CURRICULUM VITAE - SABPP

Organisation Description of Duties
South Deep Mine
(Goldfields)
Group Internal Audit
(FNB)
(Project Manager/QA)
GTZ (now GIZ)
(QA)
Review and updating the Career Paths through a process of independent validation - the first step was to identify the existing Career
Paths; the second step involved:
� (Re) drawing the Career Paths taking into consideration the relevant Paterson Bands
� Confirming that no Career Paths in use at South Deep were at odds/in conflict with those in use in Goldfields in general
� Identifying anomalies
� Validating the Career Paths in use at South Deep.
One of the key findings was that the many versions of the Career Paths sat in different parts of the business – there was a real risk that
as the ‘custodians’ of the Career Paths moved on (i.e. to other job opportunities within Goldfields or to other mining companies or even
to retirement), institutional memory in respect of Career Paths may well be lost.
Designing and developing Job Competency Models for each one of the 24 Role Profiles (Jobs) in Group Internal Audit including:
� Qualifications
� Experience
� Skills
� Competencies
On the basis of Core, Desirable and Advantageous and for the Skills and
Competencies whether they are people, task or behavioural
The process followed was: conduct desk top review; draft Job Model Questionnaires; pilot Job Model Questionnaires; distribute revised
Job Model Questionnaires; generate the Job Competency Models
Basic Entrepreneurial Skills Development (BESD) Mentorship Programme – Mangaung Implementation (GTZ) including:
� Revising the BESD Group Mentorship Model (based on a pilot project)
� Re-working the Mentoring training material (Awakening Possibility) to ensure relevance to both the Mentors and Mentees (i.e.
Emerging Entrepreneurs)
� Improving the practical application of the mentorship flow.
� Designing and developing a Facilitator’s Guide for each Awakening Possibility for Mentors and Mentees - this process included
either finalising or developing (as applicable) a range of tools/documents to support the further implementation of the Group
Mentorship Programme.
� Conducting the training for both Mentors (X 7) and Mentees (X 53)
� Taking up, in collaboration with the Working Group, any changes to the “Awakening Possibility” training material,
tools/documents and the BESD Mentorship Programme Concept Paper which arose in the process.
4