Training and development Policy - NWU

1 Training and development Policy Reference number 3 Accountable executive manager Executive Director: Human Capital Policy owner Executive Director: Human Capital Responsible division Director: Human Capital development Status Approved Approved by Council Date of approval 20 September 2013 Amendments This Policy replaces the Staff development Policy as approved on 23 September 2005 in totality. Date of amendments July 2013 Review date 2015 Web address of this Policy Address on the Policy database RMA SHARE:\2. Management\ development and review\ Review\Database\ Policy documents\ Training and development Policy 1 Training and development Policy 1 Preamble As a pre-eminent university in Africa, driven by the pursuit of knowledge and innovation, with a unique institutional culture based upon the values the University espouses, the North-West University has adopted this Training and development Policy on 20 September 2013.

2 This Policy replaces the Staff development Policy as approved on 23 September 2005 in totality. 2 Purpose NWU is committed to providing employees the opportunity to undertake appropriate skills development and formal Training to meet the responsibilities of their employment effectively. development is also intended to facilitate career development where it supports the University s goals, to build staff flexibility, improve capability, and to develop leadership potential. 3 Policy Objectives To provide mechanisms for employees to develop skills, knowledge and/or gain qualifications and expertise, in order to contribute to the development of the University as well as their own professional and career development . To comply with Skills development Act so as to be able to compile Workplace Skills and Employment Equity Plans.

3 To provide opportunities for implementation of equality through targeted and accredited, where appropriate, staff development and Training . 4 Scope of Application This Policy shall apply to all permanent and fixed term employees. Short term contract employees (less than 12 months contract) and employees on probation will be afforded an opportunity to attend in-house Training programs that will enhance their employability. 5 Guiding Principles Staff learning, Training and development will be aligned with the University s Performance Management systems and shall include the following; (a) Job related skills development programmes; and (b) Formal qualifications funded through the study rebate benefit; and the UNISA Fund. All Training and development measures shall be informed by a skills audit as envisaged in the Skills development Act and aligned to each person s and the University s identified skills needs as captured in a Skills development Plan.

4 The education, Training and development of employees are a key performance area or responsibility for line management. Managers are expected to discuss Training and development needs with each of their employees at least annually as part of the Performance Appraisal and Planning process. The University may grant financial assistance to employees to attend skills programmes which are occupationally based, accredited, and must be approved by their manager and be in line with personal development plans (PDP). Training and development provision will be evaluated and reviewed to ensure that it is adequate, relevant, effective, provides value for money and supports employment equity objectives. Human Capital development Training and development Policy 2 Equality and non-discrimination, including gender and disability mainstreaming, and diversity awareness and values education, shall be integrated in all Training activities.

5 Staff development programmes will be competency based, focusing on the development of knowledge, skills and attitudes/values as appropriate for the staff member in a specific position. Funds that are claimed from the ETDP SETA in terms of the Skills Levies Act will be managed by the Human Capital development Departmentand administered by the Skills development Facilitator. All skills development initiatives and relevant proof ( invoices, attendance registers and certificates) should be recorded by all divisions and reported to the Human Capital development Department for purpose of compiling the Annual Training Report. The Training and development division shall strive to attain and maintain accreditation standards as required by the SETA. 6 Skills development Fund Programmes For purpose of the skills fund, and as stipulated in the Skills development Fund Act, the following Training is recognised; a) In-house Training such as orientation, on-the-job (workplace based) workshops and presentations provided by the University.

6 These are provided free of charge to all employees. b) In-house or external registered or accredited Training with accredited service providers on various modules such as First Aid, Communication, Conflict Management, Project Management etc. c) Job related seminars, conferences, congresses, symposia and workshops (within South Africa). d) Bridging programmes (Professional, vocational, technical & academic learning) offered to learners to achieve an occupational qualification. 7 Financing of Training The University must in accordance with its particular Training needs and subject to normal budgetary procedures make provision for the financing of Training activities as stipulated in the Skills development Levies Act. Only programmes that are claimable from Skills Levies will be paid from the skills development fund. In order to provide all employees the opportunity of skills development , a maximum amount per employee per annum will be permitted.

7 Indirect Training costs such as travel and accommodation will be financed depending on the availability of funds and cannot be guaranteed. The skills fund will not pay for full qualifications Degree or Diploma. Full qualifications are funded through the NWU study rebate and the UNISA Fund for support staff. 8 Governance, Management Roles and Accountabilities Council (through the HCEE Committee) is responsible for the existence and monitoring of implementation of this Policy . Institutional Management is responsible for the implementation of this Policy in terms of the necessary processes, systems and procedures. The IEESDF Committee shall ensure that the Workplace Skills Plan of the University is in place and implemented. Line management will be responsible for identifying and approving skills development needs of employees.

8 The Human Capital development department and the Skills development Facilitator will monitor, evaluate and drive the implementation of the Policy , guided by the Skills development Framework. Employees are responsible for their own development and career management. Original details: Helen Mogorosi (16109007) and development Policy 12 August 2013 File reference: 3