INDIVIDUAL DEVELOPMENT PLANS

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INDIVIDUAL DEVELOPMENT PLANS

• DURBAN CONTAINER TERMINAL
• IDP Content Verification Workshop

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WHY NEW IDPs?

• New labour laws
• New national skills development strategies
• Training quality requirements
• Redress previous educational disadvantage

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INTRODUCTION TO IDPS

• A system for conducting an organisational skills
  audit
• A system for identifying training needs
• Ensures that all employees have the necessary
  skills and knowledge to perform their jobs to the
  required safety, quality and performance
  standards
• Not only about technical skills, especially for
  employees in jobs at the lower grades
• Develops employees and assists them to advance in
  their careers.

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COMPARISON WITH OLD IDPS

• Skills, knowledge and attitude
• Technical job skills
• No qualification
• Training courses (attendance)
• Individual opinion

• Competence (applied skills and knowledge)
• Holistic approach
• Qualification/credits
• Skills programmes (assessment)
• Industry participation

5
IMPLEMENTING THE IDP

• Each Manager and Supervisor should complete the
  form in consultation with each employee who
  reports to him/her and who has been in the employ
  of the Durban Container Terminal for at least 6
  months
• An IDP is not a performance appraisal. The
  objective is to identify training needs, not to
  assess performance levels. Please note that while
  performance levels can be affected by competence
  levels, they can also be affected by other
  conditions.

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HOW IDPS WILL BE USED

• Firstly, to train employees and ensure that all
  employees have the skills and knowledge they need
  to do their jobs and meet job standards
• Secondly, to arrange for assessment to ensure
  that all employees are credited for their skills
  and knowledge and that they have certificates of
  achievement to prove their levels of competence
• Thirdly, to identify employees who are fully
  competent in their jobs and are ready for further
  development in order to advance their careers

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HOW TO RATE COMPETENCE

• Go through the lists of unit standards and
  discuss each one with the employee concerned. Try
  to reach agreement on the rating and rate each
  unit standard as follows
• 1. The employee is probably competent in this
  unit standard and should be assessed to recognise
  prior learning (RPL). If an employee seems to be
  competent in most of the unit standards for a
  qualification, RPL for the qualification is
  indicated.
• 2. The employee is probably partially competent
  in this unit standard and some development is
  indicated before assessment (on-the-job coaching)
• 3. The employee is not competent in this item
  and training is indicated (skills programme)

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THE NATIONAL QUALIFICATIONS FRAMEWORK
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NQF LEVEL DESCRIPTIONS
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NQF LEVEL DESCRIPTIONS
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NQF LEVEL DESCRIPTIONS
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NQF QUALIFICATIONS

• Credits
• Unit Standards
• Core
• Fundamental
• Elective