Tender source analysis

What the tender required and what the award supports

Source material and existing AI analysis appear first. Supplier conclusions remain qualified by the evidence Tenders-SA holds.

Summary

The national radioactive waste disposal institute (nrwdi) seeks a service provider to redesign its organizational structure, conduct job profiling, evaluation and grading (using paterson standards), and develop a market-benchmarked remuneration strategy. The project is divided into three phases and aims to integrate the vaalputs nuclear site into nrwdi’s HR framework.

AI Document AnalysisMethodology3 documents

Document being processed

Review in progress

The information shown on this card is preliminary. Our procurement team is currently finalising the submission guidelines, evaluation criteria, technical specifications, financial requirements, and compliance sections so you have a clean, bid-ready summary to work from. Documents being finalised: NRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdf, NRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdf, NRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdf. You don’t need to refresh — this page will pick up the updated review automatically.

DocumentNRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdf

Award analysis coverage

0 of 1 source documents fully reviewed. Unstated details are identified only after complete source review.

technical scope

Source analysis requires completion or review

financial capacity

8 sourced criteria

pricing

3 sourced criteria

compliance returnables

18 sourced criteria

evaluation

18 sourced criteria

experience

Source analysis requires completion or review

personnel

Source analysis requires completion or review

equipment capacity

Source analysis requires completion or review

delivery contract

Source analysis requires completion or review

equity registrations

1 sourced criteria

What the buyer was looking for

1Mandatory requirement

must quote fully according to the specification in terms of the pricing/costing structure, outputs, and deliverables, as detailed in the pricing schedule (Section 3.2). The pricing schedule requires a breakdown by deliverable, including man days, man hours, hourly rate, and total cost. The service provider is required to provide a cost analysis for graded positions in accordance with remuneration principles. NRWDI undertakes to pay valid claims within thirty (30) days upon presentation of a substantiated claim/invoice, provided there is no outstanding information/work. All costs and expenses incurred by bidders in relation to their project bid will be borne by the respective service provider.

Why it matters: The source identifies this as a mandatory or eligibility condition for a compliant bid.

Source: NRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdf · financial

Known supplier evidence

Tenders-SA records other appointments with overlapping scope terms for 21ST CENTURY PAY SOLUTIONS COMPANY.

An award confirms appointment. It does not prove why a supplier was selected, that every qualification remains current, or that delivery was completed successfully.

DocumentNRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdfCompliance review in progress

Important Dates

Source: NRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdf

Non‑compulsory briefing (online): 16 February 2026, 14:00‑15:00 SAST – Microsoft Teams link provided in the tender.
Closing date and time: 27 February 2026, 11:00 hrs.
Offer validity: 90 working days from the closing date.
Payment terms: NRWDI will pay valid claims within 30 days of receipt of a substantiated invoice.

Contact Information

Source: NRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdf

Primary contact (SCM/Procurement): Moses Shandukani – Tel 012 305 6160 / 072 693 0381 – Email [email protected].
Physical submission address: NECSA Gate 3, R104 Elias Motsoaledi Street, Pelindaba, Brits Magisterial District, Madibeng Municipality, North West, 0240.
Postal address for correspondence: Private Bag X1, Pretoria, 0001, Gauteng Province, South Africa.

Submission Guidelines

Source: NRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdf

Submit the complete bid to the address stated in the tender (NECSA Gate 3, R104 Elias Motsoaledi Street, Pelindaba, North West, 0240).
Bids sent to any other address or in any other format will be rejected.
Do NOT send documents to any NRWDI employee.
All returnable forms (SBDs) must be fully completed and included with the proposal.
The bid must be signed and dated, with proof of authority to bind the bidder attached.
Bids must be received no later than 27 February 2026, 11:00 hrs. Late submissions will not be opened.
The bid must remain valid for 90 working days from the closing date.
Non‑compliant or incomplete submissions will be disqualified.

Evaluation Criteria

Source: NRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdf

Phase 1 – Mandatory Requirements (disqualification if any are not met):

– Quote fully according to the pricing/costing structure and deliverables.

– Submit a project plan with timelines.

– Provide tax compliance proof (TCS/PIN) and confirm no listing on the Restricted Suppliers or Tender Defaulters registers.

– Meet all mandatory returnable forms and signatures.

Phase 2 – Functional (Technical) Evaluation (minimum 70 % overall score required):

– Service provider experience in similar organisational design, job profiling, evaluation/grading and pay‑scale design (20 %).

– Certified qualifications of the Project Manager (NQF level) (20 %).

– Years of experience of the Project Manager (20 %).

– Methodology and tools for redesign, profiling, evaluation and remuneration design (40 %).

– Scores are 0‑5 per criterion; total weighted score converted to a percentage.

Phase 3 – Price and Specific Goals (80/20 preference point system):

– Price: points calculated against the lowest acceptable bid (max 80 points).

– Specific goals: points for Black‑ownership and Women‑ownership (max 20 points) as per the table in the tender.

– Total possible points = 100; the lowest‑scoring compliant bidder may still lose if not meeting the 70 % functional threshold.

Technical Specifications

Source: NRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdf

Provide a full organisational‑structure redesign for NRWDI, including a fit‑for‑purpose model that integrates the Vaalputs Nuclear Site.
Conduct job profiling for all positions, establish naming conventions where required, and perform job evaluation and grading using Paterson Grading standards.
Develop a comprehensive remuneration strategy (philosophy, pay‑scale design, market benchmarking, non‑remuneration incentives, retention allowances).
Deliver a business model and business case for change, and a communication/change‑management plan.
Produce the following deliverables (hard and soft copies):

– Communication & Change Management Engagement Plan.

– Business Process Model.

– Redesigned organisational structure.

– Approved job profiles.

– Job evaluation and grading reports.

– Remuneration strategy and PayScale report.

– Benchmarking report and cost‑analysis for graded positions.

– Final implementation presentation to Corporate Services, MANCO, EXCO and the Board.

Project phases:

– Phase 1 – Structure realignment – to be completed within 3 months of start.

– Phase 2 – Remuneration strategy – 2 months after Phase 1.

– Phase 3 – Job profiling, evaluation, grading and pay‑scale design – 5 months after Phase 1.

All work must comply with the specifications in Sections 3‑5 of the Terms of Reference.

Financial Requirements

Source: NRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdf

Complete the Pricing Schedule (SBD 3.1) with firm prices for each deliverable (man‑days, hourly rates, totals). Only firm prices will be accepted; non‑firm or exchange‑rate‑linked prices are excluded.
Submit a total bid price inclusive of all taxes (VAT, PAYE, UIF, SDL) and delivery costs.
NRWDI will pay valid invoices within 30 days of receipt, provided all deliverables are accepted.
Bidders bear all costs incurred in preparing the bid; NRWDI is not liable for any bid‑related expenses.
No payment will be made for incomplete or outstanding work.
A performance guarantee may be required after award, as per the General Conditions of Contract.

Compliance Requirements

Source: NRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdf

Register on the Central Supplier Database (CSD) and provide CSD number (or proof of registration) with the bid.
Provide Tax Compliance Status (TCS) or SARS PIN; if unavailable, a printed TCS must be attached.
Submit a valid B‑BBEE certificate or sworn affidavit (applicable to QSEs/EMEs).
Confirm that the bidder and its owners are not listed on the Restricted Suppliers or Tender Defaulters registers.
Declare any conflicts of interest and sign the required disclosure forms.
The successful bidder must pass the National Treasury supplier clearance process.
Adhere to the General Conditions of Contract, Special Conditions of Contract and the Preferential Procurement Regulations 2022 (80/20 points system).
If the contract value exceeds R10 million, comply with the National Industrial Participation (NIP) reporting requirements to the Department of Trade and Industry.

DocumentNRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdfCompliance review in progress

Important Dates

Source: NRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdf

Closing date: 27 February 2026, 11:00 hrs.

Non‑compulsory briefing (online Teams): 16 February 2026, 14:00‑15:00.

Offer validity: 90 working days from closing date.

All required documents must be submitted by the closing time.

Contact Information

Source: NRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdf

Contact persons: Moses Shandukani (tel 012 305 6160 / 072 693 0381, email [email protected]) or Simelane Manqoba (same numbers). Submission address: NECSA Gate 3, R104 Elias Motsoaledi Street, Pelindaba, Brits Magisterial District, Madibeng Municipality, North West, 0240.

Submission Guidelines

Source: NRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdf

Submit the completed bid to the address: NECSA Gate 3, R104 Elias Motsoaledi Street, Pelindaba, Brits Magisterial District, Madibeng Municipality, North West, 0240. Late submissions will be rejected.
Use the official SBD forms provided; do not re‑type the documents.
All returnable forms (SBD1‑SBD7.2) must be fully completed and signed.
Bids must be delivered by 11:00 on 27 February 2026. No electronic submissions are accepted unless explicitly allowed.
Register on the Central Supplier Database (CSD) and upload mandatory information (business registration, directors, tax status, banking details). If not on CSD, the bid will be non‑responsive.
Include B‑BBEE certificate or sworn affidavit as required.
Provide a signed declaration of no conflict of interest and confirm no public servant involvement.
Offer must be valid for 90 working days from the closing date.
Failure to comply with any mandatory requirement (Section 7.1.1/7.1.2) results in disqualification.

Evaluation Criteria

Source: NRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdf

Phase 1 – Mandatory Requirements: compliance with all listed mandatory items (pricing format, project plan, tax status, CSD registration). Non‑compliance = automatic disqualification.

Phase 2 – Functional Evaluation (70% minimum threshold):

Experience in similar organisational redesign, job profiling, evaluation, grading and pay‑scale design (weight 20%). Points awarded 0‑5 based on number of referenced projects.
Project manager qualifications (NQF level) (weight 20%).
Years of experience of the project manager (weight 20%).
Methodology – detailed, scientifically validated approach with tools and examples (weight 40%).

Phase 3 – Price and Specific Goals (80/20 system):

Price points (max 80) calculated using the formula Ps = 80 × (1 – (Pt‑Pmin)/Pmin).
Specific goals – B‑BBEE ownership points (max 20) as per tables for black‑ownership and women‑ownership.

Overall cut‑off score: 70 points. Bidders scoring below are excluded.

Technical Specifications

Source: NRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdf

Scope: redesign NRWDI organisational structure, develop business model and case for change, conduct job profiling (including naming conventions), perform job evaluation and grading using Paterson Grading standards, design remuneration philosophy, pay‑scale benchmarking and cost analysis, produce implementation and communication plans, and present final reports.

Deliverables: detailed redesign report, approved job profiles, evaluation and grading reports, revised PayScale, remuneration strategy, cost analysis, implementation plan and presentation materials (hard and soft copy).

Service levels: project divided into three phases – Phase 1 (structure realignment, 3 months), Phase 2 (remuneration strategy, 2 months after Phase 1), Phase 3 (job profiling/evaluation/grading, 5 months after Phase 1).

Financial Requirements

Source: NRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdf

Provide firm prices for all deliverables; non‑firm or exchange‑rate‑linked prices will be rejected.
Total bid price must include all expenses and applicable taxes (VAT, PAYE, UIF, SDL).
Offer must be valid for 90 working days.
No advance payment; NRWDI will pay within 30 days of receipt of a substantiated invoice, provided all deliverables are satisfactory.
Provide a performance guarantee as required by the General Conditions of Contract.
Bidders must submit a pricing schedule (SBD 3.1) with man‑days, rates and totals for each deliverable.

Compliance Requirements

Source: NRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdf

Register on the Central Supplier Database (CSD) and provide CSD number.
Submit valid Tax Compliance Status (TCS) or PIN from SARS; each consortium member must provide separate proof.
Provide B‑BBEE certificate or sworn affidavit (minimum level 4, verification required).
Declare any conflicts of interest and confirm no directors are public servants.
Provide CIPC registration documents, ID copies of directors, and proof of authority to sign.
Foreign suppliers must answer residency questionnaire; if not resident, TCS may be omitted.
Comply with Preferential Procurement Regulations 2022 (80/20 points system) and submit proof for specific B‑BBEE goals.
Adhere to the General Conditions of Contract and Special Conditions of Contract attached to the tender.

30Inferred operational need

National Radioactive Waste Disposal Institute (NRWDI) requires a service provider for organizational structure redesign, job profiling, evaluation, grading, and remuneration design. The project aims to integrate the Vaalputs Nuclear Site, consolidate HR functions, and develop a 'fit-for-purpose' structure. The scope of work includes: re-designing the organizational structure, developing a business model and case for change, conducting job profiling (including naming conventions), job evaluation and grading (using Paterson Grading standards), developing a comprehensive remuneration strategy (philosophy, pay scales, benchmarking, incentives, retention allowances), providing cost analysis for graded positions, assisting with communication and change management, and presenting all outputs to stakeholders. The project is divided into three phases: Structure Realignment (3 months), Remuneration Strategy Development (2 months after Phase One), and Job Profiling, Evaluation, Grading, and Pay Scale/Structure (5 months after Phase One). Deliverables include a Communication, Change Management, and Engagement Plan, a Business Process Model, a revised organizational structure, approved job profiles, job evaluation and grading reports, a developed Remuneration Strategy, a Benchmark Report, a Costs Analysis Report, and presentations to various management levels and the Board.

Threshold: 3 months

Why it matters: This is a qualified operational interpretation of the stored scope, not a stated mandatory or scored criterion.

Inferred from stored analysis; verify against the source document.

Source: NRWDI-HR-01-2025-26 ORGANIZATIONAL STRUCTURE REDESIGN, JOB PROFILING, EVALUATION AND GRADING, REMUNERATION DESIGN pdf.pdf · technical

Known supplier evidence

Tenders-SA records other appointments with overlapping scope terms for 21ST CENTURY PAY SOLUTIONS COMPANY.

Qualified inference

Supported inference

The recorded history supports exposure to related scope, but does not establish the bid evidence submitted or current delivery capacity.

Related historical records suggest exposure; they do not prove bid contents, current capacity, or delivery.

32Mandatory requirement

The service provider is required to provide organizational structure redesign, job profiling, evaluation and grading, and remuneration design services. The scope of work includes: re-designing the NRWDI organizational structure to address HR challenges and propose an ideal model; reviewing, consulting, and consolidating inputs for a Business Model and Business Case for Change; conducting job profiling (including naming conventions), job evaluation, and grading for all positions using Paterson Grading standards; ensuring job profiles are approved by line managers and incumbents; developing a comprehensive remuneration strategy (philosophy, pay/salary scales, benchmarking, non-remuneration incentives, retention allowances); benchmarking remuneration against the market; providing a cost analysis for graded positions; assisting with communication and change management; and presenting the implementation plan, revised structure, job profiles, evaluation/grading reports, PayScale report, and Remuneration strategy to relevant stakeholders. The project is divided into three phases: Phase One (Structure Realignment - 3 months), Phase Two (Remuneration Strategy Development - 2 months after Phase One), and Phase Three (Job Profiling, Evaluation, Grading, and Pay Scale/Pay Structure - 5 months after Phase One). Deliverables include a Communication, Change Management, and Engagement Plan, a Business Process Model, a redesigned organizational structure, approved job profiles, job evaluation and grading reports, a developed Remuneration Strategy, a Benchmark Report, a Costs Analysis Report, and presentations.

Threshold: 3 months

Why it matters: The source identifies this as a mandatory or eligibility condition for a compliant bid.

No source document identifier is stored for this item.

Source: Tender requirements · requirements

Known supplier evidence

Tenders-SA records other appointments with overlapping scope terms for 21ST CENTURY PAY SOLUTIONS COMPANY.

Qualified inference

Supported inference

The recorded history supports exposure to related scope, but does not establish the bid evidence submitted or current delivery capacity.

Related historical records suggest exposure; they do not prove bid contents, current capacity, or delivery.

Contract Awarded

Award Information

Winning Supplier

Nrwdi tender: organizational redesign, job profiling & remuneration strategy

Award Details

National Radioactive Waste Disposal Institute (NRWDI)

Organization Directors

Awards Won: 21ST CENTURY PAY SOLUTIONS COMPANY

View Supplier Intelligence

What the tender required and what the award supports

Register on the Central Supplier Database (CSD) and upload mandatory information (business registration, directors, tax status, banking details). If not on CSD, the bid will be non‑responsive.

Provide firm prices for all deliverables; non‑firm or exchange‑rate‑linked prices will be rejected.

Total bid price must include all expenses and applicable taxes (VAT, PAYE, UIF, SDL).

Offer must be valid for 90 working days.

No advance payment; NRWDI will pay within 30 days of receipt of a substantiated invoice, provided all deliverables are satisfactory.

Provide a performance guarantee as required by the General Conditions of Contract.

Bidders must submit a pricing schedule (SBD 3.1) with man‑days, rates and totals for each deliverable.

Comply with all mandatory requirements (pricing structure, project plan, tax status, CSD registration) to avoid disqualification. Minimum 70% score in functional evaluation is required.

Provide firm pricing for all deliverables (man-days, rates, totals) in SBD 3.1, including all taxes. Offers must remain valid for 90 working days.

Phase 1 – Mandatory Requirements: compliance with all listed mandatory items (pricing format, project plan, tax status, CSD registration). Non‑compliance = automatic disqualification.

Submit bids by 27 February 2026, 11:00 to NECSA Gate 3, Pelindaba, using official SBD forms. Late or incomplete submissions will be rejected.

Register on the Central Supplier Database (CSD) and provide valid Tax Compliance Status (TCS) or SARS PIN. Foreign suppliers must complete the residency questionnaire.

Sign and submit all required declarations (no conflict of interest, intellectual property rights, confidentiality) and returnable SBD forms.

Submit the completed bid to the address: NECSA Gate 3, R104 Elias Motsoaledi Street, Pelindaba, Brits Magisterial District, Madibeng Municipality, North West, 0240. Late submissions will be rejected.

Use the official SBD forms provided; do not re‑type the documents.

All returnable forms (SBD1‑SBD7.2) must be fully completed and signed.

Bids must be delivered by 11:00 on 27 February 2026. No electronic submissions are accepted unless explicitly allowed.

Include B‑BBEE certificate or sworn affidavit as required.

Provide a signed declaration of no conflict of interest and confirm no public servant involvement.

Offer must be valid for 90 working days from the closing date.

Failure to comply with any mandatory requirement (Section 7.1.1/7.1.2) results in disqualification.

Register on the Central Supplier Database (CSD) and provide CSD number.

Submit valid Tax Compliance Status (TCS) or PIN from SARS; each consortium member must provide separate proof.

Provide B‑BBEE certificate or sworn affidavit (minimum level 4, verification required).

Declare any conflicts of interest and confirm no directors are public servants.

Provide CIPC registration documents, ID copies of directors, and proof of authority to sign.

Foreign suppliers must answer residency questionnaire; if not resident, TCS may be omitted.

Adhere to the General Conditions of Contract and Special Conditions of Contract attached to the tender.

Demonstrate experience in organizational redesign, job profiling, evaluation, grading, and pay-scale design with reference letters (weight: 20%). Methodology must be scientifically validated (weight: 40%).

Phase 2 – Functional Evaluation (70% minimum threshold):

Experience in similar organisational redesign, job profiling, evaluation, grading and pay‑scale design (weight 20%). Points awarded 0‑5 based on number of referenced projects.

Project manager qualifications (NQF level) (weight 20%).

Years of experience of the project manager (weight 20%).

Methodology – detailed, scientifically validated approach with tools and examples (weight 40%).

Phase 3 – Price and Specific Goals (80/20 system):

Price points (max 80) calculated using the formula Ps = 80 × (1 – (Pt‑Pmin)/Pmin).

Specific goals – B‑BBEE ownership points (max 20) as per tables for black‑ownership and women‑ownership.

Overall cut‑off score: 70 points. Bidders scoring below are excluded.

Deliverables: detailed redesign report, approved job profiles, evaluation and grading reports, revised PayScale, remuneration strategy, cost analysis, implementation plan and presentation materials (hard and soft copy).

Service levels: project divided into three phases – Phase 1 (structure realignment, 3 months), Phase 2 (remuneration strategy, 2 months after Phase 1), Phase 3 (job profiling/evaluation/grading, 5 months after Phase 1).

Comply with Preferential Procurement Regulations 2022 (80/20 points system) and submit proof for specific B‑BBEE goals.

Adhere to B-BBEE requirements (80/20 preference points system) and submit proof of ownership (black/women) for specific goals evaluation.

Related opportunities

Related active categories

Active provinces

Active buying organisations

Intelligence and resources

Guide to Professional Services Tenders in South Africa

How to Join IITPSA: IT Professionals Guide 2026

How to Join Government Panels for Professional Service Providers

Writing a Winning Proposal for Consulting Tenders in South Africa

No advance payment; NRWDI will pay within 30 days of receipt of a substantiated invoice, provided all deliverables are satisfactory.

Bidders must submit a pricing schedule (SBD 3.1) with man‑days, rates and totals for each deliverable.

Phase 1 – Mandatory Requirements: compliance with all listed mandatory items (pricing format, project plan, tax status, CSD registration). Non‑compliance = automatic disqualification.

Bids must be delivered by 11:00 on 27 February 2026. No electronic submissions are accepted unless explicitly allowed.

Failure to comply with any mandatory requirement (Section 7.1.1/7.1.2) results in disqualification.

Provide B‑BBEE certificate or sworn affidavit (minimum level 4, verification required).

Phase 2 – Functional Evaluation (70% minimum threshold):

Experience in similar organisational redesign, job profiling, evaluation, grading and pay‑scale design (weight 20%). Points awarded 0‑5 based on number of referenced projects.

Project manager qualifications (NQF level) (weight 20%).

Years of experience of the project manager (weight 20%).

Methodology – detailed, scientifically validated approach with tools and examples (weight 40%).

Phase 3 – Price and Specific Goals (80/20 system):

Price points (max 80) calculated using the formula Ps = 80 × (1 – (Pt‑Pmin)/Pmin).

Specific goals – B‑BBEE ownership points (max 20) as per tables for black‑ownership and women‑ownership.

Service levels: project divided into three phases – Phase 1 (structure realignment, 3 months), Phase 2 (remuneration strategy, 2 months after Phase 1), Phase 3 (job profiling/evaluation/grading, 5 months after Phase 1).

Comply with Preferential Procurement Regulations 2022 (80/20 points system) and submit proof for specific B‑BBEE goals.