<p> TSHWANE UNIVERSITY OF TECHNOLOGY POLICY</p><p>POLICY ON INDUCTION</p><p>Date first issued: August 2004 Date reviewed: Date approved by EMC/ Senate: </p><p>This policy and its rules, guidelines and procedures replace all previous policy and/or circulars pertaining to induction of new staff.</p><p>1. POLICY ON INDUCTION</p><p>It is the policy of the Tshwane University of Technology (TUT) to offer new staff members a formal and structured introduction to TUT.</p><p>2. DEFINITIONS</p><p>2.1 Induction Induction is the process of assisting newly appointed staff members to adjust to the new social and working environment, in order to achieve maximum working efficiency.</p><p>2.2 Skills Development Act Skills Development Act, No. 55 of 1998, was promulgated to improve and develop the skills of South Africa’s mainly unskilled labour force and to develop and promote the quality and advancement of education and training in South Africa.</p><p>D:\Docs\2018-04-07\0d19e6bfe9f9b0f8e2e3e98cdfcd629f.doc Rev 1 / … 1 TSHWANE UNIVERSITY OF TECHNOLOGY POLICY</p><p>2.3 Skills Development Levies Act The Skills Development Levies Act, No. 9 of 1999, provides for the imposition of a skills development levy at a rate of 1% of the salary bill of an organisation. It is the responsibility of the Staff Development Unit to administer this process.</p><p>2.4 Employment Equity Act The Employment Equity Act, No. 55 of 1998, promotes a fair and just workplace for all staff members. Firstly, prohibiting unfair discrimination in the workplace and secondly, by encouraging the implementation of affirmative action measures to address previous disadvantages.</p><p>2.5 National Qualifications Framework The South African Qualifications Authority Act, NO. 58 of 1995, provides for the development and implementation of a National Qualifications Framework (NQF). The NQF is a key strategy for human resource development and is aimed at facilitating greater access to learning opportunities of good quality for all South Africans. NQF removes unnecessary constraints to entry and progression within the learning system. </p><p>2.6 Unit for Staff Development Refers to the unit that strives to reach the organisation’s aims by bringing the training needs of the individual, their carefully assessed requirements for furthering their careers and the needs of the organization into harmony. The staff development unit is referred to as the Institute for Continuous Professional development (Institute for CPD).</p><p>2.7 ETDPSETA Refers to the education and training development practices sector education and training authority.</p><p>2.8 Human resource development Refers to all training practices that lead to the development of the maximum potential of all staff members and enhances better quality, productivity and more job satisfaction.</p><p>D:\Docs\2018-04-07\0d19e6bfe9f9b0f8e2e3e98cdfcd629f.doc Rev 1 / … 2 TSHWANE UNIVERSITY OF TECHNOLOGY POLICY</p><p>2.9 Workplace skills plan (WPSP)</p><p>In terms of the Skills Development Act, employers have to draw up a Work Place Skills Plan (WPSP) in consultation with their staff members. This is a strategic development plan that articulates how the employer intends training and empowering staff members with skills relevant to their workplaces.</p><p>3. RULES</p><p>3.1 The Line Managers have the greatest vested interest in the new staff member and it is therefore their responsibility to make sure that new staff members get all the necessary information regarding the induction programme. </p><p>3.2 The Head of Department should have a short interview with the staff member on his/her first day to enable them to appreciate the overall function of the department.</p><p>3.3 The Human Resource Division is responsible for matters such as the contract of employment and conditions of service and the signing of the mentorship agreement.</p><p>3.4 The Head of department should nominate someone to fulfil the role of “mentor” and inform the Human resources division of the nomination. The new staff member may refer to this person for further information. The mentor should ideally be a member of the staff member’s work team.</p><p>3.5 Staff Development Unit (SDU) is responsible for the presentation of the formal induction programmes. The SDU will liaise with organised labour regarding its introduction to new staff members. </p><p>D:\Docs\2018-04-07\0d19e6bfe9f9b0f8e2e3e98cdfcd629f.doc Rev 1 / … 3 TSHWANE UNIVERSITY OF TECHNOLOGY POLICY</p><p>4. PROCEDURES</p><p>4.1 Induction of new staff</p><p>5. DOCUMENTS AND ACTS</p><p>5.1 Staff development policy 5.2 Mentorship policy 5.3 Employment equity policy 5.4 Performance management policy 5.5 Skills Development Act, No. 55 of 1998 5.6 Skills Development Levies Act, No. 9 of 1999 5.7 Employment Equity Act, No. 55 of 1998</p><p>D:\Docs\2018-04-07\0d19e6bfe9f9b0f8e2e3e98cdfcd629f.doc Rev 1 / … 4</p>