The scope of this tender, as extracted from the RFQ, is to Collecting and Vetting Training.

Southern Africa Youth Project will provide a certificate is awarded on the completion of the training.

PURPOSE OF THE COLLECTING AND VETTING TRAINING

• This collecting and vetting training will enable learners to conduct personnel suitability checks and pre-employment screening as part of the recruitment and selection process within the public sector.
• A learner credited with this collecting and vetting training will be able to:
• Demonstrate understanding of the National Vetting Strategy.
• Plan and prepare for personnel suitability checks and pre-employment screening.
• Conduct personnel suitability checks and pre-employment screening.
• Manage records and information.

COLLECTING AND VETTING TRAINING RANGE

• The public sector includes all three spheres of government (national, provincial, and local) and any agency funded by the state.
• Organisation in this standard also refers to an institution, department, or unit.

COLLECTING AND VETTING TRAINING OUTCOME

• Demonstrate understanding of the National Vetting Strategy.
• Manage records and information.
• Plan and prepare for personnel suitability checks and pre-employment screening.
• Conduct personnel suitability checks and pre-employment screening.
• Personnel suitability checks and pre-employment screening for vacant positions in the public sector, including those relating to scarce skills.

COLLECTING AND VETTING TRAINING ASSESSMENT

• The background and purpose of the National Vetting Strategy within the public sector context is explained in terms of its role in the personnel recruitment and selection process.
• Background to Personnel Suitability Checks includes the history of the National Vetting Strategy and the Strategy itself.
• The legislative prescripts relevant to the National Vetting Strategy are discussed to provide the legal framework for this process.
• This should include a discussion on the National Vetting Strategy about the rights in the Republic of South Africa Constitution, Act 108 of 1996.
• Personnel Suitability Checks and all other relevant terminology are defined to ensure clarity and achieve a common understanding.
• The importance of obtaining security clearance from the State Security Agency for potential service providers identified by state organs is discussed.
• This includes the acquisition and utilisation of service providers in the National Vetting Strategy and the National Strategic Intelligence Act (No 39 of 1994) as amended by Act 67 of 2002.
• Organisational risk issues are identified and discussed, and the relationship between vetting information and these risk issues are analysed to facilitate decision-making.
• The relationship between personnel suitability checks and pre-employment screening and recruitment and selection is analysed to indicate the context of the checking and screening.
• All relevant information on the vacant position is gathered, and this information’s related to the personnel suitability checks and pre-employment screening process is discussed.
• A personnel suitability check and pre-employment screening plan are developed to ensure integrity and efficiency in the process.
• The plan includes, but is not limited to:
• Relevant legislation and prescripts, a timeframe, resource allocation, contingencies, methods of personnel suitability checks and pre-employment screening, verification of information, the recording and management of data, the nature and medium of communication and the sharing of information obtained.
• The availability of resources for vetting activities is checked, and the importance of ensuring that expenditure is within budget and fit-for-purpose is discussed.
• The process for approving a budget for expenditure is explained and applied according to relevant prescripts.
• The five personnel suitability screening criteria are explained, using appropriate examples.
• The five personnel suitability screening criteria are criminal record checks, citizenship, creditworthiness, qualifications, references from previous employment.
• According to the National Vetting Strategy, the personnel suitability screening criteria are implemented and validated using appropriate verification methods.
• The relevant information is gathered and organised according to organisational procedures.
• The information obtained is analysed, interpreted, and evaluated according to the procedure.
• A checklist is produced for verification by both the Human Resource and Security Components.
• Recommendations are made based on the validation of applicant information.
• Information related to personnel suitability checks and pre-employment screening is recorded and managed according to organisational procedures.
• Databases are compiled and populated according to organisational procedure or protocol.
• The authorising and forwarding records are explained to ensure that only designated staff obtains access to them.

This training is to be delivered to the Broadband Infraco Soc Ltd employees geographically dispersed across the entire municipal area.