WESSA Groen Sebenza Handbook 2021

WESSA GROEN SEBENZA HANDBOOK

Table of contents

Welcome To Wessa Groen Sebenza ……… . ………………………………………… .

3

More About Wessa ………………………………………………………………… . … ..

5 6

The Wessa Way ……………… . ……………………………………………………… . …

A Brief History Of Wessa ……………………………………………………………… Wessa In Numbers …………………………………………………………………… ..

7

8 9

Wessa Footprint …………………………………………………………………… . … ..

Wessa Groen Sebenza

The Wessa Groen Sebenza Team ………………………………… .. …

11

Groen Sebenza Overview ………………………………………… . … . Understanding The Green Economy ………………………………………… .. ……

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13

Theory Of Change For A Green Economy ………………………………………… .

14

Basic Structure of the Groen Sebenza Project ………………………………………

15 16 17 19

Groen Sebenza Roles And Responsibilities …………………………………………

What To Expect From An Internship ………………………………………… ... …… . Policies And Procedures ………………………………………………………… . …… Skills Development Agreement ……………………………………………………… .

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Skills Development Programme ……………………………………………… .. …… .

29 34 45

Optimising your internship year ……………………………………………… .. …… . Contact Details ……………………………………………………………………… ...

2021. WESSA Groen Sebenza. All rights reserved, excluding certain content and images that is publicly available and taken from the internet. Any redistribution or reproduction of part or all of the contents in any form is prohibited other than printing or downloading to a local hard disk extracts for your personal and non-commercial use only.

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Welcome to WESSA Groen Sebenza!

A Message from the Groen Sebenza Team

Welcome to WESSA Groen Sebenza! We are happy you are with us and look forward to you joining our network of People Caring for the Earth.

We have developed this Groen Sebenza Handbook to get you acquainted with WESSA Groen Sebenza and how you fit into the bigger picture. This handbook compliments the induction training, so your main priority is to be a sponge and soak up all the information coming your way. Not only will this Groen Sebenza Handbook get you familiar with WESSA Groen Sebenza, it is also meant to be a useful tool to refer to during your Groen Sebenza Journey. The goal of this resource is to contain all the relevant information you need to know now and for the months to come.

All the best for your induction and thank you for joining us on this journey. Welcome to the WESSA family.

Regards,

The Groen Sebenza Project Team

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WELCOME TO WESSA!

WESSA implements effective environmental, sustainable tourism, education and youth development programmes throughout South Africa, and activates a wide range of local initiatives for the environment

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MORE ABOUT WESSA

OUR VISION

To be a highly effective and well -supported champion of the environment.

OUR mission

To implement high impact environmental and conservation on projects which promote public participation on in caring for the Earth.

OUR AIM

To contribute to conserving the Earth’s vitality and diversity.

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THE WESSA way

Integrity We do the right thing… Always! We conduct ourselves with dignity, integrity, transparency and apply ethical and professional business practices.

Mutual Respect We have an open communication policy, and conduct ourselves with dignity, compassion and respect for our colleagues, stakeholders and the environment

Excellence Consistency, passion, professional conduct and behaviour are the key drivers that create a culture of excellence in the work we do and lives we touch

Innovation We embrace diversity, empowerment and entrepreneurial thinking. There is no box!

Accountability No person is a silo, we utilise each other’s skills, expertise and unique capabilities to enhance and optimise our collective outcomes. It takes a village!

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A brief history of WESSA WESSA researches, develops and implements both accredited and non-accredited environmental, sustainable tourism, education and youth development programmes throughout South Africa. WESSA is the sole implementer of all International Foundation for Environmental Education programmes in South Africa and is also the implementer of choice of Collectively, the various WESSA youth programmes touch the lives of more than a million young people and more than 40 000 teachers every year. More than through the Blue Flag and Green Coast endeavours. WESSA has been appointed custodian of the Groen Sebenza programme in the all 9 provinces. An active volunteer membership throughout the country is at the forefront of WESSA’s work to ensure the restoration of ecosystems, improvement of the school curriculum, the creation of job opportunities, tourism growth, and the responsible management of our coastline. 800 unemployed youth are receiving hands-on training various youth development programmes on behalf of the government and private sector.

Successful campaign for KNP proclamation 1926

Establishment of Addo Elephant Park 1931

Founder member of IUCN 1948

Twinstreams initiated – one of the first Environmental Education centres in Africa 1952

Lead campaign to incorporate Eastern Shores into GSLWP 1972

uMngeni Valley Education project initiated 1973

First environmental strategy for SA developed – first NGO in the world to do so 1980

Bushpigs Education Centre is established 1989

Custodians of Blue Flag programme 2001

Founder member of the Centre for Environmental Rights 2010

Initiated FEE Eco- Schools Programme 2003

Initiated the International Green Key Programme in South Africa 2016

Major partner in the SANBI Groen Sebenza programme 2013

WESSA partners with Anglo American to open Sishen Education Centre 2018

Initiated LEAF and YRE. Pioneered Green Coast programme 2017

uMngeni alley proclaimed as Nature Reserve 2019

EnviroKids turns 40 2019

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WESSA IN NUMBERS

We provide a unique and diverse variety of e-STEAM educational experiences in an outdoor classroom environment

Education Centres

People Reached 25 434

389 Schools

5 Centres

WESSA Schools Programme

People Reached 514 265

Supporting and improving school curricula with regards to environmental learning, equipping children to live sustainably in the future

631 Schools

9 465 Teachers

504 800 Learners

WESSA Training

Effective training, education & skills development programmes designed to address the critical scarcity of the skills that are required to drive the green & blue economy

1 321 Youth Trained

783 Skills courses delivered

19 Pilot Blue Flag Sites 48 Full Status Blue Flag Sites 4 Sustainable Boating Operators 6 Marinas

WESSA Sustainable Tourism

Actively working to promote & develop sustainable tourism while providing solutions to the challenge of unemployment, poverty and inequality

6 Green Coast Sites 2 Green Key Properties

Membership and Youth Volunteer Programme

Year-long learnership providing training to unemployed, disadvantaged youth. Membership initiates conservation programmes and activities at local levels

5 Membership Regions

788 Membership

322 Life Members 637 Supporters

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WESSA FOOTPRINT

Limpopo

92

Mpumalanga

Gauteng

20

46

North West

27

KZN

54

226

11

Free State

Northern Cape

10

53

Eastern Cape

5

6

46

110

Western Cape

1

1

7

31

2

2

5

4

Blue Flag Beaches

WESSA Bush Pigs

Schools

Sustainable Boating Operators

WESSA uMngeni Valley

Marinas

Pilot Beaches

WESSA Twinstreams

WESSA Treasure Beach

Green Coast Sites

WESSA Sishen

Green Key Properties

WESSA Offices

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WESSA GROEN SEBENZA

Understanding the bigger picture of Groen Sebenza – the history, the purpose and the theory of change in the context of building a Green Economy. Learn about the WESSA Groen Sebenza Project and how it fit into the bigger picture with roles and responsibilities mapped out.

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The WESSA Groen Sebenza Team

The following WESSA staff members make up the Groen Sebenza Team and will be coming along with you on your Groen Sebenza journey.

Noxolo Mtshibiliza Groen Sebenza Project Administrator (WESSA Schools & Youth)

Mike Denison Senior Project

Kerry Mclean Groen Sebenza Project Manager (WESSA Schools & Youth)

Manager (WESSA Schools & Youth)

Lameez Eksteen Project Advisor (WESSA Schools & Youth)

Slu Kunene Project Accountant (WESSA Finance)

We look forward to getting to know you!

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Groen Sebenza Overview

How did Groen Sebenza come about?

The South African National Biodiversity Institute (SANBI) embarked on a major skills development and job creation pilot programme in 2013 and named it Groen Sebenza. Starting out as a Jobs Fund Partnership Project funded by the National Treasury aimed at developing priority skills in the biodiversity sector to create sustainable job opportunities for unemployed graduates and non-graduates. The project matches young South Africans from previously disadvantaged backgrounds with experienced biodiversity professionals to learn and gain the competence and confidence to embark on rewarding and meaningful biodiversity careers.

Groen Sebenza Facts:

• Groen Sebenza aims to develop priority skills in the biodiversity sector in order to generate sustainable jobs for unemployed graduates and matriculants. • Groen Sebenza is currently funded by the Department of Forestry, Fisheries & the Environment (DFFE) and forms part of the Expanded Public Works Programme (EPWP)

The objective of Groen Sebenza is to bridge the gap between education and job opportunities in the biodiversity sector and the green economy.

• Groen Sebenza gives the participating youth workplace experience through a structured mentoring, skills development and training programme. • South Africa has a shortage of skills to manage its biodiversity. The project has been designed to address this lack of skills which has historical roots. • The training and mentoring of the participants will result in the building of a pool of young and capable professionals in the biodiversity sector. Some of these young people will go on to become entrepreneurs in the sector. • The partnership approach of Groen Sebenza will result in a strong, integrated, multi-institutional skills development and job creation system. • South Africa’s green economy offers substantial opportunities for job creation and development, particularly in biodiversity and natural resource management. • The value of South Africa’s ecosystems services is R73 billion per annum or 7% of the GDP. • Investing in human capacity to grow the country’s natural capital is ultimately an investment in the economy.

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Understanding the Green economy

South Africa views a green economy as a sustainable development path based on addressing the interdependence between economic growth, social protection and natural ecosystems. A more formal definition can be regarded as a “system of economic activities related to the production, distribution and consumption of goods and services that result in improved human well-being over the long term, while not exposing future generations to significant environmental risks or ecological scarcities” . It implies the decoupling of resource use and environmental impacts from economic growth. It is characterized by substantially increased investment in green sectors, supported by enabling policy reforms.

The country’s sustainable development vision is outlined in the National Framework for Sustainable Development (2008) as:

“South Africa aspires to be a sustainable, economically prosperous and self-reliant nation state that safeguards its democracy by meeting the fundamental human needs of its people, by managing its limited ecological resources responsibly for current and future generations, and by advancing efficient and effective integrated planning and governance through national, regional and global collaboration”

Source: www.environment.gov.za

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Theory of Change for a Green Economy

What is a Theory of Change? Theory of Change is a methodology for planning, participation, and evaluation that is used in companies, philanthropy, not-for-profit and government sectors to promote social change. Theory of Change defines long-term goals and then maps backward to identify necessary preconditions.

Long-term goal of a green economy in South Africa? Growing the green [and blue] economy will enable a more robust and sustainable economy for South Africa.

The critical precondition? This potential growth is dependent on emerging young professionals having the competencies and capabilities to meet the job market demand.

How do we enable the precondition? Positioning young professionals, under guided supervision with training, enables more effective integration of academic learnings with real job diversity demands and builds a community of competencies to transition, with new knowledge and experience, into the demands of the expanding and increasingly circular economy.

A green economy is a circular economy!

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Green Economy Theory of Change The Groen Sebenza Project

The WESSA Groen Sebenza Project supports the Green Economy Theory of Change by contributing to the precondition of capacitated and empowered young professionals pursuing careers in the green economy. The Department of Forestry, Fisheries and Environment (DFFE) is the custodian of the Groen Sebenza Programme. DFFE has partnered with WESSA to implement the WESSA Groen Sebenza Project. WESSA has partnered with Host organisation that will host a 12 month internship providing experiential learning and mentoring support. WESSA recruits young South African graduates into a skills development internship and provides training and support.

Basic structure of the WESSA Groen Sebenza Project

1

Dept. of Forestry, Fisheries and the Environment

2

3

Host Organisations -Mentors-

Interns

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Groen Sebenza Roles and Responsibilities

• Overall coordinating and implementing support • technical support • monitoring & evaluation

Expanded Public Works Programme

Department of Forestry, Fisheries & Environment

• Funder • Contract Management • Compliance • Host

• Contracted Service Provider • Project Management • Procurement • Recruitment and appointment

• HR process • Skills programme • Mentoring oversight • Host

WESSA

• Professional oversight • Support • Linkage between organisations, hosts, implementers

• Provide Workplace experience • Mentoring & Support • Workplace attendance and performance tracking

Host Organisations

Mentors

• Support host organisation operations • Position based Key Performance Areas

• Abide by Conditions in skills agreement • Open to learning and mentoring • Attend all training

Groenies

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What to expect from an internship?

An Internship Is…

An internship is an experiential experience in which a has intentional learning goals/objectives with measurable outcomes. These learning goals/objectives may include:

The intern may explore a specific field of interest, expand his or her professional network and gain and understanding of the qualifications and duties involved in a specific profession or career field. The intern gains an understanding of the transferable skills and knowledge required for success in a professional work environment and integrates those skills in their academic learning.

The intern may apply, and test

knowledge learned in the classroom to a professional work environment.

Career Development

Academic Learning

The intern gains decision-making skills, self- confidence, business savvy, ethics, and teamwork required for success in a professional work environment

Personal Development

Skills Development

An internship is designed as an exchange. The intern agrees to complete work that will benefit the host organization and in return is offered the opportunity to learn new skills, expand his or her knowledge of a particular field and explore career options. Hosts see interns as fruitful and economical resources with which they can accomplish projects not otherwise possible. They believe interns bring enthusiasm and new ideas into work settings and make strong employees. Just as importantly, employers feel an increasing commitment to education and want to help train interns to assume responsible roles in society.

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An Internship Is Not …

During your placement we recommend that you maintain realistic expectations regarding your internship. The following is a list of things an internship is not:

• A Guarantee Job Offer: Although some interns are offered part-time or full-time employment as a result of contacts they make during their internships, there is no guarantee that an internship will result in a job. The best way for interns to gain career and job advantages during an internship is by building information and referral networks. • A Lackey/Servant Position: An intern should not spend most of their time completing menial tasks. A fine balance must be cultivated between ensuring the intern has a meaningful learning experience and addressing the completion of more routine work responsibilities involved in all positions and projects. • A time to Slack Off: A supervisor expects an intern to be a contributing member to the organization, just like an employee. Most interns report working just as hard, if not harder, with an internship position as they do for other academic courses. • Time to Act Like a Resident Expert: Most interns do not have the time, expertise, or knowledge of the organization to tackle self-initiated projects. This is an opportunity to test prior learning in a humble and tactful way. Application can be done only if the intern remembers his or her role and purpose.

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POLICIES AND PROCEDURES

Policies guide us toward certain outcomes. Decisions, big and small are guided by policy on different scales. Internationally, countries agree on how to engage with one another or the natural resources they share. National policies guides the country's objective and critical areas of focus. WESSA and other host organisation have policies which drives organisational purpose.

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Orienting you to Environmental policy frameworks

While it may not be necessary to know all policy verbatim, it is important to understand the frameworks which underpins the work you do in the biodiversity sector. As an intern, this could be a good point of reference for you, particularly as you learn about the policy that shapes the mandate of various organisations.

Here is a summary of South Africa’s environmental policy:

Key international, continental and national policy

Sustainable Development Goals

Agenda 2030

National Development Plan

Social and developmental policies are instrumental in Youth Development initiatives such as internships, bursaries, learnerships etc.

National Environmental Management: Protected Areas (2003)

National Environmental Management Act (1998)

National Environmental Management: Air Quality (2004)

National Youth Service (NYS) Framework (2017)

National Water Act (1998)

National Environmental Management: Biodiversity Act (2004)

Higher Education Act (1997)

Marine Living resources Act (1998)

National Environmental Management: Integrated Coastal Management (2008)

Integrated Youth Development Strategy (2019)

National Youth Policy (2020)

National Forests Act (1998)

from the constitution

The basis of all RSA policy stems

South African Constitution (1996)

South Africa’s National Climate Change Adaptation Strategy (2019)

International treaties and agreements influence our policies

Convention on International Trade in Endangered Species of Wild Flora and Fauna (CITES)

Ramsar Convention on Wetlands of International Importance

United Nations Framework Convention on Climate Change

Convention on Biological Diversity (CBD)

Kyoto Protocol

Read more: www.environment.gov.za

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Orienting you to key WESSA Policies

NAME OF POLICY

PURPOSE OF POLICY

To provide a uniform set of WESSA disciplinary rules and regulations which employees are expected to abide by and which managers are expected to enforce.

1 Disciplinary Policy

2 Grievance Policy The purpose is to formalise the procedure whereby employee complaints and grievances may be channelled and resolved at the lowest possible level within WESSA, as speedily as possible, and in a manner acceptable to the parties concerned.

The purpose of this policy is to clearly define the S&T related expenses that may be funded from project funds, to set out the conditions and authorisation required, and to clarify the various related processes and responsibilities. All interns should seek to minimise these expenses. WESSA will not pay a subsistence or travel allowance, however will reimburse staff for acceptable expenses incurred, whilst away from home and on official business. The purpose of this policy is to ensure fairness, consistency and compliance with applicable legislation by providing guidelines for dealing with employees who contract a life-threatening, notifiable or communicable illness. It is to create a working environment where employees who suspect that they might be suffering from a life- threatening illness can seek assistance and feel free to confide in their management regarding their suspected condition.

3 Subsistence and Travel Policy

4 HIV/AIDS, Life

threatening and notifiable diseases Policy

5 Racial

To ensure there is a coordinated and consistent approach to addressing/managing incidents of racial harassment.

Harassment Policy

6 Safety Policy

The purpose of this policy is to ensure safe working conditions and practices and to regulate the issuing of safety equipment and protective wear in the workplace.

7 Sexual

The purpose of this policy is to outline WESSA’s stance on sexual harassment and to set out a procedure to ensure that reported cases of sexual harassment are dealt with seriously, expeditiously and confidentially. The purpose of this policy is to provide employees who are abusing substances with the opportunity to be identified and re-habilitated in the earliest stages of dependency, to create awareness amongst management and employees of the nature of substance abuse, its effects on individuals and their families and the Company’s approach to assisting substance abusers. It is also to ensure fairness, consistency and compliance with the Occupational Health & Safety and Labour Relations Acts by providing guidelines for dealing with employees who report for work in an unfit condition or who partake of prohibited substances during working hours.

Harassment Policy

8 Substance

Abuse Policy

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LEGISLATIVE REQUIREMENTS :

WESSA has to comply with a number of legislative requirements, namely:

⚫ Constitution of the Republic of South Africa Act No. 108 of 1996. ⚫ Basic Conditions of Employment Act No. 75 of 1997. ⚫ Occupational Health and Safety Act No. 85 of 1993. ⚫ Employment Equity Act No. 55 of 1998. ⚫ Skills Development Act No. 97 of 1998. ⚫ Labour Relations Act No. 66 of 1995. ⚫ Compensation for Occupational Injuries and Diseases Act No. 180 of 1993. ⚫ Protection of Personal Information Act No.2 of 2000.

Legislative requirements specific to Groen Sebenza:

⚫ Sectorial Determination 4: EPWP ⚫ EPWP Code of Conduct

FORMS, TEMPLATES AND IMPORTANT LINKS

⚫ Personal Details Form ⚫ EEA1 ⚫ Acknowledgement of Policies and Procedures ⚫ Asset Handover ⚫ Disciplinary Appeal ⚫ Attendance Register & Leave Request Form ⚫ Travel Claim ⚫ Payroll change Request Form ⚫ KPA template ⚫ Quarterly Performance Report

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THE SKILLS DEVELOPMENT AGREEMENT As the implementer of the Project, WESSA is responsible for initiating your Internship during the project, ensuring that you receive the development opportunities that the Project is designed to provide, and for paying you a stipend as prescribed by the Project. The Skills Development Agreement governs the relationship between you & WESSA and stipulates the working conditions governed by the EPWP Sectorial Determination 4 and the EPWP Code of Good Practice. Copies of these documents can be found in the Policies & Procedures section above. The key elements of your Skills Development Agreement are outlined below.

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DURATION • The agreement is of a temporary nature. • It will endure for a fixed duration for 12 months, the period of which will commence from the date of last signature. • The agreement will automatically terminate by the effluxion of the fixed period. • Such termination shall not be construed as being a retrenchment. • The normal place of work will be at your designated host organisation, and you are required to report there for duty unless instructed otherwise. • You may be temporarily assigned to other places of work within in your area. • COVID restrictions and safety policies could result in work-from-home scenarios as determined by your host. PLACE OF WORK SKILLS DEVELOPMENT COURSE • You are mandated and expected to participate in the skills programme that will be coordinated by WESSA. • You are required to commit to finish the 12-month skills programme, which includes a virtual Induction, Occupational Health & Safety training, 28 days of virtual training sessions covering modules on Professional Development, Landscape and Resource Management and Business Skills coupled with workplace experiential learning. • A quarterly performance evaluation will take place as per the schedule and templates provided by WESSA.

• Your stipend will be determined on the basis of qualification level as the rates stipulated below. COMPENSATION

• The monthly stipend will be paid by bank electronic transfer between the 25th and 31st of each month. • Payment of salaries will only be made on submission of approved submitted payroll documentation. • Statutory deductions such as UIF (1%) will be deducted. • Should you change your bank details during the course of the Programme, a payroll change request form must be completed and submitted to WESSA.

STIPEND Cost per unit (RANDS)

GROEN SEBENZA Stipends Breakdown

MSC

R9 103,00

Honours

R 8 136,00

Bachelor

R5 689,00

National Diploma

R5 689,00

Matric

R3 982,50

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WORKING TIMES

• You will work on average 22 days per calendar month, with a standard 40 hour work week. • You will work on any 5 days out of 7 per week, which may or may not for operational reasons include a Saturday, Sunday/and or Public Holiday. • Working hours are usually from 08h00 to 17h00, with a lunch break of at least 30mins • Host organisations, according to the operational requirements of the business, may vary these times in consultation with interns.

OVERTIME

• Overtime, defined as any hours worked that exceed 40 hours per week, will not be scheduled by WESSA • Should you be required to work overtime in excess of a 40 hour week in extreme or emergency scenarios, you will be compensated with time off in lieu i.e. the remaining hours to be worked will be reduced in accordance of a 40 hour work week. Overtime rates do not apply to EPWP • Overtime worked cannot exceed 10 hours. • Should you be required to work on a Sunday you will be compensated with time off in lieu at a rate 1.5. • Should you be required to work on a gazetted public holiday you will be paid double. • Interns apply for leave 2 weeks in advance by completing the Leave Application template. • Designated host mentors approve the requested leave and submit to the Groen Sebenza Project Administrator. • Should leave balances allow, WESSA will give final approval for the leave. • Leave applications also need to be completed for time off in lieu, sick leave, study leave, family responsibility leave and maternity leave. • Leave application forms are submitted together with the monthly timesheet. APPLYING FOR LEAVE ANNUAL LEAVE • You are entitled to 1 (one) day’s paid annual leave for every 17 (seventeen) days worked. • The annual leave must be taken no more than six (6) months after accumulation. • Leave accumulates proportionately from the date of commencement of employment. • Leave cannot be taken before it becomes due. • Leave dates must be agreed beforehand with your Mentor and the WESSA Project Administrator by application two (2) weeks beforehand.

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SICK LEAVE • You are entitled to 1 (one) paid sick leave day for every 26 (twenty-six) days worked. • You will not be granted paid sick leave for absences longer than two consecutive working days unless the Manager has been provided with a certificate signed by a registered Medical Practitioner that attests to the reason/s for the absence and that covers the entire period of the illness or medical complaint. • Same as above applies if you are absent from work on a day previous or after an off day. • Same as above applies if you are absent from work on more than two occasions during an eight-week period. • Should you be unable to attend work due to illness or medical incapacity supervisors must be notified by 08h00 on the day of absence.

• You shall be entitled to three days per annum, on request, when the your child is sick or for the death of one of the following: spouse or life partner, parents, adoptive parents, grandparents, children, adopted children, grandchildren and siblings. • Management may request proof of such absence. FAMILY RESPONSIBILITY LEAVE

• You may take up to four consecutive months’ unpaid maternity leave which shall be done in accordance with the provisions of clause 9 of MD4 and as agreed with WESSA. • WESSA will assist with the UIF application. MATERNITY LEAVE

HEALTH and SAFETY

• WESSA abides by the Occupational Health & Safety Act 85 of 1993 and has a Safety Policy. • The purpose of this policy is to ensure safe working conditions and practices and to regulate the issuing of safety equipment and protective wear in the workplace. • You will receive OHS training and have the responsibility, along with your Supervisor, to identify potential risk and to always work safely. • Should an Incident on Duty occur the incident must be reported immediately to WESSA. • WESSA will initiate the requires process with the Department of Labour.

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TERMINATION

• This agreement terminates automatically on the end date stated in Clause 5 of your skills agreement. • Such termination shall not be construed by the intern as being a retrenchment. • If you are absent for more than three consecutive days without informing the Host/WESSA of an intention to return to work or training will have automatically terminated the contract (desertion), in terms of the termination rules under the EPWP. However, you may be re-engaged if agreed to by the participant’s Host and WESSA. • Summary dismissal may take place after a disciplinary hearing. In such instances the agreement may be terminated with immediate effect without notice pay. However, all other monies due to the intern will be paid. • If you no longer have a placement at a host institution, for whatever reason; and where WESSA has not been able to reassign the intern to an alternate host, despite having taken reasonable steps to do so; then WESSA reserves the right to terminate this contract. DISCIPLINARY • You will be required to adhere to the disciplinary procedures of WESSA and their Host Organisation. • These Rules and Regulations will be explained at the Induction and the you will be required to sign acknowledgement thereof. • Summary dismissal may occur due to, but not limited to any of the serious acts of misconduct listed in WESSA’s Policies. INTOXICANTS • It is specifically forbidden for you to report for duty under the influence of alcohol or chemical substances, to partake of or be in your possession during working hours. • As per the skills agreement you agree to submit to an alcohol test at any time during working hours on the premise, should the Host Institution call upon you to do so.

LAPTOPS

• You shall be issued with a laptop and laptop bag. • The laptop remains an asset of DFFE for the duration of the project. • It is your responsibility to look after the device and report any incidences relating to the laptops (loss, stolen, damaged). • An asset register form will need to be filled out upon receiving the laptop.

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PROTECTIVE CLOTHING and UNIFORM • When relevant WESSA, at its sole discretion, and in compliance with the OHS Act, shall issue all relevant protective clothing or branded uniform as dictated by the project. • You shall be responsible for the laundering and safekeeping of protective clothing issued to you.

MEDICAL FITNESS

• When relevant WESSA, at its sole discretion, and in compliance with the OHS Act, shall require Interns to undergo Medical Fitness Tests. • The Intern shall report at the arranged venue for this test. • WESSA will be responsible for the cost of such tests.

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SKILLS DEVELOPMENT PROGRAMME Skills development is the process of identifying your skill gaps and developing and honing these skills. It is important because your skills determine your ability to execute your career plans with success. The Groen Sebenza skills development Programme aims to support your skills development journey.

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Non-accredited skills programme

The Groen Sebenza skills programme is a non-accredited training programme specifically designed around building capacity in a broader “landscape management” theme. The approach will be multidisciplinary combining professional and personal development, components of natural resource management encompassing environmental practices and people-environment relationships as well as an introduction to entrepreneurial business skills to capacitate your role at your host organisation and for future endeavours.

The training programme has been designed to provide a general foundation of knowledge and skills which will better equip you to effectively understand your roles and responsibilities in the workplace within the green economy.

We hope that, through this programme, you will be inspired to continue studying towards accredited qualifications in sectors which may not have been previously considered. We believe that it is our collective responsibility to ensure that you access opportunities towards sustainable employment after the programme has ended and in so doing become engaged and active citizens contributing towards the green economy. ALL training, excluding OHS, will be done online to reduce costs using a platform such as Zoom or TEAMS. You will receive a WESSA certificate of attendance upon completion. All learner material will be specifically developed and converted to pdf format which will be emailed to you prior to each training session.

The complete and updated Training Plan will be provided to you during or soon after the induction training.

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Mentor-Mentee Relationship

“Mentoring is a brain to pick, an ear to listen, and a push in the right direction.” ~John Crosby

Each of you will have an assigned Mentor throughout your Groen Sebenza Journey. Mentoring is a key component of the skills programme. Mentoring is often described as a professional relationship in which an experienced person assists a less experienced person in developing specific skills and knowledge that will enhance their professional and personal development.

The mentoring relationship is built on mutual trust, respect and communication, and involves both parties meeting regularly to exchange ideas, discuss progress and set goals for further development.

A mentor does not need to know, or to provide all the answers; instead the mentor encourages the mentee to use their available resources to identify solutions. Research shows mentoring can have a positive influence on mentees, mentors and organisations in areas of professional development, productivity, promotion and retention.

Therefore, mentoring is a relationship over a prolonged period between two or more people where the mentor provides constant, as needed support, guidance and concrete help to the participant as they travel through life.

Mentoring can expose youth to new information which may help them make better decisions about their current or future lives.

Mentoring is about believing in the unlimited potential of each youth served.

Mentoring is about time and patience.

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Mentor-Mentee Roles

A Mentor’s Role:

A mentor is a caring guide, a wise advisor, a partner on a journey and a trusted friend.

• A mentor can serve as a mirror for the mentee. They can show the younger student who they are and who they can become.

• A mentor is one who can help the mentee feel comfortable in their own skin and appreciate their gifts while at the same time exposing them to new opportunities and modes of thinking. • What makes a mentor “a Mentor” is not that they are perfect or always know exactly what to say, but rather that they are able to form a strong connection with their mentee. This connection can serve as a catalyst for positive change and growth.

A Mentee’s Role:

• Meet with the mentor on a regular basis and keep in contact by telephone or email; • set specific times to meet and ensure that the schedule is kept (if you need to reschedule, give your mentor plenty of notice); • be willing to share their experiences, successes and failures, and observations regarding the workplace, the community, and life in general; • be willing to accept constructive criticism as well as praise; • be courteous; • respond to emails and telephone calls promptly; • not be afraid to ask for the specific type of support the mentee wants in different situations – e.g. advice, a sympathetic ear or help with problem solving. • have realistic expectations; • be critical of feedback and advice – get a second opinion if you do not agree, or discuss other options with your mentor; • realize that relationships are dynamic and may change over time; and • be honest about the relationship and let the mentor know if the relationship has to change due to changes in needs, pressures on available time, etc.

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Peer Mentoring support

What is peer mentoring?

Peer mentoring is a form of mentorship that usually takes place between a person who has lived through a specific experience (peer mentor) and a person who is new to that experience (the peer mentee).

WESSA has been hosting 10 Groen Sebenza participants since 2019. These inspiring young graduates have become integral to WESSA and the units within they are placed. Our Groenies are well inducted into the WESSA way and are in the perfect position to provide peer mentoring support to in-coming Groenies. Our Groenie peer mentors will providing support to you as you transition into the internship and your placement at your hosts. You will be meeting our ‘veteran’ WESSA Groenies during the Induction and we will explain how the peer mentoring will be rolled out. The basic idea is to form a network of mutual support between peers that are n the Groen Sebenza journey.

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OPTIMISING YOUR INTERNSHIP YEAR

Building your career is a lifelong journey. It is in your best interest to set a strong foundation by making the most of this opportunity. Who knows where it can land you?

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Career planning

It is important to make the most of the internship, this opportunity could be a springboard to the rest of your career. While gaining valuable experience and skills are vital, networking and creating a strong professional brand can also fast track your growth and development in the sector. Before we get ahead of ourselves, we need to start with a plan, career mapping can be a blueprint for the rest of your career. A career map is an introspective process whereby you reflect on who you are , your values, passion and goals and align these to the type of work you'd like to do. In life there are a series of transitions and even unplanned pitfalls. A career map can hold things together for you. It can serve as a guide and importantly a tool to continue reflecting and building on. Let's get into it:

Right now

In the future

Your big 'Why'

Alternative routes

Competencies

• My dream organisation is…? • My dream job title is… • I plan to get there by… • In the next 3 years I want to achieve the following... • In the next 7 years I want to achieve the following… • In 15 years I see myself as...

• I studied... • I have these key professional and technical skills … • While studying I learnt the following … • While volunteering, I gained this experience... • My previous work experience is...

• I'm really good at ... • I need to work on… strengthening ..

• My top 3 values are … • My personal mission is … • I knew I wanted to pursue a career in the environment when... • This career path is important to me because...

• Other career options with my skills are...

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Professional branding

Your professional brand communicates the essence of who you are in the workplace. Your brand reflects your professional reputation — what you're known for or would like to be known for. Your brand is an expression of your identity, and the value you bring to your employer or potential employers. There's a saying "your reputation precedes you"... this can be either good or a bad thing depending on how you present yourself. The job market is extremely competitive. Make sure your brand shows what sets you apart, what makes you uniquely you.

Make sure your brand shows what sets you apart, what makes you uniquely you.

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Building your professional brand

In the environment sector, it is common to hear people say 'the sector is small'. That doesn’t refer to the amount of people working in the sector, rather illustrating the interconnectedness- in one way or another people have crossed paths. You can use this to your advantage by always marketing your professional brand, in a subtle but significant manner. There are a number of ways to build your professional brand and impress your current and future employers.

Who needs to know me to help me achieve my goals?

What are my greatest accomplishments?

What is my current reputation?

Here's some questions to explore:

Building your brand is an introspective process. Decide what you would like to be known for and work your way back from there. Consider these steps:

Understand yourself: Align your brand to your values and priorities.

Be true to yourself: Always be authentic. That is when real connections form.

Pro tip: Set up a strong LinkedIn account. Keep it accurate and regularly updated. Connect with people in your area of interest. Create and share relevant content that helps you stand out.

Inspire others: This allows you to be memorable.

What & how you speak: The content you share, always be updated on developments in your area of interest

Be consistent: set and maintain your own standards

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NETWORKING and BUILDING RELATIONSHIPS

Networking will help you develop and improve your skill set, stay on top of the latest trends in your industry, keep a pulse on the job market, meet prospective mentors, partners, and clients, and gain access to the necessary resources that will foster your career development. Try to map your network and analyse where the gaps are and focus your energy on strengthening those. The Groen Sebenza coordinating team, peer mentors and fellow Groenies are your first network. Your university alumni is another network. In your new workplace you have access to a rich network. Build your networks by leveraging on your existing networks. Join forums, mailing lists, attend conferences and public speaking events in your area of interest. Then introduce yourself and keep connected to the peoples or organisation.

Make sure you have a LinkedIn profile set up and keep it up to date! LinkedIn is a great professional networking platform – use it!

https://www.linkedin.com/signup

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Time Management

Time management is a vital skill to master. You might encounter the dreaded procrastination at times but in the work place it is less forgivable than during studies. There are insurmountable strategies and tips out there to help us manage our tasks, but time management is a personal mastery. Example, we all work differently and are productive and highly functional at certain times of the day. Some of you might be more productive in the mornings, others need to sit in a certain environment like office or out in a garden. You might need to block distractions with music. Reflect on what works best for you and align your work tasks accordingly. Now remember that workplaces are still largely traditional. Balance what works for you within the parameters of the existing organisational culture.

Break up tasks into manageable portions

Set goals

Be kind to yourself!

List in order of priority

Plan

Delegate non- essential tasks, if you can

Managing your time effectively and efficiently

Allocate time and deadlines

Organise yourself and all the resources you'll need

Create a routine that works for you

Take breaks, walk-way from your workspace, breath

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Managing your time effectively and efficiently

It is worth your while to understand the organisational time management culture and try to align yourself where you can.

Be aware of these:

• What time does your colleagues arrive at the office and when do they leave? It could be awkward if you are always last in, first out. • Honour meeting times. Try to arrive at the venue 5 minutes before. Or log on 5 minutes earlier to pre-empt technical issues if meeting online. • How long is your lunch and teatime? Do your colleagues eat in breakroom or at their desk? • Are work schedules fixed or scheduled? How will you manage your work time? • Are you expected to be available after hours? How will this be compensated (Not only financially renumerated- good just be for recognition)

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Mental Health Wellbeing

Mental Health Wellbeing is increasingly included in conversations around holistic employer wellness. This is because the stigmas of mental health is slowly dropping. Young people are becoming more comfortable speaking about their struggle with mental health. Mental health in the workplace is as important as physical health. Some workplaces may still be playing catch up when it comes to dealing with mental health wellbeing. The truth is, it affects productivity if undiagnosed and can even lead to revenue loss for an organisation.

Stress and anxiety can become heightened by work pressures and deadlines. It is important to understand your own state of mind and find someone to express your needs to. Ideally, to your mentor, peer mentor or line manager.

Reach out to external resources to help you manage your distress.

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Important contact details

South African Depression & Anxiety Group – SADAG 0800 12 13 14

Adcock Ingram Depression and Anxiety Helpline 0800 70 80 90

Lifeline South Africa 0861 322 322

Befrienders Bloemfontein 051 444 5000

Alcoholics Anonymous South Africa 0861 435 722

Narcotics Anonymous SA 0881 30 03 27

People Opposed to Woman Abuse 083 765 1235

Gender-based Violence Line 0800 012 322

Cape Mental Health +27 021 447 9040

Gauteng Mental Health

Durban Mental Health

Limpopo Mental Health

+27 011 614 6855/6

031 207 2717

015 307 4732

Mpumalanga Mental Health 017 631 2505

North West Mental Health 018 297 5270

Northern Cape Mental Health 053 841 0537

Free State Mental Health 057 352 1046

Pietermaritzburg Mental Health 033 392 7248/9

Port Elizabeth Mental Health 041 365 0502

Vaal Triangle Mental Health 016 931 2910/1

Rehab Mental Health 043 722 1811

Zululand Mental Health 035 787 0146

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