skills

skills

  • Govt Investing in the Youth - Zuma

    Jacob Zuma - at the Presidential Indaba on Youth Jobs and Skills - announced that the youth employment has grown and emphasises the importance of investing in the youth.

    Zuma states that youth employment has vastly increased since the adoption of the Youth Employment Accord.

    He adds that, "420 000 new jobs have been created… mainly in construction linked to our National Infrastructure Plan, the trade sector, government programmes, business services, transport and communication."

    To read the article titled, “Government is investing in education, skills for youth,” click here.

    Source: 
    Mail and Guardian
  • Partnership to Empower Zambian Youths

    Zambia’s National Project for Poverty Reduction (NPPR) has signed an agreement with China Foundation for Peace and Development (CFPD), a Chinese NGO to sponsor about 600 youths in various skills training.
     
    NPPR board chairperson, Ngosa Simbyakula, says that 600 youths are already in various trades colleges across the country pursuing training in food production, cosmetology, Information Communication Technology (ICT) and auto-mechanics.
     
    Simbyakula says others were pursuing courses in power electrical, general agriculture, plumbing and metal fabrication.
     
    To read the article titled, “Anti-poverty body, Chinese NGO to sponsor 600 youths,” click here.

    Source: 
    All Africa
  • Symphonia for South Africa: Operations Manager

    Symphonia for South Africa
    Please note: this opportunity closing date has passed and may not be available any more.
    Opportunity closing date: 
    Friday, February 22, 2013
    Opportunity type: 
    Employment
    Symphonia is a nonprofit organisational change practice that works with leaders to engage their stakeholders so that talent, human energy and creativity is maximised. Our mission is to ignite a sense of possibility everywhere we work.

    Symphonia  for South Africa seeks to appoint a person experienced in social change as Operations Manager, based in Cape Town.

    This is a unique opportunity to make a real contribution to education in South Africa. Partnerships for Possibility is a ground breaking project that is already impacting 40000 children after only two years. Symphonia  for South Africa is currently working with 90 principals. The potential of this position is to be a part of taking this work to the next level and making a difference for 2 000 schools in the next 10 years.

    The person will take responsibility for programme delivery and organisational management.

    The person should be able to lead a team and implement structures and processes for more effective working, be comfortable with financial management, have experience at planning and managing a virtual organisation.  The Operational Manager will promote and organise a shared understanding of the objectives, detailed plans, desired outcomes, tasks, roles and responsibilities, day to day activities and monitors progress of the project towards the vision.

    This is a full-time position.

    Responsibilities:
    • National programme coordination - manages launch plan and all administration in order to inform decision making and planning at national level; Implements systems and dashboards and manages the planning and roll-out of the programmes from a business perspective. Is the custodian of the project plan and action log;
    • Finance – facilitate budget vs.actual expenditure, cash flow projections, provides oversight regarding the bookkeeper’s preparation of trail balances and liaises with auditor for annual audit. Oversee payments, salaries etc.  Manages the finance team and works with the CFO;
    • Human resources - contracting; performance reviews; capacity planning for programme roll-out and operational events;
    • Monitoring and evaluation (M&E) – ensures that M&E processes are used and integrated into the organisation;
    • Legal and compliance – manage NPO compliance, auditor processes and any other compliance issues that are critical to and NPO and its funding.
    Requirements:
    • Relevant tertiary education qualification, preferably finance related or with significant financial experience;
    • Experience in project management;
    • Ability to work comfortably and effectively in a virtual environment;
    • High EQ and is able to deal with ambiguity and complexity;  
    • Ability to stay calm when things get busy and to hold clear boundaries;  
    • Organised and efficient;
    • Capable using computers and technologies that enable virtual working;
    • Have “can do” attitude and believes that things are possible and can be worked out;
    • Good track record of volunteering.
    Salary: R360 000 per annum.

    To apply, submit a CV and motivation letter to mignon@symphonia.net

    Please quote the source of this advertisement in your application - NGO Pulse Portal.

    Candidates who do not hear back from Symphonia for South Africa should consider their application unsuccessful.

    For more about Symphonia for South Africa, refer to www.symphonia.net.

    For other vacancies in the NGO sector, refer to www.ngopulse.org/vacancies.

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  • The Carpenters Shop: Administrator

    The Carpenters Shop
    Please note: this opportunity closing date has passed and may not be available any more.
    Opportunity closing date: 
    Monday, April 7, 2014
    Opportunity type: 
    Employment

    The Carpenter’s Shop is a charitable organisation operating in the heart of Cape Town. It is based at 14A Roeland Street, which has been a venue for developing people’s skills since the 19th century. Today, the Carpenter’s Shop offers security and support combined with practical skills training that enable our clients to rise above their circumstances and, in some cases, reconnect with their families.

    The Carpenter’s Shop seeks to appoint an Administrator, based in Cape Town, CBD.

    The successful candidate should be an energetic, organised person to fill the post of administrator. The Administrator should enjoy working with people and have a cheerful disposition.

    Responsibilities:

    • Reception;
    • Oversee maintenance and repairs;
    • Manage driving errands;
    • Take payments for goods and services;
    • Banking and record keeping.

    Requirements

    • Matric (a tertiary qualification would be an advantage);
    • Minimum of five years experience in a similar position;
    • Good writing skills;
    • Competent in using microsoft office and pastel;
    • Contactable references;
    • Ability to communicate well in English.
    To apply, submit a CV to director@tcs.org.za or fax to 021 461 5508.

    Please quote the source of this advertisement in your application - NGO Pulse Portal.

    Only shortlisted applicants will be invited to be interviewed.

    For more about The Carpenters Shop, refer to www.tcs.org.za.

    For other vacancies in the NGO sector, refer to www.ngopulse.org/vacancies.

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    Need to upgrade your NGO's technology capacity and infrastructure? Need software and hardware at significantly discounted prices? Refer to the SANGOTeCH online technology donation and discount portal at www.sangotech.org.

  • Symphonia: Operations Manager

    Symphonia for South Africa
    Please note: this opportunity closing date has passed and may not be available any more.
    Opportunity closing date: 
    Saturday, March 15, 2014
    Opportunity type: 
    Employment
    Symphonia for South Africa (SSA) is a non-governmental organisation working in the Education and Leadership Development sector currently based in Bellville Cape Town, with a bold vision: Quality Education for all children in South Africa by 2022.

    Symphonia for South Africa seeks to appoint a

    The Operations Manager will manage the day to day operations activities and promote the growth of the organisation. Reporting to the Chief Executive Officer, and the Board of Directors, the candidate will ensure high quality consistent service delivery throughout the programme through active leadership of the team. The Operations Manager is required to provide professional, efficient, comprehensive, accurate and timeous delivery of the organisations goals.

    Responsibilities: 
    • Ensure the smooth functioning of the operations function by providing guidance, feedback and finding solutions for operational challenges on a day-by-day basis;
    • Provide support to strategy development and carry out to strategy implementation;
    • Oversee financial management including: budgeting and monitoring of expenditure at all levels, overseeing financial systems, procedures and controls, and ensuring the effective maintenance of accounting records and financial reports;
    • Human resources management and administration including: staffing, HR policies and systems, and office management;
    • Implement business systems to ensure good governance and standardisation of activities;
    • Report to donors, government departments and the board of directors;
    • Contribute to proposal development and budgets;
    • Line Managing a core team of five individuals in line with performance target and deliverables;
    • Manage a virtual team of outsourced service providers;
    • Contribute to the strategic planning for the organisation;
    • Manage day to day programme delivery;
    • Oversee SSA events;
    • Liaise with clients and participants on the programme;
    • Provide internal communications support;
    • Develop and maintain the policies and procedures regarding the HR, Finance and office management function;
    • Manage a range of service providers;
    • Monitor and evaluate the programme according to established guidelines.
    Requirements:
    • An appropriate diploma, degree or equivalent tertiary qualification business management;
    • Minimum of five years relevant line management experience;
    • Knowledge of CSI and the education/leadership development sector would be an advantage;
    • Experience in the NGO sector at management level;
    • Experience in leading an organisation to meet its strategic goals;
    • Experience of working in diverse environments, with multi-disciplinary and virtual teams;
    • Interpersonal, leadership and management skills;
    • Hands on project management skills;
    • Proven strong research and information gathering skills;
    • High level of proficiency in Microsoft Office suite;
    • Valid light vehicle driver’s licence;
    • Ability and willingness to travel (within South Africa) if required;
    • Passion for helping people, contributing to improving South African society and changing the future;
    • High levels of initiative, energy and enthusiasm;
    • Ability to work independently, self-motivated and results-driven; 
    • Communications skills including, oral, written, presentation and listening;
    • Ability to work under pressure and manage competing deadlines; shows confidence / ability to articulate / well spoken;
    • A strategic thinker who is able to function effectively at an operational level;
    • Inspires and encourages a professional work ethic and sets the tone for team spirit and interdepartmental connectivity.
    To apply, submit a two page CV and motivation letter, indicating desired salary, as well as availability to pfp@symphonia.net. Using the reference: OPSMAN.

    Please quote the source of this advertisement in your application - NGO Pulse Portal.

    Only shortlisted candidates will be contacted. 

    Should you not receive a response within two weeks, consider your application unsuccessful.

    For more about Symphonia for South Africa, refer to www.symphonia.net.

    For other vacancies in the NGO sector, refer to www.ngopulse.org/vacancies.

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    Want to reach the widest spectrum of NGO and development stakeholders in South Africa as part of your communication and outreach objectives? Learn more about how the NGO Pulse Premium Advertising Service can support your communication requirements. Visit http://goo.gl/MUCvL for more information.
     
  • Symphonia: Marketing Manager

    Symphonia for South Africa
    Please note: this opportunity closing date has passed and may not be available any more.
    Opportunity closing date: 
    Saturday, March 15, 2014
    Opportunity type: 
    Employment
    Symphonia for South Africa (SSA) is a non-governmental organisation working in the Education and Leadership Development sector currently based in Bellville Cape Town, with a bold vision: Quality Education for all children in South Africa by 2022.

    Symphonia for South Africa seeks to appoint a Marketing Manager, based in Bellville Cape Town.

    The Marketing Manager will guide and promote the growth of the organisation. Reporting to the Chief Executive Officer and the Board, the candidate will craft and implement the Marketing strategy through planning and active leadership within the marketing team, and provide proactive support and promotion of programme activities.

    The Marketing Manager is required to provide professional, efficient, comprehensive, accurate and timeous support of the organisations goals.

    Responsibilities: 
    • Awareness of  the overall political, economic / business and public landscapes to identify key leverage points for communications engagements;
    • Write press releases and working closely with P.R. companies and media houses;
    • Participate and co-coordinating staff participation in radio interviews, workshops and presentations;
    • Oversee the design and development of pamphlets, posters, campaign materials;
    • Develop and review communications strategy in line with company strategy;
    • Implement and manage external and internal communication programmes (incl. copywriting, speechwriting, online activities, advertising, media and public relations);
    • Oversee SSA and client events; Media liaison - writing, distributing, managing media relationships;
    • Use social media platforms to create dialogue in the public space;
    • Develop communication campaigns and/or initiatives targeted at  civil society, government and corporate sectors (print, radio, electronic);
    • Provide internal communications support (incl. design, editing, online support, and report/article writing);
    • Provide client service and support;
    • Manage a range of service providers;
    • Ability to manage marketing team performance and deliverables.
    • Monitor and evaluate Marketing activities on a regular basis (and ensure they are aligned to / consistent with the brand’s corporate identity).
    • Manage public education and awareness campaigns;
    Requirements:
    • An appropriate diploma, degree or equivalent tertiary qualification in journalism, marketing or communications would be advantageous;
    • Minimum of five years relevant experience;
    • Knowledge of CSI and the education / leadership development sector would be an advantage;
    • Knowledge of developments in current affairs, economics, advertising, marketing and media industries;
    • Knowledge of online marketing and communications functions;
    • Previous management of graphic design subcontractors would be advantageous;
    • Experience in assessing and distributing the release of strategic information;
    • Experience of working in diverse environments, with multi-disciplinary and virtual teams;
    • Interpersonal, leadership and management skills;
    • Project management skills;
    • Previous line management experience
    • Research and information gathering skills;
    • Knowledge of working effectively across a range of media platforms;
    • High level of proficiency in Microsoft Office suite;
    • Valid light vehicle driver’s licence;
    • Ability and willingness to travel (within South Africa) if required.;
    • Passion for helping people, contributing to improving South African society and changing  the future;
    • High levels of initiative, energy and enthusiasm;
    • Ability to work independently, self-motivated and results-driven;
    • Communications skills including, oral, written, presentation and listening;
    • Ability to work under pressure and manage competing deadlines; shows confidence / ability to articulate / well spoken;
    • Strategic thinker who is able to work easily at an operational level.
    To apply, submit a two page CV and motivation letter, indicating desired salary, as well as availability to pfp@symphonia.net

    Please quote the source of this advertisement in your application - NGO Pulse Portal.

    Only shortlisted candidates will be contacted. 

    Should you not receive a response within two weeks, consider your application unsuccessful.

    For more about Symphonia for South Africa, refer to www.symphonia.net.

    For other vacancies in the NGO sector, refer to www.ngopulse.org/vacancies.

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  • Hope Educational Foundation International: Facilitators

    Hope Educational Foundation International (Hope Education)
    Please note: this opportunity closing date has passed and may not be available any more.
    Opportunity closing date: 
    Wednesday, February 19, 2014
    Opportunity type: 
    Employment
    Children and youth are some of the most vulnerable members of our societies. An estimated 19,000 of them will die every day from preventable causes (UNICEF USA). Hope Educational Foundation International's (Hope Education) mission is to protect children by teaching them the knowledge, skills, and convictions that they will need to combat systemic threats like HIV/AIDS and intestinal worms.

    Hope Education seeks to appoint Facilitators, based in Gauteng.

    Responsibilities:
    • Deliver a community-based, evidenced based behavioural intervention to mall groups of parents following an FMP pre-established curriculum;
    • Lead discussions on sensitive topics in an inclusive manner while keeping the discussion on track and giving feedback;
    • Lead discussions about sexuality in a factual and comprehensive way;
    • Set up training facilities and venues for the workshop sessions;
    • Facilitate the FMP sessions as prescribed in the Implementer’s Manual as prescribed;
    • Roll-modelling of key skills and behaviour as required by the programme;
    • Mentor parents to improve their communication skills with their children;
    • Be a source of accurate sex and sexuality issues information for participants during the sessions;
    • Use FMP facilitation tools such as audio equipment, visuals and flipcharts during sessions;
    • Report and collect monitoring and evaluation data as required by the Program;
    • Refer participants to appropriate social service agencies;
    • Show good organisation by keeping keep objectives and goals clearly in mind:
    • Appropriate use of time during session implementation;
    • Participate in the Training of Facilitators;
    • Community mobilisation and recruitment by making presentations at community forums;
    • Have children between the ages of 9 and 12 (or older), or have experience in interacting with children in this age group;
    • Understanding of the difficulties that parents face, since parents will be more likely to trust and accept encouragement from someone with whom they can relate;
    • Attend regular staff meetings and train throughout the project;
    • Have above average and good people skills and being enthusiastic about the programme;
    • Deliver the programme with fidelity;
    • Be comfortable in adhering to the curricula including following of the FMP! Facilitator Manual;
    • Any other duties that may be required by the Program from time to time.
    Requirements:
    • Tertiary education qualification, preferably a social science degree;
    • Experience in adult groups facilitation;
    • Certification in facilitation a distinct advantage;
    • Experience in child and adolescent development, parent-child communication, and/or HIV prevention methodologies;
    • Confidence, knowledgeable and being comfortable in openly discussing sexuality issues;
    • Familiarity with the local culture and ability to speak the local language;
    • Knowledge of child rearing, and candidates with their own preadolescent children are strongly preferred;
    • Familiarity and experience working with families;
    • Commitment and passion for working with families to support them in raising healthy children;
    • Proven prior experience in report writing;
    • Demonstrated leadership skills;
    • Communication skills.
    The successful candidates will be required to undergo a one-week training to be conducted by trainers from Atlanta, the USA. Appointment to this position is contingent upon passing and certification by these trainers.

    To apply, submit a CV, contact details of three referees and motivation letter to kathleenmngadi@hopeeducation.org.

    Please quote the source of this advertisement in your application - NGO Pulse Portal.

    For more about Hope Educational Foundation International, refer to www.hopeeducation.org.

    For other vacancies in the NGO sector, refer to www.ngopulse.org/vacancies.

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  • The Importance of Paying Market-Related Remuneration Levels in the NPO Sector

    Averile Ryder Reward Specialists have processed salary, benefits and conditions of employment surveys and in addition has consulted to numerous public sector and profit organisations in human resources and reward across Pan Africa for over 18 years and has repeatedly witnessed that those organisations who have transparent, fair and defensible remuneration or reward strategies attract and retain the best available talent.  This always results in more effective, sustainable, economically and socially responsible and if relevant profitable organisations. Here in South Africa, across all industry sectors, organisations which emerge as successful and attract and retain the best talent, too name but a few, are Unilever, Microsoft, South African Breweries, South African Revenue Services, etc.

    In our organisations we can begin to attract not only the right talent but also ensure that we get the ‘best bang for our buck’ by having a fair, defensible and sustainable reward strategies, policies and procedures in place.

    I am also of the opinion that the more knowledgeable and informed the decision-makers in organisations are about remuneration and reward, results in more transparent, fair and defensible strategies, policies and procedures.     
       
    The remaining contents of this article are therefore not only based on my research but is also aimed at increasing the knowledge bank of the key stakeholders and decision-makers in the organisation and for members of the Board and Board Committees in each country to ensure that they make informed decisions regarding attracting, retaining and motivating the organisation’s human capital.  

    Organisations need to find a balance between paying too little, risking losing valuable employees, and paying too much and unwisely spending the organisation resources.
     
    Elements of an Effective Total Rewards Strategy
    • The elements of an effective reward strategy should consist of the following:
    • Internal Equity – same pay for same work within the organisation;
    • External Equity – same pay for same work when compared to other participant organisations;
    • People Equity – Individual employee recognition; and
    • The organisation’s competitive market position.
    The table below further describes these concepts:

    Table: Elements of an Effective Total Rewards Strategy
    Internal Equity External Equity People Equity The Organisation’s Competitive Market Position
     
    Same pay for same work
    Same pay for same work within comparator organisations  
    Individual employee or team recognition
    Organisations need to establish which job categories / skills are critical or core to their business and their competitive market pay position(s) for these and all other organisation. positions.
    This includes having and / or developing:
    • Job descriptions for all job categories;
    • Placing positions in job families / level descriptors; and
    • Grading the relevant job categories and not the person.
    “The market for any job category is where you lose your labour to or draw your labour from.”
     
    The correct salary surveys therefore need to be targeted by the organisation for their relevant job categories.
    This includes the following:
    • Performance Appraisals;
    • Short-Term Incentive Bonus Schemes, and
    • Retention Bonus Programmes
    Competitive market positions include the following:
    • Lead payer
    • Lead / Match payer
    • Match Payer
    • Match / Lag Payer
    • Lag payer

    External Competitiveness: Determining the Pay Level

    An employer’s pay level helps determine its external competitiveness. Three policy alternatives exist: to lead competitors or comparators pay, to match it, or to lag below it. Variations may however exist, employers may tie pay to the organisation’s financial success through bonuses when profits are high, and which will result in pay leading that offered by comparator organisations. Another variation is to become an ‘employer of choice’ by emphasising the total return in addition to pay, such as employment security, training and development, the status of working for a highly respected employer or challenging projects. In practice, some employers use different policies for different divisions and or job categories.

    How an organisation positions its pay relative to its comparators or competitors depends on three major factors:
    • Supply and demand for the relevant job categories;
    • The organisation’s financial vitality and in turn what the organisation can afford to pay; and
    • The strategic and operating objectives that the organisation has established.
    The pay level has a twofold effect on pay objectives:
    • It directly affects the employers operating costs; and
    • It also directly affects the employer’s ability to attract and maintain a stable and qualified work force.
    Consequently, the policies and practices related to external competitiveness are among the most critical in compensation management. It is my opinion that it is far more important to pay rates of pay according to the organisation’s competitors or comparators. The least important factors were the organisation’s financial position and ability to pay.

    Failure to match pay of competitors or comparators causes employee dissatisfaction; limits an organisation’s ability to recruit and retain and ultimately will eventually oblige the organisation to pay prevailing rates. A number of researchers have however linked high rates of pay to ease of attraction, reduced vacancy rates and training time, and better quality employees. Research carried out also suggests that increasing pay levels reduces turnover and absenteeism. 

    Costs associated with the loss and subsequent replacement of staff typically include the following:
    • Separation costs: These include the costs of separation and / or severance pay, the employee being disengaged prior to separation and the effect on other employees morale and turnover of any period of vacancy during the replacement research period;
    • Acquisition costs: These include the costs of recruitment, selection and placement, or alternatively the costs of promotion or transfer within the organisation;
    • Learning and induction costs: These include the costs of the new employee acquiring the necessary skills, knowledge and expertise to perform in his / her new position, the time required to adjust to the organisation and integrate into the work team. This also includes the time costs related to the current employees in the organisation needing to induct, train and provide the necessary handover to the new employee.
    Additional costs, however, not easily measurable cost concerns is the accumulated knowledge, experience and training that staff ‘take with them’ when leaving the organisation. This would obviously vary by employee level and is most significant at senior staff and management level.

    The table below also summarises the three competitive market positions in more detail:

    Table: Summary of the Four Competitive Market Position 

    Competitive market position Pay Level Methodology How the organisation will be viewed
    To lead comparators for the entire financial year Equals the ‘upper quartile’ or 75th percentile market levels plus the projected increase for the following year
     
    The 75 percent quartile is a figure which marks the level where 25 percent of the participating organisations’ pay more than, and 75 percent pay less than the indicated value.
    The organisation starts the year ahead of its competition and remains there until the end of the year, when market rates catch up.  As a ‘lead payer’ organisation. As a ‘lead payer’ organisation.
     
    The organisation will be in a position to attract experienced and high performing talent and attract that talent by paying higher than market remuneration packages.
    To match comparators for the entire financial year Equals the ‘median quartile’ or 50th percentile market levels plus the projected increase for the following year.

    The 50th quartile is a figure which marks the level where 50 percent of the participating organisations’ pay more, and 50 percent pay less than the indicated value
    The organisation’s pay levels will be slight ahead of its competition during the first half of the year and ‘match’ the market during the second half As a ‘match’ payer.
     
    The organisation will attempt to hire more qualified applicants than match organisations, but offer more training and development opportunities than lead organisations.
    To lag comparators for the entire financial year  Equals the ‘lower quartile’ or 25th percentile market levels at the beginning of the year plus the projected increase for the following year. Equals the ‘lower quartile’ or 25th percentile market levels at the beginning of the year plus the projected increase for the following year.
     
    The 25th quartile is a figure which marks the level where 75 percent of participating organisations’ pay more than, and 25 percent pay less than the indicated value.
     
    The organisation’s pay levels will ‘lag’ the market during the first and second half of the year. As a ‘lag’ payer
     
    The organisation will start losing its ability to attract top talent and employees with the necessary experience, knowledge and skills but may offer additional training and development opportunities as a means to attract and develop employees.

    Averile Ryder is a founding member of Averile Ryder Reward Specialists. Should anyone reading this article need additional information or market-related remuneration levels within the nonprofit sector they can contact Averile Ryder on 011 453 0080 or 083 293 2037 or email her on averile@rewardspecialist.co.za

     

    Author(s): 
    Averile Ryder
  • Saide: Senior Story Publisher

    South African Institute for Distance Education
    Please note: this opportunity closing date has passed and may not be available any more.
    Opportunity closing date: 
    Sunday, February 2, 2014
    Opportunity type: 
    Employment
    The South African Institute for Distance Education's (Saide) recently established, innovative African Storybook Project aims to support early literacy development through creating and stimulating the use of a website and digital library of openly licensed local language stories for the first few years of reading. Founded in 1992 as an educational Trust, Saide strives to increase access to quality cost-effective education through the use of open learning approaches, quality distance education strategies, and appropriate technology in South Africa and the African region.

    Passionate about children’s early literacy? Interested in joining the African Storybook Project team? Saide’s innovative African Storybook Project aims to support early literacy development through creating and stimulating the use of a website and digital library of openly licensed local language stories for the first few years of reading.

    Saide seeks to appoint a Senior Story Publisher, based in Johannesburg.

    The key role for this position is to lead the process of selecting, developing, and versioning stories for early reading (in local languages and English), working with the country coordinators in Kenya, Uganda, South Africa and Lesotho and their writers.

    This is a full or major time contract position until December 2016.

    Requirements:
    • Passion for and knowledge of African children’s literature for the early years, including emergent literacy;
    • Ability to recognize stories with potential to engage young African readers from a range of contexts and support reading for pleasure;
    • Ability to mentor African language writers in selecting, re-shaping and/or writing stories for young readers;
    • Good design sense, particularly the relationship between illustration and text in early reading material;
    • Strong interest in (or experience of) web-publishing;
    • Relevant Honours degree;
    • Excellent English communication skills, both oral and written.
    A working knowledge of one or more African languages will be an advantage.

    Remuneration commensurate with skills and experience will be offered.

    To apply, submit a written one-page motivation, CV and the names and contact details of three work-related referees to Maureen Madonsela at aspvacancies@saide.org.za.

    Please quote the source of this advertisement in your application - NGO Pulse Portal.

    Enquiries: Tel: 011 403 2813.

    More comprehensive project and position descriptions are available on the website.

    For more about the South African Institute for Distance Education, refer to www.saide.org.za.

    For other vacancies in the NGO sector, refer to www.ngopulse.org/vacancies.

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    Want to reach the widest spectrum of NGO and development stakeholders in South Africa as part of your communication and outreach objectives? Learn more about how the NGO Pulse Premium Advertising Service can support your communication requirements. Visit http://goo.gl/MUCvL for more information.
  • Saide: Partner Development Coordinator

    South African Institute for Distance Education's (Saide)
    Please note: this opportunity closing date has passed and may not be available any more.
    Opportunity closing date: 
    Sunday, February 2, 2014
    Opportunity type: 
    Employment
    The South African Institute for Distance Education's (Saide) recently established, innovative African Storybook Project aims to support early literacy development through creating and stimulating the use of a website and digital library of openly licensed local language stories for the first few years of reading. Founded in 1992 as an educational Trust, Saide strives to increase access to quality cost-effective education through the use of open learning approaches, quality distance education strategies, and appropriate technology in South Africa and the African region.

    Passionate about children’s early literacy? Interested in joining the African Storybook Project team? Saide’s innovative African Storybook Project aims to support early literacy development through creating and stimulating the use of a website and digital library of openly licensed local language stories for the first few years of reading.

    Saide seeks to appoint a Partner Development Coordinator, based in Johannesburg.

    The incumbent will be responsible for advocacy for the project, attracting a wide range of partners in the region and internationally and developing mutually beneficial ways of working with them.

    This is a full or major time contract position until January 2017.

    Requirements:
    • Demonstrated ability to use networking and advocacy to build sustainable projects;
    • Critical understanding of website design and social media;
    • Passion for stories and story development for young readers especially in local languages;
    • Commitment to innovative early literacy development, using technology and openly licensed material;
    • A strategic sense, with the ability to analyse the experience in the pilot phase and make recommendations for long term sustainability;
    • Excellent English communication skills, both oral and written as well as knowledge of one or more indigenous African languages;
    • Master’s degree in a relevant area.
    The incumbent must be prepared to travel widely in the African region and elsewhere as required.

    Remuneration commensurate with skills and experience will be offered.

    To apply, submit a written one-page motivation, CV and the names and contact details of three work-related referees to Maureen Madonsela at aspvacancies@saide.org.za.

    Please quote the source of this advertisement in your application - NGO Pulse Portal.

    Enquiries: Tel, 011 403 2813

    More comprehensive project and position descriptions are available on the website.

    For more about the South African Institute for Distance Education, refer to www.saide.org.za.

    For other vacancies in the NGO sector, refer to www.ngopulse.org/vacancies.

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    Need to upgrade your NGO's technology capacity and infrastructure? Need software and hardware at significantly discounted prices? Refer to the SANGOTeCH online technology donation and discount portal at www.sangotech.org.
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