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: 

Enhance the performance of employees 
SAQA US ID UNIT STANDARD TITLE
255994  Enhance the performance of employees 
ORIGINATOR
SGB Visible Policing 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY
-  
FIELD SUBFIELD
Field 08 - Law, Military Science and Security Safety in Society 
ABET BAND UNIT STANDARD TYPE PRE-2009 NQF LEVEL NQF LEVEL CREDITS
Undefined  Regular  Level 6  Level TBA: Pre-2009 was L6  9 
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
2026-06-30   2029-06-30  

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 replaces: 
US ID Unit Standard Title Pre-2009 NQF Level NQF Level Credits Replacement Status
115329  Develop competent officials  Level 6  Level TBA: Pre-2009 was L6  3   

PURPOSE OF THE UNIT STANDARD 
This unit standard is for persons who are responsible to ensure employee performance enhancement is applied in an organisation. A person credited with this unit standard will be able to:
  • Manage employee's performance.
  • Handle inter- and intra-personnel grievances and or conflict.
  • Orientate and induct new employees.
  • Coordinate and monitor training and development initiatives for employees.
  • Manage employee personal or work related problems.

    This unit standard will contribute to the full development of any learner responsible to ensure employee performance enhancement is applied by providing recognition, further mobility and transportability within the field. The skills, knowledge and understanding demonstrated within this unit standard are essential for social and economic transformation and upliftment. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    It is assumed that the learner has the following knowledge and skills:
  • Communication at NQF Level 4.
  • Maths Literacy at NQF Level 4.
  • The Unit Standard "Demonstrate the application of performance management" at NQF Level 5. 
    		•

    UNIT STANDARD RANGE 
    This unit standard applies to persons that will oversee the execution of daily functions with a level of authority to take decisions. 

    Specific Outcomes and Assessment Criteria: 

    SPECIFIC OUTCOME 1 
    Manage employee's performance. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The management process of performance is explained according to organisational procedures. 

    ASSESSMENT CRITERION 2 
    The criteria of identifying poor and good performance are explained according to organisational procedures. 

    ASSESSMENT CRITERION 3 
    A demonstration is given of how performance goals and plans of the employee are collaboratively compiled between the employer and the employee. 

    ASSESSMENT CRITERION 4 
    An explanation is given of the requirements for and methods of creating a learning environment in the workplace. 

    ASSESSMENT CRITERION 5 
    A description is given of how the performance of employees is monitored and recorded for report back purposes. 
    ASSESSMENT CRITERION RANGE 
    Performance refers to the identification both achievement and under achievement.
     

    ASSESSMENT CRITERION 6 
    Developmental plans are collaboratively compiled for employees according to organisational procedures. 

    ASSESSMENT CRITERION 7 
    A demonstration is given of how feedback and corrective action on performance are provided to the employee. 

    SPECIFIC OUTCOME 2 
    Handle inter- and intra-personnel grievances and or conflict. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The concept of conflict is explained according to national accepted standards. 
    ASSESSMENT CRITERION RANGE 
    The concept refers but is not limited to types of conflict and causes of conflict.
     

    ASSESSMENT CRITERION 2 
    A clear and compelling rationale is explained for resolving conflict the workplace. 

    ASSESSMENT CRITERION 3 
    An ability is demonstrated to resolve the grievance/conflict internally while maintaining objective and focussed behaviour. 

    ASSESSMENT CRITERION 4 
    Facilitation takes place where potential solutions or positive courses for action are mutually formulated and agreed upon between conflicting parties. 

    ASSESSMENT CRITERION 5 
    The procedure for referring a grievances and/or conflict is explained according to organisational policy. 

    SPECIFIC OUTCOME 3 
    Orientate and induct new employees. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    A description/demonstration is given of how new employees are welcomed and introduced to the work colleagues and the work place. 
    ASSESSMENT CRITERION RANGE 
    Introduced includes but is not limited to introducing the new employees to colleagues, supervisors, and other sections.
     

    ASSESSMENT CRITERION 2 
    A description/demonstration is given as to how new employees are briefed so as to acquit them with their new work environment. 
    ASSESSMENT CRITERION RANGE 
    The briefing includes but is not limited to the chain of command, workplace procedures, duties and responsibilities and includes supplying the new employee with the relevant documentation.
     

    ASSESSMENT CRITERION 3 
    A description/demonstration is given of how employees are briefed to the work place layout, geographical area and facilities. 

    ASSESSMENT CRITERION 4 
    The concept of induction and is explained in terms of what the benefits of induction are on productivity and organisation morale. 

    SPECIFIC OUTCOME 4 
    Coordinate and monitor training and development initiatives for employees. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    Training and development concepts are analysed in order to understand the applicability and suitability of the concepts in the workplace. 
    ASSESSMENT CRITERION RANGE 
    Concept refers to Workplace Assessment, Skills Development, Workplace Skills Plan, on-the-job coaching and mentoring.
     

    ASSESSMENT CRITERION 2 
    On-the-job coaching and mentoring programmes are developed according to organisational procedures. 

    ASSESSMENT CRITERION 3 
    Formal work related training interventions are identified according to the employees need. 

    ASSESSMENT CRITERION 4 
    A cross skills plan is developed so as to ensure employees are competently multi-skilled in the workplace. 

    ASSESSMENT CRITERION 5 
    Alternative plans for personnel shortages are formulated according to organisational procedures. 

    SPECIFIC OUTCOME 5 
    Manage employee personal or work related problems. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The principles of confidentiality are explained according to organisational requirements. 

    ASSESSMENT CRITERION 2 
    An explanation is given of how employee empathy can be applied in the workplace. 

    ASSESSMENT CRITERION 3 
    An explanation is given of available professional services in terms of their functions. 

    ASSESSMENT CRITERION 4 
    An explanation is given of employee professional assistance identification and referral procedures. 


    UNIT STANDARD ACCREDITATION AND MODERATION OPTIONS 
  • An individual wishing to be assessed (including through RPL) against this Unit Standard may apply to an assessment agency, assessor or provider institution accredited by the relevant ETQA, or an ETQA that has a Memorandum of Understanding with the relevant ETQA.
  • 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.
  • Any institution offering learning that will enable achievement of this Unit Standard or assessing this Unit Standard must be accredited as a provider with the relevant ETQA or with an ETQA that has a Memorandum of Understanding with the relevant ETQA.
  • Moderation of assessment will be conducted by the relevant ETQA at its discretion. 
    		•

    UNIT STANDARD ESSENTIAL EMBEDDED KNOWLEDGE 
  • Basic understanding of organisational human resource development procedure and techniques.
  • A broad understanding of regulation, legislature, policies, theory, rules, laws and principles related to development of employees. 
    		•

    UNIT STANDARD DEVELOPMENTAL OUTCOME 
    N/A 

    UNIT STANDARD LINKAGES 
    N/A 


    Critical Cross-field Outcomes (CCFO): 

    UNIT STANDARD CCFO IDENTIFYING 
    Identifying and solving problems in which responses display that responsible decisions using critical and creative thinking have been made when:
  • Setting up performance goals and plans.
  • Formulating potential and possible cause for action.
  • Managing personal and work related problems. 
    		•

    UNIT STANDARD CCFO WORKING 
    Working effectively with others as a member of a team, group, organisation, and community during:
  • Handling intra and Inter personal grievance and conflict.
  • Orientating and inducting new employees. 
    		•

    UNIT STANDARD CCFO ORGANISING 
    Organising and managing oneself and one's activities responsibly and effectively when:
  • Assessing the performance of employees.
  • Identifying poor and good performance. 
    		•

    UNIT STANDARD CCFO COLLECTING 
    Collecting, analysing, organising and critically evaluating information to better understand and explain:
  • Explaining compelling rational conflict in the workplace.
  • Coordinating and monitoring training and development initiatives. 
    		•

    UNIT STANDARD CCFO COMMUNICATING 
    Communicate effectively using visual, mathematical and/or language in the modes of oral and/or written persuasion when:
  • Compiling developmental plans.
  • Providing feedback on performance. 
    		•

    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 
    This unit standard replaces unit standard 115329, "Develop competent officials", Level 6, 3 credits. 

    QUALIFICATIONS UTILISING THIS UNIT STANDARD: 
      ID QUALIFICATION TITLE PRE-2009 NQF LEVEL NQF LEVEL STATUS END DATE PRIMARY OR DELEGATED QA FUNCTIONARY
    Core  61729   National Diploma: Policing  Level 6  NQF Level 06  Passed the End Date -
    Status was "Reregistered"     		 2023-06-30  SAS SETA 
    Elective  61589   National Certificate: Banking  Level 5  Level TBA: Pre-2009 was L5  Passed the End Date -
    Status was "Reregistered"     		 2023-06-30  As per Learning Programmes recorded against this Qual 


    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. AFRIC POLICING INSTITUTE 
    2. AFRICAN BANK LTD 
    3. BOLTON BUSINESS COLLEGE & COMPUTER STUDIES 
    4. BROOKLYN CITY COLLEGE (PTY) LTD RUSTENBURG CAMPUS 
    5. Chartall Business College 
    6. Chithi Holdings 
    7. CRANE INTERNATIONAL ACADEMY DURBAN 
    8. CRANE INTERNATIONAL ACADEMY MIDDLEBURG 
    9. CRANE INTERNATIONAL BURGERSFORT 
    10. DAM SCHOOL OF POLICING 
    11. DAM SCHOOL OF POLICING POLOKWANE 
    12. DAM SCHOOL OF POLICING PRETORIA 
    13. DAM TECHNICALCOLLEGE PTY TD 
    14. Felix Risk Training Consultants 
    15. HJN POLOKWANE BRANCH PTY LTD 
    16. JEPPE COLLEGE OF COMMERCE AND COMPUTER 
    17. Plumb Line Risk Alignment 
    18. Riverwalk Trading 151 CC trading as Culhane Consulting 
    19. The Academy of Financial Markets 
    20. The Institute of Literacy Advancement 
    21. THE SHERQ CENTRE OF EXCELLENCE PTY LTD 


    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.