COMPETENCY TYPES

  • Assessment of Current Competency Level: relating to the readiness and level of functional literacy.
  • Recognition, Facilitating and Coordinating: Specialists in the field of ABET.
  • Education, Training and Development: (ETD) / Human Resources Development Management (HRD), this focuses on the design of training strategies aligned to criminal justice imperatives and the operational needs of the specific departments and involves the role out of these strategies and plans in the specific occupation.
  • Quality Management: ensuring the correct policies and procedures are in place and followed in order to make all training compliant with the SETA’s and SAQA (South African Qualifications Authority, PECB, PeopleCert, and  APMG requirements.
  • Secudac Training and Consulting is an accredited training organisation for ITIL® and ISO®.
  • Competency Design: focuses on interpreting the design role descriptions in order to identify and develop the required competency maps, outcomes, and training matrixes, as well as the associated Unit Standards and assessment guides to ensure that training delivers fully to occupational needs.
  • Facilitation: this focuses on the principles of advocacy and dialogue that are required to ensure that strategies can be developed and rolled out, and that the needs and concerns of all parties are met.
  • Consulting: this is ad-hoc or ongoing consulting support in areas of expertise.
  • Life Skills Training: the methodology, capacity, materials and skills base to deliver training within the field of criminal justice.
  • Facilitator Training: the capacity and methodology to train facilitators and trainers.
  • Recognition of Current Competence: the capacity and methodology to assess learners and place them at the correct level to receive training.
  • Materials Development: the capacity to develop (where appropriate) customised material to meet client and learner needs.
  • Educational Management: the capacity to co-ordinate, manage and monitor the delivery and quality of training through systems and procedures to maximise the learning intervention and learner retention.
  • Flexible Learning Strategy: provides the learner with a choice of learning strategies as well as the choice of place, space and time. The essence of flexible learning is the provision of a variety of learning opportunities as alternatives to the traditional and rigid ‘chalk and talk’ classroom training. In other words: moving from rigidity to flexibility.

LEARNING STRATEGIES

In the spirit of flexibility our learning strategies entail the following:

  • Our sessions are shaped and sized to the needs of customers.
  • Special attention is paid to officials employed in CJS
  • Flexibility also means that we can contract any professional to do expert jobs when needed.
  • The post-modern society also puts numerous demands on our approach to education. For this reason a flexible learning strategy provides course material and presentations based on an interactive, learner-centered, reader friendly approach, accessible to all.
  • The emphasis falls on the learner’s mastery of the subject content. This is achieved through learning strategies, learner motivation, self-monitoring and assessment built into the presentations and written courseware as well as visual elements and application of the electronic media, which makes the mastery of the content a pleasant experience.