SAQA All qualifications and part qualifications registered on the National Qualifications Framework are public property. Thus the only payment that can be made for them is for service and reproduction. It is illegal to sell this material for profit. If the material is reproduced or quoted, the South African Qualifications Authority (SAQA) should be acknowledged as the source.
SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED UNIT STANDARD: 

Evaluate and improve the structure of the department and the design of jobs and work procedures in a local economic development unit 
SAQA US ID UNIT STANDARD TITLE
110533  Evaluate and improve the structure of the department and the design of jobs and work procedures in a local economic development unit 
ORIGINATOR
SGB Economics 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY
-  
FIELD SUBFIELD
Field 03 - Business, Commerce and Management Studies Finance, Economics and Accounting 
ABET BAND UNIT STANDARD TYPE PRE-2009 NQF LEVEL NQF LEVEL CREDITS
Undefined  Regular  Level 5  Level TBA: Pre-2009 was L5 
REGISTRATION STATUS REGISTRATION START DATE REGISTRATION END DATE SAQA DECISION NUMBER
Reregistered  2018-07-01  2023-06-30  SAQA 06120/18 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2024-06-30   2027-06-30  

In all of the tables in this document, both the pre-2009 NQF Level and the NQF Level is shown. In the text (purpose statements, qualification rules, etc), any references to NQF Levels are to the pre-2009 levels unless specifically stated otherwise.  

This unit standard does not replace any other unit standard and is not replaced by any other unit standard. 

PURPOSE OF THE UNIT STANDARD 
This Unit Standard is intended for people who are, or seek to be employed in the management of a local economic development unit.

It introduces the learner to the concepts of work flow and job design. It also provides an understanding of these concepts and associated tools through theirvia supervised application to a local economic development unit.

People credited with this Unit Standard are able to:
  • Determine the optimal structure of the department and the design of jobs and work procedures
  • Conduct a gap analysis by comparing the existing structure of the department and the design of jobs and work procedures to the optimal
  • Analyse and interpret the results of the gap analysis and share your recommendations as appropriate
  • Compile and implement an action plan to achieve the agreed improvements in the structure of the department and the design of jobs and work procedures 

  • LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    It is assumed that learners are competent in Communication at NQF Level 4 

    UNIT STANDARD RANGE 
  • LED unit resources include: staff; offices and related equipment; funds
  • Additional LED stakeholders include: Finance; Human Resources; Mayor`s office; Funders; project roleplayers; community members
  • Good HR practices are fair, valid, reliable and practicable. Also refer to: Municipal staffing policies and procedures; labour law including the Employment Equity Act and Skills Development; professional associations such as Institute of Municipal Personnel Practitioners, IPM, SABPP 

  • Specific Outcomes and Assessment Criteria: 

    SPECIFIC OUTCOME 1 
    Determine the optimal structure of the department and the design of jobs and work procedures. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    1. The purpose of the local economic development unit is explained in terms of the current strategic plan and operational objectives. 

    ASSESSMENT CRITERION 2 
    2. Local economic development unit resources are identified and allocated to operational objectives. 

    ASSESSMENT CRITERION 3 
    3. The resources and objectives are allocated in terms of jobs (position mandate) and illustrated by means of a departmental structure (organisational chart). 

    ASSESSMENT CRITERION 4 
    4. Research is conducted to produce an ideal/ benchmark which is agreed to be optimal. 

    SPECIFIC OUTCOME 2 
    Conduct a gap analysis, analyse and interpret the results and share your recommendations. 
    OUTCOME NOTES 
    Conduct a gap analysis, analyse and interpret the results and share your recommendations as appropriate. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    1. The current allocation of resources and objectives that comprises the department structure, design of jobs and work flow is explained and compared with an ideal/ benchmarked structure to identify similarities, differences, omissions and redundance. 

    ASSESSMENT CRITERION 2 
    2. A gap analysis is compiled in the form of an annotated organisational chart that represents department structure, job design and work flow as is and as should be. 

    ASSESSMENT CRITERION 3 
    3. The results of the gap analysis are interpreted in order to recommend what needs to happen to eliminate the gaps in terms of the department structure, design of jobs and work procedures. 

    ASSESSMENT CRITERION 4 
    4. Recommendations are incorporated into a report and presented as appropriate for discussion, consultation and approval. 

    SPECIFIC OUTCOME 3 
    Compile and implement an action plan to achieve the agreed improvements in the structure. 
    OUTCOME NOTES 
    Compile and implement an action plan to achieve the agreed improvements in the structure of the department and the design of jobs and work procedures. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    1. A final departmental structure along with key result areas for each job in the structure and principles underpinning (new) work procedures is prepared to reflect the recommendations approved for the LED Unit. 

    ASSESSMENT CRITERION 2 
    2. Revised job assignments are explained to individual staff members in terms of the new departmental structure and allocated in terms of good human resources management practice. 

    ASSESSMENT CRITERION 3 
    3. Other LED Unit stakeholders are briefed about the revised department structure and job allocations to sustain effective interactions between LED staff as suppliers and other stakeholders as customers/clients. 


    UNIT STANDARD ACCREDITATION AND MODERATION OPTIONS 
    1. Anyone assessing a learner against this Unit Standard must be registered as an assessor with the relevant ETQA, or with an ETQA that has a Memorandum of Understanding with the relevant ETQA.
    2. Any institution offering learning that will enable achievement of this Unit Standard or will assess this Unit Standard must be accredited as a provider with the relevant ETQ, or with an ETQA that has a Memorandum of Understanding with the relevant ETQA.
    3. Moderation of assessment will be overseen by the relevant ETQA according to the moderation guidelines in the relevant qualification and the agreed ETQA procedures or with an ETQA that has a Memorandum of Understanding with the relevant ETQA.
    4. Therefore, anyone wishing to be assessed against this Unit Standard may apply to be assessed by any assessment agency, assessor or provider institution that is accredited by the relevant ETQA or with an ETQA that has a Memorandum of Understanding with the relevant ETQA. 

    UNIT STANDARD ESSENTIAL EMBEDDED KNOWLEDGE 
  • Local economic development unit purpose strategy and objectives
  • Local economic development unit resources
  • Local economic development stakeholders and role players
  • Municipal procedures re. Staffing, financial authorities etc
  • HR related legislation and benchmarking data 

  • UNIT STANDARD DEVELOPMENTAL OUTCOME 
    N/A 

    UNIT STANDARD LINKAGES 
    N/A 


    Critical Cross-field Outcomes (CCFO): 

    UNIT STANDARD CCFO IDENTIFYING 
    Identify and solve problems in which responses display that responsible decisions using critical and creative thinking have been made by, e.g.

    Evaluating and improving the structure of the department and the design of jobs and work procedures in a local economic development unit according to the assessment criteria for specific outcome 1, 2 and 3:
  • Determine the optimal structure of the department and the design of jobs and work procedures.
  • Conduct a gap analysis, analyse and interpret the results and share your recommendations as appropriate.
  • Compile and implement an action plan to achieve the agreed improvements in the structure of the department and the design of jobs and work procedures. 

  • UNIT STANDARD CCFO WORKING 
    Work effectively with others as a member of a team, group, organization and community by, e.g.

    Determining the optimal structure of the department and the design of jobs and work procedures according to the assessment criteria for specific outcome 1:
  • Determine the optimal structure of the department and the design of jobs and work procedures. 

  • UNIT STANDARD CCFO COLLECTING 
    Collect, analyse, organize and critically evaluate information by, e.g.

    Evaluating and improving the structure of the department and the design of jobs and work procedures in a local economic development unit according to the assessment criteria for specific outcome 1, 2 and 3:
  • Determine the optimal structure of the department and the design of jobs and work procedures.
  • Conduct a gap analysis, analyse and interpret the results and share your recommendations as appropriate.
  • Compile and implement an action plan to achieve the agreed improvements in the structure of the department and the design of jobs and work procedures. 

  • UNIT STANDARD CCFO COMMUNICATING 
    Communicate effectively using visual, mathematical and/ or language skills in the modes of oral and/ or written presentation by, e.g.

    Evaluating and improving the structure of the department and the design of jobs and work procedures in a local economic development unit according to the assessment criteria for specific outcome 1, 2 and 3:
  • Determine the optimal structure of the department and the design of jobs and work procedures.
  • Conduct a gap analysis, analyse and interpret the results and share your recommendations as appropriate.
  • Compile and implement an action plan to achieve the agreed improvements in the structure of the department and the design of jobs and work procedures. 

  • UNIT STANDARD ASSESSOR CRITERIA 
    N/A 

    REREGISTRATION HISTORY 
    As per the SAQA Board decision/s at that time, this unit standard was Reregistered in 2012; 2015. 

    QUALIFICATIONS UTILISING THIS UNIT STANDARD: 
      ID QUALIFICATION TITLE PRE-2009 NQF LEVEL NQF LEVEL STATUS END DATE PRIMARY OR DELEGATED QA FUNCTIONARY
    Elective  36438   National Certificate: Local Economic Development  Level 5  Level TBA: Pre-2009 was L5  Reregistered  2023-06-30  LG SETA 


    PROVIDERS CURRENTLY ACCREDITED TO OFFER THIS UNIT STANDARD: 
    This information shows the current accreditations (i.e. those not past their accreditation end dates), and is the most complete record available to SAQA as of today. Some Primary or Delegated Quality Assurance Functionaries have a lag in their recording systems for provider accreditation, in turn leading to a lag in notifying SAQA of all the providers that they have accredited to offer qualifications and unit standards, as well as any extensions to accreditation end dates. The relevant Primary or Delegated Quality Assurance Functionary should be notified if a record appears to be missing from here.
     
    1. AfroXpert Performance Developement cc 
    2. Asiphokuhle Training and Research Institute 
    3. AVAX SA 481 CC. T/A Mandisa Development Services 
    4. AVC Corporate Advisory Services (PTY) LTD. 
    5. Bantubanye Skills 
    6. Boikgantsho Consulting & Events 
    7. Break The Chains Development Services 
    8. CB Willemse Training 
    9. Classic Human Capital Solutions 
    10. CTC College(PTY) LTD. 
    11. Development Bank of Southern Africa (DBSA) 
    12. Ditirelo Skills Development Services 
    13. Ditlou Solutions 
    14. Edutraining Business College 
    15. Gotsec Skills Training 
    16. Hlombe and Associates 
    17. HS GLOBAL SKILLS BUSINESS SOLUTIONS 
    18. Ilinge Labantu Debt Solution 
    19. IMITHENTE DEVELOPMENT HOLDINGS 
    20. Josmap Training Institute 
    21. JTM Empowered 
    22. Kalideen Management 
    23. Kgolo Institute 
    24. Khula Nonke Training & Development 
    25. Lekoko Consulting (PTY) LTD 
    26. M.I.C. Training and Development 
    27. Makhophila Business Enterprise 
    28. Management College of Southern Africa (MANCOSA) 
    29. Marcado Human Resources Strategies 
    30. Masemase Consultancy CC. 
    31. Mgwezane Training and Events Management CC. 
    32. Miczo's Enterprise 
    33. Mission Point Consulting 
    34. MJ Mafunisa Consulting (PTY) LTD 
    35. MML Consulting CC. 
    36. Multiple Productive Management Solutions 
    37. Nghano Training and Development Centre 
    38. Nhlahle Development Agency 
    39. NS Global Academy 
    40. Nsuku Management Consultants 
    41. PanAfrican Supply Chain Academy 
    42. Pioneer Business Consulting 
    43. PMA Holdings (PTY ) LTD. 
    44. Powernexus 
    45. PTDEV (Pty) Ltd 
    46. Quick Leap Investment 
    47. SAZM TRADING AND PROJECTS PTY LTD 
    48. Senelo Trading CC 
    49. Solstice Networks CC. 
    50. SWARANANG MANAGEMENT CONSULTING CC 
    51. Talent Emporium Academy (PTY) Ltd 
    52. Thubelihle Graduate Institute 
    53. Thuto-Boswa Education and Training Solution 
    54. Tsebong Training Centre 
    55. Tshisimani Holdings (PTY) Ltd. 
    56. Twin Peak Technologies 
    57. Umqondo Consultancy 
    58. University of Venda 
    59. Vantage Training 
    60. Vicmat Consultants 
    61. Vuselela FET College - Klerksdorp Campus 
    62. Ya Hina Management Consulting and projects 



    All qualifications and part qualifications registered on the National Qualifications Framework are public property. Thus the only payment that can be made for them is for service and reproduction. It is illegal to sell this material for profit. If the material is reproduced or quoted, the South African Qualifications Authority (SAQA) should be acknowledged as the source.