Objectives

The primary objective is to strengthen municipal institutional capacity, standardise recruitment and selection practices, ensure strict legislative compliance, and reduce turnaround times for filling funded vacancies. The intervention aims to equip designated stakeholders with practical, evidence-based skills to conduct fair, transparent, and legally sound hiring processes aligned with municipal regulations.

Scope of Work

The service provider must deliver face-to-face training across three stakeholder groups, spanning a maximum of four consecutive working days:

• HR Division & Management Component (2 days, approx. 20 officials): Strategic recruitment planning, workforce and succession planning, best-practice methodologies, executive search, efficient shortlisting and interview facilitation, Employment Equity and Affirmative Action compliance, vacancy turnaround strategies, recruitment metrics analysis, and dispute/grievance management.
• Additional Officials (1 day, approx. 39 officials): Objective shortlisting, competency-based and virtual/digital interviews, development of departmental proficiency assessments, job-related selection criteria, candidate evaluation, scoring, moderation, ranking, fair candidate treatment, and preparation of appointment recommendations.
• Trade Union Representatives (1 day, approx. 20 delegates): Understanding the recruitment lifecycle, roles and responsibilities of organised labour, confidentiality protocols, lodging disputes and grievances, Employment Equity application, and promoting fairness and transparency during hiring.

Deliverables: Accredited Certificates of Competency/Attendance (within ten working days), assessment instruments, training evaluation reports, a comprehensive close-out report, and secure management of learner records. All rates must be fixed, all-inclusive, and cover taxes, materials, logistics, and reporting.

Technical Requirements

• Proof of accreditation with a SETA or recognised Quality Assurance Authority.
• Facilitators must hold valid registration/accreditation with a SETA, professional body, statutory council, or QA authority.
• A minimum of three reference letters for similar training interventions completed within the past five years, including client details, scope, and completion dates.
• Detailed CVs of assigned facilitators accompanied by certified copies of qualifications.
• A comprehensive training implementation proposal outlining methodology, timelines, and alignment with expected deliverables.
• Strict compliance with all specifications; non-compatibility results in automatic disqualification.
• Evaluation Process: Bids undergo a functional evaluation scored out of 100 points (accreditation: 30, facilitator registration: 25, references: 10, experience/qualifications: 20, proposal: 15). A minimum threshold of 70 points is required to proceed to the price and preference evaluation stage.

Skills Requirements

Facilitators must demonstrate proven expertise in strategic and competency-based recruitment and selection. Scoring prioritises relevant academic qualifications (Diploma through Master’s degree or higher) and practical experience ranging from three to over eight years. Core competencies required include:

• In-depth knowledge of the Employment Equity Act, municipal staff regulations, and labour legislation.
• Mastery of structured interviewing techniques, psychometric assessment design, and virtual recruitment tools.
• Proficiency in data-driven recruitment reporting, succession planning, and conflict resolution related to hiring processes.
• Ability to develop unbiased selection criteria, standardised scoring matrices, and moderation frameworks.

Key Terms & Conditions

• Competency-Based Recruitment: A structured hiring methodology that evaluates candidates against predefined behavioural and skill-based criteria rather than solely on tenure or academic credentials, ensuring objective and standardised selection.
• SETA Accreditation: National recognition by a Sector Education and Training Authority confirming that training programmes meet South Africa’s quality standards and allow participants to accumulate credits toward formal qualifications.
• 80/20 Preference Point System: A procurement scoring model allocating 80% of evaluation points to price competitiveness and 20% to socio-economic goals, specifically B-BBEE status levels and local economic development.
• Performance Penalties: Financial deductions of 0.5% of the contract value per day (capped at 5%) applied for delays in training commencement, completion, report submission, or certificate issuance.