Beruflich Dokumente
Kultur Dokumente
..
MARCH 2012
The Dictionary is a consolidation of information contained in all Competence Profiles developed for local government
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TABLE OF CONTENTS
1.
BACKGROUND
PAGE NO.
5-7
5-6
6-7
1.1
1.2
PROJECT BACKGROUND
THE NEED FOR A LG COMPETENCE DICTIONARY
2
2.1
2.2
8-11
8
9-11
DEFINITION OF TERMS
12-13
14
CORE COMPETENCES
15-17
6
6.1
6.2
GENERIC COMPETENCES
18-21
18-19
19-21
7.
7.1
7.2
FUNCTIONAL COMPETENCES
8
8.1
8.1.1
8.1.2
Human Resources
CORPORATE SERVICES
Communications and Media
Managers
Officers
22-25
22-23
23-25
26
26
26
27-29
Managers
Professionals
Officers
Administrators
Assistant Administrators
8.1.3
30
Information Technology
Managers
IT Technicians
8.1.4
30-31
Legal
Managers
Advisors and Paralegal Administrators
8.1.5
31
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31-32
Wellness
32
Managers
Professionals
8.2
Disaster Management
33
Managers
Officers
8.3
Electricity
34-35
Professionals
Artisans
8.4
8.1
8.2
Emergency Services
8.5
8.5
8.6
8.7
8.8
8.9
8.6
Environment
8.3
8.4
8.5
8.6
8.7
8.7
36
Managers
Professionals/ Officers
Administrators
37-40
Managers
Professionals
Officers
Technicians
Finance
41-46
Managers
Professionals
Officers
Administrators
Assistant Administrators
47
Manager
Professional
8.8
48-49
Professionals
Officers
8.9
50-51
Health
Managers
Professionals
8.10
8.9
8.10
8.11
52
Housing
Managers
Professionals
54-61
Infrastructure
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Managers/ Supervisors
Professionals
Officers
Administrators
Assistant Administrators
General Workers
8.12
8.16
8.17
8.18
8.19
8.13
8.20
8.21
8.22
62-63
Managers
Professionals
Officers
Administrators
64-69
Managers
Professionals
Artisans/Assistants
8.23
8.14
8.24
70-71
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1. BACKGROUND
1.1 PROJECT BACKGROUND
In January 2005, Cabinet Lekgotla tasked the Department of 2Public Service and Administration
(DPSA) to conduct a skills audit for national and provincial government for which they are using
HR-Connect. The Department of Cooperative Governance (DCoG, then dplg) committed to
conduct a skills audit for local government for which GAPSKILL, a web-based tool, was
developed. The commissioned Local Government (LG) Skills Audit was aimed at addressing the
former Presidents question: Does the state have the capacity to deliver its services?
The LG Skills Audit was a Governance and Administration (G&A) Cabinet Cluster project
(Government Programme of Action [GPOA]) that was reported on quarterly. The DCoG decided
to conduct the skills audit in consultation with its key stakeholders: The Local Government
Sector Education and Training Authority (LGSETA), the South African Local Government
Association (SALGA), the South African Municipal and Workers Union (SAMWU) and the
Independent Municipal and Allied Trade Union (IMATU). These stakeholders form the national
project steering committee (Steercom) that meet bi-monthly to oversee the project deliverables
and will continue to do so beyond the project to ensure the sustainability of the process. The
Steercom decided not to do a quick and dirty skills audit as it would not lead to comparable
skills development information that is required for long-term planning purposes or a
sustainable process. Also, the LGSETA Sector Skills Plan (developed through municipal
workplace skills plans) could at any stage already provide some base-line information to assist
with skills development.
Through dplg Tender 10 of 2006, the Steercom embarked on a 3 year Project Plan (2007 to
2010) involving all staff members in all municipalities. The tender was further extended to
include a three-day skills audit training on the competence-based approach adopted for the
skills audit and the GAPSKILL. 848 Municipalities Skills Development Facilitators and Training
Committees, Provincial Skills Audit Task Team members and the Steercom were trained. The
training aimed at ensuring the sustainability of the skills audit beyond the skills audit project
timelines (i.e. 2010). The project cost was funded through the LGSETA. QC Consortia was
2
The dpsa and DCoG are however attempting alignment of their skills audit tools for future reporting purposes by using the Department of Labours Organising Framework for
Occupations (OFO) as basis
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The Steercom defined individual capacity as the combination; as required for the job, of
Qualifications, experience and competence (Knowledge, Skills and Attitude in terms of
leadership / managerial, functional and generic competences). Thus, the Steercom decided on
a competence-based approach to the skills audit and draft competence profiles per position
were to be developed based on the below LG Competence Model.
1.2
As indicated to conduct a LG skills audit compelled the development, at a national level, of various Draft
Competence Profiles. The profiles were used to provide a base-line on what a staff member should be
able to do as well as used to measure (skills audit) incumbents in the posts. It became apparent that
some standardization in job naming needed to be further considered resulting into Job Classification
Framework for LG. The content of all Draft Competence Profiles was used to compose
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sandra@cogta.gov.za or LeonieN@cogta.gov.za
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Performance
Management
Job Profiling
HC Planning
COMPETENCIES
Reward &
Recognition
Career
Pathing
Recruitment
& Selection
Succession
Planning
Training &
Development
Municipalities thus have the flexibility to use these broad competences and craft competences
that are specific to their workplace without losing the principal meaning of said competence
or detracting from legislative provisions. The competences within the competence profiles are
therefore clustered as follows:
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CORE COMPETENCE
GOVERNANCE
AND RISK
MANAGEMENT
Functional
Groups
LEADERSHIP/
MANAGERIAL/
TECHNICAL/
PROFESSIONAL/SUPPORT
COMPETENCES
INSTITUTIONAL
ADMINISTRATION
AND LEADERSHIP
SERVICE
DELIVERY
GENERIC
COMPETENCES
Note that Generic Competences are not exhaustive but sample of functional groups
Although functional groups that include leadership and managerial, technical/professional and
support seem to have similar competences, definitions and proficiency statements give clear
differentiation and context. The competences refer to roles that staff members play in a
municipality and may thus not be job-specific. This is especially important in terms of municipal
size as in smaller municipalities generalists will have more roles to play than specialists in
metros. However, each should have only one job. For example:
An HR Officer (job / position / tasks as given in a job profile) in a smaller municipality may be
responsible for HR Administration (role as defined in a competence profile) as well as Skills
Development (role as defined in a competence profile).
In a Metro Municipality there will probably be a Skills Development Facilitator (job/ position /
tasks) who will be responsible for only Skills Development (role).
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3.
DEFINTION OF TERMS
To create a common understanding among the users of this Dictionary, it is imperative to define
the key terms used in this document. These include:
TERM
DEFINITION
Competence
Competence Dictionary
Competence Profile
Core Competence
Experience
Functional Groupings
Functional groupings refers to different key functions that exist within the
municipality in terms of levels, viz., leadership (s57 and s56), management
(managing divisions within directorates), technical and professionals
( specialists within the specific divisions, e.g., HR Consultant, Electrician,
etc.
Generic Competences
Competences that are neither core nor operational nor managerial but, but
apply to many of the functions and positions within the different municipal
levels of work. These are dependent of the type of competence profile and
the requirements of the job
Job/role
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DEFINITION
Leadership/Management
Competences
These are the competences that pertain to the functional area, example:
leading and managing others. These are competences that entail
supervisory and managerial/leadership positions, including project
management roles which involve leading others. The latter will emphasize
team leadership than typical leadership competence (e.g., strategic
direction).
Leaders
Refers to members that are formally holding leadership ( viz., s 57 and s56)
roles in a municipality
Managers
Refers to mainly members that report directly to s56 managers (even s57)
and responsible to lead staff at a divisional level
Occupation
A set of jobs whose main tasks and associated responsibilities are of such
similarity that they can be grouped / clustered together.
Technical/Professional
Competences
Proficiency statements
Qualification
Technical competence is used in the competence profiles of pure technical roles, e.g. electricity, infrastructure, transport, etc. professional competence is used on competence
profiles that require formal qualifications, e.g., HR, Finance, etc
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On the other hand, administrative support competences have only two sub-clusters as
emphasis of the role competence is more on core competence cluster- competence service
delivery orientation as well as the generic competence competences. Furthermore, the
functional competence clusters are listed in the form of their unit and division e.g. Corporate
Services, finance, etc., with the specific jobs as sub-clusters. Therefore this cluster consists of
variable sub-clusters as all the jobs with defined competence profiles are summarized in the
dictionary.
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PROFICIENCY STATEMENTS
DEFINITION
Customer Orientation/
Management
CORE COMPETENCES
Interpersonal
Relationship
5.
COMPETENCE
Political Astuteness
Leadership/Management
Achieves organizational
mandate and common
purpose through recognition
and mobilization of support
within the politicaladministrative leadership
interlinks5
Political Astuteness
Technical /Professional
Recognizes formal structure of the municipality and surface
levels differences, positional power, rules and regulations of
different directorates , and apply knowledge to assist in
achieving work results
Demonstrates a good understanding of ongoing alliances and
disputes internally and leverage on opportunities to drive
forward performance results
Understands and work around the reasons of on-going
Municipal behaviour or the underlying problems, opportunities
Applicable to leadership
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Organisational Awareness
Provides guidance on
implementation of new ways of
delivering services that
contribute to the improvement
of organizational and
directorate mandate
Administrative Support
Understands and functions within the culture of the municipality
and acknowledges the reality of corporate politics
Applies knowledge of the municipal environment and pursues
ones function according to organizational goals
Understands priorities, goals and issues affecting municipality
and ones function/role and works around dynamics to ensure
functional results
Understands sector policies and legislations and its impact on
ones function
Leadership & Management
Creates and inclucates measurable/ quantifiable service
excellence organisational culture
Accounts and responsible for timely and quality services.
Seeks out and involves customers or prospective customers in
assessing services, solutions or products.
Creates mechanisms to encourage innovation and creativity
within functional area and across the organization
Technical/Professional & Support
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Effective Communication
Administrative Support
Reads situations and positions of interest so as to respond
appropriately, verifies understanding to avoid
misunderstandings
Expresses ideas to individuals and groups both within formal
and informal settings in an interesting and motivating way;
Generates correspondence, reports or related documentation
concisely to support relevant division (mainly for Officers and
Administrators)Prepares verbal/written reports in a concise
manner addressing issues relevantly
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DEFINITIONS
PROFICIENCY STATEMENTS
Programme
Management.
Project Management.
6
7
8
Develops
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Financial Management
People Management
Values all staff and elected members by enabling understanding and guides on
roles conceptualisation and encourages constructive and proper engagements
and resources utilization.
Supports, respects the individuality of others and recognizes the benefits of
diversity of ideas and approaches.
Facilitates team goal-setting and problem-solving, recognizes individual and
team contributions and provides appropriate developmental feedback in
accordance with the municipalitys performance management system.
Identifies competence required, suitable resources for specific tasks and
displays personal interest in the well-being of his/ her team.
Manages conflict through a participatory and transparent approach and
encourages personal accountability and role responsibility
Gathers information,
analyses issues and deal
with complexity and
ambiguity implications.
11
10
Attention to detail
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Documents and
Record Keeping
Critical Thinking
Computer Literacy
13
Computer Skills
13
Identifies systematically,
analyses information and
resolves existing problems
to inform adequate
decision making.
Astute understanding of
concepts/ terminology and
operations that relate to
general
computer
use
within Municipality.
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Time Management
Trouble Shooting
and Auditing
Quality Orientation
Understands and
manipulates numerical
data to make correct
inferences and decisions.
Insists on thoroughness,
and accomplishment of
high standards, accurate
quality and efficiency in
ones functional area.
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COMPETENCE
14
15
DEFINITION
PROFICIENCY STATEMENTS
Leadership
Conceptualizes/Contributes
effectively to the formulation
and development of
institutional/directorate
policies. Aligns such policies
MFMA and other governance
related guidelines.
Management
Functional Competence refers to purposeful competence intrinsic to LG environment. In the role profiles the level of job e.g.., Management or Support competence are used
Management formulates and implements
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Risk management.
Guides/Support management
pertaining to area of
expertise related risks and
advice on management
thereof.
Advises management
pertaining to area of expertise
governance guidelines and
management of potential
risks.
7.2 CLUSTER 2
Leadership & Management
Strategic direction &
Leadership.
Sets/Implements area of
expertises overall strategic
direction, leads/manages
transformation issues for
organizational/directorate
change and improvement.
Divisional Administration
&Support.
Provides technical/
administrative support
management, plans and
adheres to divisional
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Accountable for the formation, development and implementation of effective, efficient and responsible institutional administration
16
Directorate/Divisional
Performance Management
and Accountability.
Adheres to the culture of
performance and
accountability, observes and
implements set performance
Standards and accountability.
16
Cooperative Governance.
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COMPETENCE
DESCRIPTION
PROFICIENCY STATEMENTS
OMPETENCE
COMPETENCE
DESCRIPTION
PROFICIENCY STATEMENTS
3. Media Officer
4. Public Relations
Officer
OFFICERS
2. Community Liaison
Officer
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2. Employee Relations
3. HR GM/Manager
4. Training and
Development
Manager
Coordinates municipal
training and development
initiatives, facilitates
alignment of training
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Provides a comprehensive
HR management advisory
and consultancy service to
staff and management on
a range of HR issuses
Researches, designs,
develop and implements
Human Resources
compensation policies and
procedures. Investigates
and coordinates employee
relations issues, grievances
and practices related to
compensation and salary
2. Labour Relations/
Industrial Relations
Officer
Assists in resolving
disputes by advising on
workplace relations policies
and problems. Represents
municipality as well as
employees in negotiations
related to conditions of
employment or any form of
disputes
3. Recruitment and
Selection Officer
PROFFESSIONALS
1. HR Consultant
OFFICERS
1. Benefits and Funds/
Salary Administrator/
Officer
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ADMINISTRATORS
1.HR Administrators
Oversees administrative
support and ensures
maintenance and updates
of HR administrative
records such as information
on promotions, employee
leave records, salaries,
superannuating and
taxation, qualifications and
training
Researches,
designs,
develop and implements
Human
Resources
compensation policies and
procedures;
investigates
and coordinates employee
relations issues, grievances
and practices related to
compensation and salary.
ASSISSTANT ADMINISTRATORS
Responds to telephone,
HR Helpdesk
internet and email enquiries
Operator
and complaints and
provides support,
information and guidance
on HR aspects to
employees and works in a
call centre
1. HR Assistant
Administrator
Bvuyiselo Consulting (Pty) Ltd
Provides administrative
support through
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IT TECHNICIAN
1. IT Technician
Provides general
maintenance of computers,
computer equipment and
resolves identified technical
problems. Undertakes
general tasks which
promotes seamless use of IT
infrastructure/network/
programmes in the
municipality
8.1.4 LEGAL
MANAGERS
1. Head Legal
Services
Performs activities in
support of municipal
attorneys and risk
management. Has
supervisory
responsibilities over the
divisions legal staff and
legal experts
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3. Legal Advisor
(General advisory
and Litigation)
4. Para-Legal
Administrator
on legislation, licensing
and languages activities
in support of the Head
Legal of Services.
information
Assists in drafting of by-laws and licensing contracts on
behalf of the municipality
Resolves complaints, interprets and explains policies and
procedures and ensures the appropriate distribution and
release of confidential or sensitive legal information
ADVISORS
2.Occupational
Health and Safety
Advisor
Oversees employment
conditions and ensures
that such conditions are
hygienic, healthy and
safe for all employees.
Ensures that municipal
buildings and sanitation
systems adheres to the
basic standards of
infrastructure and health
requirements
Implements and
evaluates risk
management policies and
programs, trains
employees in
occupational health and
safety procedures.
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Administers, scores,
interprets psychometric
assessment tools to
determine job fit or any
employment related
capacity.
2.Skills Development
Facilitator
Analyses skills
requirements within the
municipality and coordinates the execution of
the Personal
Development Plans of
employees.
ADVISORS
Skills Development
Advisor
8.1.7 WELLNESS
MANAGER
Wellness Manager
PROFESSIONAL
HIV/AIDS Counselor
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8.2
DISASTER MANAGEMENT
FUNCTIONAL
GROUPS
COMPETENCE
MANAGER
Head-Disaster
Management Centre
OFFICER
Disaster
Management Officer
COMPETENCE
DESCRIPTION
PROFICIENCY STATEMENTS
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8.3
ELECTRICITY
FUNCTIONAL
GROUPS
COMPETENCE
PROFESSIONALS
1. Electrician/
Assistant 33kv
Maintenance
COMPETENCE
DESCRIPTION
PROFICIENCY STATEMENTS
Constructs, maintains,
operates, repairs and tests
electrical mains and
apparatus and ancillary
equipment from low
voltage to 33 000 kilo-volts
2. Electrician/
Assistant
Construction
Undertakes, construction,
maintenance, operation,
repairing and testing of
electrical mains and
apparatus and ancillary
equipment
3.Electrician/
Assistant HT
Maintenance Faults
4. Electrician/
Assistant LT
Maintenance
5. Electrician/
Assistant LT Service
Connections
6. Electrician/
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7. Electrician/
Assistant Traffic
Lights
8. Fitter Mechanical
9. Fitter Welder
8.4
EMERGENCY SERVICES
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COMPETENCE
DESCRIPTION
PROFICIENCY STATEMENTS
PROFESSIONALS/ OFFICERS
1.
Fire
Participates in the operational
Fighter Officer
response division of the fire
and rescue services, provides
highly technical staff
assistance
ADMINISTRATORS
VIP Protection Driver
8.5
ENVIRONMENT
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COMPETENCE
DESCRIPTION
PROFICIENCY STATEMENTS
Managers
1. Marine
Certification and
Surveillance
Manager
2. Pollution Control
Manager
Provides engineering
and management
support in operating and
maintaining a cost
effective pollution control
support system
3. Pollution and
Wastewater
Manager
4. Wastewater
Network Manager
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Professionals
1. Biodiversity
Researcher
Studies and
consolidates the impact
that living organisms
have on the ecosystem
and how it affects their
habitation
2.Environmental
Practices Inspector
Analyzes work
environments and
designs programs that
prevents and eliminates
injury and diseases
caused by chemicals,
biological agents and
physical and ergonomic
factors
Maintains balance
between the necessities
of the natural
environment and the
resources required by
the industries and
companies. Strives to
control the air, land and
water pollutions,
performs research to
identify environmental
pollutants
Studies the anatomy,
physiology,
characteristics, behavior
and environments of all
forms of life living in the
sea to ascertain impact
on human life and
potential threats
3. Environmental
Scientist
4. Marine Biologist
5. Marine Engineer
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Studies aquatic life forms like fish, plants, etc and deals
with the impact it has on the environment that we live in
Investigates the impact of humans and global warming on
the forest soil and climate and carries out studies that will
help in implementing conservation projects
Applies sampling strategies and employs a range of
habitat survey techniques, such as Geographic
Information Systems (GIS), Global Positioning Systems
(GPS), aerial photography, records and maps
Conducts research on hazardous waste management
projects in order to determine the magnitude of problems,
and treatment or disposal alternatives and costs
Informs health professionals, property owners, and the
public about harmful properties and related problems of
water pollution and contaminated wastewater
Inspects waste pre-treatment, treatment, and disposal
facilities and systems for conformance to local or state
regulations
Performs laboratory tests on samples collected, analyzes
the content of contaminated wastewater
Analyzes the impact of temperature, pollutants, rain, and
the population on the environment
Attends public hearings or courts regarding the hearings
related to environmental protection
Works with the legislative members to pass certain laws
that can immediately bring some positive effect in
protecting the environment
6. Meteorologist
OFFICERS
1. Conservation
Officer
Implements programmes
and regulations for the
protection of wildlife,
national parks and
recreations areas
2. Marine Safety
Officer
3. Radioactive Waste
Material Treatment
Operator
Monitors treatment of
waste material through the
application of operating
procedures in respect of
machinery, plant and
ancillary equipment
4. Waste
Minimization
officer
5. Water Quality
Officer
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TECHNICIANS
1. Air Pollution
Analyst
2. Air Quality
Technician
8.6
conditions
FINANCE
FUCTIONAL
GROUPS
COMPETENCE
Bvuyiselo Consulting (Pty) Ltd
COMPETENCE
DESCRIPTION
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PROFICIENCY STATEMENTS
2. Creditors Control
Manager
3. Expenditure
Manager
Provides advice,
support, technical and
professional bookkeeping and financial
reporting within the
municipality. Ensures
that the payments of
sums owed by the
municipality are made in
an efficient, effective and
timely manner
Maximizes overall
revenue through
development and
implementation of
effective inventory and
pricing strategies based
on demand and
competitor analysis
4. Revenue Manager
PROFESSIONALS
1. Debt Collection
Accountant
Bvuyiselo Consulting (Pty) Ltd
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2. Expenditure
Accountant
3.Financial Control
Accountant
Reconciles major
operating accounts daily
as well as resolves
differences and
maintains full accrual
accounting as per GAAP
4. Property Valuation
Accountant
Prepares property
portfolios, sets up
escrow accounts,
prepares financial
statements, draws up
budgets, and maintains
records of assets
Reviews and approves tenant credit memos, nonrecurring tenant billings and questionable cash receipts
for entry
5.Revenue
Accountant
OFFICERS
Bvuyiselo Consulting (Pty) Ltd
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2. Budget Officer
Assists in compilation of
divisional budgets,
quarterly and annual
financial statements
3. Buyer
4.Expenditure Officer
Confidential
Inputs and validates all payroll information to the online payroll system
Ensures that salaries are successfully processed
within strict deadlines
Inputs sickness absence data and validation of
related calculations
Ensures payments made comply with the various
National and Local pay arrangements
Ensures all appropriate statutory and non-statutory
deductions are applied to both manual and
computerized payments
Assists with dispatch of pay slips and enclosures
3. Fixed Asset
Administrator
4.Insurance
Administrator
Administers commercial
and self-insured
programs for employee
benefits, including health,
dental, life, vision and
disability insurance,
workers compensation
insurance
ADMINISTRATORS
1.Creditors
Administrator
2. Debtors
Administrator
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6. Reconciliation
Administrator
7. Register
Administrator
Maintains the
municipalities central
filing system, maintains
supporting index systems
8. Revenue Junior
Accountant
Assists in preparation of
various tax returns,
prepares various
personal property tax
returns
ASSISTANT ADMINISTRATORS
1.Budget and Treasury
Assists in the preparation
Assistant Administrator of budgets based on
previous budget figures
or estimated revenue
and expense
2.Cashier
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3.Credit Control
Assistant
Administrator
4.Debtors Assistant
Administrator
4. Expenditure
Assistant Administrator
5. Payroll Assistant
Administrator
Processes enrollments,
terminations, changes,
payroll deductions and
tax calculations for pay
slips
reports to clients
Approves sundry payments and registers for financial
control office
Checks claims for motor finance scheme for senior
employees
Calculates and reconciles monthly subsidy claims
Inputs the payment of staff salaries through the
computerized payroll system
Administers the Statutory Sick Pay (SSP), Statutory
Maternity Pay and Statutory Paternity Pay (SPP)
schemes
Assists in the administration of the company pension
scheme
Records sickness and other absences
Calculates and prepares manual paychecks
Processes new employee paperwork
Assists in Payroll data entry and processing as
needed
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8.7
FUCTIONAL
GROUPS
COMPETENCE
COMPETENCE
DESCRIPTION
PROFICIENCY STATEMENTS
MANAGER
Information and
Knowledge
management
Manager
Designs, develops,
releases and maintains
knowledge systems,
applications and
services for all municipal
functions and ensures
that employees have
access to vital municipal
information and
knowledge
PROFESSIONAL
Confidential
Acquires, organizes,
promotes and
disseminates a wide
range of literature and
knowledge resources to
meet the diverse needs
of the community.
Supports independent
learning and provides a
wide range of
information on business,
the community, careers,
learning and recreation
COMPETENCE
DESCRIPTION
PROFICIENCY STATEMENTS
PROFESSIONALS
1.Internal Auditor
Confidential
Conducts statistical
Plans and conducts risk analysis and contributes
analyses to quantify risk
to development of risk management systems
using statistical analysis
Produces reports or presentations that outline
software or econometric
findings, explains risk positions and recommends
models. Identifies key risks
changes
and mitigates factors of
Analyzes new legislation to determine impact on
potential investments
risk exposure
Develops and implements risk-assessment models
or methodologies
Devises systems and processes to monitor validity
of risk modeling outputs
Develops contingency plans to deal with
emergencies
Identifies and analyze areas of potential risk to the
assets, earning capacity, or success of the
municipality
3.Supply Chain
Accountant
OFFICERS
Supply Chain Officer
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8.9. HEALTH
FUCTIONAL GROUPS
COMPETENCE
MANAGER
Nursing Services
Manager
PROFESSIONALS
1. Chief
Environmental
Health Practitioner
2.Chief Professional
Nurse
3. Enrolled Nurse
COMPETENCE
DESCRIPTION
PROFICIENCY STATEMENTS
Manages implementation,
monitoring, evaluation and
reporting sequences of
outcomes associated with
plans and programmes
designed to accomplish key
service delivery objectives
and statutory requirements
related to environmental
health. Ensures provision of
a clean and healthy
environment, conducive to
and supporting a better
quality of life in the local
community
Performs professional and
administrative work in
planning and directing the
Primary Health Nursing
Programs and ensures the
provision of a clean and
healthy environment
conducive to and supporting
a better quality of life in the
local community
4. Enrolled Nursing
Assistant
5. Environmental
Health Practitioner
6. HIV Coordinator
8.10 HOUSING
FUCTIONAL GROUPS
COMPETENCE
Bvuyiselo Consulting (Pty) Ltd
COMPETENCE
DESCRIPTION
Confidential
PROFICIENCY STATEMENTS
PROFESSIONALS
1.Civil Technician
Spatial Planning:
Analyzes and evaluates the economic, social, historic
and environmental factors that shape and influence
planning responses
Prepares urban/city/rural designs, advises on input to
the LG plans and local development frameworks
Land use Management: Implements systems, criteria
and decision making structures for processing
applications
Project Management: Applies methodology and
enforces housing project standards
Prepares for engagement reviews and quality
assurance procedures
2. Land Economist
3.Process Planner
Implements inclusionary
housing regulations,
provides technical
assistance to
developers, community
Confidential
4.Town Planner
Monitors spatial
planning, land use and
builds capacity at
municipalities to render
effective town planning
services
8.11 INFRUSTRUCTURE
FUCTIONAL GROUPS
COMPETENCE
COMPETENCE
DESCRIPTION
MANAGERS/SUPERVISORS
Bvuyiselo Consulting (Pty) Ltd
Confidential
PROFICIENCY STATEMENTS
2. Facility Supervisor
3. Foreman
Supervises and
coordinates site
personnel and
subcontractors. Reports
all relevant site activities
and managing the quality
of work performed
Project Management.
Prepares tender applications and presentations
specifying the nature and quality of materials
required
Negotiates with contractors and other professionals
Manages and co-coordinates the work of contractors
Design and Project Planning.
Plans and designs buildings
Prepares technical documents, detailed drawings
and specifications
Resolves problems and issues that arise during
construction
PROFESSIONALS
1. Architect
Confidential
Staff management.
Manages a small team of engineers
Performs staff appraisal and performance review
processes in line with company policies
Creates and maintains personal development plans
for direct reports
Sets and manages KPIs with direct reports in
accordance with the company policy
Ensures that the infrastructure team meets the
agreed incident, problem and request SLAs
Supports and develops all network, servers and
intrastate hardware and software
Develops and maintains an effective antivirus
system
Designs and implements new infrastructure systems
and services
Develops and maintains infrastructure
documentation
Supervises and coordinates activities of workers
Supervises facility during early morning, evening
and weekend hours of operation
Conducts regular walk through of the facility to
assist visual maintenance and security
Conducts frequent inspection of equipment and
facilities
Implements remedial measures / corrective actions
to align performance and outputs against agreed
standards
2. Engineering
Technician
3. Engineering
Technician Plumbing
OFFICERS
1.Facility Officer
Provides technical
assistance and resolution
when electrical or
engineering problems are
encountered
Ensures maximum
availability and optimum
performance of buildings,
mechanical and electrical
systems and equipment.
Confidential
2. GIS Administrator
3. Lease Contract
Officer
4. Maintenance
Planner
5.Preventative
Maintenance Officer
6. Plumber
Achieves a consistent
and effective profile and
quality service to tenants
and residents within an
identified geographical
area
8.Quantity Survey
Officer
9. Senior Operator
Collaborates with
contracted specialists to
perform repairs and
adjustments and checks
new machines for their
efficiency
11.Tradesman
Confidential
ADMINISTRATORS
1.Committee
Administrator
Performs construction
inspection and performs
technical engineering
office and field work
Handles office-related
tasks ranging from taking
minutes at meetings to
answering office phones
to typing reports to
greeting important clients
2. Data Capturer
4. Lease Administrator
Confidential
5. Property
Administrator
6. Property Register
Administrator
Ensures that
municipalities property
portfolio are managed
and administered in an
effective and efficient
manner
7. Property Secretary
Provides secretarial
support to management
and attends to specific
office support
ASSISTANT ADMINISTRATORS
Property Assistant
Carries out property
Administrator
valuation forecasts for
future as well as current
value by identifying
opportunities for
enhanced performance
Bvuyiselo Consulting (Pty) Ltd
Confidential
property accruals
Works with management team to administer renewal
program and works to maximize tenant renewals
Ensures that suites, common areas and grounds are
maintained according to property objectives
2.General Worker
(Road Works)
Maintains highways,
municipal and rural roads,
airport runways, and
rights-of-way
3. Municipal Worker
GENERAL WORKERS
1.General Worker
(Cleaner)
Confidential
Confidential
COMPETENCE
DESCRIPTION
PROFICIENCY STATEMENTS
4. Regional
Infrastructure
Implementation
Manager
5. Sports and
Recreation Manager
Confidential
OFFICERS
Sports and Recreation
Officer
ADMINISTRATORS
1. Cricket/ Bowling
Green Operator
2. Horticulturist
Controls
recreation
activities and participants,
supervises the work of
recreation staff and contract
instructors
Coordinates production,
purchases maintenance
equipment, investigates
land improvements.
Prepares landscape and
ensures the health of plants
and trees
Confidential
COMPETENCE
DESCRIPTION
PROFICIENCY STATEMENTS
2. Media Relations
Manager
3. Operations Manager
Renders Operations
Management in order to
ensure cost effective roads
and storm water maintenance
requirements against design
and world best practices
4. Rank Manager
Confidential
6. Transport Promotions
& Media Relations
Manager
PROFESSIONALS
1.Geotechnical
Engineer
Confidential
3.Intergovernmental
Relations Officer
4. Planner Transport
Economist
5. Specialist Road
Works And
Maintenance
Confidential
7. Survey Construction
8. Traffic Engineering
Technician
Supports maintenance of
safety and welfare in areas
related to roads, signage,
pavement markings, signals
and operations studies and
investigations, analysis and
reviews
9. Transport Planner
ARTISANS/ ASSISTANTS
1. Artisan Roads
Supervises and assists the
team members to ensure that
all road & storm water
activities (tar rehabilitation,
storm water, kerbs and
paving maintenance) are well
maintained
Bvuyiselo Consulting (Pty) Ltd
Confidential
3. Coin Collector
4. Senior technical
Assistant Traffic
Planning
Provides a range of
significant technical services
to the traffic planner and the
traffic engineer, estimates the
cost of the construction
project and to pick
appropriate materials and
facilitates efficient, effective
traffic flow on the municipality
road network
Assists the delivery engineer
in staffing projects,
determining equipment
needs, and controlling
construction engineering
costs
5. Technical Assistant
Rural Construction
6. Technical Assistant
Urban Construction
Confidential
7. Technical Officer
Maintenance
8.Technician
9. Test Assistant
Confidential
COMPETENCE
DESCRIPTION
PROFICIENCY STATEMENTS
SECTION 56 MANAGERS
1. Chief Financial
Leads and manages
Officer
the strategic financial
function of the
municipality. Efficiently
and effectively controls
and runs finance
function to process
transactions and
reports on performance
and plays a strategic
role, communicating
with Accounting Officer
and the Council
2. Corporate Service
Bvuyiselo Consulting (Pty) Ltd
3. Development
Planning Manager
(Housing)
3. Technical
Services
Manager
Confidential