Objectives

The primary objective is to assess and enhance the leadership capabilities of current and potential leaders within the municipality. The service targets two distinct cohorts: Supervisory Development Centres for Team Leaders and Supervisors, and Management Development Centres for Middle Managers. The intervention aims to identify leadership strengths, pinpoint development areas, and equip participants with practical workplace strategies through integrated behavioural simulations, psychometric assessments, and structured feedback.

Scope of Work

The successful provider will deliver two-day Development Centre programmes on an ad-hoc basis over a 36-month contract period. Services must commence within three weeks of a formal request for a minimum of five participants. The scope encompasses full programme facilitation, including pre-assessment data collection, in-basket exercises, role-plays, group discussions, competency workshops, and post-centre coaching. Providers must also coordinate and conduct individual participant feedback sessions and structured manager feedback meetings. Where face-to-face delivery is required, the provider must supply all necessary venues, workstations, computers, and catering compliant with municipal policy. All assessment materials, templates, and reporting formats supplied by the municipality must be utilised and reproduced as needed.

Technical Requirements

• Programme Delivery: Execution of a standardised two-day curriculum incorporating background interviews, in-basket tasks, competency-based role-plays, group discussions, and coaching exercises.
• Reporting & Documentation: Submission of editable Microsoft Excel assessment reports detailing delegate outcomes, competency ratings, strengths, and development areas. Provision of personalised Personal Development Plans (PDPs) and structured feedback documentation within two weeks of programme completion.
• Compliance & Standards: Strict adherence to the municipality’s approved methodology and recognised Assessment and Development Centre best practices. All personnel must maintain valid professional accreditation throughout the contract term.
• Insurance & Safety: Maintenance of public liability insurance (minimum R5 million), motor vehicle liability, compensation for occupational injuries and disease coverage, and professional indemnity insurance. Submission of a detailed Occupational Health and Safety plan upon request.
• Data Protection: Full compliance with the Protection of Personal Information Act (POPIA) when processing participant and staff personal data.

Skills and Personnel Requirements

• Lead Psychologist: Must demonstrate extensive experience facilitating Assessment and Development Centres. Responsible for overall programme management, quality assurance, final review of all reports and PDPs, and ensuring methodological compliance. Requires valid HPCSA registration as a Psychologist.
• Centre Assessors (Minimum Two): Tasked with observing participant behaviour, interpreting assessment results, integrating reports, and delivering developmental feedback. Evaluation is based on historical facilitation volume. Requires valid HPCSA registration as a Psychologist or Independent Practice Psychometrist.
• Role-Players/Observers (Minimum Two): Responsible for executing behavioural simulations, accurately recording factual behavioural evidence, and maintaining strict confidentiality. Experience is evaluated based on past facilitation metrics.
• Training & Accreditation: All assessors must be formally trained and accredited on the municipality’s specific personality assessment instrument. Untrained candidates must complete this training at the provider’s expense prior to service commencement. Resource replacements require prior written municipal approval and must meet equivalent or superior qualifications.

Key Terms and Concepts Explained

• Assessment and Development Centres: A structured, multi-method evaluation approach combining simulated work tasks, psychometric testing, and behavioural observation to holistically assess leadership competencies and guide targeted professional development.
• HPCSA Registration: Mandatory professional licensing by the national regulatory body for health practitioners, ensuring that all psychological assessments and facilitations meet statutory ethical and clinical standards.
• 80/20 Preference Point System: A procurement evaluation model allocating 80 percent of scoring weight to competitive pricing and 20 percent to designated socio-economic transformation goals, such as enterprise development and skills transfer.
• Standby Bidder: An alternative qualified supplier ranked immediately below the primary winner, eligible to assume the contract should the original agreement be terminated for any reason.