1. Inkqubo yokuqeshwa kwabaqeshwa kwisikhundla sokubambela esiphezulu esingenamntu nesihlawulelwayo nengcaciso ngokuhlawulwa kwesibonelelo sokubambela kwiimeko ezilolo hlobo naziswa ngazo kwiSetyhula 0103/2002. Nangona le setyhula yayichaphazela abaqeshwa benkonzo karhulumente, ikwaziinkqubo ezifanayo ezisebenza kootitshala abasezi-ofisini.

2. INtloko yeSebe leMfundo iluvumile ufakelo lwezilungiso kwigunya elidluliselwa kwabanye lokuba babe negunya lokuvuma ukuhlawulwa kweentlawulo zezibonelelo zokubambela kubasebenzi benkonzo karhulumente abasezi-ofisini nootitshala abakwizikhundla eziphezulu ezingenamntu nezihlawulelwayo. Makulandelwe le nkqubo ilandelayo xa kutyunjwa abasebenzi abangabalawuli abakhulu (senior management staff), ootitshala abasezi-ofisini, nabaqeshwa benkonzo karhulumente abasezi-ofisini abaza kuqeshwa njengababambeleyo kwizikhundla eziphezulu ezingenamntu nezihlawulelwayo:
2.1 Abasebenzi abangabalawuli abakhulu (SMS)

Igama lomtyunjwa oza kuba lilungu leSMS noza kuqeshwa njengobambeleyo kwisikhundla esiphezulu esingenamntu nesihlawulelwayo malingeniswe kunye nenkcazo ebhaliweyo nenika izizathu ezicaciswe ngokubanzi ezithethelela oko kuMlawuli oyiNtloko weCandelo loLawulo lwaBasebenzi lwaNgaphakathi. Elo gama lomtyunjwa malixhaswe (recommended) lisekela mlawuli-jikelele lelo candelo likhulu lichaphazelekayo okanye lowo lidlulisele kuye amagunya alo. UMlawuli oyiNtloko weCandelo loLawulo lwaBasebenzi uya kucela imvume kwiNtloko yezeMfundo aze asigqithise isigqibo kusekela mlawuli-jikelele welo candelo likhulu lichaphazelekayo okanye kulowo lidlulisele kuye amagunya alo.

La maxwebhu alandelayo makangeniswe kuMlawuli oyiNtloko weCandelo loLawulo lwaBasebenzi lwaNgaphakathi ukuze kufunyanwe imvume yentlawulo yesibonelelo sokubambela:

  • Ikopi ebhaliweyo yesixa-mali esiya kuba yintlawulo (offer) eya kunikwa ilungu leSMS;

  • Ileta esayinwe lilungu leSMS elichaphazelekayo, ebonisa ukuvuma kwalo ukungena njengobambeleyo kwisikhundla esingenamntu esihlawulelwayo.

Le migaqo ilandelayo, njengoko iqulethwe kumhlathi 10 wencwadana iSMS handbook, iya kusetyenziswa ekuhlawuleni isibonelelo sokubambela kwilungu le-SMS elingena kwisikhundla esiphezulu sokubambela esingenamntu nesihlawulelwayo njengobambeleyo:

10.1 A member appointed in writing to act in a higher post, by a person duly authorised, shall be paid an acting allowance, provided that -

  • the higher post in which he/she is acting is vacant and funded, and
  • the period of appointment is uninterrupted and longer than 6 (six) weeks
10.2 A maximum of two members may receive the acting allowance proportionally if they are appointed to act in a single higher vacant post, provided that -

  • the responsibilities attached to the higher vacant post are divided between the two members acting in such a post and expressed in the form of a ratio (i.e. 30/70%) before they are appointed to both act in such higher vacant post;

  • the maximum (combined) acting allowance to be paid to the two members is the difference between the inclusive flexible remuneration package of the lowest graded member and the commencing inclusive flexible remuneration package of the higher graded vacant post. (This means that the expenditure may not exceed the expenditure if only the lowest graded member would have been appointed to act in the higher graded vacant post.); and

  • the members' individual acting allowances are to be determined proportionally to the above-determined ratio. (This means that if the split in responsibilities between the members is 30/70% the one member will qualify for 30% and the other member 70% of the maximum (combined) acting allowance).
10.3 The member must accept the acting appointment in writing before the acting allowance is payable;
10.4 The acting allowance is non-pensionable;
10.5 The employer will pay the acting allowance on a monthly basis, provided that the first payment takes place in the month following the completion of the period referred to in paragraph 10.1 above, backdated to the date that the member officially began acting in the post;
10.6 A member may only act in a higher post for a maximum uninterrupted period of 6 (six) months. The acting allowance may only be paid to an acting member for a maximum of 6 months, after which only permanent appointment will be considered for the relevant vacant and funded higher post unless prior approval is obtained from the relevant Executing Authority for re-appointment of the acting member or appointment of a new member in the said post in an acting capacity;
10.7 The fact that a member has been appointed in an acting capacity does not create a right or a legitimate expectation to be appointed when the vacant post is advertised;
10.8 The acting allowance referred to in paragraph 10.1 is calculated on the basis of the difference between the current remuneration package of the member and the commencing remuneration package of the higher post;
10.9 A member on an inclusive flexible remuneration package, which includes a personal package, which is higher than the commencing inclusive flexible remuneration package of the higher graded vacant post should receive the difference between his/her current package and the next higher remuneration package applicable to the vacant higher post, provided there is a difference.
10.10 If the payment of the acting allowance referred to in paragraph 10.1 commences after the 1st day or terminates before the last day of a month, the daily tariff is calculated by dividing the annual amount by 12 (number of months per year) and then by the number of days for the specific month.
10.11 The 6-month period referred to in paragraph 10.6 above will run from the date of appointment in terms of this policy."
2.2 Ootitshala abasezi-ofisini nabasebenzi benkonzo karhulumente abasezi-ofisini

Igama lomtyunjwa ongutitshala ose-ofisini okanye umqeshwa wenkonzo karhulumente oza kungena njengobambeleyo kwisikhundla esiphezulu esingenamntu nesihlawulelwayo, malingeniswe kunye nenkcazo ebhaliweyo nenika izizathu ezicaciswe ngokubanzi ezithethelela oko kuMlawuli oyiNtloko weCandelo loLawulo lwaBasebenzi lwaNgaphakathi, ukuba lamkelwe. Ukutyunjwa kwalowo makuxhaswe ngumlawuli oyintloko wecandelo eliyintloko okanye we-ofisi yesithili esichaphazelekayo.

Le migaqo ilandelayo iya kusetyenziswa kwiintlawulo zezibonelelo zokubambela kwizithuba zengqesho ezingenamntu nezihlawulelwayo:

  • Kuphela ngumqeshwa oqeshwe ngokusisigxina liSebe iWCED onokutyunjwa njengobambeleyo kwisikhundla esiphezulu esingenamntu nesihlawulelwayo.
  • Ithuba lokuqeshwa malingaqhawulwa (uninterrrupted) kwaye libe lide kuneeveki ezi-6, kodwa malingadluli kwiinyanga ezili-12.
  • Umvuzo osisibonelelo sokubambela uya kuhlawulwa kuphela xa isikhundla eso singenamntu kwaye sisesihlawulelwayo. (Akukho ntlawulo yokubambela iya kuhlawulwa kumntu obambe esikhundleni ngenxa yokuba lowo uqeshwe kweso sithuba esekhefini.)
  • Intloko yecandelo okanye yecandelo eliyintloko okanye yecandelo elikhulu mayazise umqeshwa ngeleta ebhaliweyo ngokuqeshwa kwakhe njengobambeleyo kwisikhundla esiphezulu esingenamntu nesihlawulelwayo, kwaye umqeshwa makakuvume okanye akwale ukuqeshwa kwakhe ngeleta ebhaliweyo.
  • Umvuzo osisibonelelo sokubambela ngumahluko phakathi kwenotshi yomvuzo womqeshwa yangoku nenotshi yomvuzo wokuqalisa kweso sikhundla siphezulu sihlawulelwayo. Kwimeko yomqeshwa ongena njengobambeleyo kwisithuba esingenamntu nesihlawulelwayo kwinqanaba labalawuli abakhulu (senior management level), intlawulo esisibonelelo sokubambela ngumahluko phakathi kwenotshi yomvuzo womqeshwa wangoku ne-60% yephakeji yomvuzo uwonke wokuqalisa kwisikhundla esiphezulu (total starting salary package of the higher post) (somlawuli).
  • Isibonelelo esingumvuzo wokubambela asitsalelwa zimali zepenshini.
  • Isibonelelo esingumvuzo wokubambela siya kuhlawulwa qho ngenyanga ngokuxhomekeka ekubeni intlawulo yokuqala yenziwa kwinyanga elandela ukugqitywa kwethuba leeveki ezintandathu elichazwe ku b. apha ngentla.
  • Into yokuba umntu uqeshwe njengobambeleyo ayibangeli ukuba ubani abe nelungelo okanye alindele ukuba anyulwe xa sipapashiwe isithuba sengqesho esingenamntu.

Ngabantu ababini abona baninzi abanokufumana isibonelelo sokubambela ngokomlinganiselo (proportionally), ukuba batyunjelwe ukuba babambe kwisikhundla esiphezulu esinye esingenamntu nesihlawulelwayo ngokuxhomekeke ekubeni:

  • imisebenzi eyenziwa kweso sikhundla siphezulu singenamntu yahlulwa phakathi kwabaqeshwa ababini ababambeleyo kweso sikhundla sinjalo necaciswa ngendlela yomlinganiselo (form of a ratio) (umz. 30% : 70%) phambi kokuba baqeshwe ukuba babambele kwisithuba esilolu hlobo;

  • Esona sixa sikhulu sentlawulo esisibonelelo sokubambela (sidityanisiwe) esiza kuhlawulwa abaqeshwa ababini ngumahluko phakathi kwenotshi yomvuzo walo mqeshwa ungoyena usezantsi ngokohlelo (notch of the lowest graded employee) nenotshi yomvuzo wokuqalisa kwisikhundla esiphezulu esingenamntu esihlawulelwayo. (Oku kuthetha ukuba inkcitho mayingabi ngaphezulu kwenkcitho ebiza kwenziwa ukuba bekuza kuqeshwa kuphela oyena mqeshwa ukwihlelo elisezantsi ukuba abambele kweso sikhundla siphezulu singemantu sihlawulelwayo); nokuba;

  • Izibonelelo zokubambela zalowo nalowo mqeshwa zibalwe ngokomlinganiselo onikwe apha ngentla. (Oku kuthetha ukuba, ukuba ukwahlulwa kwemisebenzi phakathi kwabaqeshwa ngu-30% :70%, umqeshwa omnye uya kufaneleka ukuba azuze i-30% aze omnye azuze i-70% yesona sixa sikhulu (sidityanisiwe) singumvuzo wokubambela.)

3. Bonke abaqeshelwe ukubambela baxhomekeke ekubeni ukuqeshwa kwabo kuvunywe ngabo kudluliselwe kubo amagunya. Makuqale kufunyanwe kuqala imvume yentlawulo yokubambela phambi kokuba kuqaliswe kwisikhundla somsebenzi wokubambela.

4. Kucelwa wazise okukule ngcaciso imfutshane bonke abachaphazelekayo ukuze bakuthathele ingqalelo.


ISAYINWE: NGU-PA VINJEVOLD
INTLOKO: YESEBE LEMFUNDO
UMHLA: 2010:03:02