Culture transformation & change management programme – RFQ in gauteng

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Returnable Documents: Invitation to Bid (SBD 1) Fully completed and signed., Bidders’ Disclosure form (SBD 4) Fully completed and signed., SBD 6.1 (Preference Claim Form) Fully completed and signed., Pricing Schedule (SBD 3). The bidder must submit and attach to the RFQ, response fully completed pricing Schedule (SBD, 3). Pricing schedules must be completed in full., Proof of registration on the Central Supplier Please provide proof of registration on the Central, Database (CSD) of National Treasury Supplier Database. Only suppliers who are, registered with the Central Supplier Database, (CSD) will be considered., Tax Verification Proof of Tax Verification PIN from SARS or CSD, NB: MHSC only conducts business with bidders whose tax matters and CSD registration, are in order. Failure to comply in terms of tax obligations and CSD registratio, 5 CRITERIA 5: TEAM QUALIFICATION 10%, AT LEAST ONE TEAM MEMBER WITH QUALIFICATIONS IN HUMAN, RESOURCES OR LEADERSHIP (ATTACH QUALIFICATION,

• Masters or doctorate qualification in Human Resources or Leadership or,
• Honours qualification in Human Resources or Leadership or Change

Bidders must be registered on the Central Supplier Database (CSD) and have a valid SARS Tax Compliance Status (TCS) PIN or CSD number. Bidders must not be persons in the service of the state, nor have directors/members who are persons in the service of the state. Bidders must complete and submit SBD 1 (Invitation to Bid), SBD 3 (Pricing Schedule), SBD 4 (Bidder's Disclosure), and SBD 6.1 (Preference Points Claim Form). Bidders must not be listed on the Register for Tender Defaulters or the List of Restricted Suppliers. Bidders must not have submitted fraudulent, untrue, or inaccurate information, and must not have canvassed or lobbied MHSC employees. Bidders must achieve a minimum of 75% in the technical/functional evaluation to proceed to price evaluation.

And improves organisational effectiveness

g) High-risk employees Support Framework and Toolkit

h) Embedded Human Capital Policy Suite — updated recruitment, onboarding, probation review and

promotion policies reflecting revised values and behavioural standards

i) Second Change Readiness Assessment report

j) Internal Capability Building Framework and Toolkit — Knowledge transfer to internal teams and

trained practitioner

k) Organisational Health Dashboard

l) Final Close-out Report

1.4. Methodology

3. Change management methodology (e.g. ADKAR, Kotter, Prosci or a hybrid approach).

• Develop integrated change management strategies and implementation plans based on the

existing climate surveys that have been recently conducted on ethics and culture.

• Assess leadership capability and employee behavioural alignment.

• Develop a future-state culture transformation framework.

• Facilitate leadership alignment to the strategies and frameworks.

• Improve employee engagement and trust.

• Strengthen organisational values, ethical conduct, accountability and high-performance behaviours

among employees.

• Develop sustainable change capability within the organisation.

Resources or leadership (attach qualification

Certificates);

• Masters or doctorate qualification in Human Resources or Leadership or

Change Management fields = 5 points

• Honours qualification in Human Resources or Leadership or Change

Management fields = 4 points

• Bachelor qualification in Human Resources or Leadership or Change

Management fields = 3 points

• Any qualification below a Batchelor qualification or no academic

qualification = 0 points

6 criteria 6: methodology 40%

4. Change management methodology (e.g. ADKAR, Kotter, Prosci or a

hybrid approach).

• The methodology and/or technical approach addresses all 8 items listed

above and is aligned with the Scope of Work = 5 points

• The methodology and/or technical approach addresses 5-7 items listed

above and is aligned with the Scope of Work = 3 points

• The methodology and/or technical approach addresses less than 5 items

listed above = 0 points

Phase 3: Price and Specific Goals Evaluation

1 criteria 1: company experience 15%

Development or culture transformation (company profile

Stating number of years must be attached):

• More than 10 years’ experience in organisational development or culture

transformation = 5 points

• 10 years’ experience in organisational development or culture

transformation = 3 points

• Less than 10 years’ experience in organisational development or culture

transformation = 0 points

• No company profile attached or number of years not included = 0 points

2 criteria 2: reference letters 15%

• A submission submitted in response to this RFQ will constitute a binding offer which will remain

binding and irrevocable for a period of thirty (30) days from the date of submission to the MHSC.

Bidders may not modify their initial pricing offer whilst the RFQ validity period is still in force. (RFQ

Validity Period: 30 days from date of closure)

• No service will be rendered, or goods delivered before an official MHSC Purchase Order has been

issued to the awarded bidder.

• It is the responsibility of the bidder to ensure that its response reaches MHSC on or before the

closing date and time of the RFQ.

• Bidders may not make any alterations or additions to the content of this bid document, except to

comply with the instructions issued by the MHSC.

• There shall be no discussions with any enterprise until evaluation of the proposal has been

complete.

• RFQ’s received after closing time and date will be classified as LATE and will not be considered.
• With regards to pricing, where a bidder submits both a quote and SBD 3, should the total bid prices

differ, or calculation errors be identified, the one indicated on the SBD 3 pricing schedule shall be

considered the correct price.

• MHSC reserves the right to cancel this RFQ due to the following reasons:

a) Due to changed circumstances, there is no longer a need for the services specified in this RFQ.

b) Funds are no longer available to cover the total envisaged expenditure for the project.

c) No RFQ meets the required specifications.

d) There is a material irregularity in the RFQ process.

e) Bidder fails to deliver in accordance with the requirements of the RFQ. The MHSC reserves the

right to terminate the contract/PO during the first week after work has commenced should the

appointed service provider have misrepresented themselves and/or their product and will not

be able to fulfil the requirements as contained in the contract.

• Bidders should ensure the points are

correctly claimed for the specific goals and

information is captured correctly and

information is true.

Pricing Schedule (SBD 3). The bidder must submit and attach to the RFQ

response fully completed pricing Schedule (SBD

3). Pricing schedules must be completed in full.

75% overall in the below technical/functional evaluation criteria in order to progress to the pricing

and specific goals evaluation phase.

1. Applicable currency: All prices shall be quoted in South African Rand (R).

2. Completion of pricing schedule: Bidders shall complete the pricing schedule in full,

inserting all the information required therein.

3. Price Quotation Basis: total prices quoted must be inclusive of all applicable taxes

including VAT, less all unconditional discounts, plus all costs to deliver the services and/or

goods. Where imported goods/services are to be used, and pricing is subject to exchange

rate fluctuations, the exchange currency against the Rand must be stipulated, as well as

the exchange rate at the time of bidding. The portion of the bid price subject to exchange

rate fluctuations must be stated. Price changes whether because of CPI, PPI, industry

extensions or expansions will be allowed in terms of the signed contract by both parties.)

4. Submission of pricing: bidders must submit their pricing proposals with the technical

proposal. The pricing folder must be clearly labelled as such.

5. Validity Period: SBD 3 is valid for 30 days from date of closure of this RFQ

6. Payment terms: Payment will be made in accordance with Treasury Regulations

15.10.1.and 8.2.3 (within 30 days from receipt of invoice after completion of

deliverables).

PRICE SCHEDULE (SBD 3.1 Firm Unit Prices)

bid pricing requirements. Qualifying bids are ranked on price and specific goals points

claimed in the following manner:

(i) Price - with the lowest priced bid receiving the highest price score as set out in the Preferential

Procurement Regulations 2022.

(ii) Preference - preference points are allocated in accordance with the Preferential Procurement

Policy Framework Act (Act ) and its Regulations 2022 as claimed in the specific goals

claim form (SBD 6.1) are added to the price ranking scores. The points for specific goals must be

supported by a valid B-BBEE certificate or certified sworn affidavit.

A maximum of 80 points will be allocated for price on the following basis:

80/20

Pt−P min

Ps = 80 (1 − )

Payment Terms: Payment terms: Payment will be made in accordance with Treasury Regulations

15.10.1.and 8.2.3 (within 30 days from receipt of invoice after completion of

deliverables).

PRICE SCHEDULE (SBD 3.1 Firm Unit Prices)

Tenderers are required to complete the following schedule of prices and ensure that the total price submitted

encompasses all costs necessary to

Tax compliance status system pin code from the south african revenue service

Tax compliance requirements

Tax compliance status (tcs) pin may be made via e-filing

Tax Compliance

Tcs pin is available but the bidder is registered on the central

Csd number

Csd number must be provided

CSD registration

CSD registration will render

Central supplier database (csd), a csd number must be provided

Central Supplier Database

Central Supplier Database (CSD)

Invitation to Bid (SBD 1) Fully completed and signed.

Bidders’ Disclosure form (SBD 4) Fully completed and signed.

SBD 6.1 (Preference Claim Form) Fully completed and signed.

Pricing Schedule (SBD 3). The bidder must submit and attach to the RFQ

response fully completed pricing Schedule (SBD

3). Pricing schedules must be completed in full.

Proof of registration on the Central Supplier Please provide proof of registration on the Central

Database (CSD) of National Treasury Supplier Database. Only suppliers who are

sure form (SBD 4) Fully completed and signed.

registered with the Central Supplier Database

(CSD) will be considered.

Tax Verification Proof of Tax Verification PIN from SARS or CSD

NB: MHSC only conducts business with bidders whose tax matters and CSD registration

are in order. Failure to comply in terms of tax obligations and CSD registration will render

they are tax compliant and are registered on CSD at time of submitting their response.

2. Tax compliance requirements

2.3 Application for tax compliance status (tcs) pin may be made via e-filing

Each party must submit a separate tcs certificate / pin / csd number.

Points Allocation: 80 points

B-BBEE Details: Bid price proposals are compared on an equal and fair basis, considering all aspects of the

bid pricing requirements. Qualifying bids are ranked on price and specific goals points

claimed in the following manner:

(i) Price - with the lowest priced bid receiving the highest price score as set out in the Preferential

Procurement Regulations 2022.

(ii) Preference - preference points are allocated in accordance with the Preferential Procurement

Policy Framework Act (Act ) and its Regulations 2022 as claimed in the specific goals

claim form (SBD 6.1) are added to the price ranking scores. The points for specific goals must be

supported by a valid B-BBEE certificate or certified sworn affidavit.

A maximum of 80 points will be allocated for price on the following basis

HDI Requirement: 41%

1.1. Overview

The Mine Health and Safety Council is a national public entity (Schedule 3A) established in terms of the

on improving and promoting occupational health and safety in South African mines. The Council also

oversees the activities of its committees; promotes a culture of health and safety in the mining industry;

arranges a summit every two years to review the state of occupational health and safety at mines; and

liaises with the Mining Qualifications Authority and any other statutory bodies about mining health and

safety.

1.2. Detailed specifications/scope of work

• Employee engagement.

• Leadership effectiveness.

• Organisational trust.

• Values alignment.

• Collaboration across functions.

• Psychological safety.

• Customer service culture.

• Ethics and integrity.

• Performance culture.

• Change adoption rates.

• Reduced employee relations issues.

• Operate within the Public Finance Management Act (PFMA) and public sector governance

requirements.

• Integrate culture change with enterprise strategy, risk management, ethics, and performance

management.

1.6. Contract period

The contract will be valid for a period of 6 months

prices are not market related. Under no circumstances will negotiation with any Bidders, constitute an

award or promise/ undertaking to award the contract.

1.8. Protection of personal information act, (popia)

MHSC adheres to the Protection of Personal Information Act, (POPIA) requirements

regarding personal information which came into effect 1 July 2021. As MHSC, we are committed to

protecting your privacy and ensuring that personal information collected is used properly, lawfully,

and transparently.

1.9. Occupational health and safety

Awarding of RFQ’s will not be published on the National Treasury e-tender portal or MHSC’ website.

• Bidder whose tax matters are not in order (Instruction Note /2018 Tax Compliance

Status will apply).

• Bidders who are not registered with the Central Supplier Database (CSD).
• submitted incomplete information and documentation according to the requirements of this RFQ

document.

• submitted information that is fraudulent, factually untrue or inaccurate information.
• received information not available to other potential bidders through fraudulent means.
• failed to comply with mandatory and technical requirements as stipulated in the RFQ document.
• misrepresented or altered material information in whatever way or manner.
• promised, offered, or made gifts, benefits to any The Mine Health and Safety Council (MHSC)

employee.

• canvassed, lobbied to gain unfair advantage.
• committed fraudulent acts; and
• acted dishonestly and/or in bad faith etc.

NB: it is the responsibility of the bidder to ensure the bid response is fully completed and signed

and all required documents are valid and submitted upon closing date. The bidder should

ensure that their response reaches the MHSC on the stipulated date and time.

terms of section 59 of the Competition Act No and or may be reported to the National

Prosecuting Authority (NPA) for criminal investigation and or may be restricted from conducting

business with the public sector for a period not exceeding ten (10) years in terms of the Prevention

and Combating of Corrupt Activities Act No or any other applicable legislation.

I CERTIFY THAT THE INFORMATION FURNISHED IN PARAGRAPHS 1, 2 and 3 ABOVE IS

A. Phase 1: Diagnostic (months 1 – 2)

A.1. Phase Objective: Contain immediate harm and establish psychological safety for honest engagement,

while restoring minimum governance functioning, stability, trust and discipline, by undertaking the

following:

Analysis of the Surveys Conducted: Conduct an analysis of survey and other reports conducted on

the following:

o Historic ethics, culture and employee engagement survey results

o Whistleblowing reports received

o Disciplinary records, grievance logs, EAP referral data and exit interview data.

• Conduct focus groups stratified by level, function, and tenure.

• Assess leadership and employee engagement and change readiness.

• Map the factional landscape within the organization.

• Identify high-risk individuals: toxic influencers, at-risk employees (burnout/exit intention to leave),

and potential change champions.

• Identify discipline indicators (basic to complex discipline transgressions).
• Identify any other areas that are critical for the success of the project in terms of the change

management trends.

A.1.1. Strengthening Internal Systems and Controls

• Facilitate the resolution of urgent risks, including conflict, misconduct, and confidentiality

breaches.

• Develop a communication framework to enable communication on expectations, progress

and organisational priorities.

• Conduct a Change Readiness Assessment.

B. Phase 2: Culture Transformation and Embedding (3 months)

B.1. Phase Objective: Implement structured, evidence-based interventions at all levels to begin the cultural

re-norming process, rebuild leadership credibility, clarify roles, and develop psychological safety across

teams. Progressively institutionalise the behavioural shift within organisational systems, build internal

capability to sustain it, and establish ongoing governance and reporting to monitor organisational health

beyond the engagement:

B.1.1. Strategy Development and Leadership Alignment

• .
• Design an integrated change management strategy and implementation plan, applying a

change management methodology.

• Facilitate leadership alignment workshops to secure Executive and senior management

buy-in to the future-state framework and change strategy ahead of wider rollout.

B.1.2. Organisational-Level Interventions

• Recommend revisions for the Code of Conduct and the disciplinary policy.
• Establish a toxic behaviour identification and management process — periodic checklist-

based tracking using proven/scientific techniques, with defined management actions for

identified cases.

• Launch an organisation-wide culture transformation intervention to promote respect and

engagement, reinforced through a Values Ambassador Programme and Culture Pulse

Surveys (short-form, anonymous, with leadership-visible action responses).

B.1.3. Leadership-Level Interventions

• Implement a Leadership Development Programme combining quarterly full-day workshops

for managers, executives and senior management, to drive sustained behaviour change.

• Facilitate Leadership Accountability Contracts — explicit commitments to value-aligned

behaviour.

B.1.4. Team-Level Interventions

• Administer a Psychological Safety questionnaire and debrief results with each team,

culminating in Team Charter workshops where teams co-create behavioural agreements,

accountability norms, and clarify roles and responsibilities.

• Facilitate structured inter-team and factional dialogue sessions (including neutral, mediated

dialogue) to address conflict, silos and factional tension.

• Provide a Conflict Management workshop for team leaders (skills-based workshop).

B.1.5. Individual-Level Interventions

• Develop a support framework to manage high-risk employees, and recommendations for

further intervention where applicable.

B.1.6. Embedding Culture into Organisational Systems

• Embed the revised values, behavioural standards and consequence frameworks into key

Human Capital processes and policies — including recruitment, onboarding, probation

review, promotion criteria, and related HC policy updates.

• Re - conduct a Change Readiness Assessment to confirm the change management

process is complete and integrated, and to gauge organisational capacity to sustain the

transformation.

B.1.7. Internal Capability and Governance

• Build internal Organisational Development capability — training a practitioner/team to own

cultural stewardship.

• Develop an Organisational Health Dashboard to track key culture and performance metrics,

that can be fed into quarterly Board reporting.

1.3. Deliverables

Phase 1 Deliverables:

a) Analyses and Situational Assessment Report: consolidated findings from the organisational

challenges and trends assessment, ethics/culture/engagement survey review, whistleblowing and

disciplinary/grievance/EAP/exit data review, focus groups, leadership and change readiness

assessment, factional landscape mapping, discipline indicators, and public sector benchmarking;

including recommendations on any additional critical risk areas.

i. Annexure: Confidential Register of High-Risk Individuals (toxic influencers, at-risk

employees, potential change champions)

b) Urgent Risk Resolution Report: record of actions taken to resolve immediate conflict, misconduct,

and confidentiality breaches

c) Communication Framework and Toolkit

d) Change Readiness Assessment Report

Phase 2 Deliverables:

a) Future-State Culture Framework and Change Management Strategy and Implementation

Plans — approved framework, strategy and implementation plan, informed by Phase 1 diagnostic

findings, with evidence of leadership alignment.

b) setting out behavioural standards and uniform, progressive disciplinary consequences.

c) Toxic Behaviour Management Framework and Toolkit — checklist-based identification and

tracking tool, that enables periodic tracking reports to be done.

d) Culture Transformation Programme Report — documenting rollout of the organisation-wide

culture intervention, establishment of the Values Ambassador Programme, Values activation

campaigns and results of each quarterly Culture Pulse Survey with leadership action responses.

e) Leadership Development and Accountability Report — covering delivery of the Leadership

Development Programme (workshops), signed Leadership Accountability Contracts, and the

escalation pathway framework for supervisors.

f) Team Effectiveness Report — psychological safety questionnaire results and team debriefs, Team

Pt−P min

Ps = 80 (1 − )

P min

Where;

Ps = Points scored for price of tender under consideration

Pt = Price of tender under consideration

Pmin = Price of lowest acceptable tender

A maximum of 20 points will be allocated for specific goals on the following basis:

• The tenderer must indicate how they claim points for each preference

point system in line with the specific goals of the RFQ as outlined in SBD

6.1.

1.7. Price negotiations

The award of this RFQ may be subject to price negotiations where there are opportunities where

prices are not market related. Under no circumstances will negotiation with any Bidders, constitute an

award or promise/ undertaking to award the contract.

1.8. Protection of personal information act, (popia)

MHSC adheres to the Protection of Personal Information Act, (POPIA) requirements

regarding personal information which came into effect 1 July 2021. As MHSC, we are committed to

protecting your privacy and ensuring that personal information collected is used properly, lawfully,

and transparently.

1.9. Occupational health and safety

The service provider acknowledges that he is fully aware of the provisions of the OHS Act

and that he is an employer in his own right with duties and responsibilities as prescribed in the Act.

1.10. Important notice to bidders

Bidders are to be aware of scammers who pose as MHSC employees selling bid documents or

offering monetary gratuity in exchange for information or awarding of bids.

MHSC is in no way selling the bid document, all documents shall be found on the MHSC

website and National Treasury eTender Portal and awarded bids are notified through the

website and MHSC shall never ask any bidder for monetary gratuity in exchange for

information or manipulating outcome of bids.

General conditions of contract (gcc)

In accordance with the Framework for Supply Chain Management [Section 76 (4) (c) of the PFMA] that

was promulgated in Government Gazette Number 25767 on 5 December 2003 as Treasury

Regulations, National Treasury is required to issue general conditions of contract and bid

documentation for supply chain management.

This Request for Quotation and any contract emanating from this Request for Quotation are subject to

the General Conditions of Contract (GCC) which were revised in July 2010.

The General Conditions of Contract (GCC) revised and issued by National Treasury in July 2010 are

available on the website of National Treasury.

http://ocpo.treasury.gov.za/Resource_Centre/Legislation/General%20Conditions%20of%20Contract-

%20Inclusion%20of%20par%2034%20CIBD.pdf

The SBD 7 contract form will be required, where applicable, from the recommended bidder

upon award.

Due diligence

The MHSC reserves the right to conduct supplier due diligence prior to final award

or at any time during the contract period. This may include site visits, reference checks and requests

for additional information. The MHSC may where applicable request samples from the bidder/s to

confirm capability.

RFQ award

Awarding of RFQ’s will not be published on the National Treasury e-tender portal or MHSC’ website.

No regret letters will be sent out. An RFQ is considered awarded when an official purchase order as

signed by the delegated authority of the MSC is issued to the service provider. Goods may be delivered,

or services may be rendered only with an official purchase order as signed and issued by the MHSC.

Reasons for disqualification

MHSC reserves the right to disqualify any bidders who do not comply with one or more of the following

RFQ requirements and may take place without prior notice to the bidder:

• Bidder whose tax matters are not in order (Instruction Note /2018 Tax Compliance

Status will apply).

• Bidders who are not registered with the Central Supplier Database (CSD).
• submitted incomplete information and documentation according to the requirements of this RFQ

document.

• submitted information that is fraudulent, factually untrue or inaccurate information.
• received information not available to other potential bidders through fraudulent means.
• failed to comply with mandatory and technical requirements as stipulated in the RFQ document.
• misrepresented or altered material information in whatever way or manner.
• promised, offered, or made gifts, benefits to any The Mine Health and Safety Council (MHSC)

employee.

• canvassed, lobbied to gain unfair advantage.
• committed fraudulent acts; and
• acted dishonestly and/or in bad faith etc.

NB: it is the responsibility of the bidder to ensure the bid response is fully completed and signed

and all required documents are valid and submitted upon closing date. The bidder should

ensure that their response reaches the MHSC on the stipulated date and time.

Bidders are not allowed to contact any other MHSC staff in the context of this tender other than the

indicated officials under SBD 1 above or as mentioned under “correspondences”.

Bidder’s disclosure (sbd 4)

1. Purpose of the form

Any person (natural or juristic) may make an offer or offers in terms of this invitation to bid. In line

with the principles of transparency, accountability, impartiality, and ethics as enshrined in the

Constitution of the Republic of South Africa and further expressed in various pieces of legislation, it

is required for the bidder to make this declaration in respect of the details required hereunder.

Where a person/s are listed in the Register for Tender Defaulters and / or the List of Restricted

Suppliers, that person will automatically be disqualified from the bid process.

2. Bidder’s declaration

2.1 Is the bidder, or any of its directors / trustees / shareholders / members / partners or any person

having a controlling interest1 in the enterprise,

employed by the state? YES/NO

2.1.1 If so, furnish particulars of the names, individual identity numbers, and, if applicable, state employee

numbers of sole proprietor/ directors / trustees / shareholders / members/ partners or any person

having a controlling interest in the enterprise, in table below.

Full Name Identity Number Name of State

institution

1 the power, by one person or a group of persons holding the majority of the equity of

an enterprise, alternatively, the person/s having the deciding vote or power to

influence or to direct the course and decisions of the enterprise.

2.2 Do you, or any person connected with the bidder, have a relationship with any person who is

employed by the procuring institution? YES/NO

2.2.1 If so, furnish particulars:

................................................................................................

................................................................................................

2.3 Does the bidder or any of its directors / trustees / shareholders / members / partners or any person

having a controlling interest in the enterprise have any interest in any other related enterprise

whether or not they are bidding for this contract? YES/NO

2.3.1 If so, furnish particulars:

........................................................................................

........................................................................................

Pt−P min

Ps = 80 (1 − )

P min

Where

Ps = Points scored for price of tender under consideration

Pt = Price of tender under consideration

Pmin = Price of lowest acceptable tender

3.2. Formulae for disposal or leasing of state assets and income generating

Procurement

3.2.1. Points awarded for price

A maximum of 80 points is allocated for price on the following basis:

Pt−P max

Ps = 80 (1 + )

P max

Where

Ps = Points scored for price of tender under consideration

Pt = Price of tender under consideration

Pmax = Price of highest acceptable tender

4. Points awarded for specific goals

4.1. In terms of Regulation 4(2); 5(2); 6(2) and 7(2) of the Preferential Procurement Regulations,

preference points must be awarded for specific goals stated in the tender. For the purposes of this

tender the tenderer will be allocated points based on the goals stated in table 1 below as may be

supported by proof/ documentation stated in the conditions of this tender:

4.2. In cases where organs of state intend to use Regulation 3(2) of the Regulations, which states that,

if it is unclear whether the 80/20 or 90/10 preference point system applies, an organ of state must,

in the tender documents, stipulate in the case of—

(a) an invitation for tender for income-generating contracts, that either the 80/20 or 90/10

preference point system will apply and that the highest acceptable tender will be used to

determine the applicable preference point system; or

(b) any other invitation for tender, that either the 80/20 or 90/10 preference point system will

apply and that the lowest acceptable tender will be used to determine the applicable

preference point system,

then the organ of state must indicate the points allocated for specific goals for both the 90/10 and

80/20 preference point system.

Table 1: Specific goals for the tender and points claimed are indicated per the table below.

(Note to organs of state: Where either the 90/10 or 80/20 preference point system is applicable,

corresponding points must also be indicated as such.

Note to tenderers: The tenderer must indicate how they claim points for each preference point

system.)

Number of points Number of points

allocated allocated Number of points

The specific claimed (80/20 system) (example)

goals allocated

(80/20 system) points in terms of (To be completed

this tender by the organ of (To be completed by

state) the tenderer)

Total Points: 10

100% black

ownership = 10 Black owned

For example, if the enterprises 76% to 99% black

bidder’s Black “enterprises owned ownership = 8

Ownership is by black people”. 61% to 75% black between 61% and Persons ownership = 6 75%, it will historically

disadvantaged on 41% to 60% black score/claim 6 points

the basis of race: ownership = 4 for 80/20

20% to 40% black

ownership = 2

0 to 19% black

ownership = 0

Total Points: 5

100% black women

ownership = 5

76% to 99% black

Black women women ownership =

owned enterprises 4

“Enterprises 61% to 75% black For example, if the

owned by women” women ownership = bidder is 61 to 75%

Persons 3 owned by Women, it

will score/claim 3

historically 41% to 60% black points for 80/20.

disadvantaged on women ownership =

the basis of 2

gender:

20% to 40% black

women ownership =

0 to 19% black

women ownership =

Total Points: 5

100% owned by

Enterprises owned youth = 5

by Youth 76% to 99%

“Enterprises owned by youth = 4 For example, if the

owned by people bidder is 61 to 75%

61% to 75% owned who are youth. owned by Youth, it

by youth = 3 Persons will score/claim 3

historically 41% to 60% owned points for 80/20.

disadvantaged on by youth = 2

the basis of youth. 20% to 40% owned

by youth = 1

0 to 19% owned by

youth = 0

Total Points for

20.00 Specific Goals

Declaration with regard to company/firm

4.3. Name of company/firm...............................................................................