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06 May 2020 | Story Prof Thidziambi Phendla. | Photo Supplied
Prof Thidziambi Phendla.

Our lives as we know it will never be the same again because of the Covid-19 pandemic. The education system, among other sectors, will be subjected to changes in the provisioning of teaching and learning. 

School disruptions are a familiar phenomenon in both basic and post-school education in South Africa. In recent years, South Africa has seen waves of student boycotts, disruptions, and shutdowns of universities and TVET colleges. Most disruptions lasted for a few days, while some went on for several weeks. One case in particular is that of Vuwani in Limpopo, where more than 50 schools were either vandalised or burned to ashes; nevertheless, the school year was recovered, and learners progressed to the next level. The main difference between the usual disruptions and the current situation lies in the enormity of the shutdown, given that it is clouded at a national level by unpredictable decisions made by the National Committee. 

Shortening school holidays
If the June exams were to be scrapped, the chief challenge would be the lost opportunity to evaluate and assess the extent to which the students have achieved the academic objectives stipulated for the subjects in the curriculum. June examinations for the other grades may not have a serious impact on the learner’s progress to the next class, as other forms of assessment could still be used. However, for matric learners, scrapping the June exams may have a huge effect, since learners require quality assessed examination results to guarantee entrance into higher education institutions.

Shortening of school holidays may not have a huge impact on learners, as this system has been in operation for many years. Many of the best performing schools shorten the school holidays to assist learners in Grades 11 and 12. In many schools, learners continue with normal schooling during the June holidays and rest during the last week of the holiday.  This strategy is already being used by the best performing schools in their quest to support learners to achieve excellent matric results. Depending on the number of days lost during the national lockdown, the option of shortening the June holidays may be the most commendable.

At face value, the strategy to lengthen school days may be the most preferred, as a number of schools in the country are already implementing it at a deeper level. Increasing the number of teaching hours may, however, have an adverse impact on the learners, who may experience enormous mental exhaustion. If the day is lengthened, it is advisable to consider not more than five hours per week.  

Deliver modern and classroom-targeted technologies 
To complement the time recovery mentioned above, there would be a need for a series of changes in some, if not all, the fundamental elements of the effective provision of teaching and learning discussed below. First, change in pedagogical approaches is inevitable. Therefore, classroom teaching will not be the same again. Second, teachers will be compelled to adapt to the use of assessment data in their endeavours to drive teaching and learning. Third, teaching in the 4IR will no longer be negotiable, but will demand advanced skills to deliver modern and classroom-targeted technologies.

Fourth, it will be crucial for teachers to acquire innovative skills to manage students’ undesirable behaviour and conduct. Fifth, immense attention to curriculum mapping, integrated learning, and lesson planning will be required. Last, pastoral care responsibilities that include social and emotional support strategies will help provide the foundation to support teaching and learning. 

In conclusion, the principal elements that make teaching and learning possible and attainable, are the teachers who will be required to learn new skills and approaches to fast-track recovery of learning. If the lockdown is lifted and schools are reopened, the number of learners must be reduced dramatically from the average of 50 to a maximum of 20 learners in a classroom in order to maintain social distancing.

Prof Thidziambi Phendla is currently Manager of Work-Integrated Learning at the University of the Free State. She is the Founder and Director of the Domestic Worker Advocacy Forum (DWAF) and the Study Clinic Surrogate Supervision; and Chair of the Council of the Tshwane North TVET College (ministerial appointment).


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UFS agreement on staff salary adjustment of 7.5%
2011-11-10

 
At this year's salary negotiations were from the left, front: Mr Lourens Geyer, Director: Human Resources; Ms Ronel van der Walt, Manager: Labour Relations; Ms Tobeka Mehlomakulu, Vice Chairperson: NEHAWU; Prof. Johan Grobbelaar, convener of the salary negotiations; back: Mr Ruben Gouws, Vice Chairperson of UVPERSU, Ms Esta Knoetze, Vice Chairperson of UVPERSU, Mr David Mocwana, fultime shopsteward for NEHAWU; Mr Daniel Sepeame, Chairperson of NEHAWU, Prof. Nicky Morgan, Vice-Rector: Operations; Prof. Jonathan Jansen, Vice-Chancellor and Rector of the UFS; Ms Mamokete Ratsoane, Deputy Director: Human Resources and Ms Anita Lombard, Chief Executive Officer: UVPERSU.
Photo: Leonie Bolleurs


Salary adjustment of 7,5%

The University of the Free State’s (UFS) management and trade unions have agreed on a general salary adjustment of 7,5% for 2012.
 
The negotiating parties agreed that adjustments could vary proportionally from a minimum of 7,3% to a maximum of 8,5%, depending on the government subsidy and the model forecasts.
 
The service benefits of staff will be adjusted to 9,82% for 2012. This is according to the estimated government subsidy that will be received in 2012.
 

UVPERSU and NEHAWU sign
 
The agreement was signed (today) Tuesday 8 November 2011 by representatives of the university’s senior leadership and the trade unions UVPERSU and NEHAWU.
 

R2 500 bonus
 
An additional once-off, non-pensionable bonus of R2 500 will also be paid to staff with their December 2011 salary payment. The bonus will be paid to all staff members who were in the employment of the university on UFS conditions of service on 31 December 2011 and who assumed duties before 1 October 2011. The bonus is payable in recognition of the role played by staff during the year to promote the UFS as a university of excellence and as confirmation of the role and effectiveness of the remuneration model.
 
It is the intention to pass the maximum benefit possible on to staff without exceeding the limits of financial sustainability of the institution. For this reason, the negotiating parties reaffirmed their commitment to the Multiple-year, Income-related Remuneration Improvement Model used as a framework for negotiations. The model and its applications are unique and have as a point of departure that the UFS must be and remains financially sustainable. 
 
 
Capacity building and structural adjustments
 
Agreement was reached that 1,54% will be allocated for growth in capacity building to ensure that provision is made for the growth of the UFS over the last few years. A further 0,78% will be allocated to structural adjustments.
 
Agreement about additional matters such as funeral loans was also reached.
 
“The Mutual Forum is particularly pleased that a general salary adjustment of 7,5 % could be negotiated for 2012. Taken into account the world financial downturn, marked cuts in university subsidies and the growth of the university, this is a remarkable achievement,” says Prof. Johan Grobbelaar, Chairperson of the Mutual Negotiation Forum. 
 

Increase for Professors, Deputy and Assistant Directors
 
According to Prof. Grobbelaar the Mutual Forum is also pleased that Professors and Deputy and Assistant Directors will benefit from the structural adjustments. These increases will align the positions with the median of the higher education market. The 1,54% allocated for growth will ensure that appointments can be made where the needs are the highest. The special year-end bonus of R2 500 is an early Christmas gift and implies that the employees in lower salary categories receive an effective increase of almost 9,5 %.
 
“The UFS is in a unique position when it comes to salary negotiations, because the funding model developed more than a decade ago, has stood the test of time and ensured that the staff receive the maximum possible benefits. Of particular note is the fact that the two majority unions (UVPERSU and NEHAWU) work together. The mutual trust between the unions and management is an example of how large organisations can function to reach specific goals and staff harmony,” says Prof. Grobbelaar. 

The implementation date for the salary adjustment is 1 January 2012. The adjustment will be calculated on the total remuneration package.

 

 

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