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NATIONAL ENERGY REGULATOR (NERSA) VACANCIES
NATIONAL ENERGY REGULATOR (NERSA)
The National Energy Regulator of South Africa (NERSA) is a regulatory authority established as a juristic person in terms of section 3 of the National Energy Regulator Act, 2004 (Act No. 40 of 2004). NERSA’s mandate is to regulate the electricity, piped-gas and petroleum pipeline industries in terms of the Electricity Regulation Act, 2006 (Act No. 4 of 2006), Gas Act, 2001 (Act No. 48 of 2001) and Petroleum Pipelines Act, 2003 (Act No. 60 of 2003). The structure of the Energy Regulator consists of nine members, five of whom are part time and four are full time, including the Chief Executive Officer (CEO). The Energy Regulator is supported by a secretariat under the direction of the CEO. NERSA wishes to recruit personnel with appropriate competencies in the following areas:
(RE-ADVERTISEMENT)
“candidates who previously applied should not re-apply”.
Head of Department: Human Resource Value Creation
Division: Chief Human Capital Office
Package: R1 054 548.00 – R1 626 301.00 per annum (CTC)
Reference: HR 14/22
Requirements: * An Honour’s Degree in Human Resources Management or equivalent * Minimum of Eight (8) years’ related experience of which at least five (5) years must be management experience.
The candidate must be competent in the following: * Management and Leadership Skills * Human Resources Management (best practices) * Leadership Development * Organisational Culture * Employee Engagement * Organisation Structure Design * Strategic Workforce Planning * Business Process Improvement * Policy Development * Problem Solving and Analysis Skills * Research Skills * Communication Skills * Report writing Skills * Presentation and Facilitation Skills * Monitoring and Evaluation * Contract Management Skills * Applying Technology * Knowledge of the Energy Regulation sector * Knowledge of Labour legislation.
Purpose: Reporting to the Chief Human Capital Officer (CHCO), the incumbent will ensure that the HR Department provides leading practice, strategy aligned and value-adding services and solutions that are most relevant to the needs of its customers.
Key responsibilities: The successful incumbent will be responsible for: * Strategic HR Agenda: - Provide leadership in determining a strategic and customer-driven HR agenda * Strategic HR Value-Creation Plan: - Compile a strategic HR value-creation plan and communicate it to customers (i.e., Executive Committee Members, Heads of Department, the broader NERSA community, etc.) and HR staff. The strategic HR value-creation plan should demonstrate how the HR department will: [a] improve the quality of HR services; [b] improve the effectiveness and efficiency of HR services; [c] customize leading HR practices (benchmarked against some of the best-in-class organisations in the energy regulation “sector”) and apply them where it is relevant; and [d] continually measure the impact of its service offering in order to ensure that they are delivering the desired value * Strategic HR Value-Creation Plan Execution: - Oversee thesuccessful execution of the HR Value-Creation Plan * People and Performance Management: - Manage the performance of staff (particularly direct reports) by setting them clear performance objectives; coaching and/or mentoring them at all times; motivating them to achieve their goals; providing them with regular performance feedback; creating opportunities for them to grow; and supporting their development through formal and informal training and development initiatives * Work Environment : - Create and sustain a working environment that engenders trust; promotes collaboration and teaming; empowers staff; and encourages innovation / creativity * Stakeholder Management: - Nurture and maintain strong relationships with various internal and external stakeholders. Internal stakeholders include the Board (i.e., the Regulator), the Human Resources and Remuneration Committee (HRRC), the Executive Committee (EXCO), NEHAWU and NERSA staff. External stakeholders could include institutions of higher learning, research agencies, sector relevant organisations, international bodies operating in the energy regulation field, etc * Monitoring, Evaluation and Reporting: - Monitor, evaluate and report on HR Value-Creation performance indicators (as agreed with various stakeholders). Various reports on talent management, employee relations, recruitment and selection, training and development, performance management, etc. must be compiled and presented to EXCO (monthly) and the HRRC (quarterly).
Enquiries for this position should be directed to the: Chief Human Capital Officer (CHCO) at 012 401 4600
PERFORMANCE AND REWARDS SPECIALIST
Department: Human Resource Value Creation
Package: R1 009 746.00 – R1 307 287.00 per annum (CTC)
Reference: HR 15/22
Requirements: * A Bachelors’ Degree in Human Resources Management or equivalent qualification * Minimum of Five (5) years related experience as a Performance Management or Rewards Management Specialist.
The candidate must be competent in the following: * People Management Skills * Programme Management * Developing Others * Motivating Others * Delegation * Performance Management * Guaranteed Pay * Variable Pay * Data analysis Skills * Negotiation Skills * Planning Skills * Research Skills * Policy Development Skills * Problem-Solving Skills * Good (written and verbal) Communication Skills * Report writing Skills * Presentation and Facilitation Skills * Monitoring and evaluation Skills * Applying technology Skills * Innovation and knowledge management * Capacity Building.
Purpose: Reporting to the Head of Department: Human Resource Value Creation (HRVC), the incumbent will design, implement and maintain best-practice performance and reward management strategies, processes and systems that enable the achievement of HR and NERSA’s overarching strategic goals.
Key responsibilities: the successful incumbent will be responsible for: - * Performance Management: * Develop, implement and maintain (i.e., update when necessary) the performance management policy, procedures / processes, and tools; coordinate performance planning (i.e., the development of performance agreements) performance appraisal processes; provide technical support and advise line managers and staff on matters relating to performance management; quality-assure performance agreements; analyse and consolidate performance appraisal outcomes (i.e., performance ratings); coordinate (and / or participate in) moderation committee meetings; manage and oversee the functionality of the automated performance management system; and manage the integration of performance management to other key HR processes such as talent management, training and development, etc. Reward Management: * Develop, implement and maintain (i.e., update when necessary) guaranteed and variable pay policies, procedures and frameworks (e.g., pay structures, incentive/bonus schemes, retention bonuses, etc.); manage the non-monetary award recognition scheme; conduct periodic guaranteed pay (and benefits) benchmarking surveys; advise management on all matters pertaining to pay; provide technical support during salary negotiations; and manage the integration of guaranteed and variable pay to other key HR processes such as performance management, job evaluation, talent retention, etc. Contract Management: * Manage relationships with contractors that are responsible for the delivery of outsourced reward services. This could involve formulating specifications; meeting them on a regular basis to strengthen relations and assess their performance; making sure that they deliver on-time and within budget; and facilitating payment for their services, amongst other things. Capacity Building: * Advise and train line managers and NERSA staff on policies, processes, systems and best-practices relating to performance management and reward management. Research: * Conduct research on leading practices and benchmark NERSA against “best-in-class” organisations in respect of performance management and reward management processes and systems; and customize those leading practices to the NERSA environment before implementing them. Performance and Reward Management Data Analytics: * Gather data/information, analyze it, and transform it into “business intelligence” that can be used for reporting purposes (e.g. to the HRRC), improving processes as well as making key decisions on pay. People and Performance Management: * Manage the performance of direct reports by setting them clear performance objectives; coaching and/or mentoring them at all times; motivating them to achieve their goals; providing them with regular performance feedback; creating opportunities for them to grow; and supporting their development through formal and informal training and development initiatives.
Enquiries for this position should be directed to: Mr. Nhlanhla Hlangwane at 012 401 4600
SENIOR ENGINEER: GENERATION / DISTRIBUTION
Department: Electricity Infrastructure Planning
Package: R1 009 746.00 – R1 307 287.00 per annum (CTC)
Reference: HR 16/22
Requirements: * A BSc (Eng) Electrical Engineering Degree or equivalent * Registration as a Professional Engineer will be advantageous * Minimum of Six (6) years relevant experience in generation / transmission expansion planning, technical, financial and economical evaluation of large infrastructure projects * Knowledge of the Electricity Supply Industry (ESI), Public Finance and Management Act (PFMA) and Treasury Regulations Methods and models for power generation and transmission expansion planning (Plexos and Disilent).
The candidate must be competent in the following: * Good (written and verbal) Communication Skills * Interpersonal Skills * Negotiation Skills * Writing Skills * Analytical Skills * High Level of computer Skills * Planning and Organisational Skills * Time Management * Problem -solving Skills * Report Writing Skills * Presentation Skills.
Purpose: Reporting to the Head of Department: Electricity Infrastructure Planning (EIP), the incumbent will promote sustainable development and operation of the electricity supply infrastructure in South Africa, the use of diverse supply and demand side resources and facilitate investment in the industry.
Key responsibilities: the successful incumbent will: * Develop regulatory methodologies for evaluation of investments in power generation / transmission to ensure achievements of objectives of NERSA and Government Objectives in the Electricity Supply Industry (ESI) * Assist with the development and implementation of the Integrated Resource Plan (IRP) as a foundation for licensing of new power stations * Provide technical assistance in development of regulatory rules and electricity prices evaluation * Timely provide assistance with developing and monitoring the implementation of medium term adequacy assessment of the country's system to ensure reliability of the electricity system in the medium term * Advise the Department on the most appropriate process to ensure that future generation capacity is available to meet the demand * Assisting with the development of generator dispatch rules to ensure the accessibility of new generators into the country's electricity transmission network * Evaluate applications for power generation licences from technical, financial and economical viewpoint as well as compliance with NERSA standards and regulations * Continuous monitoring of generation plants in terms of plant performance and continued compliance to ensure efficiencies in operation.
Enquiries for this position should be directed to: Mr. Mondli Shozi at 012 401 4600
(RE-ADVERTISEMENT)
“candidates who previously applied should not re-apply”.
Head of Department: Human Resource Value Creation
Division: Chief Human Capital Office
Package: R1 054 548.00 – R1 626 301.00 per annum (CTC)
Reference: HR 14/22
Requirements: * An Honour’s Degree in Human Resources Management or equivalent * Minimum of Eight (8) years’ related experience of which at least five (5) years must be management experience.
The candidate must be competent in the following: * Management and Leadership Skills * Human Resources Management (best practices) * Leadership Development * Organisational Culture * Employee Engagement * Organisation Structure Design * Strategic Workforce Planning * Business Process Improvement * Policy Development * Problem Solving and Analysis Skills * Research Skills * Communication Skills * Report writing Skills * Presentation and Facilitation Skills * Monitoring and Evaluation * Contract Management Skills * Applying Technology * Knowledge of the Energy Regulation sector * Knowledge of Labour legislation.
Purpose: Reporting to the Chief Human Capital Officer (CHCO), the incumbent will ensure that the HR Department provides leading practice, strategy aligned and value-adding services and solutions that are most relevant to the needs of its customers.
Key responsibilities: The successful incumbent will be responsible for: * Strategic HR Agenda: - Provide leadership in determining a strategic and customer-driven HR agenda * Strategic HR Value-Creation Plan: - Compile a strategic HR value-creation plan and communicate it to customers (i.e., Executive Committee Members, Heads of Department, the broader NERSA community, etc.) and HR staff. The strategic HR value-creation plan should demonstrate how the HR department will: [a] improve the quality of HR services; [b] improve the effectiveness and efficiency of HR services; [c] customize leading HR practices (benchmarked against some of the best-in-class organisations in the energy regulation “sector”) and apply them where it is relevant; and [d] continually measure the impact of its service offering in order to ensure that they are delivering the desired value * Strategic HR Value-Creation Plan Execution: - Oversee thesuccessful execution of the HR Value-Creation Plan * People and Performance Management: - Manage the performance of staff (particularly direct reports) by setting them clear performance objectives; coaching and/or mentoring them at all times; motivating them to achieve their goals; providing them with regular performance feedback; creating opportunities for them to grow; and supporting their development through formal and informal training and development initiatives * Work Environment : - Create and sustain a working environment that engenders trust; promotes collaboration and teaming; empowers staff; and encourages innovation / creativity * Stakeholder Management: - Nurture and maintain strong relationships with various internal and external stakeholders. Internal stakeholders include the Board (i.e., the Regulator), the Human Resources and Remuneration Committee (HRRC), the Executive Committee (EXCO), NEHAWU and NERSA staff. External stakeholders could include institutions of higher learning, research agencies, sector relevant organisations, international bodies operating in the energy regulation field, etc * Monitoring, Evaluation and Reporting: - Monitor, evaluate and report on HR Value-Creation performance indicators (as agreed with various stakeholders). Various reports on talent management, employee relations, recruitment and selection, training and development, performance management, etc. must be compiled and presented to EXCO (monthly) and the HRRC (quarterly).
Enquiries for this position should be directed to the: Chief Human Capital Officer (CHCO) at 012 401 4600
PERFORMANCE AND REWARDS SPECIALIST
Department: Human Resource Value Creation
Package: R1 009 746.00 – R1 307 287.00 per annum (CTC)
Reference: HR 15/22
Requirements: * A Bachelors’ Degree in Human Resources Management or equivalent qualification * Minimum of Five (5) years related experience as a Performance Management or Rewards Management Specialist.
The candidate must be competent in the following: * People Management Skills * Programme Management * Developing Others * Motivating Others * Delegation * Performance Management * Guaranteed Pay * Variable Pay * Data analysis Skills * Negotiation Skills * Planning Skills * Research Skills * Policy Development Skills * Problem-Solving Skills * Good (written and verbal) Communication Skills * Report writing Skills * Presentation and Facilitation Skills * Monitoring and evaluation Skills * Applying technology Skills * Innovation and knowledge management * Capacity Building.
Purpose: Reporting to the Head of Department: Human Resource Value Creation (HRVC), the incumbent will design, implement and maintain best-practice performance and reward management strategies, processes and systems that enable the achievement of HR and NERSA’s overarching strategic goals.
Key responsibilities: the successful incumbent will be responsible for: - * Performance Management: * Develop, implement and maintain (i.e., update when necessary) the performance management policy, procedures / processes, and tools; coordinate performance planning (i.e., the development of performance agreements) performance appraisal processes; provide technical support and advise line managers and staff on matters relating to performance management; quality-assure performance agreements; analyse and consolidate performance appraisal outcomes (i.e., performance ratings); coordinate (and / or participate in) moderation committee meetings; manage and oversee the functionality of the automated performance management system; and manage the integration of performance management to other key HR processes such as talent management, training and development, etc. Reward Management: * Develop, implement and maintain (i.e., update when necessary) guaranteed and variable pay policies, procedures and frameworks (e.g., pay structures, incentive/bonus schemes, retention bonuses, etc.); manage the non-monetary award recognition scheme; conduct periodic guaranteed pay (and benefits) benchmarking surveys; advise management on all matters pertaining to pay; provide technical support during salary negotiations; and manage the integration of guaranteed and variable pay to other key HR processes such as performance management, job evaluation, talent retention, etc. Contract Management: * Manage relationships with contractors that are responsible for the delivery of outsourced reward services. This could involve formulating specifications; meeting them on a regular basis to strengthen relations and assess their performance; making sure that they deliver on-time and within budget; and facilitating payment for their services, amongst other things. Capacity Building: * Advise and train line managers and NERSA staff on policies, processes, systems and best-practices relating to performance management and reward management. Research: * Conduct research on leading practices and benchmark NERSA against “best-in-class” organisations in respect of performance management and reward management processes and systems; and customize those leading practices to the NERSA environment before implementing them. Performance and Reward Management Data Analytics: * Gather data/information, analyze it, and transform it into “business intelligence” that can be used for reporting purposes (e.g. to the HRRC), improving processes as well as making key decisions on pay. People and Performance Management: * Manage the performance of direct reports by setting them clear performance objectives; coaching and/or mentoring them at all times; motivating them to achieve their goals; providing them with regular performance feedback; creating opportunities for them to grow; and supporting their development through formal and informal training and development initiatives.
Enquiries for this position should be directed to: Mr. Nhlanhla Hlangwane at 012 401 4600
SENIOR ENGINEER: GENERATION / DISTRIBUTION
Department: Electricity Infrastructure Planning
Package: R1 009 746.00 – R1 307 287.00 per annum (CTC)
Reference: HR 16/22
Requirements: * A BSc (Eng) Electrical Engineering Degree or equivalent * Registration as a Professional Engineer will be advantageous * Minimum of Six (6) years relevant experience in generation / transmission expansion planning, technical, financial and economical evaluation of large infrastructure projects * Knowledge of the Electricity Supply Industry (ESI), Public Finance and Management Act (PFMA) and Treasury Regulations Methods and models for power generation and transmission expansion planning (Plexos and Disilent).
The candidate must be competent in the following: * Good (written and verbal) Communication Skills * Interpersonal Skills * Negotiation Skills * Writing Skills * Analytical Skills * High Level of computer Skills * Planning and Organisational Skills * Time Management * Problem -solving Skills * Report Writing Skills * Presentation Skills.
Purpose: Reporting to the Head of Department: Electricity Infrastructure Planning (EIP), the incumbent will promote sustainable development and operation of the electricity supply infrastructure in South Africa, the use of diverse supply and demand side resources and facilitate investment in the industry.
Key responsibilities: the successful incumbent will: * Develop regulatory methodologies for evaluation of investments in power generation / transmission to ensure achievements of objectives of NERSA and Government Objectives in the Electricity Supply Industry (ESI) * Assist with the development and implementation of the Integrated Resource Plan (IRP) as a foundation for licensing of new power stations * Provide technical assistance in development of regulatory rules and electricity prices evaluation * Timely provide assistance with developing and monitoring the implementation of medium term adequacy assessment of the country's system to ensure reliability of the electricity system in the medium term * Advise the Department on the most appropriate process to ensure that future generation capacity is available to meet the demand * Assisting with the development of generator dispatch rules to ensure the accessibility of new generators into the country's electricity transmission network * Evaluate applications for power generation licences from technical, financial and economical viewpoint as well as compliance with NERSA standards and regulations * Continuous monitoring of generation plants in terms of plant performance and continued compliance to ensure efficiencies in operation.
Enquiries for this position should be directed to: Mr. Mondli Shozi at 012 401 4600
KNOWLEDGE MANAGER
Department: Information Resource Management
Package: R778 712.00 – R1 067 824.00 per annum (CTC)
Reference: HR 17/22
Requirements: * A Bachelor’s Degree in Information Science, Information Management or related field * Minimum of Five (5) Years’ experience in knowledge management, management of libraries or information centres and records management * Experience of library automation * Energy industry experience.
The candidate must be competent in the following: * Good (written and verbal) Communication Skills * Interpersonal Skills * Information management, organization, retrieval and indexing * Library or information automation systems * Desktop publication * Advanced searching of the Internet and the World Wide Web * Information systems manipulation and repackaging * HTML and Scripting abilities * Database publishing * Advanced reference interview skills * Electronic legal databases * Computer Skills.
Purpose: Reporting to the Head of Department: Information Resources Management, the Knowledge Manager is accountable for the management of all NERSA Knowledge. The incumbent is expected to manage and coordinate the Information and Knowledge Management function at NERSA to ensure access and effective retrieval of information by internal and external users, and to establish a Knowledge Management culture at NERSA that will optimise productivity. Working closely with the ICT Department and all users of NERSA knowledge, the Knowledge Manager is responsible for ensuring that all information and knowledge is stored in line with all legislative requirements and in the most efficient and effective systems and that information is readily accessible to users thereof.
Key responsibilities: the successful incumbent will be:- * Manage the Knowledge Management Section encompassing the Knowledge Centre and Records Management Centre * Promote knowledge sharing throughout the organization by developing and strengthening links between knowledge sharing and information systems to facilitate effective electronic exchange of information across NERSA * Responsible for the procurement of external information needed in order to ensure that NERSA delivers on its mandate * Ensure that information is readily accessible to NERSA staff to achieve their organisational goals * Responsible for ensuring that information is stored in line with all legislative requirements and in the most efficient and effective manner * Provide, and mediate where necessary, access to electronic sources of information for NERSA staff * Accountable for implementing world best Knowledge Centre and Records Management Centre practices and systems * Manage all information on the NERSA intranet * Conduct client / user needs assessments in line with the management of knowledge across NERSA including the Knowledge Centre and Records Management Centre and put measures in place to meet these needs * Ensure that all NERSA knowledge is protected by means of incorporation thereof in the NERSA disaster recovery plan * Provide coaching and mentoring to all staff within the Knowledge Management Section * Provide guidance and supervision to all staff of the Knowledge Management Section to ensure optimum staffing levels * Ensure compliance with the Promotion of Access to Information Act requirements for NERSA * Ensure compliance with the requirements of the National Archives of South Africa as the official Records Manager.
Enquiries for this position should be directed to: Ms. Thandeka Jamba at 012 401 4600
ORGANISATIONAL DEVELOPMENT OFFICER
Department: Human Resource Value Creation
Package: R536 946.00 – R773 084.00 per annum (CTC)
Reference: HR 18/22
Requirements: * A Bachelor’s Degree in Human Resources / Industrial Psychology / Industrial Relations or an equivalent qualification * Minimum of Three (3) years related experience in Human Resources / Organisation Development (in two or more of the disciplines that fall under the Organisational Development as described above).
The candidate must be competent in the following: * Talent Management Skills * Change Management Skills * Employee Engagement Skills * Labour Relations * Training and Development * Employee Wellness * Employment Equity * Health and Safety Research * Data Analysis * Stakeholder Management Skills * Problem Solving Skills * Good (written and verbal) Communication Skills * Report Writing Skills * Presentation and Facilitation Skills.
Purpose: Reporting to the Head of Department: Human Resource Value Creation (HRVC), the incumbent will support the effective and efficient implementation of Organisational Development policies, processes and systems.
Key responsibilities: the successful incumbent will be: - * Talent Management: * Support the implementation and maintenance of the talent management strategy and framework. This includes but is not limited to: (a) Coordinating meetings and talent management related events (b) Preparing documentation and templates (c) Conducting research (d) Compiling reports (e) Providing talent management administrative support. Change Management: * Support the implementation of change management initiatives and the maintenance of change management tools. This includes but is not limited to: (a) Conducting change readiness assessments (b) Stakeholder engagement (c) Coordinating change agents (d) Facilitating workshops (e) Drafting change communique (f) Monitoring change management effectiveness (g) Providing change management administrative support. Employee Engagement: * Support the implementation of employee engagement initiatives and the maintenance of systems and tools. This includes but is not limited to: (a) Coordinating employee engagement initiatives and events (b) Conducting climate surveys (c) Conducting research (d) Facilitating workshops (e) Monitoring the effectiveness of employee engagement initiatives (f) Providing employee engagement administrative support. Industrial Relations (Employee Relations: * Support the maintenance of harmonious and productive relations between management and employees (including organized labour). This includes but is not limited to: (a) Coordinating management and organized labour meetings and/or events (b) Advising and/or creating awareness on labour legislation (e.g., the BCEA) and NERSA policies (c) Coordinating the management of grievances, disputes and disciplinary matters (d) Monitoring and compiling reports on IR related issues (e) Providing industrial relations administrative support. Training and Development: * Support the delivery of training and development initiatives aimed at building and enhancing skills and knowledge. This includes but is not limited to: (a) Coordinating the implementation of NERSA’s Training and Development strategy, policy and Procedures (b) Identifying training needs and ensuring that they are aligned NERSA’s strategic objectives (c) Compiling the and managing the implementation of the Workplace Skills Plan (d) Sourcing training from external providers (e) Monitoring compliance with Skills Development Act and other related legislation (f) Liaising with ESETA, Department of Labour and other stakeholders on training and development issues. Employee Wellness: * Support the implementation of Employee Wellness programmes and initiatives. This includes but is not limited to: (a) Engaging staff on their needs (b) Liaising with service providers to ensure that they are addressing staff needs (c) Monitoring and compiling reports on the effectiveness of employee wellness programmes (d) Providing employee wellness administrative support. Employment Equity: * Support the implementation of NERSA’s Employment Equity Plan and compliance to statutory requirements. This includes but is not limited to: (a) Providing input to the development and refinement of the Employment Equity Plan (b) Coordinating the establishment of, and optimizing the functionality of Employment Equity structures (c) Advising and creating awareness on employment equity legislation and NERSA policy and plan(s) (d) Monitoring compliance and preparing reports (e) Providing employment equity administrative support. Health and Safety: * Support the implementation of health and safety policies and practices. This includes but is not limited to: (a) Coordinating the meeting and functionality of health and safety structures (b) Advising and creating awareness on health and safety legislation and NERSA related policies (c) Monitoring compliance and preparing reports (d) Providing health and safety administrative support.
Enquiries for this position should be directed to: Mr. Nhlanhla Hlangwane at 012 401 4600
RECORDS MANAGEMENT OFFICER
Department: Information Resource Management
Package: R406 621.00 – R571 063.00 per annum (CTC)
Reference: HR 19/22
Requirements: * A National Diploma in Information Science or similar * Relevant training presented by the National Archives and Records Service of South Africa * Minimum of Five (5) Years’ experience in the field of paper-based records management and electronic records management.
The candidate must be competent in the following: * Analytical Skills * Good (written and verbal) Communication Skills * Report Writing Skills * Planning Skills * Interpersonal Skills * Teamwork.
Purpose: Reporting to the Head of Department: Information Resources Management, the incumbent will develop and implement an organisation-wide records management programme designed to ensure that record keeping and management practices effectively meet the organisation’s objectives and to ensure that the records management practices of this office comply with the requirements of the National Archives Services of South Africa Act, 1996 (Act No. 43 of 1996) as amended.
Key responsibilities: the successful incumbent will be: - * Ensure compliance with the National Archives and Records Service of South Africa Act, 1996 (Act No. 43 of 1996), Records Management Policy and Records Management Manual including any other relevant legislation * Develop, review and implement the Records Management Policy and Records Management Manual * Develop, review and implement the file plan and metadata (for electronic records) classification schemes and ensure that records are classified in terms of the requirements of the file plan and metadata requirements * Develop, manage and implement the Records Management Project and provide progress reports * Acquisition, classification (in terms of the File Plan), storage, security in terms of the NERSA Security Policy and Manual including the retrieval of active hardcopy records in the Records Management Centre in terms of the requirements of the Records Management Policy and Manual Transfer, indexing, storage, security in terms of the NERSA Security Policy and Manual and retrieval of inactive hardcopy records stored at the offsite records storage facility in terms of the requirements of the Records Management Policy and Manual * Develop, review and implement the Disposal Authority * Develop, review, and implement the Records Retention, Disposal and Destruction Schedule in terms of the requirements of the Records Management Policy and Disposal Authority and ensure that records are retained, easily accessible for as long as required and disposed in terms of the requirements of the Records Management Policy and the Records Retention, Disposal and Destruction Schedule * Provide records management training to employees including employees authorized to manage active records within departments namely: Human Resources Department including the Finance and Administration Department * Ensure the setting up and the functionality of the records management centre * Receipt, sorting, classification and dispatching of incoming and outgoing mail.
Enquiries for this position should be directed to: Ms. Thandeka Jamba at 012 401 4600
CLOSING DATE: 2 DECEMBER 2022
The employment decision shall be informed by the Employment Equity Plan of the organisation.
Interested persons can send a comprehensive CV to applications@nersa.org.za or to the National Energy Regulator of South Africa, Human Resources Division, PO Box 40343, Arcadia, Pretoria, 0007, for the attention of Ms. Elizabeth Duma.
NB: Applications received from recruitment agencies will not be accepted.
Appointment will be subject to positive pre-employment checks and a security clearance.
It is the applicant’s responsibility to have foreign qualification evaluated by the South African Qualifications Authority (SAQA) and to provide proof of such evaluation.
Persons with disabilities are encouraged to apply.
Communication will be limited to shortlisted candidates only. If you do not hear from NERSA within three months of the closing date, please accept that your application was unsuccessful.