ETHEKWINI METRO Applications are invited from suitably qualified persons for the vacancies advertised here Applicants who have not been contacted within three months from the closing date should consider themselves unsuccessful. An employee may be deployed to any of the office, depot or workplaces of the Municipality within its area of jurisdiction. Canvassing councillors or officials in respect of these positions will lead to disqualification of the applicants. Applicants may be required to participate in a comprehensive assessment process and must be deemed competent. Work sample and / or psychometrics test’s may be undertaken as part of the selection process. You shall be required to undergo a pre-engagement medical examination to be conducted by a medical officer in the employ of the Municipality. Please note Online applicants can direct their queries to the HC Systems Branch helpdesk on 031 322 6050. Incomplete applications will not be considered. To apply, visit www.durban.gov.za and follow the E-Recruitment link Please Note: To Apply for Vacancies from Grade 10 and above, Go to (Internal) https://durbangov.internal.erecruit.co/ or (External) https://durbangov.erecruit.co/ and click on the link – closing date is Friday, 22/09/2023 at 12:00 (Midday) FOR VACANCIES FROM GRADE 9 AND BELOW, Applications must be lodged to the following: Hambanathi HC computer Lab: 25 Jiyani Road, Tongaat. Hammersdale HC computer Lab: G7 Shezi Main Road. Clermont HC computer Lab: 1106 Zazi Road, Archie Gumede. KwaDabeka HC Computer Lab: 101 Spinal Road, KwaDabeka. SEDA HC Computer Lab: 127 Johannes Nkosi, Durban: uMnini HC computer Lab: R102 Daganyana Reserves, Umgababa. Pinetown HC computer Lab: 7 Miller Road, Pinetown. Bester Library HC computer Lab: 1826F Ntuzuma Road, Emzomusha, Kwa Mashu, 4068. Nagina Sizakala HC Computer Lab: 3 Nagina Dr, Mariannhill, Durban, 3604. Mid Way Mall HC computer Lab: A225 Zavala Road, Ntuzuma A, Ntuzuma. Verulam HC computer Lab: 151 Wick Street, Verulam, eThekwini, 4340. Kwa Mnyandu Sizakala Centre: 341 Griffiths Mxenge Hwy, Umlazi D, Umlazi, 4031. Kwa Ximba Sizakala Centre: Magayisa, Main Road, Kwa Ximba, Ximba, 3681. Illovu Sizakala Centre: Lot 10994, 10451 Joe Mnguni Street, Illovu. 16 Maphephetweni Sizakala Centre: Emlanjweni, KwaMashu, 4359. Fredville/Inchanga Sizakala Centre: Michael Gwala Community Centre, Fredville, Cato Ridge, 3700. Umbumbulu Sizakala Centre: 300009 Street, Nsimbini Reserve, Umbumbulu, 40105. Mega City Sizakala Centre: 50 Griffiths Mxenge Hwy, Umlazi V, Umlazi 4060. Magabheni Sizakala Centre: eThekwini Ikhwezi Area, Sidiwya Hwy, Umkomaas, 4170. Lamontville HC Computer Lab: Off Wiggins Road, Lamontville, Durban, 4027. Molweni Sizakala Centre: 415 Inanda Road, Molweni, Durban, 3652. Chesterville Sizakala Centre: 80 Mahlathi Road, Chesterville, Durban, 4091. Sankontshe Sizakala Centre: Sankontshe, Ilanga, 3700. Tongaat HC Computer Lab: 325 Gopalall Hurbans Road, Tongaat, eThekwini, 4400. Main/ Head Office HC computer Lab: 21 Archie Gumede Place, Durban, 4001 or (Telephone Enquires 031 311 3103). or go to (Internal) https://durbangov.internal.erecruit.co/ or (External) https://durbangov.erecruit.co/ and click on the link – closing date is Friday, 22/09/2023 at 12:00 (Midday). Please note that Municipality vacancies are NOT FOR SALE! EThekwini Municipality is guided by the principles of Employment Equity. Women and people with disabilities are encouraged to apply. VACANCY CIRCULAR NUMBER: 556
HUMAN CAPITAL UNIT GRADING AND REMUNERATION ADVISOR / SENIOR GRADING AND REMUNERATION ADVISOR / PRINCIPAL GRADING AND REMUNERATION ADVISOR REF NO: 61000100/ 61000100B / 61000100C Total Value of Remuneration Package: R893 297.00 / R1 133 379.00 pa Grade: 14 R1 016 470.00 / R1 293 286.00 pa Grade: 15 R1 133 379.00 / R1 445 084.00 pa Grade: 16 GRADING AND REMUNERATION ADVISOR: Grade 14 Job Purpose: To undertake research and implementation of policies pertaining to the Job Evaluation and Remuneration functionality for the eThekwini municipality through the guidance and alignment of procedures and controls, applications, outcomes and providing guidance on functional policy and specialist advice aimed at supporting human capital development and the accomplishment of the department key performance areas. Competencies: •Organizational Awareness - Knowledge of the municipality’s priorities, goals, and ability to operate within the municipality’s policies and procedures. •Consulting - Shows confidence in engaging with internal and external stakeholders and responds to questions with accurate and complete answers. •Planning and Organizing - Translates project objectives into specific plans; Organises, prioritises, and schedules tasks so that they can be performed within budget and with efficient use of time and resources; and measures progress and monitors performance and results. •Compensation and Benefits - Shows strong analytical reasoning and understands profiling and grading systems/tools for entry level posts. •HC Service Delivery - Displays understanding of the roles and responsibilities of HC within the municipality and understand the links between people, systems, practices, and policy and how this contributes to the municipality’s success. •Workforce Planning – Displays an understanding of Workforces Planning and all components thereof. •Communication: Written and Oral – Effectively and appropriately advocates positions both in writing and orally within the municipality in accordance with specific policies, legislation, and generally acceptable human resource practice. •Service Delivery Orientation – Commitment to excellence and keeps commitments and promises in undertaking tasks and meeting deadlines. •Resilience – Accepts criticism about performance in stride, while maintaining work standards and continues to attempt to improve, despite setbacks or other constraints. •Direction Setting – Provides a clear sense of purpose and focuses on successful completion of objectives. Essential Requirements: •Diploma in Human Resources Management (NQF level 6) or equivalent. •Certified as a Job Evaluator. •Valid motor vehicle driving license. •4 Years relevant experience. •Computer Literacy. SENIOR GRADING AND REMUNERATION ADVISOR: Grade 15 Job Purpose: Plans, researches, and implements policies pertaining to the Job Evaluation and Remuneration functionality for the eThekwini Municipality through the developments, maintenance and alignment of procedures and controls, applications and outcomes and, providing advice and guidance aimed at supporting Human Capital development and the accomplishment of the department key performance areas. Competencies: •Organizational Awareness- Knowledge of the municipality’s functional directorates/departments and understands strategic integration across these areas. •Consulting- Displays thorough understanding of subject matter, risks, stakeholder dynamics, agreements, legalities, and processes in taking positive action to resolve conflict in a way that addresses the issues, dissipates conflict, and maintains the relationships. •Planning and Organizing- Sets short term and longer-term project plans and cascades it to the work team and individual performance objectives. Conceptualizes options and identifies and allocates resources. Develops contingency plans. •Compensation and Benefits- Has a thorough knowledge of profiling and grading systems/tools and able to appraise remuneration and benefits to applications to ensure compliance with policies. •Workforce Planning- Able to identify the characteristics of desirable potential employees. Understands the concepts of scarce and critical skills and their implications for the effective functioning of the organization. •Performance Management- Able to advise employees on performance management, systems, policy, and procedures. •Interpersonal Relationships- Demonstrates the patience to hear people out and accurately restate their opinions, even when not in agreement. •Problem Solving and Analysis- Generate various solutions/options and contingency plans for problems dealing effectively with ambiguity and uncertainty. •Communication: Written and Oral- Communicates effectively at senior levels and the ability to read situations and interest positions and to respond appropriately. Effectively and appropriately communicate on complex and sensitive matters both orally and in writing. •Direction Setting- Is forward thinking and produces innovative ideas. Essential Requirements: •Diploma in Human Resources Management (NQF level 6) or equivalent. •Certified as a Job Evaluator. •Valid motor vehicle driving license. •5 Years relevant experience. •Computer Literacy. Special Conditions: This post is interchangeable within the branch. PRINCIPAL GRADING AND REMUNERATION ADVISOR: Grade 16 Job Purpose: Develops policies pertaining to the Job Evaluation and Remuneration functionality for the eThekwini Municipality through the development, maintenance and alignment of procedures and controls, application and outcomes and, providing critical advice and guidance aimed at supporting Human Capital development and the accomplishment of the departments key performance areas. Competencies: •Organizational Awareness - Knowledge of the municipality’s functional directorates/ departments and understands strategic integration across these areas. •Consulting – Displays thorough understanding of subject matter, risks, stakeholder dynamics and consultation processes and methodologies. Uses language and style to capture the attention of the audience and capable of exploring alternatives. •Planning and Organizing - Identifies and acts opportunities to partner with other departments in the municipality to achieve desired results Develops partnerships that ensures win- win outcomes for all parties and Projects and forecasts short, medium, and long term needs for the municipality in the area of functioning. •Compensation and Benefits - Aligns and integrates reward, recognition, and remuneration with other HC practices for optimal impact and benchmarks and reviews reward/ remuneration policies, processes, and practices at regular intervals to ensure relevance and impact. •Workforce Planning - Implements measures to retain top talent. Helps set the strategic direction of the organization in the area of functioning, forecasts future talent needs taking into account the direction of the organization, sector, and industry, along with general business and demographic factor. •Strategic HC Management - Contributes to the provision of a foundation for the employment value proposition of the human capital within the organization. Inputs into the strategic direction and measurement for strategic innovation and sustainable compensation practices. Analyses the internal and external socioeconomic environment and provide proactive people and skills related compensation solutions. •Interpersonal Relationships – Demonstrates the patience to hear people out and accurately restate their opinions, even when not in agreement. •Problem Solving and Analysis - Probes deeply and considers consequences and risks attached to actions and the impact of solutions on multiple areas within the municipality. •Communication: Written and Oral - Communicates effectively at senior levels and the ability to read situations and interest positions and to respond appropriately. Effectively and appropriately communicate on complex and sensitive matters both orally and in writing. •Direction Setting - Is forward thinking and produces innovative ideas. Essential Requirements: •Diploma in Human Resources Management (NQF level 6) or equivalent. •Certified as a Job Evaluator. •Valid motor vehicle driving license. •6 Years relevant experience. •Computer Literacy. Special Conditions: This post is interchangeable within the branch.
MANAGER (PERFORMANCE MANAGEMENT) REF NO: 61001512 Total Value of Remuneration Package R849 196.00 / R1 077 649.00 pa Grade: 15 Job Purpose: To research, plan, develop and implement Human Capital projects and policies to facilitate specific training and development of relevant competencies and management of the implementation of the Individual Performance Management System. Competencies: •Organisational Awareness- The ability to understand the key drivers in the sector and the municipality and to apply this understanding to meet the service delivery objectives and challenges. •HC Technology / Information Management- The effective utilization of technological applications and platforms that makes information both accessible and accurate, providing HC and line management with the knowledge and intelligence required for more effective decision making. •HC Service Delivery- The adequate provision of HC Services meeting the needs of the organization and its employees which enables delivery of organizational goals and targets. •Strategic HC Management- The systematic approach to developing and implementing long-term HCM strategies, policies and plans that enable the organization to achieve its objectives. •Workforce Planning- The systematic identification and analysis of municipality’ workforce needs culminating in a workforce plan to ensure sustainable municipality’ capability in pursuit of the achievement of its strategic and operational objectives. •Performance Management- Performance Management is a planned process of directing, supporting, aligning, and improving individual and team performance in enabling the sustained achievement of municipality’ objectives. •Service Delivery Orientation- The ability to explore and implement new ways of delivering services that contribute to the improvement of municipal processes in order to achieve municipal goals. •Action and Outcome Orientation- The display of high work ethic in setting and achieving challenging goals, meeting deadlines, and keeping promises. It manifests itself in one’s ability to stay focused on task, to be energetic, persistent, and reliable. •Problem Solving and Analysis- The ability to gather information, analyse issues and deal with complexity and ambiguity. Shows long-term thinking, follows through in a logical manner, aware of consequences and implications. Is able to see the ‘Bigger Picture’. •Direction Setting- The ability to motivate and inspire others to voluntarily give of their best in working towards a common vision or goal. •Coaching and Mentoring- The ability to assess skills, performance, and potential of subordinates and to encourage their development with the view of optimising their talent and potential. •Team Orientation- The capacity to promote a cooperative climate, understand group dynamics and apply appropriate facilitation techniques in working with others to achieve a shared goal. Essential Requirements: •Diploma in Human Resources Management (NQF level 6) or equivalent. •Valid motor vehicle driving license. •5 Years relevant experience. •Computer Literacy. Special Conditions: Must be willing to travel to other municipalities if necessary. DRIVER MESSENGER REF NO: 61000786 Basic Salary R133 660.78 / R168 585.57 pa Grade: 04 Job Purpose: Provides a messenger/ administration support service to the unit. Competencies: •Workplace Safety- Safety around the workplace/workspace. Ensures work area and workspace is clean. •Oral Communication- Communicates basic instructions to peers and receive and understand instructions correctly. •Vehicle Safety- Preparing the car/ truck/ bakkie and its occupants for the journey. Make sure the vehicle is safe and roadworthy. Complies with road signals, signage, and road markings. Drivers Grade 1 Grade 2 Grade 3/ Special Category and Chauffeur. •Driving Behaviour-Guiding and controlling the car/ truck/ bakkie. Using the road in accordance with governing traffic laws. Interacting appropriately with other road-users. •Learning Orientation-Continually reviewing and adjusting driving behaviour. Learn from experience. •Quality Orientation- Ensures high quality output, accurately checks processes, and tasks and shows attention to detail. •Interpersonal Relationships- The ability to establish and maintain productive relationships with people within and outside of the Municipality. •Communication- The capacity to listen attentively, grasp issues, present information in a clear manner and respond appropriately to verbal and written communication of others. •Accountability and Ethical Conduct- Ability to display standards of ethical and moral conduct to promote trust and to adhere to codes of good practice. Essential Requirements: •Grade 12 (NQF Level 4) or equivalent. •Valid motor vehicle driving license. •1 Month relevant experience. PARKS RECREATION AND CULTURE UNIT CHILD MINDER (SEASONAL) REF NO: 99950349 / VARIOUS Basic Salary R64.26ph Grade: 04 Job Purpose: Responsible for the safety and care of children separated from their parents or guardians on the beachfront, until they are re-united. Essential Requirements: •Appropriate level of primary education •1 Month relevant experience. Special Conditions: Required to work either 8 hour shifts on the beaches, or 12 hour shifts at the overnight facility for 24-hour coverage. Required to work 6 days a week. Wear the uniform provided while on duty. Physical Requirements: Healthy and strong enough to carry small children. Able to withstand harsh environmental conditions. LIFEGUARD (SEASONAL) REF NO: 99994688 / VARIOUS Basic Salary R100.33p.h. Grade: 07 Job Purpose: Undertakes and performs life guarding duties at designated beaches in the eThekwini area through established team efforts by utilizing skills and knowledge to maintain the safety of the public in terms of accepted standards and procedures. Essential Requirements: •An appropriate level of secondary education. •Lifeguard Award or equivalent with a valid retest. •Valid Level 2 First Aid certificate or have obtained one within 6 months of appointment. •12 months duties with a voluntary Surf Lifesaving Club and/or have worked one holiday season as a temporary/seasonal Lifeguard. •Operation of two-way radios. Special Conditions: 1. Posts are interchangeable subject to operational requirements. 2. Posts are required to work overtime as and when required and in terms of the Conditions of Service. 3. Lifeguards are required to follow the instructions of the Lifeguard In-Charge. 4. Incumbents must maintain a courteous relationship with the public and be neat and presentable at all times, which includes wearing the uniform provided to maintain an acceptable dress code. 5. Application for leave during school holidays will be considered. 6. Incumbents are expected to work in all weather conditions and must accept risks/hazards inherent in the job. 7. Provide proof of immunization for Hepatitis B prior to engagement. Physical Requirements: 1. Peak level of fitness and the ability to undertake and pass the entrance and quarterly skills and fitness tests (as laid down). 2. Adequate hearing and visual acuity. 3. Pass the annual medical checks.
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