INDIVIDUAL DEVELOPMENT PLANS - PowerPoint PPT Presentation

1 / 12
About This Presentation
Title:

INDIVIDUAL DEVELOPMENT PLANS

Description:

No qualification. Training courses (attendance) Individual opinion ... Qualification/credits. Skills programmes (assessment) Industry participation ... – PowerPoint PPT presentation

Number of Views:337
Avg rating:3.0/5.0
Slides: 13
Provided by: elainef9
Category:

less

Transcript and Presenter's Notes

Title: INDIVIDUAL DEVELOPMENT PLANS


1
INDIVIDUAL DEVELOPMENT PLANS
  • DURBAN CONTAINER TERMINAL
  • IDP Content Verification Workshop

2
WHY NEW IDPs?
  • New labour laws
  • New national skills development strategies
  • Training quality requirements
  • Redress previous educational disadvantage

3
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.

4
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.

6
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

7
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)

8
THE NATIONAL QUALIFICATIONS FRAMEWORK
9
NQF LEVEL DESCRIPTIONS
10
NQF LEVEL DESCRIPTIONS
11
NQF LEVEL DESCRIPTIONS
12
NQF QUALIFICATIONS
  • Credits
  • Unit Standards
  • Core
  • Fundamental
  • Elective
Write a Comment
User Comments (0)
About PowerShow.com