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SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED QUALIFICATION THAT HAS PASSED THE END DATE: 

Further Education and Training Certificate: Labour Recruitment Services 
SAQA QUAL ID QUALIFICATION TITLE
58063  Further Education and Training Certificate: Labour Recruitment Services 
ORIGINATOR
SGB Human Resource Management and Practices 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY NQF SUB-FRAMEWORK
SERVICES - Services Sector Education and Training Authority  OQSF - Occupational Qualifications Sub-framework 
QUALIFICATION TYPE FIELD SUBFIELD
Further Ed and Training Cert  Field 03 - Business, Commerce and Management Studies  Human Resources 
ABET BAND MINIMUM CREDITS PRE-2009 NQF LEVEL NQF LEVEL QUAL CLASS
Undefined  152  Level 4  NQF Level 04  Regular-Unit Stds Based 
REGISTRATION STATUS SAQA DECISION NUMBER REGISTRATION START DATE REGISTRATION END DATE
Passed the End Date -
Status was "Reregistered" 		 SAQA 06120/18  2018-07-01  2023-06-30 
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 qualification does not replace any other qualification and is not replaced by any other qualification. 

PURPOSE AND RATIONALE OF THE QUALIFICATION 
Purpose:

This qualification is the entry level qualification to the Labour Recruitment industry and facilitates access to education, training and a career path within a dynamic, exciting, challenging and growing services sector. This qualification is intended for Labour Recruitment consultants in staffing services as well as recruitment consultants in the Human Resource environment, including recruiters in the Public Service, and any other person involved in a people acquisition function. This qualification aims to raise the level of professional service to employers, job seekers and other stakeholders.

The qualification has been designed to empower learners with competencies and insights to respond positively to the changing demands in the labour recruitment industry by:
  • Obtaining specific knowledge relating to critical areas of the labour market.
  • Developing knowledge of trends and best practice in customer service.
  • Applying global best practice in recruitment consulting.
  • Gaining awareness of self through development of intra and interpersonal skills.
  • Acquiring social status and recognition.

    The learners who achieve this qualification will possess knowledge, skills and competencies pertinent to the labour recruitment industry. Competent learners will be capable of:
  • Combining recruitment practices to match candidates for specific job criteria.
  • Applying business and ethical principles to recruitment practices.
  • Demonstrating a range of communication skills within a recruitment environment.
  • Establishing client and candidate relationships in order to provide recruitment services.
  • Applying legislative and regulatory frameworks in recruitment practices.
  • Identifying and solving problems related to recruitment practices.

    The qualification addresses all sectors of the recruitment industry and brings together aspects of marketing and recruitment principles and practices. This provides articulation with other service sectors and facilitates portability of skills.

    Learners embarking on this qualification will gain experience and knowledge of various fields in business management such as sales and marketing, human resources and accounting. This could enable career growth within or external to the recruitment industry and facilitates life long learning.

    Rationale:

    Recruitment services play a critical role in access to employment. The economic growth of the country has impacted positively on the growth of the sector through the need for knowledgeable and skilled workers. This results in a demand for competent recruitment consultants operating in an increasingly complex labour market. Currently there is no formal qualification that addresses the need of the industry sub-sector for qualified professional consultants. The qualification will provide learners with specialised competencies to function successfully within the recruitment environment. The recruitment industry, through its qualified consultants, manages a significant portion of the permanent and temporary workforce and facilitates the acquisition of job and employment opportunities within the marketplace.

    This qualification is the first in the learning pathway for individuals who wish to embark on a career within the recruitment industry or related careers in other sectors. The qualification covers the foundational areas of the recruiter's role in the workplace.

    This qualification brings together all aspects of recruitment and marketing principles. It seeks to professionalise the industry and is applicable to permanent and temporary employment services. In addition, it provides articulation with other service industries.

    This qualification will provide an opportunity for persons already in the industry to acquire formal recognition for the competencies that they have acquired. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
  • Communication at NQF Level 3.
  • Mathematical Literacy at NQF Level 3.
  • Computer Literacy at NQF Level 3.
  • Communication in a Second South African Language at NQF Level 2.

    Recognition of Prior Learning (RPL)

    This qualification can be achieved wholly or in part through Recognition of Prior Learning. It makes the recognition of prior learning possible. The learner and assessor will jointly decide on methods to determine prior learning and competence implicit in the qualification and the associated unit standards. Recognition of prior learning should be done by means of integrated assessment. The RPL may allow for:
  • Accelerated access to further learning.
  • Gaining of credits contained in the unit standards of this qualification.

    Access to the qualification

    This qualification is open, keeping in mind the requirements of learning assumed to be in place. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    The Qualification consists of a Fundamental, a Core and an Elective Component.

    To be awarded the Qualification, learners are required to obtain a minimum of 152 credits as detailed below.

    Fundamental Component:

    The Fundamental Component consists of Unit Standards in:
  • Mathematical Literacy at Level 4 to the value of 16 credits.
  • Communication at Level 4 in a First South African Language to the value of 20 credits.
  • Communication in a Second South African Language at Level 3 to the value of 20 credits.

    It is compulsory therefore for learners to do Communication in two different South African languages, one at Level 4 and the other at Level 3.

    All Unit Standards in the Fundamental Component are compulsory.

    Core Component:

    The Core Component consists of Unit Standards to the value of 82 credits all of which are compulsory.

    Elective Component:

    The Elective Component consists of Unit Standards to the value of 145 credits. Learners are to choose Unit Standards to the minimum of 14 credits. 
    		•

    EXIT LEVEL OUTCOMES 
    On completion of this qualification learners will be competent in the following outcomes within the defined context of this qualification.

    1. Combine recruitment practices to match candidates for specific job criteria.
    2. Apply business and ethical principles to recruitment practices.
    3. Demonstrate a range of communication skills within a recruitment environment.
    4. Establish client and candidate relationships in order to provide recruitment services.
    5. Apply legislative and regulatory frameworks in recruitment practices.
    6. Identify and solve problems related to recruitment practices.

    Critical Cross-Field Outcomes (CCFOs)

    This qualification addresses the following Critical Cross-Field Outcomes, as detailed and expressed in the associated unit standards:
  • Identifying and solving problems in which responses indicate that responsible decisions using critical and creative thinking have been made and act on
    decisions to solve labour recruitment related problems efficiently and effectively.
  • Working effectively with others as a member of a team, group, organisation, or community by participating effectively in carrying joint work with other people and
    helping to improve the work of his/her immediate team to meet organizational goals and objectives.
  • Organizing and managing oneself and one's activities responsibly and effectively through prioritizing personal tasks and maintaining as well as implementing a
    task list.
  • Collecting, analysing, organizing and critically evaluate information to determine and implement course of action.
  • Communicating effectively, using visual, mathematical and/or language skills in the modes of oral and/or written communication and persuasion.
  • Using science and technology effectively and critically, showing responsibility towards the environment and the well-being of others by using web-based
    technologies for recruitment.
  • Demonstrating an understanding of the world as a set of related systems by recognizing that problem-solving contexts do not exist in isolation and engage
    with complex interrelated aspects of society and challenges and demands of labour recruitment from the legal, ethical, economical and political perspectives.
  • Participating as responsible citizens in the life of local, national and global communities as the knowledge and skills acquired will contribute towards effective
    and efficient labour recruitment practice. 
    		•

    ASSOCIATED ASSESSMENT CRITERIA 
    1.
  • A recruitment plan is developed using a job specification.
  • Sourcing strategies are executed to attract candidates.
  • Appropriate assessment and selection techniques are applied to match candidates.
  • Tracking and feedback are recorded according to organisational requirements.

    2.
  • Business principles and protocols are applied in the context of the recruitment environment.
  • Current legislative requirements are applied to recruitment activities.
  • Ethical practices and good corporate governance are adhered to in accordance to industry norms.

    3.
  • Knowledge of communication process is demonstrated in own working environment.
  • Appropriate listening skills are applied in people engagement activities.
  • Verbal and non verbal skills are used for persuasive communication in the marketplace.
  • Team effectiveness is advanced through cooperation and involvement in own work environment.
  • Behaviours are recognised and interpreted to determine course of action.

    4.
  • A database is build through successful engagement with candidates and clients.
  • A survey is conducted to determine levels of credibility and trust amongst clients and candidates.
  • Techniques to improve relationship building are described with examples.
  • Sales and marketing principles and objectives are utilised within client relationship management.
  • Elementary research tasks are undertaken according to organisational strategies and needs.
  • Customer service principles are understood and applied to best practice to develop own customer service standards.

    5.
  • Relevant labour legislation and regulatory frameworks are identified and applied within recruitment environment.
  • Non-compliance and disciplinary and grievance procedures are understood and applied within relevant context.

    6.
  • The dynamics of the labour recruitment market are understood and explained with examples.
  • Common problems and standard solutions are understood and applied to resolve recurring incidents.
  • Appropriate techniques for problem solving are understood and applied to recruitment related problems.

    Integrated Assessment

    The assessment criteria embedded in the unit standards contained in this qualification are performance-based, assessing applied competence (practical, foundational and reflective) competencies regarding labour recruitment related knowledge and skills. The learner assessed against this qualification should be able to integrate the various unit standards outcomes to be able to practice as a labour recruitment consultant. Both formative and summative assessments are required so that learners are given feedback on their progress in achievement of specific learning outcomes. The qualification should be assessed on the basis of evidence of demonstrated performance in the workplace or in simulated work situations designed to draw upon similar performance to that required at the workplace.

    The summative assessment should be concerned with the judgment of the learning in relation to the exit level outcomes, which evaluates the learner's ability to integrate knowledge and skills as well as the attitude or behaviour required to provide labour recruitment services and deal effectively with divergent and random demands. Assessment of communication and mathematical literacy should be integrated as far as possible within the context of specific learning.

    All exit level outcomes, critical cross-field outcomes, and essential embedded knowledge required by the component unit standards are to be assessed. Evidence of the achievement of the critical cross-field outcomes should be found both in performance and in explaining and applying the essential embedded knowledge. 
    		•

    INTERNATIONAL COMPARABILITY 
    A worldwide web-site search in the labour recruitment training practices was conducted in international countries including the SADC region to identify whether international qualifications and associated standards achieve similar outcomes as the South African qualification in Labour Recruitment. The international comparison focused on the specific practices and needs of consultants in the labour recruitment environment. Most of the sites searched provide a list of qualification and the awarding bodies accredited to provide a wide range of academic and vocational qualifications in different fields. Internet research was conducted from the following countries together with those found in the SADC region that are directly responsible for setting standards in education and training as well as providing training information service.
  • United Kingdom - http://www.openquals.org.uk, http//www.qca.org.uk
  • United States of America - http://www.americanstaffing.com
  • Scotland - http://www.learndirectscotland.com
  • New Zealand - http://www.nzqa.govt.nz
  • Botswana - http://www.bota.org.bw
  • Namibia - http://www.nta.com
  • India - http://www.naac-india.com
  • Mexico - http://www.copaes.org.mx
  • Malaysia
  • Belgium
  • Australia - http://www.ntis.gov.au
  • Netherlands
  • Mauritius
  • Ireland - http://www.ucd.id

    Background and rationale for the choice of countries for comparison

    South Africa has a regulated and sophisticated legislative framework which forms a key component of the qualification. When selecting countries for comparison, a well documented and comprehensive legislative framework was sought, in addition to seeking those countries were labour recruitment practices are comparable to South African qualification. The United Kingdom and the United States were obvious choices for comparison.

    The industry's representative association, the Association of Personnel Service Organisations in South Africa (APSO) is a member of the International Confederation of Temporary Employment Agencies (CIETT) which represents national federations from 30 countries and the six largest companies in labour recruitment worldwide, as well as having a strong affiliation with the American Staffing Association (ASA), was host nation for the International Conference.

    As a profession, education and continuous profession development of its members is key, therefore APSO in close association with the sector education and training authority, tracks and evaluates global developments in terms of industry practices, to ensure the currency of education, qualifications and practices. Through CIETT membership, APSO has access to global partners for international comparability.

    Engagement with key roleplayers on international reciprocity was further developed through a delegation including APSO meeting and ASA Education Committee in November 2006. Discussion included the rationale and benefits of having an international reciprocal agreement in place for the National Qualification Framework (NQF) Level 4 qualification. A formal pathway is work-in- progress.

    Countries such as Netherlands, Australia, Singapore, Malaysia, Canada, United States of America, Scotland and Ireland are amongst others members of the United Kingdom qualifications authority.

    Further searches were conducted in the SADC region including Malaysia, India, Belgium, Mexico and therefore could not find suitable examples of qualifications or learning programmes to compare to the South African qualification in labour recruitment. However, in some countries such as Australia and New Zealand for instance, some of the certificate courses offered are purely for Personnel Recruitment and not a qualification in Labour Recruitment Consulting whose unit standards compare favourably with this qualification.

    United States of America

    The American Staffing Association is the voice of the United States staffing industry. It is a professional body that promotes the interests of the industry and oversees education in the recruitment or staffing industry. Members of ASA provide a wide range of employment related services and solutions, including temporary and contracting staffing, recruiting and permanent placement, amongst others. The Certified Staffing Professional learning programme that addresses key topics in labour and employment law, including:
  • The pre-employment process.
  • Equal employment opportunity laws.
  • Screening candidates.
  • Immigration Reform and Control Act.
  • Substance abuse and drug testing in the workplace.
  • Employment agreements, employee handbooks, and restrictive covenants.
  • Wage and hour laws.
  • Family and medical leave.
  • Workplace safety, staffing firms and Occupational Safety and Health Act.
  • Wrongful discharge.
  • Preventative measures to reduce the likelihood of employment-related claims.
  • Labour management relation.
  • Employee benefits.
  • Workers compensation.
  • Co-employment issues.

    The South African unit standards in this qualification address some of the competencies to the Certified Staffing Professional programme although a bulk of these topics relating to law are contained addressed in the unit standard 113915 "Explain the application of the Basic Conditions of Employment Act in an employment contract" and unit standard ID 10170 "Demonstrate understanding of employment relations in an organisation".

    United Kingdom

    A search for similar qualifications was conducted in the United Kingdom's Qualification and Curriculum Authority (QCA) database. Recruitment and Employment Confederation (REC)(UK) is the professional body representing the recruitment industry with more than 7 000 corporate members and 5 000 individual members and a member of INVESTOR IN PEOPLE, CIETT and CBI (the voice of business). It is a body approved by the Qualifications and Curriculum Authority (QCA) to offer specialist recruitment training and qualifications that provide valuable personal development opportunities which improve company performance. The following qualifications offered by REC were found to be comparable with the South African unit standards contained in this qualification.

    Qualification title and reference: CIPD Level 3-Advanced Certificate in Recruitment 100/5280/X.
    Unit standards
  • Maintain effective working relationships.
  • Assist clients to plan the implementation of a course of action.
  • Assist clients to decide on a course of action.
  • Monitor and solve customer service problems.
  • Make sales presentation to existing and potential customers.
  • Improve the customer relationship.
  • Review health and safety procedures in workplaces.
  • Co-ordinate the recruitment and activities of temporary workers.
  • Conduct follow up procedures with job seekers.
  • Conduct interviews to support the recruitment process.
  • Support and co-ordinate job seekers in taking up employment offers.
  • Attract and retain job seekers.
  • Contribute to developing the recruitment business.
  • Monitor and evaluate the quality of service provided.
  • Use computer-based information management systems.
  • Use computer-based technologies for recruitment.

    Learning programme:
  • Description: First qualification in the 4-tier framework for recruiters. It covers the four fundamental areas of a recruiter's role. It aims to build the skills of the learner to enable them to make a significant commercial and professional contribution to their organization

    Qualification title and reference: Certificate in Recruitment Practice.
  • Module 1: Understanding the Recruitment Marketplace.
  • Module 2: Essential Legislation and Procedures.
  • Module 3: The Relationship with the Business Community.
  • Module 4: Relationship with the Candidate.

    New Zealand
  • The National Training Information Service is an accredited training providers that provide comprehensive information for the training sector specialist. The learning programmes in labour recruitment offered are unit standards only and no qualification was found to be compared to the South African qualification.

    Australia

    The following qualification was found:
  • Certificate III in Personnel Recruitment

    Information such as the level, credits and unit standards contained therein was not available. The following Unit Standards were found:

    (CHCES304A) Deliver recruitment services.

    This unit standard involves the delivery of recruitment service that include sourcing of job vacancies, providing advice to employers, sourcing suitable clients (job seekers) to fulfil agreed selection criteria and providing advice and support following placement. The unit standard covers the following elements:
  • Determine service level.
  • Source suitable clients.
  • Assess client suitability for employment opportunity.
  • Meet client and employer service agreements.

    (BSBEMS403A) Develop and provide employment management services.

    This unit standard addresses the requirements for personnel working in an employment services agency to provide candidates with service that address the issues of candidate retention with the agency and employment management services. The elements contained in this unit standards are:
  • Develop strategies for the retention of the candidates.
  • Provide advice and support to candidates.
  • Provide training solutions to candidates.
  • Develop strategies for the ongoing management of candidates.

    The outcomes addressed in these unit standards do not specifically compare with the South African unit standards, however they address some skills embedded in the South African unit standards.

    (BSBEMS402A) Develop and implement strategies to source and assess.

    This unit standard addresses the requirements for personnel working in an employment services agency to source and assess candidates. The elements contained in the unit standards are:
  • Develop strategies to source candidates.
  • Screen and interview potential candidates.
  • Assess and select candidates.
  • Manage candidates outcomes.

    The outcomes of the unit standards are similar to the South African unit standard 10978 "Recruit and select candidates to fill defined positions". 
    		•

    ARTICULATION OPTIONS 
    Articulation possibilities

    This qualification provides both vertical and horizontal articulation with the following related qualifications in the fields of Business, Commerce and Management Studies:

    Horizontal Articulation
  • Further Education and Training Certificate: Human Resources Management & Practices Support: ID: 49691.
  • Further Education and Training Certificate: Customer Care Management
  • Further Education and Training Certificate: Sales and Marketing
  • Further Education and Training Certificate: Generic Management: ID: 57712.

    Vertical Articulation
  • National Certificate: Commerce: Human Resource Development, Level 5.
  • National Certificate: Human Resource Management, Level 5.
  • National Diploma Commerce: Human resource Management, Level 5.
  • Bachelor of Commerce: Human Resources, Level 6.
  • Bachelor of Commerce (Hon): Human Resource Management, Level 7.
  • Bachelor of Technology: Human Resource Development, Level 7. 
    		•

    MODERATION OPTIONS 
    Moderation must include both internal and external moderation of assessments. Moderation of assessments will be overseen by the relevant ETQA according to the moderation guidelines and agreed ETQA procedures. This qualification can be internally assessed by assessors of the provider and moderated by a moderator registered with the relevant ETQA. Moderation shall comply with SAQA requirements. 

    CRITERIA FOR THE REGISTRATION OF ASSESSORS 
    Assessors for this qualification should hold a qualification in Human Resources or equivalent qualification in related disciplines within the field of Human Resources at least at NQF Level 5 and have worked in labour recruitment. The Assessor must include both internal and external moderation of assessments.

    Anyone assessing a learner or moderating the assessment of a learner against this qualification or its unit standards must be a registered assessor with the relevant accredited ETQA or an ETQA that has a Memorandum of Understanding with the relevant accredited ETQA. 

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

    NOTES 
    N/A 

    UNIT STANDARDS: 
      ID UNIT STANDARD TITLE PRE-2009 NQF LEVEL NQF LEVEL CREDITS
    Core  10170  Demonstrate understanding of employment relations in an organisation  Level 3  NQF Level 03  3 
    Core  113915  Explain the application of the basic conditions of employment act in an employment contract  Level 3  NQF Level 03  2 
    Core  242655  Demonstrate knowledge and application of ethical conduct in a business environment  Level 4  NQF Level 04  4 
    Core  10014  Describe features, advantages and benefits of a range of products  Level 4  NQF Level 04  6 
    Core  10024  Liaise with a range of customers of a business  Level 4  NQF Level 04  4 
    Core  7836  Monitor customer satisfaction  Level 4  NQF Level 04  3 
    Core  13948  Negotiate an agreement or deal in an authentic work situation  Level 4  NQF Level 04  5 
    Core  10978  Recruit and select candidates to fill defined positions  Level 4  NQF Level 04  10 
    Core  242817  Solve problems, make decisions and implement solutions  Level 4  NQF Level 04  8 
    Core  10037  Take orders from customers to fulfil a need for goods and/or service  Level 4  NQF Level 04  10 
    Core  123372  Use appropriate tools and information systems to manage own information and communication  Level 4  NQF Level 04  4 
    Core  10011  Work as a member of a marketing team  Level 4  NQF Level 04  5 
    Core  8647  Apply workplace communication skills  Level 5  Level TBA: Pre-2009 was L5  10 
    Core  10047  Close a deal with a customer  Level 5  Level TBA: Pre-2009 was L5  5 
    Core  15235  Prepare and conduct staff selection interviews  Level 5  Level TBA: Pre-2009 was L5  3 
    Fundamental  119472  Accommodate audience and context needs in oral/signed communication  Level 3  NQF Level 03  5 
    Fundamental  119457  Interpret and use information from texts  Level 3  NQF Level 03  5 
    Fundamental  119467  Use language and communication in occupational learning programmes  Level 3  NQF Level 03  5 
    Fundamental  119465  Write/present/sign texts for a range of communicative contexts  Level 3  NQF Level 03  5 
    Fundamental  9015  Apply knowledge of statistics and probability to critically interrogate and effectively communicate findings on life related problems  Level 4  NQF Level 04  6 
    Fundamental  119462  Engage in sustained oral/signed communication and evaluate spoken/signed texts  Level 4  NQF Level 04  5 
    Fundamental  119469  Read/view, analyse and respond to a variety of texts  Level 4  NQF Level 04  5 
    Fundamental  9016  Represent analyse and calculate shape and motion in 2-and 3-dimensional space in different contexts  Level 4  NQF Level 04  4 
    Fundamental  119471  Use language and communication in occupational learning programmes  Level 4  NQF Level 04  5 
    Fundamental  7468  Use mathematics to investigate and monitor the financial aspects of personal, business, national and international issues  Level 4  NQF Level 04  6 
    Fundamental  119459  Write/present/sign for a wide range of contexts  Level 4  NQF Level 04  5 
    Elective  13915  Demonstrate knowledge and understanding of HIV/AIDS in a workplace, and its effects on a business sub-sector, own organisation and a specific workplace  Level 3  NQF Level 03  4 
    Elective  114932  Explain how to manage diversity in the workplace  Level 3  NQF Level 03  2 
    Elective  116720  Show understanding of diversity in the workplace  Level 3  NQF Level 03  3 
    Elective  120385  Apply a range of project management tools and techniques  Level 4  NQF Level 04  7 
    Elective  114594  Apply the principles of costing and pricing to a business venture  Level 4  NQF Level 04  6 
    Elective  117495  Assess legal contracts for business  Level 4  NQF Level 04  8 
    Elective  10038  Conduct follow-up with customers to evaluate satisfaction levels  Level 4  NQF Level 04  14 
    Elective  14667  Describe and apply the management functions of an organization  Level 4  NQF Level 04  10 
    Elective  242822  Employ a systematic approach to achieving objectives  Level 4  NQF Level 04  10 
    Elective  120372  Explain fundamentals of project management  Level 4  NQF Level 04  5 
    Elective  242813  Explain the contribution made by own area of responsibility to the overall organisational strategy  Level 4  NQF Level 04  5 
    Elective  10015  Identify customers of the business  Level 4  NQF Level 04  4 
    Elective  114591  Implement an action plan for business operations  Level 4  NQF Level 04  4 
    Elective  10980  Induct a new employee  Level 4  NQF Level 04  6 
    Elective  10021  Instil in myself a personal marketing culture  Level 4  NQF Level 04  4 
    Elective  10012  Meet marketing performance standards  Level 4  NQF Level 04  4 
    Elective  242811  Prioritise time and work for self and team  Level 4  NQF Level 04  5 
    Elective  10981  Supervise work unit to achieve work unit objectives (individuals and teams)  Level 4  NQF Level 04  12 
    Elective  242869  Apply an understanding of the characteristics of the South African Labour Market  Level 5  Level TBA: Pre-2009 was L5  8 
    Elective  113850  Compile tender documents and contracts  Level 5  Level TBA: Pre-2009 was L5  16 
    Elective  11286  Institute disciplinary action  Level 5  Level TBA: Pre-2009 was L5  8 


    LEARNING PROGRAMMES RECORDED AGAINST THIS QUALIFICATION: 
     
    NONE 


    PROVIDERS CURRENTLY ACCREDITED TO OFFER THIS QUALIFICATION: 
    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.