Quotation are invited for Evaluation of WSP Implementation and Return on Investment 1. Background The municipality is committed to enhancing workforce capabilities through structured skills development initiatives. To ensure accountability and continuous improvement, an external service provider is required to evaluate the implementation of the Workplace Skills Plan (WSP) and the Return on Investment (ROI) of skills development interventions. 2. Objectives Assess the effectiveness of WSP implementation in achieving planned training outcomes. Determine the impact of skills development on employee performance, service delivery, and organizational efficiency. Quantify the ROI of skills development interventions in financial and non-financial terms. Provide actionable recommendations for improving future WSP cycles and skills development investments. 3. Scope of Work The appointed service provider will: Review the WSP and Annual Training Report (ATR) submissions for the last three (3) years Conduct interviews, focus groups, and surveys with stakeholders (management, HR, employees, unions). Analyze skills development records, attendance, costs, policies, procedures and performance data. Evaluate alignment of training with municipal IDP objectives, Performance Management, Municipal Staff regulations and LGSETA requirements. Develop a ROI model tailored to the municipalitys context, incorporating: Cost-benefit analysis Productivity and performance metrics Employee retention and morale indicators Benchmark against best practices in local government and public sector training. 4. Deliverables Inception meeting: Discussing expectations and roll out of the project as well as signing of a service level agreement Inception Report detailing methodology, tools, and timelines. Mid-Term Progress Report: Summary of preliminary findings and challenges. Final meeting: Discussing summary of preliminary findings and challenges. Comprehensive and detailed Final Evaluation Report including: WSP implementation effectiveness Alignment of training municipal IDP objectives, Performance Management and LGSETA requirements ROI analysis with quantitative and qualitative insights Compliance and risk assessment Strategic recommendations for improving future WSP cycles and Skills development investments Final stakeholder presentation of key findings and challenges. Submit source data and working data for audit purposes on request Proven experience with LGSETA frameworks and municipal HRD practices (3 references) Proficiency in both quantitative and qualitative research methods. Compliance with POPIA in handling personal data. 17 5. Duration The project must be completed within minimum 6 months from the date of appointment. 6. Legal and Regulatory Framework This project must comply with the following legislation and frameworks: Skills Development Act, 1998 Municipal Systems Act, 2000 Municipal Finance Management Act (MFMA), 2003 Local Government Municipal Staff Regulations (Government Gazette no. 45181 dated 20 September 2021) Protection of Personal Information Act (POPIA) LGSETA Mandatory Grant and WSP/ATR Reporting Guidelines Basic Conditions of Employment Act, 1997 8. Costing Cost proposal (inclusive of VAT) Tender Link : https://sbm.gov.za/quotations-above-r30000/
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