Provision of services for the implementation of strategic workforce planning (swp), skills audit, and feeder pipeline development within tnpa for a period of six (6) months

Closing date: 10 September 2026 at 16:00. Briefing session: 26 August 2026 at 10:00 (venue not fully specified; not marked as compulsory).

Email for tender enquiries: [email protected]. No other contact details provided.

All returnable documents listed in the RFX Documents must be submitted with the bid. Failure to submit mandatory returnable schedules or documents will result in disqualification; failure to submit other schedules or documents may also result in disqualification. Prices must be quoted in South African Rand (ZAR). Prices subject to confirmation will not be considered. Any alterations to bid prices must be made by deleting incorrect figures and words and inserting correct ones, initialled by the signatory. Bidders must complete and submit Annexure C1 (Key Resource Experience) and Annexure C2 (Qualifications) for the three key resources, along with copies of qualification certificates. Client reference letters must be on client letterhead, signed, and include project name, description, duration, and contact details. A comprehensive project methodology covering at least five of seven stipulated areas must be submitted. A detailed project plan in a recognised format (GANTT, RACI, WBS) with milestones, resources, and completion within six months is required. Bidders must be registered on the CSD and hold a valid tax clearance. B-BBEE status must be maintained and reported. The technical evaluation threshold is 66.67 points out of 100.

Evaluation is conducted in stages: Stage 1 tests responsiveness (returnable documents), Stage 2 evaluates functionality/technical criteria (minimum qualifying score 66.67 points), and Stage 3 evaluates price and specific goals. Price and specific goals are evaluated out of 100 points, with price weighted at 80 or 90 points. Technical evaluation criteria are weighted as follows: Company Track Record (15 points), Technical Approach (20 points), Key Resources Qualifications (25 points), Key Resources Years of Experience (30 points), and Project Plan (10 points). Scoring for each criterion uses a 0-3 scale: 3 = fully meets requirements (100% of points), 2 = partially meets (66.67%), 1 = does not meet (33.33%), 0 = no response (0%). For Company Track Record, bidders must submit client reference letters for completed projects in the past 10 years in Skills Audit, Strategic Workforce Planning, or Feeder Pipeline initiatives; scoring is based on the number of qualifying reference letters (3 or more = 3 points, 2 = 2 points, 1 = 1 point, 0 = none or non-compliant). For Technical Approach, the project methodology must cover all seven stipulated minimum requirements; scoring is based on the number met (all 7 = 3 points, 6 = 2 points, 5 = 1 point, less than 5 = 0 points). For Key Resources Qualifications, the Project Leader/Manager must have a qualification in Human Resources, Industrial Psychology, Organisational Development, Organisational Psychology, Social Sciences, or Business Management; the Talent Management Specialist must have a qualification in Human Resources, Industrial Psychology, Organisational Development, or Social Sciences; the Strategic Workforce Planning Specialist must have a qualification in Human Resources, Human Resources Analytics, Data Science, or related discipline. Scoring is based on NQF level: NQF 8 or higher = 3 points, NQF 7 = 2 points, NQF 6 = 1 point, none = 0 points. Foreign qualifications must be evaluated by SAQA. For Key Resources Years of Experience, the Project Leader/Manager must have 6-9 years minimum experience in a management role leading Skills Audit, Strategic Workforce Planning, and Talent Management projects; the Talent Management Specialist must have 6-9 years in Skills Audit execution and Talent Management; the Strategic Workforce Planning Specialist must have 6-9 years in workforce modelling and forecasting. Scoring: greater than 9 years = 3 points, 6-9 years = 2 points, 4-5 years = 1 point, less than 4 years = 0 points. Incomplete resource details on Annexure C1 will result in zero points. The Project Plan must cover phases: initiation, skills audit, workforce modelling, feeder pipeline design, and reporting, with milestones, deliverables, timelines, resources, and governance structure; scoring is based on meeting minimum requirements (all 5 = 3 points, 4 = 2 points, 3 = 1 point, 2 or less = 0 points).

The service provider will deliver an end-to-end solution across three integrated workstreams: Strategic Workforce Planning (SWP), Skills Audit, and Feeder Pipeline Development. Scope includes: Current State Assessment (review existing workforce planning processes, tools, and data structures; analyse TNPA's organisational strategy, operating models, port master plans, and skills profiles; conduct baseline assessment of workforce supply including demographics, competencies, attrition trends, succession coverage, and HR metrics; perform maturity assessment across 14 People Management dimensions; facilitate stakeholder interviews and diagnostic workshops). SWP Framework Design (develop a Strategic SWP methodology with governance framework and end-to-end process map; define roles and responsibilities across People Management, line management, and executive leadership; identify integration requirements with existing systems such as SAP; develop a competency and capability framework). Workforce Forecasting & Scenario Modelling (workforce supply modelling including retirements, mobility, attrition, and succession; scenario planning for automation, expansion, regulatory changes; identify workforce risks and emerging capability gaps; perform bi-annual attrition modelling based on historical trends and predictive analytics). Skills Audit (full organisational scope): conduct quantitative and qualitative assessments of employee competencies (technical, behavioural, leadership); develop and implement a standardised Skills Audit methodology; conduct interviews and focus groups; review employee records including qualifications, certifications, and training history; map skills against future-oriented competency frameworks; identify skills gaps, surpluses, and obsolescence risks; develop a Skills Plan aligned with FY2027/28 learning and development budgets; deliver a digital, role-based Skills Audit dashboard; integrate findings into SWP models. Feeder Pipeline Development: design sustainable internal talent pipelines for critical roles; develop learnerships, graduate programmes, cadet schemes, and lateral entry pathways; establish succession planning frameworks; align pipeline initiatives with Skills Audit outcomes; define performance metrics (time-to-productivity, cost-per-hire, pipeline fill rates) targeting 70% internal fulfilment of critical roles by Year 2. Gap Analysis & Recommendations: conduct workforce gap analysis (headcount, capability, demographics, geographic distribution); develop heatmaps and workforce analytics dashboards; produce a five-year workforce and capability roadmap; identify critical job families and scarce skills; recommend resourcing strategies and development pathways; develop a centralised skills inventory database. Training and Capability Transfer: train 30 People Management practitioners; develop train-the-trainer materials, learner guides, and supporting resources; deliver training using a blended approach (classroom, on-site, eLearning, simulations); conduct at least two workshops for super-users. Key deliverables and timeline: Initiation (1 week) - project mobilisation, governance setup, stakeholder mapping; Skills Audit (8 weeks) - skills assessments and categorisation, gap analysis; Current State Analysis (2 weeks) - diagnostics, data review, interviews, maturity assessment; Demand Modelling (2 weeks) - engagement with business units to identify demand drivers; Forecasting & Scenario Modelling (4 weeks) - supply and demand modelling, scenario development; Recommendations of a 5-year Feeder Pipeline (4 weeks) - development of pipeline strategies across job families; Recommendations of a 5-year Skills Plan (4 weeks) - learning interventions for a 5-year period and prioritised learning budget for FY27/28.

Payment terms: invoices must be submitted by the 18th day of the month, with costs projected to the 25th of the month. Invoices must be addressed to Transnet Limited, include Transnet's VAT number (4720103177), invoice number, registered name of the consultant, and physical and postal address. Prices must be quoted in South African Rand (ZAR). Prices subject to confirmation will not be considered. The successful bidder may be required to provide security in the form of a Deed of Suretyship from an approved bank, building society, insurance, or guarantee corporation, within 30 calendar days of the letter of acceptance. No payment will be made until the Deed of Suretyship is delivered.

Bidders must be registered on the Central Supplier Database (CSD) and hold a valid tax compliance status (SARS TCS PIN). B-BBEE status level must be submitted, with a minimum level of 1 indicated in the document. A B-BBEE Status Level Verification Certificate or Sworn Affidavit (for EMEs and QSEs) must be submitted. Foreign suppliers must complete a questionnaire regarding residency, branch, permanent establishment, and source of income in South Africa; if not a resident, no SARS TCS PIN is required. Bidders must comply with all applicable laws and regulations. The successful bidder must maintain B-BBEE verification certificate validity throughout the contract term. The bidder must comply with the Transnet Supplier Integrity Pact. Power of Attorney must be furnished for foreign bidders, complying with Rule 63 (Authentication of documents executed).