Payroll Education (Pty) Ltd is fully accredited with The Services Sector Education and Training Authority, accreditation number No. 1002, expiry date 31 March 2020.
Organisational Chart (Quality Management)
Assessment Management Policy
It is Payroll Education’s Policy to strive to ensure that Learners achieve the outcomes of, and gain qualifications for Standards and Qualifications registered on the NQF, and into this end will ensure that fair and equitable assessment and qualification procedures are implemented.
Failing competence in any Written Knowledge and Skills Questionnaire, Assignment, Report or exam, Learners will be given one (1) opportunity to rewrite to achieve competence as required at a fee as prescribed by Payroll Education.
The design, Implementation and Maintenance of the Assessment and Qualification System as a whole will take into consideration the following guiding principles:
- Assessment strategies will be in keeping with the aims and outcomes of Learning Programs, Standards and Qualifications and will cater for formative and summative assessment, both on the training programs itself and back at the workplace.
- Assessment methodologies will be varied and will depend on the nature of the learning program, the Learner and the client organisation requirements and will include:
- Group activities on the training program itself
- Workplace based assignments
- Written knowledge and skills questionnaire
- Case studies
- Certificates and Diplomas will be issued by Services Seta in accordance with NQF Qualification requirements.
- Assessment of Learners will include all parties appropriate to context and outcome, e.g. self, peers, assessors and moderators.
- There will be an internal assessment verification procedure implemented to ensure consistent assessment across all assessors to a standard or qualification.
- Learners and assessors will be provided with all relevant information with reference to assessments, e.g. required learning outcomes, assessment methods, assessment criteria, appeals procedures, date, times and venues.
- Learners will receive comprehensive, detailed and accurate feedback on Learning progress, performance and results.
- Learner’s records, including a database, will be maintained, compatible with the relevant ETQA and SAQA requirements.
Disciplinary Procedure and Code for Learners
Payroll Education fully supports the principles of Fair Discipline and the consistent application of appropriate and corrective measures where necessary.
The procedure for learners indicates the broad standards of behavior that are expected of all learners and encourages a responsible and self-disciplined approach. Should any learner not meet expected norms of conduct, corrective action will be initiated by Payroll Education.
Payroll Education’s Code of Conduct is applicable to all learners.
General Code of Conduct
In general terms, Learners must therefore:
- Comply with instructions and the general rules of Payroll Education.
- Behave responsibly and not endanger the safety and welfare of others.
- Respect and care for the property of the training rooms.
- Demonstrate a positive attitude towards the opportunity to learn, and be diligent in there efforts to learn.
- Behave honestly and conduct themselves with integrity.
This procedure summarises the disciplinary process that will be followed by Payroll Education when more formal disciplinary action is considered appropriate.
- Infringements that are not considered serious, or do not require formal disciplinary action, can be dealt with directly by the facilitator.
- When an infringement occurs which requires formal disciplinary action, the person concerned will initiate the disciplinary process by completing a NOTICE OF COMPLAINT.
- The Facilitator must investigate the complaint to gather information and to decide on the necessity for corrective measures. This is an INFORMAL INVESTIGATION, where the learner receives an opportunity to “state his/her case” in response to the complaint. It should be pointed out that the investigation to be conducted is an informal one, and that suspension or expulsion is not considered as appropriate action at this point.
- When a serious infringement occurs, a notification of a DISCIPLANARY HEARING is given to the learner concerned. This notification must provide sufficient information of the alleged complaint, and Payroll Education’s intention to convene a formal hearing to investigate the infringement.
- The conducting of the formal Disciplinary hearing is of great importance and must be chaired by the General Manager of Payroll Education. The hearing Chairperson will be responsible for managing the hearing process, and making critical decisions as to:
- the guilt or innocence of the learner.
- The appropriate penalty/action to be taken
- After the completion of the disciplinary hearing, any penalty decision made should be formally communicated to the learner and supported in writing by the hearing chairperson. This notification must include a reminder that the learner has the right to appeal. An appeal should be lodged in writing within 5 days after the outcome of the hearing has been made public.
Expected standard of conduct: Learners will behave responsibly and will not endanger the safety and welfare of others.
|Alleged misconduct or Infringement||1st Incidence||2nd Incidence||3rd Incidence|
|Possession of a weapon at training rooms||Expulsion|
|Disruptive Behavior||Demerit/Warning||Demerit/Final Warning||Expulsion|
|Possession of/use/trade of alcohol/illegal drugs at training rooms||Suspension/Expulsion||Expulsion|
Expected standard of conduct: Learners will behave honestly and conduct themselves with integrity
|Alleged misconduct or Infringement||1st Incidence||2nd Incidence|
|Cheating/copying/tempering with tests/tampering with reports||Suspension/Expulsion||Expulsion|
Learners Code of Conduct
The board of Directors has established the following Code of Conduct for Learners as a body and as individuals that they should:
- Reflect the integrity of Payroll Education, its programs and all associated with this learning institution in behavior, activities and actions.
- Strive to fulfil professional responsibilities with honesty and integrity.
- Adhere to ethical academic practices in their studies, examinations, papers, written knowledge questionnaires and assignments.
- Maintain the standards and seek to improve the effectiveness of the profession through continuing professional and personal development.
Learners Rights and Grievance Procedure
In the event that a Learner has a complaint, grievance or dispute with Payroll Education regarding procedures, decisions, or judgements, the Learner has a right to seek a satisfactory resolution through the formal avenues of appeal and redress. Appeals must use the corresponding appeal process. Learner grievances do not include complaints about unfair or inaccurate information. When a grievance reaches the level for invoking the procedures detailed below, it is assumed that efforts to resolve the dispute by Facilitator and General Manager have not been satisfactory.
The Learner must notify the Facilitator or General Manager in writing, postmarked or emailed no later than 10 days after the occurrence, with the basis for the grievance, the details of the matter, and the sought-after remedy requested. The cognisant person shall respond with a decision in writing within 10 days of the receipt of the grievance notification.
It is the policy of Payroll Education that sexual misconduct, including assault, harassment, or inappropriate behavior by Learners, Facilitators or staff, shall not be condoned nor tolerated. Anyone who believes that he or she is the recipient of such behavior shall immediately contact the General Manager with a written account and details of the incident(s) so that an investigation can be made. All communications will be held in the strictest confidence and the constitutional rights of the individuals involved will be protected.
Learner Grievance Procedure
A grievance is defined as dissatisfaction occurring when Learners believes that a decision, act, or condition affecting him or her is illegal, unjust, or creates unnecessary hardship. Such grievances may concern, but are not limited to academic problems; mistreatment by a Facilitator or General Manager; record errors; and discrimination based on race, national origin, sex, marital status, religion, age, or disability. It is our intention to encourage and facilitate resolution of a serious grievance which a Learner may have with a Facilitator or Staff of Payroll Education in a timely manner with fairness and equity.
- A Learner who believes she or he has a legitimate grievance should promptly contact through e-mail the person immediately involved. The procedure is concluded if a mutually acceptable solution is reached. Each person will retain a copy of the dated e-mail resolution for reference.
- If the grievance is not mutually resolved through number A, the Learner may pursue the matter through consultation with the Director.
- Within seven days of the e-mail contact in A, The Learner should e-mail a written statement to the Director clearly indicating the nature of the complaint; the status to date; and the Learner’s suggestion for resolution.
- Within seven days after receipt of the written statement, the Director will contact each party separately; and then propose a written resolution to the grievance based on policy. The proposed resolution will be delivered to both parties via e-mail within seven days for their approval. Each party will acknowledge and approve of the proposed resolution within three days via e-mail. Copies will be retained at the offices of Payroll Education.
Payroll Education (Pty) Ltd
Physical Address: Glendower Place, 99 Linksfield Avenue, Edenvale
Postal Address: PO Box 3589, Edenvale, 1610
Telephone: 011 453 0737
Facsimile: 011 453 2691