Policies & Procedures
designed to influence and determine all major decisions and actions
Assets Register Policy
Allocation of all Fixed Assets (movables & immovable) is properly authorised and that they are valid. Effective recording of all additions, disposals and transfers of Fixed Assets in the fixed assets register Fixed Assets are appropriately depreciated.
Coaching and Mentoring Policy
To enhance the skills of employees across MPSC and improve employee/learner’s work performance. Enforce MPSC’s policy objectives on career management and career pathing, to ensure sustainable human resources. To support recruitment and retention of best talent.
Code of Conduct Policy
To enhance the skills of employees across MPSC and improve employee/learner’s work performance. Enforce MPSC’s policy objectives on career management and career pathing, to ensure sustainable human resources. To support recruitment and retention of best talent. Ensure that training is linked strategically to broader human resource management practices and programs aimed at enhancing employment equity and representativeness. To provide opportunities for new employees and learners in the labour market to gain more work experience. Promote MPSC as an active learning environment; and to provide a systematic approach to the definition, meeting and evaluation of training needs at an individual, team and company level.
To promote effective intra and inter-departmental communication. Create awareness of the importance of communication in daily encounters with staff and MPSC’s stakeholders. Establish effective channels of two-way communication between management and staff. To set clear standards with regard to response time to stakeholder queries and complaints and any correspondence to the MPSC. Promote the image of the MPSC through the corporate culture. Establish mechanisms of measuring the interaction of the MPSC with its external and internal stakeholders (staff and board members).
Conditions of Service Policy
To communicate MPSC’s conditions of service to all employees. Ensure compliance within the legal requirement governed by the Basic Conditions of Employment Act and to promote the image of MPSC as “the Employer of choice”.
Specify the rules, norms, principles and standards of honest and morally acceptable behaviour required in MPSC in dealing with all operations, activities, strategy, goals and policies, as well as internal and external stakeholders.
Email & Internet Policy
To outline appropriate and inappropriate use of MPSC’s e-mail & Internet systems and services to minimize disruptions to services and activities and be complaint with applicable laws that govern the use of equipment and/or intellectual property.
Grievance Procedure Policy
The purpose of this policy is to give guidance and to provide a framework for all employee/learners/learners and MPSC to deal with grievances raised effectively, and at the earliest possible stage.
This document represents an excellent framework for dialogue and creates a platform for partnership at the workplace. Minimise total impact of the HIV / AIDS epidemic within MPSC and its stakeholders. To ensure the long-term sustainability of MPSC’s business operations, Collaboration with various stakeholders, Business interventions, Economic impact, Living with HIV, Ensure profitability, Sustainable business operations.
Information usage and Disclosure Policy
To ensure compliance with applicable statutes, regulations, and mandates regarding the management of information usage in the company. To establish prudent and acceptable practices regarding the use of information technology resources. To educate individuals who may use Information Technology resources with respect to their responsibilities associated with such use.
Invoice and Payments Policy
The purpose of this document is to outline the policy on management of invoices / payments to be adopted by MPSC.
To ensure that all MPSC stakeholders as outlined in this policy adhere to the requirements of the Act and will be provided with: A workplace environment, facilities and systems of work that minimize the risk of illness whilst they are at work; Effective injury management, in accordance with the Occupational Health and Safety Act of 1993, to assist work injured employees with an early return to work and to achieve the best practical levels of physical and mental recovery.
This policy is designed to protect the MPSC resources on the network by requiring strong passwords along with protection of these passwords, and establishing a minimum time between changes to passwords.
Payments Policy and Procedure
(i) All payments are properly authorised and that they do exist
(ii) Payments to suppliers are timeously done
(iii) There is proper management of cash transfers
(iv) Authorisation for payments is done as per delegated Company
Performance Management Policy
The employee enters into this contract to realize the MPSC’s objectives of accomplishing the MPSC mandates as defined in its strategic plan and furthermore, to reinforce and leverage the effectiveness of the MPSC Strategic Plan that defines priorities, objectives and strategic programmes to inculcate skills revolution in society. The Performance management system of MPSC is cascaded to all employees in the company and as such, performance of employees is defined as an integrated network, implying that one employee‘s performance affects the performance of the company as a whole.
Petty Cash Policy
(i) That petty cash is not misappropriate
(ii) The validity of petty cash transactions
(iii) Controls over petty cash are adequate
To establish a consistent and fair recruitment practices within MPSC
Enforce compliance in line with Employment Equity Act
Attraction and to retain people with the required competencies and attitude
To have sufficient number of potential employees for selection
To ensure continuous supply of high quality human resources capital is available to meet the Authority’s immediate and future human resources needs
Establishment of a positive MPSC’s Image as an employer
The objective is therefore to create reward processes that are based on beliefs about what the organisation values and is prepared to pay for.
The reward strategy should, therefore, be driven by the need to reward the right things to convey the right message about what is important in terms of expected behaviours and outcome.
This policy has been developed to ensure that all parties and stakeholder to the Mitchells Plain Skills Centre (MPSC) (including but not limited to government departments, the media, academic institutions, learners conducting research and employers/service providers and partners with MPSC) are clear on the policies relating to requesting research and Data.
Risk Management Policy
The aim of this policy is to provide guidelines for the effective and efficient management of risks and exposures. The policy further seeks to inculcate a risk management philosophy in the Entity.
Recognition of prior learning (RPL) in the context of a transforming South Africa is imperative in ensuring the development of an equitable education and training system. Against the backdrop of this observation, a policy to develop and facilitate the implementation of the RPL across all sectors of education and training becomes critical and should therefore be prioritized and constructed by all ETQAs. In constructing such a policy, the needs of all role players in the education and training terrain, such as ETQAs, providers of education and training, constituents of Sector Education and Training Authorities (SETAs) and importantly, the main beneficiaries of the process, learners themselves, should be taken into consideration.(SAQA Policy Document, 2002)
Sexual Harassment Policy
MPSC is committed to providing an maintaining a working environment in which the dignity of all employees are respected. This policy is to provide guidance on what constitutes undesirable or prohibited behaviour. All employees are required to refrain from committing acts of sexual harassment. All employees have a role to play in creating and maintaining an environment in which sexual harassment is unacceptable.
To influence the perceptions of key stakeholders in the business communities which have a direct impact on the MPSC’s image and to achieve excellent levels of service delivery to our stakeholders.
Succession Planning Policy
MPSC determines the extent of company’s skill shortage, Identifying needed competencies based on the company’s future business needs, values and strategies Identifying high-potential individuals, Assessing those identified to identify strengths and skills gaps, Drawing up a tailor made Personal Development Plan, which includes training, job rotation, special assignments and mentoring by more experienced employees or directors, Facilitate feedback on development progress, To provide staff with the necessary capabilities to be placed in key positions as when a need arises.
Training development Policy
To enhance the skills of employees across MPSC and improve employee’s work performance; To enforce MPSC’s policy objectives on career management and career-path, to ensure sustainable human resources; To support recruitment and retention of best talent; To ensure that training is linked strategically to broader human resource management practices and programs aimed at enhancing employment equity and representativeness; To provide opportunities for new employees in the labour market to gain more work experience; To promote MPSC as an active learning environment; and To provide a systematic approach to the definition, meeting and evaluation of training needs at an individual, team and organizational level.
Travel and Subsistence Policy
(i) That the policy and guidelines for travel and subsistence allowances are in place
(ii) That subsistence and travel allowances are authorised and valid
(iii) The efficient, effective, economical and accountable management of allowances
(iv) That employees/directors are reimbursed for expenses incurred in the course of their duties
This is a MPSC staff internal policy which defines anti-virus guidelines on every computer including how often a virus scan is done, how often updates are done, what programs will be used to detect, prevent, and remove malware programs. It defines what types of files attachments are blocked at the mail server and what anti-virus program will be run on the mail server.
It may specify whether an anti-spam firewall will be used to provide additional protection to the mail server. It may also specify how files can enter the trusted network and how these files will be checked for hostile or unwanted content. For example it may specify that files sent to the enterprise from outside the trusted network be scanned for viruses by a specific program.
Cash Management & Investment Policy
(2.1) Formalise the procedures relating to the collection of cash from Debtors.
(2.2) Provide assistance and guidance to senior management and to standardize the documentation for the Investment of cash.
(2.3) To manage the financial affairs of MPSC in such a manner that sufficient cash resources are available to finance the capital and operation budgets of MPSC.
(2.4) To gain the highest possible return on investments without unnecessary risk during periods when excess funds are not being used.
Employment Equity Policy
MPSC rejects all forms of unfair discrimination and harassment, recognizing these as hindering the development, integration and full employment of all people within the organization. Achieving equity begins with the elimination of unfair discrimination and any systemic discrimination resulting in adverse effect on designated groups (black people, women and people with disability).
The maintenance of quality assurance is defined as a process of monitoring, moderation, verification and auditing of sites to determine whether the initial standards for accreditation are adhered to and maintained.
Non-compliance Policy (Providers)
Maintenance of Quality Assurance
The maintenance of quality assurance is defined as a process of monitoring, moderation, verification and auditing of sites to determine whether the initial standards for accreditation are adhered to and maintained. The Mitchells Plain Skills Centre (MPSC) seeks to ensure that its joint venture partners and contracted service providers delivers quality training in line with the Skills Development Act as promulgated.
Supply Chain Policy
The supply chain function and process:
The introduction of an integrated SCM function is aimed at addressing the inefficiencies in the method of procurement, contract management, inventory/ asset control and obsolescence planning.
The elements of SCM are summarised below and an explanation of the detailed application of each is contained in subsequent paragraphs of this Policy.