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 the employment relationship in Local Government 
SAQA US ID UNIT STANDARD TITLE
244297  Demonstrate an understanding of the employment relationship in Local Government 
ORIGINATOR
SGB Administration 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY
-  
FIELD SUBFIELD
Field 03 - Business, Commerce and Management Studies Public Administration 
ABET BAND UNIT STANDARD TYPE PRE-2009 NQF LEVEL NQF LEVEL CREDITS
Undefined  Regular  Level 3  NQF Level 03  6 
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 
This unit standard is for learners seeking to enter Local Government and wishing to acquire general competences related to the functioning of Local Government. This unit standard enables the learner to identify what constitutes an employment relationship in a Local Government environment and to be aware of the practices, policies and conditions of service that will affect the learner working in this environment. It will also provide the learner with the necessary competences to compile his/her own development plan in line with Local Government objectives.

The qualifying learner is capable of:
  • Identifying what it means to be an employee in local government.
  • Identifying and discussing the employment practices, policies and conditions of service in local government.
  • Discussing employee rights in relation to own work context.
  • Identifying performance, career and development management processes that will apply to own work context.
  • Outlining own development plan in line with local government objectives. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    It is assumed that the learner is competent:
  • Communication at NQF Level 2.
  • Mathematical Literacy at NQF Level 2. 
    		•

    UNIT STANDARD RANGE 
    N/A 

    Specific Outcomes and Assessment Criteria: 

    SPECIFIC OUTCOME 1 
    Identify what it means to be an employee in local government. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The organisation structure of local government is discussed in relation to own job and identifying where own job fits into larger structure. 

    ASSESSMENT CRITERION 2 
    The important departments and institutions that may impact on own work are identified and briefly explained in respect of their functions. 
    ASSESSMENT CRITERION RANGE 
    Important departments and institutions include but are not limited to the Department of Public Service and Administration (DPSA), the Public Service Commission (PSC).
     

    ASSESSMENT CRITERION 3 
    The concept of employment is discussed in relation to local government and public service as a whole. 

    ASSESSMENT CRITERION 4 
    The general environment, values and culture of local government and public service as a whole are discussed in relation to own job focus. 

    ASSESSMENT CRITERION 5 
    Own role and function are discussed in relation to local government and public sector objectives. 

    SPECIFIC OUTCOME 2 
    Identify and discuss the employment practices, policies and conditions of service in local government. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The overall human resources strategy and vision is discussed in relation to own job opportunities and scope. 

    ASSESSMENT CRITERION 2 
    The various laws that affect public servants are briefly discussed and explained in relation to own job. 
    ASSESSMENT CRITERION RANGE 
    Laws include but are not limited to Public Service Act (PSA) and regulations, Public Finance Management Act (PFMA), Municipal Finance Management Act (MFMA), Labour Relations Act (LRA), Basic Conditions of Employment Act (BCEA), Occupational Health and Safety Act, Skills Development Act, Employment Equity Act, Compensation for Occupational Injuries and Diseases Act (COIDA).
     

    ASSESSMENT CRITERION 3 
    The various polices, practices, regulations and conditions affecting local government employment are discussed with examples. 

    ASSESSMENT CRITERION 4 
    The performance management system applicable to the local government environment is discussed and explained in relation to own work context. 

    ASSESSMENT CRITERION 5 
    The national qualifications framework is briefly explained in relation to own opportunities for skills development within local government. 

    SPECIFIC OUTCOME 3 
    Discuss employee rights and opportunities in relation to own work context. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The rights of a Local Government employee are discussed in relation to the labour and conditions of employment laws. 

    ASSESSMENT CRITERION 2 
    The representative employer and employee organisations linked to upholding the rights of employers and employees are identified and their roles and responsibilities explained with example. 

    ASSESSMENT CRITERION 3 
    The various courses of action to ensure that rights are upheld are identified and explained with example. 

    ASSESSMENT CRITERION 4 
    The various skills development opportunities and scope for growth in respect of career and learning pathways within local government are discussed with examples. 

    SPECIFIC OUTCOME 4 
    Outline own development plan in line with local government objectives. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    Performance, career and development management processes within local government are explained in relation to own work context. 

    ASSESSMENT CRITERION 2 
    Own skills and abilities are evaluated in terms of own personal short-term, medium-term and long-term personal development goals. 

    ASSESSMENT CRITERION 3 
    A personal development plan is compiled in line with local government and performance objectives and own growth and development objectives. 

    ASSESSMENT CRITERION 4 
    The processes of implementing, monitoring and reviewing a personal development plan are explained and methods of reporting and ensuring success of plan are outlined with examples. 


    UNIT STANDARD ACCREDITATION AND MODERATION OPTIONS 
    Any 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 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 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 
  • Local Government employment practices, policies and conditions of service.
  • A basic introduction to career planning.
  • An introduction to performance management system and tools. 
    		•

    UNIT STANDARD DEVELOPMENTAL OUTCOME 
    N/A 

    UNIT STANDARD LINKAGES 
    N/A 


    Critical Cross-field Outcomes (CCFO): 

    UNIT STANDARD CCFO IDENTIFYING 
    Identify and solve problems using critical and creative thinking processes to outline opportunities for own development plan within local government. 

    UNIT STANDARD CCFO WORKING 
    Work effectively with others as a member of a team, group, organisation or community to determine how to make employment relationship within local government context more effective for own growth and development. 

    UNIT STANDARD CCFO ORGANISING 
    Organise and manage oneself and one's activities responsibly and effectively in order to plan and implement own development plan. 

    UNIT STANDARD CCFO COLLECTING 
    Collect, analyse, organise and critically evaluate information in order to effectively put own development plan in place. 

    UNIT STANDARD CCFO COMMUNICATING 
    Communicate effectively using visual, mathematical and/or language in the modes of oral and/or written persuasion to gather information relating to employment relations, conditions and policies. 

    UNIT STANDARD CCFO SCIENCE 
    Use science and technology effectively and critically, showing responsibility to the environment and health of others to access organisational information relevant to own development plan and employment conditions. 

    UNIT STANDARD CCFO DEMONSTRATING 
    Demonstrate an understanding of the world as a set of interrelated systems by recognising that employment relations do not exist in isolation and there are a variety of internal and external factors that affect the way employment relationships are set up. 

    UNIT STANDARD CCFO CONTRIBUTING 
    Participate as responsible citizens in the life of local, national and global communities by ensuring that a full understanding of employment relationship within local government is achieve. 

    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 
    N/A 

    QUALIFICATIONS UTILISING THIS UNIT STANDARD: 
      ID QUALIFICATION TITLE PRE-2009 NQF LEVEL NQF LEVEL STATUS END DATE PRIMARY OR DELEGATED QA FUNCTIONARY
    Core  58644   National Certificate: Local Government Support Services  Level 3  NQF Level 03  Passed the End Date -
    Status was "Reregistered"     		 2023-06-30  LG SETA 


    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. Josmap Training Institute 
    2. Lewerb Holdings (PTY) Ltd 
    3. MANCOSA Pty (Ltd) 
    4. Mortarboard Training Solutions 
    5. Petra Institute of Development 
    6. Regent Business School (Pty) Ltd t/a Regent Business School 
    7. Tloumogale Business Development & Consulting 
    8. Tshwane Training Institute (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.