Objectives

To design, implement, and sustain a comprehensive competency framework and conduct a large-scale skills audit across Eskom’s workforce over a two-year period. The primary goal is to align employee capabilities with strategic business needs, identify critical skills gaps, establish standardized proficiency benchmarks, and embed sustainable knowledge transfer mechanisms for long-term organizational capability building.

Scope of Work

The successful supplier will deliver end-to-end competency architecture and skills assessment solutions tailored to Eskom’s operational environment. The scope encompasses:

• Developing role-specific profiles, learning curricula, and standardized assessment tools.
• Conducting a comprehensive skills gap analysis and mapping current workforce capabilities against future business drivers.
• Designing a multi-layered competency model covering core, leadership, management, functional, and technical domains.
• Creating proficiency rating guides, behavioral indicators, and scalable data capture systems.
• Delivering change enablement programs, including train-the-trainer sessions, handover workshops, and documentation/toolkits for ongoing framework maintenance.

Technical Requirements

Bidders must demonstrate proven capability in delivering competency frameworks and skills assessments within complex, regulated, and asset-intensive industries. Key technical expectations include:

• Established methodologies for large-scale skills audits and workforce capability benchmarking.
• Robust competency modeling techniques that integrate observable behavioral indicators aligned with industry best practices and regulatory standards.
• Advanced proficiency level definitions with clear scoring rubrics and moderation approaches.
• Proven ability to develop scalable, auditable skills data capture and analytics platforms capable of processing high-volume workforce assessments.
• Comprehensive change management and knowledge transfer strategies to ensure internal ownership and continuous framework updates.
• All technical submissions must achieve a minimum threshold of 80% to proceed to financial evaluation.

Skills Requirements

Suppliers must possess specialized expertise in organizational development, human capital strategy, and competency architecture. Required capabilities include:

• Deep knowledge of skills audit methodologies, job family mapping, and curriculum design.
• Proficiency in instructional design, assessment tool development, and validation processes.
• Strong data analytics, systems integration, and quality assurance skills to support scalable skills data management.
• Demonstrated change management, facilitation, and enterprise training delivery experience.
• A documented track record of successfully deploying similar frameworks in utility, energy, or heavy industrial sectors.

Explanation of Unusual or Complex Terms

• Competency Framework & Skills Audit: A structured system that defines the exact knowledge, skills, and behaviors required for each role, followed by an organization-wide evaluation to measure current employee capabilities against those defined standards.
• Proficiency Levels & Behavioral Indicators: A graded scale (typically ranging from foundational to expert) paired with specific, observable actions that demonstrate mastery at each level, ensuring objective, consistent, and bias-free assessment.
• Scalable Skills Data Capture Model: An integrated digital or procedural architecture designed to efficiently collect, validate, store, and analyze skills data across thousands of employees while maintaining auditability, reporting accuracy, and system interoperability.
• Change Enablement & Knowledge Transfer: Structured activities focused on equipping internal stakeholders (HR, line managers, subject matter experts) with the training, tools, and documentation needed to independently manage, update, and sustain the competency framework after contract completion.