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 TOC \o "3-3" \h \z \t "Heading 1,1,Heading 2,2,Prelim Head 2,2,Appendices,1,Appendix Heading, 2"  HYPERLINK \l "_Toc348608915" 6	Education, Training and Development	 PAGEREF _Toc348608915 \h 1
 HYPERLINK \l "_Toc348608916" 6.1	Policy������������������������������������. PAGEREF _Toc348608916 \h 1
 HYPERLINK \l "_Toc348608917" 6.2	Technical Training	 PAGEREF _Toc348608917 \h 1
 HYPERLINK \l "_Toc348608918" 6.2.1	Professional Registration	 PAGEREF _Toc348608918 \h 2
 HYPERLINK \l "_Toc348608919" 6.2.2	Continuing Professional Development (CPD)	 PAGEREF _Toc348608919 \h 3
 HYPERLINK \l "_Toc348608920" 6.3	Other Training	 PAGEREF _Toc348608920 \h 3
 HYPERLINK \l "_Toc348608921" 6.4	Course/Conference Attendance:  Overseas and Local	 PAGEREF _Toc348608921 \h 4
 HYPERLINK \l "_Toc348608922" 6.4.1	Procedure	 PAGEREF _Toc348608922 \h 4
 HYPERLINK \l "_Toc348608923" 6.4.2	Local course/conferences	 PAGEREF _Toc348608923 \h 4
 HYPERLINK \l "_Toc348608924" 6.4.3	Overseas course/conferences	 PAGEREF _Toc348608924 \h 4
 HYPERLINK \l "_Toc348608925" 6.5	Training Attendance Register and Training Record	 PAGEREF _Toc348608925 \h 5
 HYPERLINK \l "_Toc348608926" 6.6	Obligation to the Company	 PAGEREF _Toc348608926 \h 5
 HYPERLINK \l "_Toc348608927" 6.7	Educational Assistance � Internal Bursaries	 PAGEREF _Toc348608927 \h 5
 HYPERLINK \l "_Toc348608928" 6.7.1	Policy	 PAGEREF _Toc348608928 \h 5
 HYPERLINK \l "_Toc348608929" 6.7.2	Application Procedure	 PAGEREF _Toc348608929 \h 6
 HYPERLINK \l "_Toc348608930" 6.7.3	Costs Awarded	 PAGEREF _Toc348608930 \h 6
 HYPERLINK \l "_Toc348608931" 6.7.4	Approved Courses	 PAGEREF _Toc348608931 \h 6
 HYPERLINK \l "_Toc348608932" 6.7.5	Incomplete Studies or Failure / Obligation to the Company	 PAGEREF _Toc348608932 \h 6
 HYPERLINK \l "_Toc348608933" 6.7.6	Study Leave	 PAGEREF _Toc348608933 \h 6
 HYPERLINK \l "_Toc348608934" 6.8	Full Time Studies	 PAGEREF _Toc348608934 \h 7
 HYPERLINK \l "_Toc348608935" 6.8.1	Full Time Technikon Studies	 PAGEREF _Toc348608935 \h 7
 HYPERLINK \l "_Toc348608936" 6.8.2	Full Time Post Graduate University Studies	 PAGEREF _Toc348608936 \h 7
 HYPERLINK \l "_Toc348608937" 6.9	Promotions	 PAGEREF _Toc348608937 \h 8
 HYPERLINK \l "_Toc348608938" 6.9.1	Policy	 PAGEREF _Toc348608938 \h 8
 HYPERLINK \l "_Toc348608939" 6.9.2	Procedure	 PAGEREF _Toc348608939 \h 8
 HYPERLINK \l "_Toc348608940" 6.10	Performance Management	 PAGEREF _Toc348608940 \h 8
 HYPERLINK \l "_Toc348608941" 6.10.1	Performance Appraisals	 PAGEREF _Toc348608941 \h 8
 HYPERLINK \l "_Toc348608942" 6.11	External Bursaries/Post-Graduate Studies	 PAGEREF _Toc348608942 \h 9






 HYPERLINK \l "_Toc348608943" Appendices	 PAGEREF _Toc348608943 \h 10
 HYPERLINK \l "_Toc348608944" Appendix 6.1: Training Attendance Register	 PAGEREF _Toc348608944 \h 11
 HYPERLINK \l "_Toc348608945" Appendix 6.2: Training Record	 PAGEREF _Toc348608945 \h 12
 HYPERLINK \l "_Toc348608946" Appendix 6.3: Educational Assistance (Internal Bursary) Application	 PAGEREF _Toc348608946 \h 13
 HYPERLINK \l "_Toc348608947" Appendix 6.4: Approval of Educational Assistance	 PAGEREF _Toc348608947 \h 14
 HYPERLINK \l "_Toc348608948" Appendix 6.5.1: Full Time Technicon Studies Approval Letter	 PAGEREF _Toc348608948 \h 15
 HYPERLINK \l "_Toc348608949" Appendix 6.5.2: Full Time Post Graduate University Studies Approval Letter	 PAGEREF _Toc348608949 \h 16
 HYPERLINK \l "_Toc348608950" Appendix 6.6: Motivation for Promotion	 PAGEREF _Toc348608950 \h 17
 HYPERLINK \l "_Toc348608951" Appendix 6.7: Promotion Letter	 PAGEREF _Toc348608951 \h 18
 HYPERLINK \l "_Toc348608952" Appendix 6.8: Performance Appraisal Form	 PAGEREF _Toc348608952 \h 19
 HYPERLINK \l "_Toc348608953" Appendix 6.9: Profile Descriptions (Accounts)	 PAGEREF _Toc348608953 \h 20
 HYPERLINK \l "_Toc348608954" Appendix 6.10: Profile Descriptions (Administration)	 PAGEREF _Toc348608954 \h 21
 HYPERLINK \l "_Toc348608955" Appendix 6.11: Profile Descriptions (CAD)	 PAGEREF _Toc348608955 \h 22
 HYPERLINK \l "_Toc348608956" Appendix 6.12: Profile Descriptions (Consultant)	 PAGEREF _Toc348608956 \h 23
 HYPERLINK \l "_Toc348608957" Appendix 6.13: Profile Descriptions (Technician)	 PAGEREF _Toc348608957 \h 24
 HYPERLINK \l "_Toc348608958" Appendix 6.14: Profile Descriptions (Technical Assistant)	 PAGEREF _Toc348608958 \h 25
Education, Training and Development
Policy
The Company is committed to the support and encouragement of employees who wish to improve themselves, for the spectrum of skills required in the Company.
Through the equal treatment and creation of opportunities for all employees, the Company seeks to create a climate in which every employee has the opportunity to develop and perform to the best of their ability, to the benefit of the Company, the employee and the community as a whole.
SRK complies with the Skills Development Act (Act No. 97 of 1998).  
Technical Training 
The aim of the Company�s technical training programme is firstly, to ensure that employees obtain training of a suitable nature and quality to improve their performance and experience, and secondly, if applicable, to ensure professional registration in a reasonable period.  
Appropriate training for each of the categories, viz; engineers, scientists, technologists and technicians, will be ensured by the appointment of suitably qualified mentors. 
The general principles regarding professional training and mentorship are:
Target Group
The training programme is appropriate for graduates and diplomates who have not yet fulfilled the requirements for registration.   
Programme
The Company has various technical SBUs, each with a different range of specialised professional services.
The general principle of the training programme will be to permit employees to gain experience in one or more SBU.  The choice of SBU will depend on the specific requirements of the employee-in-training.  Generally, employees will be required to spend a minimum period of 1 year in any SBU.
With regard to practical training, the Company will attempt to arrange for secondment of employees-in-training to a contracting organisation for a suitable period.   Where such secondments are not possible, arrangements will be made for employees to obtain relevant experience on company projects, in a Resident Engineer capacity.
Responsibilities Regarding Professional Training
The employee-in-training is responsible for ensuring that he/she is receiving suitable training.  He/she should personally arrange with his/her mentor to review training progress during appraisals.
The employee�s senior is responsible for ensuring that suitable opportunities are made available to employees in training. 
The HR Department will facilitate the appointment of a mentor for each trainee (generally from the Partner group) to oversee the training of juniors for each given period. 
Mentors
The mentor will be responsible for reviewing the training received by the employee.
An initial meeting should be conducted within two weeks of the appointment of a mentor.  Thereafter each month the employee-in-training should discuss his/her activities on projects of the previous month with his/her mentor.
Both parties will jointly set training objectives for the next training period.  Progress with training should be reviewed informally every month and formally every year. 
The mentor should be present during the performance appraisal carried out during February.  The employee-in-training will be required to prepare notes on the prior period before the appraisal interview.
The mentor will be required to keep the HR Department informed of any problems regarding the training.
Professional Registration
Professional registration is regarded as being very important by the Company and registration of employees with their Professional Councils is therefore a prerequisite for promotion to senior categories. Employees who are not able to register with a Professional Council who are deserving candidates for senior categories should be subject to a Peer Review. See App 6.15 for the Guidelines for Peer Review.   
When the requirements for professional registration have been fulfilled, an interview should be arranged with the SBU Partner. The SBU Partner will review the training received by the employee-in-training and make recommendations regarding his/her application for professional registration.  After agreement the employee should complete an application as prescribed by the relevant professional body. 
The Company will pay disbursement costs for employees to attend their professional registration interview.  In the event that employees do not obtain their professional registration, subsequent attempts will not be funded by the Company.  Where an employee resigns from the Company and hasn�t yet obtained registration, these costs will be recovered from the employee�s final salary.
Continuing Professional Development (CPD)
CPD is extremely important for all professionals in order to retain their professional registration.  
The Engineering Council of South Africa (ECSA) has introduced a formal system of continuing professional development whereby a registered engineering professional needs to apply for the renewal of his/her registration at least three months prior to the prescribed expiry date of his/her registration.  The CPD system is intended to be user-friendly and the 5 credits or 50 notional hours required annually should be readily obtainable.  Engineering practitioners are required to submit information to ECSA annually, not later than 30 days after completion of an annual cycle, or on a continuous basis to ECSA�s secured CPD website.  In the event of a practitioner not complying with the requirements of the CPD system, ECSA may remove the practitioners name from the relevant register of engineering practitioners.  CPD points can be obtained for attending conferences, writing papers, reading technical books etc.
It is the employee�s responsibility to ensure that they maintain their registration.  
Other Training
The Company is aware of the on-going training requirements for all employees, to improve their performance and the service offered to clients.  
SBU/Department Managers will identify training requirements of employees and corresponding training courses that might be available.   Employees are encouraged to discuss training with their SBU Partner should they identify training that would be beneficial.  A review of training needs is part of the regular performance appraisal process.  
All identified training needs / requirements and / or completed training are recorded by the HR Department and reminders of outstanding training sent out quarterly.
The following are examples of other training for employees:
Internal training on company procedures;
Internal/external courses such as finance, report writing, presentation skills;
Video training courses such as Windows etc;
Training on the Company�s Management Information system (Proman);
Specific courses presented by universities, technikons, professional societies etc;
Computer software courses presented by software suppliers or training colleges etc;
Course/Conference Attendance:  Overseas and Local
The Company encourages employees to attend and contribute to conferences, (symposia, colloquiums etc) and technical courses.   
Attendance at any course/conference will depend on the record of recoverable hours worked by the employee.  In principle, the amount of time for the course/conference must be covered by the employee's contribution of time input.
Attendance at a conference would normally require presentation of a paper or equivalent, to ensure adequate representation of the Company.
Procedure
An application including the course/conference information and the paper to be presented should be submitted to the SBU Partner.
In terms of the Research and Development Strategy, courses/conferences may be identified at which employees should present a paper or lecture, or at least provide Company representation.  In such cases, appropriate employees will be identified and requested to prepare appropriate papers, if applicable, and/or briefed regarding the aims, from a Company point of view, of participation in the course/conference.
The employee may be required to provide written and verbal feedback on the course/conference.
A resume of the course/conference should be presented at a Friday afternoon talk. Proceedings, course notes etc must be submitted to the library.
The Company will pay for all direct costs associated with attendance at courses/conferences including economy airfares, hired motor vehicles and accommodation. A float will be provided to cover recognised costs.  
Local course/conferences
Attendance at local courses/ conferences etc would normally be limited to 5 days in any one year.
No conference attendance would normally be granted until the employee has been with the Company for 6 months.  Under exceptional circumstances this may be negotiated if the employee concerned is presenting a paper or attending the course/conference to the benefit of the Company as well as the employee. 
Overseas course/conferences 
In principle, selected employees will be permitted to attend overseas course/conferences once every four years of service, at the Company�s expense.  An employee who wishes to attend overseas conferences more frequently will be responsible for all travel expenses, unless recoverable from project costs.
Overseas visits should also include other business visits depending on the location of the conference.
Overseas conference attendance will normally not be granted until a minimum of 2 years� service has been completed.
A full itinerary for the trip must be presented prior to departure.
The application must be approved by the SBU Partner and the Managing Director.
Training Attendance Register and Training Record
A training attendance register for all training including CPD must be sent to the Accounts Department (for payment purposes) as well as the HR Department for CETA (Construction Education and Training authority) purposes.  A copy is given in Appendix 6.1.  A record of training completed by all employees will be maintained by HR.  A copy is given in Appendix 6.2.
Please note that training will not be paid for if both Accounts and HR are not in receipt of the provider invoice, SRK order form and training attendance register.
Obligation to the Company
The costs of courses and conferences will be paid by the Company where these courses/conferences are required by the Company (e.g. Proman, Health and Safety), or where the Company specifically requests the individual to attend a course/conference.
Where the course/conference benefits both the Company and the employee, costs incurred by the Company are to be repaid on a pro-rata basis if the employee leaves the company within a period of 24 months. 
Educational Assistance � Internal Bursaries
Policy
All permanent employees are encouraged to further their formal education through private study, as appropriate, which preferably will not disrupt their normal work schedule.  Employees should have a minimum of 1 years� service with the Company.
Courses selected for study should be directly related to the work which the employee is currently performing or aimed at future career advancement.  Vocational or hobby courses will not be approved.
Application Procedure
Before embarking on a particular course of study, the employee should submit an application supported by the SBU/Department Partner to the HR Department.  The form is given in Appendix 6.3.  
Costs Awarded
If the Bursary Committee believes that the course of study selected is in the mutual interests of the employee and the Company, they will approve the application and award an amount to cover course fees and/or approved associated costs to a maximum cost per annum. This will be paid by the Company.  The approval letter is given in Appendix 6.4.
The individual awards will be limited to a certain amount per annum in order to provide assistance to a greater number of employees. Applications for costs in excess of the annual limit will only be approved in exceptional circumstances, dependent on the Company�s bursary budget.
All requests for payment must be made through the HR Department by submitting invoices for payment or receipts for reimbursement.   Payments may not be requested through expense claims.
Please note that once the bursary for the year has been depleted, it is the bursar�s responsibility to settle the outstanding fees. If the bursar cannot register due to outstanding fees on their account, funds will not be released until the bursar can produce proof of registration for the following year / for the year that the bursary has been approved. 
Approved Courses
Courses that fall into the specialist technical, engineering and scientific spheres of the Company�s business areas are given preference.
MBA and similar courses may be approved depending on the motivation.
Incomplete Studies or Failure / Obligation to the Company
In the event that the employee discontinues the course, the costs paid by the Company will be recovered from the employee.  In the event that the employee fails the course (or year of the course) subsequent attempts at that year will not be funded by the company.
If an employee leaves the Company within twenty-four months of completing the course, costs paid by the Company will be recovered from the employee on a pro-rata basis.
Study Leave
For approved courses the employee will be granted study leave of a maximum of 10 working days per annum.  Requests for study leave must be made on the standard leave form. (See section 4.5.5 for more information.)
Full Time Studies
Full Time Technikon Studies
The Company is prepared to support employees wishing to study at a Technikon for courses that require 6 months of study at Technikon and 6 months in-service training at the Company in any year.  
Employees should have a minimum of 2 years� service with the Company.  The employee must submit a motivation supported by the employee�s senior, and SBU Partner.
The Company will pay employee�s salary for the full year as well as the cost of the studies.  The approval letter is given in Appendix 6.5.1.
In the event that the employee fails a year, the employee will be expected to complete that year at his/her own cost and in his/her own time.  The employee can then continue with the course under Company support.
In the event that the employee discontinues the course, the costs paid by the Company for tuition as well as any salary paid whilst studying will be recovered from the employee.
Should an employee leave the Company at any time prior to twenty four months after completing the full course, all the costs paid by the Company for tuition as well as any salary paid whilst studying will be recovered on a pro-rata basis.  
Annual leave will be frozen for the period an employee is attending full time studies.
Company contributions to Technikon studies are limited to a maximum of 4 years.
Full Time Post Graduate University Studies 
The Company is prepared to support employees wishing to study Full Time for post graduate courses that require up to 1 year of study at a recognised University.  
Employees should have a minimum of 2 years� service with the Company.  The employee must submit a motivation supported by the employee�s senior, and SBU Partner.
The Company will pay an agreed portion of the employee�s salary as agreed for time spent at University as well as the cost of the course.  The approval letter is given in Appendix 6.5.2.
The employee will work at the Company when not studying.
In the event that the employee fails the year, the employee will be expected to complete that year at his/her own cost and in his/her own time.  
In the event that the employee discontinues the course, the costs paid by the Company for tuition as well as any salary paid whilst studying will be recovered from the employee.
Should an employee leave the Company at any time prior to twenty four months after completing the full course, all the costs paid by the Company for tuition as well as any salary paid whilst studying will be recovered on a pro-rata basis.  
Annual leave will be frozen for the period an employee is attending full time studies.
Company contributions to University Post Graduate studies are limited to a maximum of 1 year.
Promotions
Policy
Promotion can be defined as moving to a higher level, normally as a result of the individual exceeding the key performance areas of a particular job.
The Company�s policy on promotion is:
Internal promotion is preferred to external recruitment to fill available positions;
Transparency will be maintained regarding available positions within the Company;
Promotions will be fair and consistent. 
Procedure
Motivations for promotions must be sent to the HR Department by the SBU/Department Partner before the annual salary review.  The motivation form is given in Appendix 6.6.  Motivations for promotions are discussed at the Salaries Committee meeting.  Motivation for Principal Consultants should be submitted to the October Partner meeting for approval.
Promotions approved by the Salaries Committee/Partner group are handed to the HR Department for processing.  Once processed, the HR Department will produce promotion letters, which are forwarded to each SBU/Department Partner for onward transmission to their employees.  The promotion letter is given in Appendix 6.7.
Performance Management
Performance Appraisals
The performance appraisal process in the Company is used to guide and assist the development of employees within the Company.  Performance appraisals are conducted during the month of October of each year.
The employee may elect to have any SBU/Department Partner or senior present during the performance appraisal meeting, in addition to his/her direct senior.
 The appraisal system has the following objectives:
Inform employees of those management and personal skills which the Company considers as being most important to the individual and the Company;
Provide employees with feedback about their performance;
Allow management to gauge each person's effectiveness in the workplace on a systematic and non-subjective basis;
Provide a formal opportunity, annually, for the employee to review his/her performance and growth;
Provide a rational means of assessing promotion to the next category; 
Assist the employee in setting short and medium term goals to achieve personal growth objectives.
The appraisal form is completed by both the senior and the employee prior to the appraisal discussion using the relevant profile description. The appraisal form is given in Appendix 6.8 and the profile descriptions in Appendix 6.9 to 6.14.
The appraisal discussion should be regarded as a counselling interview where strengths and weaknesses are diagnosed and joint plans made to achieve growth. Where an employee has a mentor, this mentor should be present during the appraisal discussion.
During the appraisal the employee and the appraiser must reach consensus on the ratings given.  If either party disagrees with the performance rating, this matter must be referred to another senior, whose decision will be final.  
The form must be signed by both parties and handed to the HR Department.  
External Bursaries/Post-Graduate Studies
External bursaries i.e. bursaries to students who are not employees of the Company, can be considered where these are believed to be of benefit to the Company.  
Topics of research may be identified that are considered to be of benefit to the technology of the Company.  In such cases the Partners may decide to proactively fund postgraduate study in these chosen topic areas, either by using high quality students available at Universities, or by identifying suitable candidates within the Company.  A mentor will be appointed from amongst the Partners or senior personnel to ensure that there is appropriate technology transfer to the Company during the progress of the research work. 
The extent of funding provided by the Company and the conditions applicable will be negotiated on a case-by-case basis to suit requirements.  The bursar will be required to enter into a contract with the Company which will define the period for which the individual will work for the Company to repay the debt, or, alternatively, if he/she does not work for the Company, the terms of repayment of the funding.  The standard conditions for bursaries shall form the basis of the contract.









Appendices
 

Appendix 6.1: Training Attendance Register
 
Appendix 6.2: Training Record

 	
Appendix 6.3: Educational Assistance (Internal Bursary) Application
Appendix 6.4: Approval of Educational Assistance

Appendix 6.5.1: Full Time Technicon Studies Approval Letter

Appendix 6.5.2: Full Time Post Graduate University Studies Approval Letter
Appendix 6.6: Motivation for Promotion

Appendix 6.7: Promotion Letter
Appendix 6.8: Performance Appraisal Form
Appendix 6.9: Profile Descriptions (Accounts)

Appendix 6.10: Profile Descriptions (Administration)

Appendix 6.11: Profile Descriptions (CAD)

Appendix 6.12: Profile Descriptions (Consultant)

Appendix 6.13: Profile Descriptions (Technician)

Appendix 6.14: Profile Descriptions (Technical Assistant)
 








SRK Consulting	
Human Resources Manual	Page  PAGE ii

VANZ / DUTM	HR Manual Final 	Rev1 July 2024

SRK Consulting	
Human Resources Manual	Page  PAGE 3



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