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Questions & Answers

We gathered some questions you may want answers to.

General Questions

These questions centre around the association and membership. We cover questions around costs, how to join and the various benefits.

  • You will pay a discounted price for ASDSA events and conferences that are held around the country.  These events are always highly topical and we attract speakers of the highest calibre to address members and other interested parties.
  • You will have an opportunity to contribute to and influence the ASDSA Position Papers that we research, compile and distribute to our members, SETAs and other relevant agencies. An ASDSA Position Paper is a reflection of skills development from varying points of view and provides great insights into trends and policy shifts in the learning and development arena.
  • A major benefit is that finally you will have a voice that will be heard by the other stakeholders in skills development, including the SETAs, the QCTO and DHET. The ASDSA has provided input to all the major changes in legislation that have been proposed and passed. This includes input to the BBBEE codes of good practice and the workplace skills plan processes, national skills development strategies, QCTO and Professional Bodies, amongst others.
  • You will be kept up to date on current events through our regular newsletters. These contain interesting and relevant information on current affairs in the industry.
  • You are required to sign a code of conduct that confirms you will operate using basic standards of integrity.
  • You have access to the Ethics committee for queries and complaints that are relevant to SDPs.
  • You will have networking opportunities and get notifications of additional business opportunities.
  • This is your starting point to getting a professional designation.

Please also view the membership benefits on the Join page.

You can find the costs on the Join page.

To subsidise workshops and conferences for members, to pay for the quarterly newsletter and to run and maintain and administer the organisation.

  • Your professional designation provides external recognition of your competence as a Skills Development Practitioner (SDP).
  • You are part of a nationally recognised Professional Body.
  • Your professional designation will look good on your CV as it shows you are part of a nationally recognised professional body
  • It can help you gain points in a tender process where there is a requirement for professional registration.
  • It provides you a pathway to advance to a more senior professional designation as you gain more expertise.
  • The ASDSA’s CPD process will confirm that you are on top of your game and current in your field
  • We are also engaging with international partners to bring international comparability of qualifications and designations for our members.

Please also view the  Designations page.

Occupational Qualifications

We have been receiving a lot of enquiries about Occupational Profiles, so, for your convenience, we are providing the profiles for the relevant occupations.  Please email us on info@asdsa.org.za if you would like to see others that are not here.

OCCUPATIONAL DESCRIPTOR

Analyses the skills requirements within an organisation and coordinates the execution of the Personal Development Plans of employees and monitors the implementation of the Workplace Skills Plan and reports accordingly

OCCUPATIONAL PURPOSE

Skills Development Practitioners plan, implement and monitor skills development in and for the workplace. He/she may be employed in one organisation or may be a consultant to a number of organisations in an external capacity.

OCCUPATIONAL TASKS

  1. Developing and maintaining organisational training strategy
  2. Facilitating implementation of training strategy
  3. Developing and maintaining organisational Quality Management System
  4. Facilitating career development
  5. Providing business performance consulting

OCCUPATIONAL PURPOSE

Skills Development Administrators maintain and update organisational skills development plans, reports, programmes and projects. He/she may be employed in one organisation or may be a consultant to a number of organisations in an external capacity.

OCCUPATIONAL TASKS

  1. Preparing a Workplace Skills Plan
  2. Monitoring, maintaining and complying with a Quality Management System
  3. Conducting a skills audit
  4. Compiling an Annual Training Report
  5. Co-ordinating the implementation of training
  6. Preparing grant claims
  7. Reporting on Employment Equity

An assessor reviews information and comes to some conclusion and/or judgement. In other fields an assessor could investigate an insurance claim and make an educated and experienced decision. In South Africa's ETD field an assessor may review the products of accredited and/or unaccredited learning programmes. In the case of unaccredited learning programmes the assessor will make a judgement based on the policies, procedures and practice of the organisation concerned.

Assessing of accredited learning programmes has far more requirements. The training provider must be accredited by a Quality Council (or an ETQA as an agent of a Quality Council) and the learning material must be approved. The assessor must also be qualified as such by the ETDP SETA and then registered as constituent by the relevant industry ETD quality partner (ETQA).

Assessing is a process where formative and summative assessment activities, as well as the whole Portfolio of Evidence, are reviewed and the assessor comes to some conclusion as to the learner's competency - and declares the learner Competent or else Not Yet Competent. Learner's found not yet competent must be given direction as to what remediation can be done to convert the outcome to one of competency, and are entitled to appeal a decision.

The process includes pre-assessment councilling, an assessment contract, the formative and summative assessment activities, reviewing of making a competency judgement, and providing feedback to the learner. Remediation and re-assessment may follow, and assessment is also an integral part of any Recognition of Prior Learning process.

A moderator reviews the quality and consistency of assessing, and adjusts or amends (overturns) assessor decisions where appropriate. In other fields a moderator could check that markers of school exams are acting fairly, consistently and correctly when assessing a group of students. In South Africa's ETD field a moderator may review the process, tools and results of assessment in accredited and/or unaccredited learning programmes. In the case of unaccredited learning programmes the moderator will make a judgement based on the policies, procedures and practice of the organisation concerned.

Moderating of accredited learning programmes has far more requirements. The training provider must be accredited by a Quality Council (or an ETQA as an agent of a Quality Council) and the learning material must be approved. The moderator must also be qualified as such by the ETDP SETA and then registered as constituent by the relevant industry ETD quality partner (ETQA).

Moderating is a process where the assessment process, tools and results are reviewed and the moderator comes to some conclusion as to the consistent application of assessment principles and the formative and summative activities used to make assessment decisions  - and declares the assessment valid or amends the assessment outcome. Learner's found not yet competent may be given clarification as to what remediation can be done to convert the outcome to one of competency. A moderator may be used to conclude an appeal made by a learner against an assessment outcome.

The process includes reviewing of assessment processes and instruments, reviewing of previously concluded competency judgements by assessors, and providing feedback to the assessor. Re-assessment and re-moderation may follow, and moderation is also an integral part of any Recognition of Prior Learning process.

Moderators provide support to assessors.

Plans, develops, implements and evaluates business/entrepreneurial training and development programs and actions to ensure people to acquire the skills and develop the competencies required to start and sustain a profitable business.

Useful Links

Below are some useful links grouped by type.