8 Decision Making jobs in South Africa

The incumbent will be responsible and accountable for the facilitation, guiding, directing, consolidation, monitoring and status reporting of SANBS Strategic Workforce Planning (SWP) processes, initiatives, actions and implementation plans.

Key Performance Areas

KPA 1: Direct and facilitate, guide & drive SWP in SANBS

1. Provide specialists input by facilitating and directing, and driving all SWP processes and activities to ensure consistent application with optimal return for the business.
2. Manage the SWP process from start to finish and accept final responsibility of the organization-wide workforce plan.
3. Develop and implement the SWP policy, governance and frameworks.
4. Coordinate and schedule all SWP processes and activities ensuring alignment with the annual business cycle, leadership and reporting protocols.
5. Ensure all divisional SWP plans are timely submitted and comply with the SWP procedures and specifications.
6. Support divisions with SWP implementation and actions and proactively advise to ensure optimal return on investment.

KPA 2: Relationship Management

1. Strategic partner to the Executives, Senior Managers & Managers within SANBS to support SWP.
2. SWP stakeholder relationships management across the Departments and Divisions.
3. Support and enable a common SWP understanding in SANBS.
4. Ensure integration of all the functions in the SWP process and synergies and opportunities are fully exploited.
5. Close working relationship with Learning & Development to ensure the training matrix is active and supports all the SWP processes and actions.

KPA 3: Management of the SWP Annual Scenario Planning processes

1. Facilitate, direct and coordinate the annual SWP scenario planning process per department ensuring consistent application across SANBS.
2. Custodian of SWP templates and tools, ensuring templates and tools are reviewed when required to support efficiencies and effectiveness.
3. Ensure efficient scheduling and communication to support timely delivery.
4. Consolidate all divisional scenario plans in the SANBS plan, clearly articulating time, deliverables, actions and accountability.

KPA 4: Monitoring of SWP action plans, implementation

1. Proactively monitor the implementation and progress on all SWP action plans and identify potential opportunities to improve when required.
2. Interpret, provide input and revise (if necessary) divisional action plans, if no longer serving the organization.

KPA 5: Reporting

1. Consolidated SWP Reporting: Quarterly & Annually, ensuring accuracy and timely reporting.
2. Develop and submit reports detailing the link to business performance and quantify impact.
3. Develop reports associated with the 5-year strategic plan time horizon of the organization.

KPA 6: Up-to-date, accurate data and information management for SWP

1. Implement and ensure all information utilized on the SWP system and/or database/s is up-to-date and accurate.
2. Quality assurance checks and audits of information on a regular basis to ensure accuracy, relevancy and up-to-date information.
3. Ensure a procedure to maintain all information sources utilized effectively.
4. Develop appropriate and efficient systems to ensure accurate data management.
5. Interpret the SANBS workforce data and provide recommendations to senior leadership.

KPA 7: SWP Stakeholder Management

1. Support a consistent and common understanding of SWP across SANBS by developing communications for utilization by the Executives and Managers.
2. Draft SWP messaging and communication to support SWP implementation.
3. Drive change management to ensure strategic alignment with all relevant stakeholders in the process.

KPA 8: Risk Management

1. Identify potential early warning SWP risks and propose mitigating actions for approval and implementation.
2. Assist and support internal and external auditors by submitting correct data and reports.
3. Ensure organization-wide adherence to SWP policy and procedures.
4. Integrate SWP risks into the broader organizational strategic risk register.

KPA 9: Continuous Improvement and quality management

1. Identify opportunities to improve SWP and business processes at appropriate intervals.
2. Proactively identify opportunities and potential synergies across the business with skills planning and integration to talent mapping processes.
3. Incorporate SWP opportunities into the SANBS quality management system.
4. Track and monitor process improvements actions.

KPA 10: SWP Governance

1. Ensure SWP policies and procedures are up-to-date and support the business needs and requirements whilst adhering to labour laws and legislation.
2. Ensure SWP templates are reviewed timeously to support efficiencies and effectiveness of SWP operations.
3. Ensure a common understanding of SWP processes and procedures across SANBS.

Cognitive Skills

• Analytical thinking and attention to detail.
• Management Control.
• Project Management.
• Change Management.
• Holistic / Big Picture.
• Judgment and Decision making.
• Problem solving.
• Planning, Organizing and Monitoring.
• Knowledge of ER theory, concepts and best practice.

Personal Skills

• Ethical behaviour.
• Excellence Orientation.
• Resilience and stress management.
• Self-Management.
• Customer Service Orientation.
• Confidentiality.
• Resourceful.

Interpersonal Skills

• Communication.
• Conflict Management.
• Knowledge Sharing.
• Organizational Awareness.
• Relationship Building.
• Teamwork.

Professional Technical Skills

• Systems Competence.
• Business and Financial Acumen.
• Best Practice Thinking.
• SWP Practice.
• Business process understanding.
• Presentation and Business writing skills.

Leadership Skills

• Practical Execution Management.

Education

• Degree in Business, Strategic Management, Human Resources, Industrial Psychology or equivalent.
• Honors degree will be an advantage.

Experience and Knowledge Requirements

• 5 to 8 years relevant experience.
• Proven track record in the application of analytics in decision-making.
• Advanced Excel and data management skills.
• Understanding of the strategic management principles and processes.
• In-depth knowledge and understanding of strategic human resource management.
• Excellent understanding of operational business activities and relationship to manpower planning.
• Excellent understanding of skills development.
• In-depth knowledge and understanding of strategic workforce planning.
• The ability to translate business needs and requirements into practical people solutions.
• Knowledge of Labour Legislation.
• Advanced knowledge of information technology systems (SAP preferred).
• Up-to-date knowledge and understanding of new developments and strategies in Human Resources, transformation, high-performance cultures and change environments.
• Exposure and experience in/to a unionized environment.
• The ability to inspire, influence and create a positive work environment and atmosphere.
• The ability to understand, respect and work with all levels, different management styles, different personalities, work approaches, and cultures.

The incumbent will be responsible and accountable for the facilitation, guiding, directing, consolidation, monitoring and status reporting of SANBS Strategic Workforce Planning (SWP) processes, initiatives, actions and implementation plans.

Key Performance Areas

KPA 1: Direct and facilitate, guide & drive SWP in SANBS

1. Provide specialists input by facilitating and directing, and driving all SWP processes and activities to ensure consistent application with optimal return for the business.
2. Manage the SWP process from start to finish and accept final responsibility of the organization-wide workforce plan.
3. Develop and implement the SWP policy, governance and frameworks.
4. Coordinate and schedule all SWP processes and activities ensuring alignment with the annual business cycle, leadership and reporting protocols.
5. Ensure all divisional SWP plans are timely submitted and comply with the SWP procedures and specifications.
6. Support divisions with SWP implementation and actions and proactively advise to ensure optimal return on investment.

KPA 2: Relationship Management

1. Strategic partner to the Executives, Senior Managers & Managers within SANBS to support SWP.
2. SWP stakeholder relationships management across the Departments and Divisions.
3. Support and enable a common SWP understanding in SANBS.
4. Ensure integration of all the functions in the SWP process and synergies and opportunities are fully exploited.
5. Close working relationship with Learning & Development to ensure the training matrix is active and supports all the SWP processes and actions.

KPA 3: Management of the SWP Annual Scenario Planning processes

1. Facilitate, direct and coordinate the annual SWP scenario planning process per department ensuring consistent application across SANBS.
2. Custodian of SWP templates and tools, ensuring templates and tools are reviewed when required to support efficiencies and effectiveness.
3. Ensure efficient scheduling and communication to support timely delivery.
4. Consolidate all divisional scenario plans in the SANBS plan, clearly articulating time, deliverables, actions and accountability.

KPA 4: Monitoring of SWP action plans, implementation

1. Proactively monitor the implementation and progress on all SWP action plans and identify potential opportunities to improve when required.
2. Interpret, provide input and revise (if necessary) divisional action plans, if no longer serving the organization.

KPA 5: Reporting

1. Consolidated SWP Reporting: Quarterly & Annually, ensuring accuracy and timely reporting.
2. Develop and submit reports detailing the link to business performance and quantify impact.
3. Develop reports associated with the 5-year strategic plan time horizon of the organization.

KPA 6: Up-to-date, accurate data and information management for SWP

1. Implement and ensure all information utilized on the SWP system and/or database/s is up-to-date and accurate.
2. Quality assurance checks and audits of information on a regular basis to ensure accuracy, relevancy and up-to-date information.
3. Ensure a procedure to maintain all information sources utilized effectively.
4. Develop appropriate and efficient systems to ensure accurate data management.
5. Interpret the SANBS workforce data and provide recommendations to senior leadership.

KPA 7: SWP Stakeholder Management

1. Support a consistent and common understanding of SWP across SANBS by developing communications for utilization by the Executives and Managers.
2. Draft SWP messaging and communication to support SWP implementation.
3. Drive change management to ensure strategic alignment with all relevant stakeholders in the process.

KPA 8: Risk Management

1. Identify potential early warning SWP risks and propose mitigating actions for approval and implementation.
2. Assist and support internal and external auditors by submitting correct data and reports.
3. Ensure organization-wide adherence to SWP policy and procedures.
4. Integrate SWP risks into the broader organizational strategic risk register.

KPA 9: Continuous Improvement and quality management

1. Identify opportunities to improve SWP and business processes at appropriate intervals.
2. Proactively identify opportunities and potential synergies across the business with skills planning and integration to talent mapping processes.
3. Incorporate SWP opportunities into the SANBS quality management system.
4. Track and monitor process improvements actions.

KPA 10: SWP Governance

1. Ensure SWP policies and procedures are up-to-date and support the business needs and requirements whilst adhering to labour laws and legislation.
2. Ensure SWP templates are reviewed timeously to support efficiencies and effectiveness of SWP operations.
3. Ensure a common understanding of SWP processes and procedures across SANBS.

Cognitive Skills

• Analytical thinking and attention to detail.
• Management Control.
• Project Management.
• Change Management.
• Holistic / Big Picture.
• Judgment and Decision making.
• Problem solving.
• Planning, Organizing and Monitoring.
• Knowledge of ER theory, concepts and best practice.

Personal Skills

• Ethical behaviour.
• Excellence Orientation.
• Resilience and stress management.
• Self-Management.
• Customer Service Orientation.
• Confidentiality.
• Resourceful.

Interpersonal Skills

• Communication.
• Conflict Management.
• Knowledge Sharing.
• Organizational Awareness.
• Relationship Building.
• Teamwork.

Professional Technical Skills

• Systems Competence.
• Business and Financial Acumen.
• Best Practice Thinking.
• SWP Practice.
• Business process understanding.
• Presentation and Business writing skills.

Leadership Skills

• Practical Execution Management.

Education

• Degree in Business, Strategic Management, Human Resources, Industrial Psychology or equivalent.
• Honors degree will be an advantage.

Experience and Knowledge Requirements

• 5 to 8 years relevant experience.
• Proven track record in the application of analytics in decision-making.
• Advanced Excel and data management skills.
• Understanding of the strategic management principles and processes.
• In-depth knowledge and understanding of strategic human resource management.
• Excellent understanding of operational business activities and relationship to manpower planning.
• Excellent understanding of skills development.
• In-depth knowledge and understanding of strategic workforce planning.
• The ability to translate business needs and requirements into practical people solutions.
• Knowledge of Labour Legislation.
• Advanced knowledge of information technology systems (SAP preferred).
• Up-to-date knowledge and understanding of new developments and strategies in Human Resources, transformation, high-performance cultures and change environments.
• Exposure and experience in/to a unionized environment.
• The ability to inspire, influence and create a positive work environment and atmosphere.
• The ability to understand, respect and work with all levels, different management styles, different personalities, work approaches, and cultures.

Scope of Work

• Responsible for supporting the Strategy Office, Executive Committee, Board, and Remunerations Committees at Group and Subsidiary Level through developing and maintaining the reward philosophy, strategy, and policy direction for Tongaat in support of business strategies and in a manner that enhances the Company’s employment status in the market.
• Responsible for enabling the business to make proactive decisions, mitigate workforce risks, and build a resilient, agile organisation prepared for both current and future challenges.
• Responsible for overseeing the Human Capital Shared Services Centres within the operations.
• Develop functional excellence and compliance in reward, strategic workforce planning, operational service delivery, and manpower cost management.
• Drive continuous improvement across reward, workforce planning, and shared services functions.
• Ensure compliance and risk management in all areas of responsibility
  
  

• Strategic Reward Leadership
• Partner with executives and remuneration committees to develop and translate reward strategy into action.
• Design standardized and cost-efficient pay structures, incentives, and reward frameworks aligned with business goals.
• Govern reward decisions through structured approval processes and ensure fair, competitive, and market-informed practices.
• Compensation & Benefits Management
• Oversee policies, procedures, and governance related to compensation and benefits.
• Manage pension schemes, propose annual adjustments, and ensure payroll accuracy through Shared Services.
• Collaborate with Group Talent for data-driven reporting and people analytics.
• Strategic Workforce Planning
• Forecast workforce needs and align structures with strategic, market, and operational priorities.
• Identify capability gaps and support talent strategies such as acquisition, development, and succession.
• Model people costs and embed governance into workforce planning processes.
• Continuous Improvement & Analytics
• Use AI, machine learning, and dashboards for predictive planning, workforce optimization, and tailored incentives.
• Benchmark practices, conduct audits, and lead compliance activities.
• Build communities of practice and feedback loops to continuously evolve reward programs.
• Shared Services Optimization
• Ensure operational excellence in HC Shared Services through automation, standardization, and SLA monitoring.
• Drive efficiency and quality across payroll, employee lifecycle processes, and compliance frameworks.
• AI & Automation Integration
• Identify and implement AI technologies to enhance strategic workforce planning and reward effectiveness.
• Lead collaboration between Human Capital, IT, and data science to deploy intelligent tools for decision-making.
  
  

• Honours degree in Mathematics, Business, Finance or Economics.
• Global Remuneration Professional (GRP)
• Chartered Reward Specialist as endorsed by the South African Reward Association
• 10+ years of reward experience, of which at least 5 years should include management experience
• Fluent in the technical terms associated with the field and therefore able to interact effectively with external service providers and other reward specialists
• Strong Excel, numeric, analytical, and problem-solving skills
• Creativity in taking cutting-edge reward and workforce planning practices and adapting them where relevant to the organisation
• Good understanding of how remuneration can be leveraged to deliver sound business results
• Good understanding of how workforce planning can be leveraged to improve the delivery of strategic objectives and productivity
• Capacity to think conceptually, as well as to plan and implement operational requirements meticulously
• Ability to influence and interact confidently at Exco and Remco levels
• Ability to work effectively as a Specialist and as an integral part of the HC Services Management team
• Ensure that personal and professional integrity builds credibility
  
  

Scope of Work

• Responsible for supporting the Strategy Office, Executive Committee, Board, and Remunerations Committees at Group and Subsidiary Level through developing and maintaining the reward philosophy, strategy, and policy direction for Tongaat in support of business strategies and in a manner that enhances the Company’s employment status in the market.
• Responsible for enabling the business to make proactive decisions, mitigate workforce risks, and build a resilient, agile organisation prepared for both current and future challenges.
• Responsible for overseeing the Human Capital Shared Services Centres within the operations.
• Develop functional excellence and compliance in reward, strategic workforce planning, operational service delivery, and manpower cost management.
• Drive continuous improvement across reward, workforce planning, and shared services functions.
• Ensure compliance and risk management in all areas of responsibility
  
  

• Strategic Reward Leadership
• Partner with executives and remuneration committees to develop and translate reward strategy into action.
• Design standardized and cost-efficient pay structures, incentives, and reward frameworks aligned with business goals.
• Govern reward decisions through structured approval processes and ensure fair, competitive, and market-informed practices.
• Compensation & Benefits Management
• Oversee policies, procedures, and governance related to compensation and benefits.
• Manage pension schemes, propose annual adjustments, and ensure payroll accuracy through Shared Services.
• Collaborate with Group Talent for data-driven reporting and people analytics.
• Strategic Workforce Planning
• Forecast workforce needs and align structures with strategic, market, and operational priorities.
• Identify capability gaps and support talent strategies such as acquisition, development, and succession.
• Model people costs and embed governance into workforce planning processes.
• Continuous Improvement & Analytics
• Use AI, machine learning, and dashboards for predictive planning, workforce optimization, and tailored incentives.
• Benchmark practices, conduct audits, and lead compliance activities.
• Build communities of practice and feedback loops to continuously evolve reward programs.
• Shared Services Optimization
• Ensure operational excellence in HC Shared Services through automation, standardization, and SLA monitoring.
• Drive efficiency and quality across payroll, employee lifecycle processes, and compliance frameworks.
• AI & Automation Integration
• Identify and implement AI technologies to enhance strategic workforce planning and reward effectiveness.
• Lead collaboration between Human Capital, IT, and data science to deploy intelligent tools for decision-making.
  
  

• Honours degree in Mathematics, Business, Finance or Economics.
• Global Remuneration Professional (GRP)
• Chartered Reward Specialist as endorsed by the South African Reward Association
• 10+ years of reward experience, of which at least 5 years should include management experience
• Fluent in the technical terms associated with the field and therefore able to interact effectively with external service providers and other reward specialists
• Strong Excel, numeric, analytical, and problem-solving skills
• Creativity in taking cutting-edge reward and workforce planning practices and adapting them where relevant to the organisation
• Good understanding of how remuneration can be leveraged to deliver sound business results
• Good understanding of how workforce planning can be leveraged to improve the delivery of strategic objectives and productivity
• Capacity to think conceptually, as well as to plan and implement operational requirements meticulously
• Ability to influence and interact confidently at Exco and Remco levels
• Ability to work effectively as a Specialist and as an integral part of the HC Services Management team
• Ensure that personal and professional integrity builds credibility
  
  

Immediate Superior: Head of Sales & Marketing - Business Control

Location: Sandton

Function: Finance

Sub Function: Business Control

Type of Contract: Permanent

Reference Number: 140452

Closing Date: 18/07/2025

• Business partner for the Commerce function with a cross-functional understanding of all other functions.
• Support for Business Control — consolidates and leads planning, analysis, budgets, and forecasting.
• Measure business performance through insightful analysis and visuals to facilitate stakeholder understanding.
• Challenge business results by raising risks and opportunities.
• Propose solutions and influence decision-making through financial excellence in sales and marketing, including cross-functional insights.
• Manage Business Analyst talent pool.

• Coordinate FP&A processes and cycles, including planning, timelines, and requirements.
• Challenge team members and be accountable for the success of the Business Control team.
• Develop financial models to support business planning.
• Establish robust commercial finance processes, perform ad-hoc analyses, and develop business cases.
• Ensure reporting quality and efficiency to support management decision-making.
• Analyze financial performance, variances, and key drivers, providing insights to management.
• Embed financial and commerce planning cycles, ensuring accuracy and relevant insights.
• Oversee elements of the Commerce P&L and budgets, including consolidation and resource allocation.
• Support cost-saving initiatives and ensure compliance with financial rules and internal controls.
• Monitor and develop insights into commerce performance and spend efficiency.
• Identify risks and opportunities, engaging stakeholders for mitigation.
• Engage cross-functionally with business process owners to understand performance and challenge results.
• Develop financial models and scenario analyses to influence decision-making.
• Lead business performance reviews and develop business cases and analyses.
• Manage talent pool of Business Analysts to deliver on targets.
• Promote continuous improvement and a culture of financial discipline within the team.

• Strong analytical and problem-solving skills, with expertise in financial modelling and Excel.
• Deep understanding of financial statements, accounting principles, budgeting, forecasting, and profitability analysis.
• Business acumen with proven commercial affinity.
• Experience with information systems and related tools.
• Influencing skills and the ability to work in a fast-paced environment.
• Excellent communication skills at all levels.

The company's employment equity plan and diversity targets will be considered during recruitment. We encourage applications from people with disabilities. Applicants must be eligible to work in South Africa.

Details

Closing Date 2025/07/28

Reference Number WCG250611-3

Tracking Number DOI 85/2025

Job Title Assistant Director: Strategic Immovable Asset Management Planning, Ref No. DOI 85/2025

Department Department of Infrastructure

Salary level 9

Enquiries Mr G Meyer at (

Job Type Permanent

Location - Country South Africa

Location - Province Western Cape

Location - Town / City Cape Town

Job Purpose

The Department of Infrastructure, Western Cape Government has an opportunity for a suitably qualified and competent individual to assist with the development of portfolio and immovable asset management plans.

An appropriate 3-year National Diploma at NQF 6 (equivalent or higher qualification) in the Built environment or related field; A minimum of 3 years experience in an immovable asset management or related environment; A valid code B driving licence. NB: People with disabilities that restrict driving abilities, but who have reasonable access to transport, may also apply.

Recommendation

Supervisory level experience.

Key Performance Areas

Manage asset and portfolio management matters in collaboration with relevant stakeholders, including: Determining and updating technical requirements for Facility Condition Assessments; Preparing, updating and submitting the Provincial Custodian Asset Management Plan; Assisting and providing training to user departments pertaining the drafting of their respective User Asset Management Plans; Providing input regarding Program Implementation and Integrated Development Plans; Assist with the preparation of inputs for portfolio asset management or infrastructure related plans; Assist with budget planning as well as with expenditure through responsible implementation of practices and in line with relevant requirements, including projecting budget requirements; Supervisory function.

Knowledge of the following: Public Sector Asset Management and Finance related legislation; Asset Management, Life-cycle planning and -management; Condition assessments; Immovable asset management systems and technologies (tools and application). Project Management; Public Management and Adminsitration. Following skills: Computer literacy (MS Excel); Proven written and verbal communication; Time management, planning, organising and networking; Budget planning and reporting; Problem solving and decision making; leadership; Supervisory.

Remuneration

R 468 459 - R 561 894 per annum (Salary level 9)

Note on remuneration in addition to service benefits or obligations for qualifying employees (medical assistance, housing assistance, pension-fund contributions, etc) are funded or co-funded in terms of the applicable prescripts or collective agreements.

Notes

Shortlisted candidates will be required to submit documentation for verification purposes and criminal record vetting. These candidates will be required to complete a practical assessment and attend interviews on a date and time determined by the department and may also be required to undergo competency assessments/proficiency tests. The selection process will be guided by the EE targets of the employing department.

By applying for this position, you are consenting to the Western Cape Government contacting your previous employers/managers for an employment reference. Reference checks will include enquiries relating to your disciplinary records and reasons for leaving.

Should you experience difficulties with your online application, technical support is available from Monday to Friday from 08:00 to 16.00. Contact the helpline at 0861 370 214. For all other queries relating to the position, kindly contact the enquiries person as indicated in the advert. Please ensure that you submit your application before the closing date as no late applications will be considered.

Policy

The Western Cape Government is guided by the principles of Employment Equity.

Disabled candidates are encouraged to apply and an indication in this regard would be appreciated.

Note: No payment of any kind is required when applying for any of the positions advertised by the Western Cape Government.

This project is an initiative of the Western Cape Government.

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Details

Closing Date 2025/07/28

Reference Number WCG250611-3

Tracking Number DOI 85/2025

Job Title Assistant Director: Strategic Immovable Asset Management Planning, Ref No. DOI 85/2025

Department Department of Infrastructure

Salary level 9

Enquiries Mr G Meyer at (

Job Type Permanent

Location - Country South Africa

Location - Province Western Cape

Location - Town / City Cape Town

Job Purpose

The Department of Infrastructure, Western Cape Government has an opportunity for a suitably qualified and competent individual to assist with the development of portfolio and immovable asset management plans.

An appropriate 3-year National Diploma at NQF 6 (equivalent or higher qualification) in the Built environment or related field; A minimum of 3 years experience in an immovable asset management or related environment; A valid code B driving licence. NB: People with disabilities that restrict driving abilities, but who have reasonable access to transport, may also apply.

Recommendation

Supervisory level experience.

Key Performance Areas

Manage asset and portfolio management matters in collaboration with relevant stakeholders, including: Determining and updating technical requirements for Facility Condition Assessments; Preparing, updating and submitting the Provincial Custodian Asset Management Plan; Assisting and providing training to user departments pertaining the drafting of their respective User Asset Management Plans; Providing input regarding Program Implementation and Integrated Development Plans; Assist with the preparation of inputs for portfolio asset management or infrastructure related plans; Assist with budget planning as well as with expenditure through responsible implementation of practices and in line with relevant requirements, including projecting budget requirements; Supervisory function.

Knowledge of the following: Public Sector Asset Management and Finance related legislation; Asset Management, Life-cycle planning and -management; Condition assessments; Immovable asset management systems and technologies (tools and application). Project Management; Public Management and Adminsitration. Following skills: Computer literacy (MS Excel); Proven written and verbal communication; Time management, planning, organising and networking; Budget planning and reporting; Problem solving and decision making; leadership; Supervisory.

Remuneration

R 468 459 - R 561 894 per annum (Salary level 9)

Note on remuneration in addition to service benefits or obligations for qualifying employees (medical assistance, housing assistance, pension-fund contributions, etc) are funded or co-funded in terms of the applicable prescripts or collective agreements.

Notes

Shortlisted candidates will be required to submit documentation for verification purposes and criminal record vetting. These candidates will be required to complete a practical assessment and attend interviews on a date and time determined by the department and may also be required to undergo competency assessments/proficiency tests. The selection process will be guided by the EE targets of the employing department.

By applying for this position, you are consenting to the Western Cape Government contacting your previous employers/managers for an employment reference. Reference checks will include enquiries relating to your disciplinary records and reasons for leaving.

Should you experience difficulties with your online application, technical support is available from Monday to Friday from 08:00 to 16.00. Contact the helpline at 0861 370 214. For all other queries relating to the position, kindly contact the enquiries person as indicated in the advert. Please ensure that you submit your application before the closing date as no late applications will be considered.

Policy

The Western Cape Government is guided by the principles of Employment Equity.

Disabled candidates are encouraged to apply and an indication in this regard would be appreciated.

Note: No payment of any kind is required when applying for any of the positions advertised by the Western Cape Government.

This project is an initiative of the Western Cape Government.

Cancel Request to Remove Personal Information?

Terms & Conditions

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Log In Only: Just log in and do not change my profile. Import and Keep: Import my profile and update matched sections. KEEP sections that do not match. Be sure to clean up any duplicates. Import and Delete: Import my profile and update matched sections. DELETE sections that do not match. #J-18808-Ljbffr