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 THAT HAS PASSED THE END DATE: 

Demonstrate an understanding of labour supervision and production procedures for supervisors in the workplace 
SAQA US ID UNIT STANDARD TITLE
336959  Demonstrate an understanding of labour supervision and production procedures for supervisors in the workplace 
ORIGINATOR
Task Team - Fabrication and Extraction 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY
-  
FIELD SUBFIELD
Field 06 - Manufacturing, Engineering and Technology Fabrication and Extraction 
ABET BAND UNIT STANDARD TYPE PRE-2009 NQF LEVEL NQF LEVEL CREDITS
Undefined  Regular  Level 4  NQF Level 04  7 
REGISTRATION STATUS REGISTRATION START DATE REGISTRATION END DATE SAQA DECISION NUMBER
Passed the End Date -
Status was "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 
People credited with this Unit Standard are able to:
  • Demonstrate understanding of labour complement setting for production activities.
  • Explain the methodology for processing training and development requests.
  • Explain the rationale and legality of overtime work.
  • Explain the impact of labour unavailability on a production team and the procedures for taking leave.
  • Demonstrate knowledge of behavioural correction or disciplinary procedure.
  • Explain the role of the hearing official in a disciplinary enquiry.
  • Explain both the legal requirements and procedures used in shift clearance.
  • Describe the procedure of work place induction for new employees. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    It is assumed that learners are already competent in:
  • Communication and Mathematical Literacy at NQF Level 3. 
    		•

    UNIT STANDARD RANGE 
    N/A 

    Specific Outcomes and Assessment Criteria: 

    SPECIFIC OUTCOME 1 
    Demonstrate an understanding of scheduling labour complement for production. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    Labour performance standards are defined in terms of specified human resource requirements. 

    ASSESSMENT CRITERION 2 
    Identified risk and work competence for specific job categories are understood and applied in terms of legal and site-specific requirements. 

    ASSESSMENT CRITERION 3 
    Labour scheduling against set efficiency standards is explained in terms of site-specific requirements and practices. 

    ASSESSMENT CRITERION 4 
    The impact on output, bonus targets and fatigue management is recognised and understood in terms of site-specific requirements and accepted labour practice. 

    SPECIFIC OUTCOME 2 
    Explain the methodology for processing training and development requests. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The duties of management regarding employee competence is explained in terms of specified requirements. 

    ASSESSMENT CRITERION 2 
    Types of training and their applicability are recognized and explained in terms of site-specific requirements and policies on human resources development and training. 
    ASSESSMENT CRITERION RANGE 
    Training includes but not limited to:
  • Induction Training.
  • Initial Training.
  • Refresher Training.
  • Workplace Training.
  • Corrective Training.
  • Promotional training.
     
    		•

    ASSESSMENT CRITERION 3 
    Selection and nomination procedures for promotional and corrective training are explained in terms of site-specific requirements. 

    ASSESSMENT CRITERION 4 
    Competency assessment methodology is explained in terms of the relevant procedures. 

    ASSESSMENT CRITERION 5 
    The importance of keeping training records and methods for accessing the information is explained in terms of site-specific requirements and accepted human resources development and training practice. 

    SPECIFIC OUTCOME 3 
    Explain the rationale and legality of overtime work. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    Legal limits for overtime hours of work including emergency work are explained in terms of specified requirements. 

    ASSESSMENT CRITERION 2 
    The effects of fatigue are recognised and explained in terms of occupational health and safety. 

    ASSESSMENT CRITERION 3 
    The mitigation of overtime by means of proper workplace planning is demonstrated in accordance with legal and site-specific requirements. 

    ASSESSMENT CRITERION 4 
    The requirements for the planning, recording and payment for overtime work are explained in terms of legal and site-specific requirements. 

    ASSESSMENT CRITERION 5 
    The content and availability of labour exception reports are explained in terms of site-specific requirements and procedures. 

    SPECIFIC OUTCOME 4 
    Explain the impact of labour unavailability on a production team and the procedures for taking leave. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The effects of labour unavailability are explained in terms of impact on the workplace and productivity. 

    ASSESSMENT CRITERION 2 
    The utilization of the gang cards and attendance register systems is demonstrated in terms of site-specific procedures. 

    ASSESSMENT CRITERION 3 
    Leave and replacement labour schedules are explained in terms of site-specific procedures. 

    ASSESSMENT CRITERION 4 
    The impact of fatigue, poor morale and absenteeism is explained in terms of their effect on production. 

    ASSESSMENT CRITERION 5 
    Methodologies for replacement of critical skills in the production team are explained in terms of site-specific requirements. 

    SPECIFIC OUTCOME 5 
    Demonstrate knowledge of behavioural correction or disciplinary procedure. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The theory/principle of workplace discipline is explained in terms of rehabilitation, deterrents and prevention (and retribution). 

    ASSESSMENT CRITERION 2 
    The company disciplinary procedure is explained in terms of the scope and responsibilities of a mining supervisor. 
    ASSESSMENT CRITERION RANGE 
    Disciplinary procedure include but not limited to:
  • Definitions of procedural and substantive fairness.
  • Levels of corrective action: retraining, counselling, warnings.
  • Measurement of poor performance with respect to misconduct or incapacity.
  • Levels of sanction for prescribed breach of conduct.
     
    		•

    ASSESSMENT CRITERION 3 
    The grievance procedure and dispute resolution process are explained in terms of legal and site-specific requirements. 

    ASSESSMENT CRITERION 4 
    The sexual harassment policy is explained in terms of legal and site-specific requirements. 

    SPECIFIC OUTCOME 6 
    Explain the role of an official participating in a disciplinary enquiry. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The investigation of charges prior to a formal disciplinary hearing is explained in terms of specified requirements. 

    ASSESSMENT CRITERION 2 
    Principles relating to the recognition, acceptance and impartiality of the hearing official are explained in terms of legal and site-specific requirements. 

    ASSESSMENT CRITERION 3 
    The role of the Human Resources Department (or similar institution) in facilitating the correct process is explained in terms of the relevant procedure. 

    ASSESSMENT CRITERION 4 
    The requirements for a fair hearing are explained in terms of specified requirements and the relevant procedures. 
    ASSESSMENT CRITERION RANGE 
    Fair hearing includes but not limited to:
  • Correct notification.
  • Right to representation.
  • Right to an interpreter.
  • Use of witnesses.
  • Review of case merits.
  • Mitigation.
  • Findings.
  • Appeal procedures.
     
    		•

    SPECIFIC OUTCOME 7 
    Explain both the legal requirements and procedures used in shift clearance. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The requirements and codes of practice for shift clearance are explained in terms of legal and site-specific requirements. 

    ASSESSMENT CRITERION 2 
    The rationale for shift clearance procedures is explained in terms of safe work practices. 

    ASSESSMENT CRITERION 3 
    The gang card/identification cards/access control procedures for clocking off duty are explained in terms of legal and site-specific requirements. 

    ASSESSMENT CRITERION 4 
    End of shift clearance procedures are explained in terms of legal and site-specific requirements. 

    ASSESSMENT CRITERION 5 
    The procedure relating shift clearance non compliance is explained in terms of legal and site-specific requirements. 

    SPECIFIC OUTCOME 8 
    Describe the procedure of carrying out an induction in a workplace. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    Workplace induction requirements are explained in terms of legal and site-specific requirements. 

    ASSESSMENT CRITERION 2 
    A general orientation of the work area is given in terms of the workplace induction procedure. 
    ASSESSMENT CRITERION RANGE 
    General orientation include but not limited:
  • Travelling route.
  • Escape route.
  • Refuge bay location and procedure.
  • Waiting Place.
  • Emergency procedure/fire drill/assembly points.
  • Location of telephone.
  • Drinking (potable) water.
  • Latrines.
  • Workplace temperature.
  • Gas emissions.
  • Barricaded areas.
  • Restricted areas.
     
    		•

    ASSESSMENT CRITERION 3 
    Work standards, procedures and special instructions are explained in accordance with legal and site-specific requirements. 

    ASSESSMENT CRITERION 4 
    Legal appointments and employee competency are verified in accordance with legal and site-specific requirements. 

    ASSESSMENT CRITERION 5 
    Control systems including are explained in terms of site-specific requirements. 
    ASSESSMENT CRITERION RANGE 
    Control systems include but not limited to:
  • Time sheets.
  • Blasting time procedure.
  • Complaint books.
  • Ordering systems.
  • Communication between production shifts.
     
    		•

    ASSESSMENT CRITERION 6 
    A general orientation in respect of appropriate service departments is given in terms of site-specific requirements. 


    UNIT STANDARD ACCREDITATION AND MODERATION OPTIONS 
  • Anyone assessing a learner or moderating the assessment of a learner against this Unit Standard must be registered as an assessor with the relevant Education, Training, Quality, Assurance (ETQA) Body, or with an ETQA that has a Memorandum of Understanding with the relevant ETQA.
  • Any institution offering learning that will enable the achievement of this Unit Standard must be accredited as a provider with the relevant Education, Training, Quality, Assurance (ETQA) Body, or with an ETQA that has a Memorandum of Understanding with the relevant ETQA.
  • Assessment and moderation of assessment will be overseen by the relevant Education, Training, Quality, Assurance (ETQA) Body, or with an ETQA that has a Memorandum of Understanding with the relevant ETQA, according to the ETQA's policies and guidelines for assessment and. moderation.
  • Moderation must include both internal and external moderation of assessments, unless ETQA policies specify otherwise.
  • 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. 
    		•

    UNIT STANDARD ESSENTIAL EMBEDDED KNOWLEDGE 
    The following embedded knowledge will be assessed in an integrated way in the context of the Unit Standard:
  • Law and practice related to labour complement.
  • Training procedures.
  • Basic conditions of employment, industry provisions and procedures relating to:
    > Overtime.
    > Leave.
    > Shift work.
  • Relevant in-company procedures regarding leave and overtime.
  • Disciplinary and other behavioural correction measures.
  • Conducting disciplinary enquiries.
  • Legal requirements and procedures used in shift clearance.
  • Legal and procedural matters relating to induction of employees. 
    		•

    UNIT STANDARD DEVELOPMENTAL OUTCOME 
    N/A 

    UNIT STANDARD LINKAGES 
    N/A 


    Critical Cross-field Outcomes (CCFO): 

    UNIT STANDARD CCFO IDENTIFYING 
  • Identify and solve problems and make decisions using critical and creative thinking.

    Note:
  • The ability of the learner to identify and plan for labour requirements, assess and take appropriate action. 
    		•

    UNIT STANDARD CCFO WORKING 
  • Work effectively with others as members of a team, group, organisation or community.

    Note:
  • The ability and willingness of the learner to accept and interpret work standards and correctly manage deviations from accepted work practice. 
    		•

    UNIT STANDARD CCFO ORGANISING 
  • Organise and manage themselves and their activities responsibly and effectively.

    Note:
  • The ability of the learner to manage his own behaviour and through proper allocation of labour resources, maintain health and productivity of the work team. 
    		•

    UNIT STANDARD CCFO COLLECTING 
  • Collect, analyse, organise and critically evaluate information.

    Note:
  • The ability of the learner to reconcile the information based on employee behaviour and measurement of physical outputs against set standards. 
    		•

    UNIT STANDARD CCFO COMMUNICATING 
  • Communicate effectively, using visual, and/or language skills in the modes of oral and/or written presentations.

    Note:
  • The appropriate communication with the relevant personnel with regard to the planning of effective work will indicate his/her proficiency in effective communication. 
    		•

    UNIT STANDARD CCFO DEMONSTRATING 
  • Demonstrate an understanding of the world as a set of related systems by recognising that problem-solving contexts do not exist in isolation.

    Note:
  • The ability of the learner to safely and effectively integrate the appropriate labour processes and procedures and being able to understand the consequences of not adhering to these in terms of the safety of all persons working underground. 
    		•

    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. 

    UNIT STANDARD NOTES 
    Terminology:

    Specified Requirements:
  • Specified requirements include legal and site-specific requirements and are contained in one or more of the following documents:

    Legal:
  • Understanding of relevant Acts and Regulations:
    > Mine Health and Safety Act-1996, Labour Relations Act-1995, Basic Conditions of Employment Act-1998.

    Site Specific:
  • Company policies and procedures regarding relevant:
    > Mine policies and procedures.
    > Codes of Practice.
    > HR specific labour functions. 
    		•

    QUALIFICATIONS UTILISING THIS UNIT STANDARD: 
      ID QUALIFICATION TITLE PRE-2009 NQF LEVEL NQF LEVEL STATUS END DATE PRIMARY OR DELEGATED QA FUNCTIONARY
    Core  74490   Further Education and Training Certificate: Mining Operations  Level 4  NQF Level 04  Passed the End Date -
    Status was "Reregistered"     		 2023-06-30  MQA 


    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.
     
    NONE 


    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.