ANNEXURE C

SCOPE OF WORK

1. INTRODUCTION
The Central Energy Fund, CEF (SOC) Ltd, (“CEF”) is involved in the search for
appropriate energy solutions to meet the energy needs of South Africa, the
Southern African Development Community (SADC) and the sub-Saharan African
region, focusing on clean energy options as well as fossil fuels as per the mandate
from the Department of Energy. It also manages the operation and development
of the oil and gas assets of the South African government including strategic crude
oil assets and management. CEF controls entities with commercial and
developmental roles, housed in various operating subsidiaries.

2. BACKGROUND
CEF seeks to appoint a panel of qualified and experienced service providers to render
various Human Resources advisory services over a period of thirty-six (36) months. The
panel of qualified service providers who will provide ongoing market intelligence on
various Human Resources functions namely:

• Recruitment & talent management

• Performance Management & Training and development
• Change Management and Organisational Culture

The service providers must be able to enable the organisation to achieve its Employer
of Choice aspiration, which is focused on ensuring that our talent is remunerated in a
fair, transparent, equitable manner based on latest competitive market remuneration
data of cash and non-cash rewards. CEF and some of its subsidiaries have to date
developed Group Human Resources Strategy and Harmonised its Policies which seeks
to retain its talent.

3. OBJECTIVES
To ensure the HR strategy is derived from and aligned to the organisation`s objectives
in consultation with key organisational stakeholders

To analyse the internal and external socio-economic, political and technological

environment and provide proactive people-related business solutions.

To provide strategic direction and measurement for strategic innovation and

sustainable people practise.

To provide a foundation for the employment value proposition of the organisation.

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To establish a framework for the HR elements of the organisation`s governance, risk
and compliance policies, practises, and procedures which balance needs of all
stakeholders.

4. AREAS OF EXPERTISE

The appointment/shortlisting of this panel of service providers will be

segmented/categorised into categories listed in the table below. An entity may
bid for all categories/expertise if they specialise in all categories. Bidder must
clearly indicate/ tick which area they will be bidding for. Failure to indicate which
expertise a bidder is tendering for will result in the bid being non-responsive and
disqualified.
For ease of evaluation, bidders bidding for more than one expertise/category
must submit a proposal for each category in a separate envelope (with supporting
documents required for the evaluation criteria in each category clearly labelled
and divided using file dividers).

Table 1: Areas of expertise/categories of work

DESCRIPTION
AREAS OF EXPERTISE
1. Recruitment & The focus is on attraction of talent and placement of
Integrated talent the right candidates within the organisation.
management Furthermore, the function carries out the on boarding
and integrates on employee information to line
manager Talent management process focuses on
ensuring suitable candidates are hired, developed,
and matched to the position. The function extends to
retention of key talent to achieve long term
organizational goals.
2. Performance Key for the organisation to set performance goals and
Management & manage them. The performance management
Training and function ensures alignment to Corporate Objectives
development and serves as a conduit for setting of objectives,
monitoring and review discussions. With the outcome
of final performance appraisals, this activity feeds into
talent development.
Training and development function oversees and
manages the process organisation-wide training and
skills development. This entails Tracking and monitoring
of different types and training programme.

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 Learning Management feeds into the Performance
Management and Succession management which
form the bigger umbrella of Integrated Talent
Management.

3. Change The organisation functions within an internal and

Management and external environment that demands appropriate
Organisational response for it to survive. Internal environment is
Culture managed through organisational culture programme
which aligns organisational behaviour to the
organisational values, ethics, and standards.

5. SCOPE OF WORK AND DELIVERABLES

Table 2:

Professional Service Services Deliverables/

Category (HR Outputs) Evaluation Criteria
1. Recruitment & Manage CEF Top-Tier and • Quality Shortlist of
talent Hard-to-Fill vacancies for Advertised positions
management CEF and handle responses • Skills Audit Report and
and shortlisting Succession Plan.

Conduct CEF Skills Audit

and Succession Planning.
To build a talent culture
which defines the
organisation`s philosophy,
principles and integrated
approach to talent, which
leverages diversity and is
communicated in a clear
employment value
proposition.
To identify strategically
critical positions and
leadership roles and
capabilities in the
organisation into the future

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 from the workforce plan
that will determine the
sustainability of the
organisation.
To set up processes and
systems which will:
• Attract a
sustainable pool of
talent for current
and objectives and
future CEF needs.
• Achieve
employment equity
progress in the spirit
of the legislation to
achieve
transformation
• Manage the
retention and
reward of talent
• Plan for succession
to key roles
To monitor and report on
talent management key
results areas and
indicators.

2 Performance Review CEF performance • Performance

Management & management and Management and
Training and development system for Development System
development alignment to market best review report
practices and • Report on
recommend implemented Training
improvements. and Skills Development
and implementation
To translate and cascade
plan of a Learner
broad organisational
Management System
performance drivers into
• Recommend
Department and
executive trainings

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 individual performance
target.
To establish an
appropriate performance
management process,
methodology and system
relevant to the needs of
CEF
To measure progress
against agreed individual
and team objectives that
enable attainment of
organisational objectives.
To provide appropriate
performance
consequences (reward,
recognition and
development
opportunities ) that attract,
retain and motivate
employees and address
poor performance
Training and Development
Manage the organisation-
wide training and skills
development activities
and implement a Learner
Management System.
To create an
occupationally
competent and engaged
workforce which builds
CEF capability, providing
employees with
opportunities to develop
new knowledge and skills.
To focus learning and
development plans on
improving people`s ability
to perform to achieve CEF
objectives and provide
the means for measuring

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 the impact of learning and
development intervention.
To create a learning
culture and environment
that enables optimal
individual, team and
organisational learning
and growth in both
competences and
behaviour
To capture and replicate
and enhance critical
knowledge within the
organisation
To ensure learning and
development is a catalyst
for continuous
improvement, change
and innovation.

3 Change Manage and Report on

Management and Organisational Change Organisational
Organisational Management and culture Change Management
Culture interventions for CEF and Culture
interventions

6. PANEL APPOINTMENT PROCEDURE

CEF over the duration of the panel will on an “as and when” required basis
issue request for proposals/quotation detailing specific scope of works that fall
within any of the categories listed in tables above to the service providers that
will qualify to be part of panel of service providers to render HR advisory
services (i.e., met the minimum technical threshold for the category tendered
for). Note that being of the CEF HR advisory panel does not guarantee award
of contract.

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