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Criteria for the approval of an Assessment Quality Partner

The QCTO will appoint an entity as an assessment quality partner only if it is satisfied that the entity has: i.      The necessary expertise, experience and standing in relation to the occupational qualifications or foundational learning for which the assessment quality partner is appointed; and ii.      the resources necessary to perform its functions In terms of clause of the QCTO Delegation Policy, 22 June 2011 the criteria have been defined in detail as follows: i.     be  recommended  to  the  QCTO  by  the  relevant      DQP  during  the occupational                           development  process at a point  when they submit  an occupational profile. Possible evidence: letter of recommendation from [...]

Duties of a designated employer – 2014 Amended

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1. When a designated employer collects information contemplated in section 19 of Act, the employer must request each employee in the workforce to complete a declaration using the EEA1 form.
2. An employee may add information to the EEA1 form.
3. Where an employee refuses to complete the EEA1 form or provides inaccurate information, the employer may establish the designation of an employee by using reliable historical and exciting data. People with disabilities have the right to declare or not to declare their disability.
4. A designated employer must use section B of the EEA2 form to develop the profile of the employer’s workforce as required by section 19(d) of the act.
5. When a designated employer conducts the analysis as required by section 19 of the Act, the employer may refer to:
A) EEA8, a guide on the applicable national and regional economically active population (EAP):, and
B) EEA9, which contains a description of occupational levels.
6. A designated employer must refer to the relevant Codes of Good Practices issued in terms of section 54 of the Act as a guide when collecting information and conducting the analysis required by section 19 of the Act.
7. A designated employer must conduct an analysis as required by section 19 of the act in terms of the EEA12 by reviewing its workforce profile and employment policies, practices, procedures and the working environment in order to identify employment barriers which adversely affect people from designated groups from being equitably represented across all occupational levels.