12
» Inclusiveness - central to the organisational ethos, and intentional design are issues such as Gender Sensitivity and Employees with Disabilities
The role of leaders remains essential to the creation of the desired culture of engagement through the exemplification of a higher purpose orientation, true stewardship, care and growth, as well as performance excellence.
3.7.3 CAREER PROGRESSION
In support of Strategic Objective 4, we have introduced a 5 level “career ladder” that aims to provide a clear career path where demonstrated competence is an important criterion for progression. Every job family must be transcribed across each of the 5 levels setting out a clear job description, knowledge requirements, and demonstrated ability. Naturally, non- technical aspects such as attitude, work ethic, and overall performance will also be considered for progression.
The 5 career levels are:
1. Beginner: Generally, this level applies to entry level employees with no specific experience and drawn largely into the SARS Graduate and Intern Programme. In exceptional cases we may also draw from our own internal “non-professional staff (like our cleaning staff), or school leavers. 2. Intermediate: Employees, through a combination of course work, on the job-training, and self-study, may progress to the next level by means of an assessment of their acquired knowledge and demonstrated competence in their chosen field. 3. Proficient: This is the level required of every employee in every professional job family. This level of general proficiency requires an employee to have the ability to perform a wide range of tasks proficiently across all engagement channels. 4. Advanced: Employees, by their own election, natural progression, or promotion may develop a higher degree of expertise in a narrower field within their job family. The degree of self-reliance and extent to which others refer to their expert knowledge is a clear indicator of their competence at the advanced level. 5. Mastery: These are the principals in their field. They are subject matter experts and often straddle the domains of policy, practice, teaching, and coaching interactively. They are widely recognised as leaders in their field both within and beyond the organisation. Whilst it is the hope that everyone may aspire to become “Masters”, the degree of role complexity and effort, will determine a level of “natural selection” by a select few.
SARS Modernisation White Paper 2025/26 – 2029/30
Made with FlippingBook - PDF hosting