transfer of Serving Educators in Terms of Operational Requirements with specific emphasis to Annexure A, paragraphs (d), (e) and specifically paragraph (g) In terms of section 6 or section 8 of the Employment of Educators Act, (1998) the employer may transfer an educator who is in addition to another post in the department that matches his / her skills and experience.

7 FS ELRC Resolution Nr. 1 of 2019 requires that the provision of Employment of Educators Act 76 of 1998 as amended be followed. All role-players must please note Section 6 (1) (3) (a) of the Employment of Educators Act, 1998 as amended by Section 7 of the new Education Laws Amendment Act, 2005, which reads as follows: Subject to paragraph (m), any appointment, promotion or transfer to any post on the educator establishment of a public school or a further education and training institution, may only be made on the recommendation of the Governing Body of the public school or council of the further education and training institution (b) In considering the applications the Governing Body or the council, as the case may be, must ensure the principles of equity, redress and representativity are complied with and the Governing Body or council as the case may by, must adhere to- i.

8 The democratic values and principles referred to in paragraph 7 (1): ii. Any PROCEDURE collectively agreed upon or determined by the Minister for the appointment, promotion or transfer of educators; iii. Any requirement collectively agreed upon or determined by the Minister for the appointment, promotion or transfer of educators which the candidate must meet; iv. A PROCEDURE whereby it is established that the candidate is registered or qualifies for registration as POST LEVEL MINIMUM EXPERIENCE REQUIRED (YEARS) 2 3 3 5 4 7 an educator with the South African Council for Educators: and v. PROCEDURE that would ensure that the recommendation is not obtained through undue influence on the members of the Governing Body or Council, as the case may be NOTE: Section refers to equality, equity and democratic values as mentioned in Section 195 (1) of the Constitution (c) The Governing Body must submit in order of preference to the Head of Department, a list of i.

9 At least 3 names of recommended candidates; or ii. fewer than 3 candidates in consultation with the Head of Department (d) When the Head of Department considers the recommendation contemplated in paragraph (c), s / he must before making an appointment, ensure that the Governing Body has met the requirements in paragraph (b) (e) If the Governing Body has not met the requirements in paragraph (b) the Head of Department must decline the recommendation (f) Despite the order of preference in paragraph (c) and subject to paragraph (d) the Head of Department may appoint any suitable candidate on the list. (g) If the HOD declines a recommendation, he must- i. Consider all the applications submitted for this post: ii.

10 Apply the requirements in paragraph (b) (i-iv): and iii. Despite (a) appoint a suitable candidate temporarily or re-advertise the post (l) A recommendation contemplated in paragraph (a) shall be made two months from the date on which the SGB or council, as the case may be, was requested to make a recommendation, failing which the HOD may, subject to paragraph (g) make an appointment without such a recommendation. NB: All references to HOD mean the delegated authority. NOMINATIONS Because the actions and decisions of a governing body / interviewing committee during this process may lead to a dispute, the following measures must be taken: * The committee / SGB must consider the merits of candidates objectively and fairly.