SAQA All qualifications and part qualifications registered on the National Qualifications Framework are public property. Thus the only payment that can be made for them is for service and reproduction. It is illegal to sell this material for profit. If the material is reproduced or quoted, the South African Qualifications Authority (SAQA) should be acknowledged as the source.
SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED UNIT STANDARD THAT HAS PASSED THE END DATE: 

Plan, Organise, Implement and Monitor Work within the Payroll environment 
SAQA US ID UNIT STANDARD TITLE
110024  Plan, Organise, Implement and Monitor Work within the Payroll environment 
ORIGINATOR
SGB Administration 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY
-  
FIELD SUBFIELD
Field 03 - Business, Commerce and Management Studies Office Administration 
ABET BAND UNIT STANDARD TYPE PRE-2009 NQF LEVEL NQF LEVEL CREDITS
Undefined  Regular-Fundamental  Level 4  NQF Level 04  10 
REGISTRATION STATUS REGISTRATION START DATE REGISTRATION END DATE SAQA DECISION NUMBER
Passed the End Date -
Status was "Reregistered" 		 2009-11-03  2010-03-11  SAQA 0160/05 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2011-03-11   2014-03-11  

In all of the tables in this document, both the pre-2009 NQF Level and the NQF Level is shown. In the text (purpose statements, qualification rules, etc), any references to NQF Levels are to the pre-2009 levels unless specifically stated otherwise.  

This unit standard is replaced by: 
US ID Unit Standard Title Pre-2009 NQF Level NQF Level Credits Replacement Status
263396  Plan, organise, implement and monitor work within the payroll environment  Level 4  NQF Level 04  10   

PURPOSE OF THE UNIT STANDARD 
This Unit Standard is intended for all people working in a Payroll environment.

Persons credited with this unit standard are able to:
  • Plan and, where necessary, agree on work methods for the Payroll cycle
  • Monitor and control the achievement of targets within the Payroll cycle
  • Develop procedures to meet specified needs
  • Implement and maintain procedures
  • Manage appointments. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    Learners accessing this Unit Standard should be competent in:
  • Communication at NQF Level 3
  • The Unit Standard entitled, "Demonstrate an understanding of statutory legislation and requirements relating to Payroll Administration" 
    		•

    UNIT STANDARD RANGE 
    Control mechanisms: Information on the use of resources, progress towards meeting agreed targets.

    Agreed targets:
    In terms of quantity, time and quality.

    Procedures developed:
    On own initiative within own operational area, in collaboration with others.

    Specialist advice:
    Obtained from within the organisation, from sources external to the organisation.

    Legal/regulatory requirements:
    Statutory, non-statutory.

    Appointments:
    For self, for others, arranged by self, through organising others

    Persons:
    Individuals, groups. 

    Specific Outcomes and Assessment Criteria: 

    SPECIFIC OUTCOME 1 
    Plan and agree on work for the payroll cycle. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    1. Tasks are identified and prioritised to meet organisational and statutory requirements. 

    ASSESSMENT CRITERION 2 
    2. Resources are allocated to complete identified tasks in order of priority. 

    ASSESSMENT CRITERION 3 
    3. Changes in priorities are recognised and resource allocations adapted accordingly. 

    ASSESSMENT CRITERION 4 
    4. Relevant assistance is identified, negotiated and coordinated to meet specific demands and deadlines. 

    ASSESSMENT CRITERION 5 
    5. Tasks are accurately defined and appropriate information provided 

    ASSESSMENT CRITERION 6 
    6. Work methods and activities are clearly defined and agreed with appropriate persons. 

    ASSESSMENT CRITERION 7 
    7. Work methods and activities conform to statutory requirements and organisational procedures. 

    SPECIFIC OUTCOME 2 
    Monitor and control the achievement of targets planned within the payroll cycle. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    1. Valid and accurate control mechanisms are maintained in accordance with organizational procedures and statutory requirements. 

    ASSESSMENT CRITERION 2 
    2. Work outcomes are reviewed, analysed and evaluated against agreed targets. 

    ASSESSMENT CRITERION 3 
    3. Reasons for deviations from planned targets are identified and, where necessary, reported to appropriate persons. 

    ASSESSMENT CRITERION 4 
    4. Corrective actions are implemented within limits of own authority and the relevant people are informed. 

    SPECIFIC OUTCOME 3 
    Develop procedures to meet specified needs. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    1. Procedures are developed that meet identified needs and conform to statutory and organisational requirements. 

    ASSESSMENT CRITERION 2 
    2. Designs and specifications for procedures are developed in conjunction with users. 

    ASSESSMENT CRITERION 3 
    3. Benefits and costs are formulated and agreed with decision-makers. 

    ASSESSMENT CRITERION 4 
    4. Specialist advice is obtained, when required, and acted upon, where appropriate. 

    SPECIFIC OUTCOME 4 
    Implement and maintain procedures. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    1. Accurate, clear and comprehensive guidance is supplied to users about procedures. 

    ASSESSMENT CRITERION 2 
    2. Users are provided with support to enable them to implement agreed procedures. 

    ASSESSMENT CRITERION 3 
    3. Installed procedures conform to relevant statutory and organisational requirements. 

    ASSESSMENT CRITERION 4 
    4. The effectiveness of procedures, in meeting their purpose, is assessed and evaluated. 

    ASSESSMENT CRITERION 5 
    5. Opportunities for improvement are identified and appropriate action taken. 

    SPECIFIC OUTCOME 5 
    Manage appointments. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    1. Appointments are managed to meet work objectives and the availability of the appropriate persons. 

    ASSESSMENT CRITERION 2 
    2. Appointments are negotiated with the appropriate persons and agreed within given time constraints. 

    ASSESSMENT CRITERION 3 
    3. Appointments are confirmed with the appropriate persons. 

    ASSESSMENT CRITERION 4 
    4. Essential information is recorded appropriately and is up-to-date, legible and accurate. 

    ASSESSMENT CRITERION 5 
    5. Reasons for non-attendance at appointments are promptly clarified and reported to the appropriate persons. 

    ASSESSMENT CRITERION 6 
    6. Security and confidentiality procedures conform to organisational requirements. 


    UNIT STANDARD ACCREDITATION AND MODERATION OPTIONS 
    Accreditation for this Unit Standard shall be obtained from the relevant Education and Training Quality Assurance Body, through summative and formative assessment by a registered assessor.
  • Assessors must be registered as an Assessor with the relevant ETQA, or with an ETQA that has a Memorandum of Agreement with the relevant ETQA.
  • Moderators must be registered as assessors with the relevant ETQA, or with an ETQA that has a Memorandum of Agreement with the relevant ETQA.
  • Training providers must be accredited by the relevant ETQA, or with an ETQA that has a Memorandum of Agreement with the relevant ETQA.

    Moderation should include both internal and external moderation where applicable. 
    		•

    UNIT STANDARD ESSENTIAL EMBEDDED KNOWLEDGE 
    A good understanding of:

    Own work role and responsibilities:
  • Plan and agree on work for the payroll cycle
  • Monitor and control the achievement of targets planned within the payroll cycle
  • Manage appointments

    Colleagues` work roles and responsibilities
  • Plan and agree on work for the payroll cycle

    Work planning methods
  • Appointments are managed to meet work objectives and the availability of the appropriate action taken.

    Ways of target setting. and prioritising and organising work
  • Plan and agree on work for the payroll cycle

    Ways of dealing with changed priorities and unforeseen situations
  • Plan and agree on work for the payroll cycle

    Methods of time management
  • Plan and agree on work for the payroll cycle

    Methods of coordinating resources and tasks
  • Plan and agree on work for the payroll cycle

    Ways of informing and consulting with others about work methods
  • Plan and agree on work for the payroll cycle

    Ways of negotiating the assistance of others
  • Plan and agree on work for the payroll cycle

    Legal and regulatory requirements relating to work practices and work methods
  • Plan and agree on work for the payroll cycle

    Scope and limit of own authority for taking corrective actions
  • Monitor and control the achievement of targets planned within the payroll cycle

    Methods of monitoring achievement of targets
  • Monitor and control the achievement of targets planned within the payroll cycle

    Ways of dealing with deviations from planned targets
  • Monitor and control the achievement of targets planned within the payroll cycle

    Ways of establishing and implementing control mechanisms
  • Monitor and control the achievement of targets planned within the payroll cycle

    Ways of reviewing and evaluating work outcomes against targets
  • Monitor and control the achievement of targets planned within the payroll cycle

    Procedures for reporting issues and recommendations
  • Monitor and control the achievement of targets planned within the payroll cycle

    Methods of prioritising and organising appointments
  • Manage appointments

    Ways of monitoring and updating systems
  • Manage appointments

    Ways of dealing with non-routine and emergency situations
  • Manage appointments

    Types and uses of appointment management systems
  • Manage appointments

    Procedures and formats for recording appointments
  • Manage appointments. 
    		•

    UNIT STANDARD DEVELOPMENTAL OUTCOME 
    N/A 

    UNIT STANDARD LINKAGES 
    N/A 


    Critical Cross-field Outcomes (CCFO): 

    UNIT STANDARD CCFO IDENTIFYING 
  • The learner is able to identify and solve problems relating to the payroll schedule and tasks using critical and creative thinking processes. 
    		•

    UNIT STANDARD CCFO WORKING 
  • The learner is able to work effectively with others as a member of a team, group, organization or community in order to complete all the necessary payroll tasks timeously. 
    		•

    UNIT STANDARD CCFO ORGANISING 
  • The learner is able to organize and manage him/herself and his/her activities responsibly and effectively in order to implement all tasks effectively. 
    		•

    UNIT STANDARD CCFO COLLECTING 
  • The learner is able to collect, analyse, organise and critically evaluate information relating to payroll tasks, schedules and deadlines. 
    		•

    UNIT STANDARD CCFO COMMUNICATING 
  • The learner is able to communicate effectively using visual, mathematical and / or language skills in the modes of oral and/or written persuasion in order to gather all the necessary information for planning purposes. 
    		•

    UNIT STANDARD CCFO SCIENCE 
  • The learner is able to use science and technology effectively and critically in order to manage payroll function effectively, showing responsibility towards the environment and health of others. 
    		•

    UNIT STANDARD CCFO DEMONSTRATING 
  • The learner is able to demonstrate an understanding of the world as a set of interrelated systems by recognizing that problem-solving contexts relating to the planning and scheduling of the payroll function do not exist in isolation. 
    		•

    UNIT STANDARD ASSESSOR CRITERIA 
    N/A 

    UNIT STANDARD NOTES 
    This unit standard has been replaced by unit standard 263396, which is "Plan, organise, implement and monitor work within the payroll environment", Level 4, 10 credits. 

    QUALIFICATIONS UTILISING THIS UNIT STANDARD: 
      ID QUALIFICATION TITLE PRE-2009 NQF LEVEL NQF LEVEL STATUS END DATE PRIMARY OR DELEGATED QA FUNCTIONARY
    Core  35927   National Certificate: Payroll Administration Services  Level 4  Level TBA: Pre-2009 was L4  Passed the End Date -
    Status was "Reregistered"     		 2009-11-07  Was SERVICES until Last Date for Achievement 
    Core  35926   National Diploma: Payroll Administration Services  Level 5  Level TBA: Pre-2009 was L5  Passed the End Date -
    Status was "Reregistered"     		 2009-03-31  Was SERVICES until Last Date for Achievement 
    Core  67229   National Diploma: Payroll Administration Services  Level 5  NQF Level 05  Passed the End Date -
    Status was "Reregistered"     		 2023-06-30  SERVICES 
    Elective  61349   National Certificate: Heritage Resource Management  Level 5  Level TBA: Pre-2009 was L5  Passed the End Date -
    Status was "Reregistered"     		 2023-06-30  CATHSSETA 


    PROVIDERS CURRENTLY ACCREDITED TO OFFER THIS UNIT STANDARD: 
    This information shows the current accreditations (i.e. those not past their accreditation end dates), and is the most complete record available to SAQA as of today. Some Primary or Delegated Quality Assurance Functionaries have a lag in their recording systems for provider accreditation, in turn leading to a lag in notifying SAQA of all the providers that they have accredited to offer qualifications and unit standards, as well as any extensions to accreditation end dates. The relevant Primary or Delegated Quality Assurance Functionary should be notified if a record appears to be missing from here.
     
    NONE 


    All qualifications and part qualifications registered on the National Qualifications Framework are public property. Thus the only payment that can be made for them is for service and reproduction. It is illegal to sell this material for profit. If the material is reproduced or quoted, the South African Qualifications Authority (SAQA) should be acknowledged as the source.