Human Resources Development Programs
The Namibian Ports Authority (Namport) primary Training and Development
objective is to develop the Namibian people.
Namport focuses on recruiting, professional, competent staff members into
its organizational structure. Namport has initiated various training and
development programmes a Bursary Scheme, Apprenticeship and the Seafarer
Training programs. These scheme/programme lays the foundation for prospective
Human Resources and ensure that Namibia has a skilled work force for the
future.
For our current vacancy listings please click here>> |
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Human Resources Development Programs overview
1. Namport Bursary Scheme - Full Time Study
2. Apprenticeship Training |
2.1 Bursary Scheme
2.2 Job Attachment Scheme |
| 2.2.2 Minimum Qualifications |
| 3. Recruitment and Selection |
3.2 Financial Support |
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1. Namport BURSARY SCHEME
- Full Time Study
The renowned Namport Bursary scheme was first introduce in 1997. The scheme
gives selected Namibian students the opportunity to receive education to
enable them to fill positions within Namport where higher education is a
pre-requisite. In time the scheme will also provide tertiary-trained personnel
for the broader Namibian economy. Namport Bursary scheme covers full academic
fees (including tuition, accommodation, meals, traveling and incidental
expenses).
The annual intake of bursars in the field of Engineering (Electrical and
Mechanical), Information Technology & Finance and Human Resources are
directly linked to Namport’s Human Resources plan. Prospective students
are invited through the media during October each year and are selected
on the following criteria: - |
1. Must be Namibian Citizens
2. Must have a proven record of scholastic achievement
3. Must have relevant Grade 12 subjects on higher
grade
4. Must be preferably in the AA target
group
5. Must be a second year student at
any tertiary institution (University/Technikon) |
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| To download the busary application form click
here>> |
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2. APPRENTICESHIP TRAINING
Namport, being a relatively small company, does not employ its own apprentices,
nor does it operate an apprentice training school. Namport does however
recognizes the importance of the training of apprentices in order to conform
to its own Human Resources Plan as well as a social responsibility to Namibia.
For these reasons an apprentice scheme has been introduced.
Under this scheme, Namport assists the Government of Namibia, in conjunction
with the Namibian Institute of Mining and Technology (NIMT), as well as
the Windhoek Vocational Training Centre (WVTC) with the training of apprentices
in various fields of expertise.
Apprentices trained in Walvis Bay will be registered at the NIMT and those
for Lüderitz at the WVTC. Preference, in the case of Lüderitz,
will be given to apprentices domiciled in close proximity to Lüderitz.
Two training schemes are utilized namely: |
2.1 Bursary Scheme
2.2 Job Attachment Scheme |
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2.1 Bursary Scheme
Namport will award a minimum of 6 bursaries per annum to promising apprentices
who have completed their first 6 months of theoretical training. Allocation
of these bursaries will be determined by the Human Resources Plan of Namport
in conjunction with the relevant training institution.
Advertisement of the bursary scheme will be done in conjunction with the
relevant training institutions on an annual basis. Such bursaries will provide
for the following: |
1.1.1 A monthly allowance (pocket
money), to be determined by Namport from time to time (excluding unwarranted
periods of absence).
1.1.2 Tuition fees subjected
to the amount as stipulated by the training centre for the duration of the
apprenticeship.
1.1.3 Textbooks and related
expenses as determined by the training centre.
1.1.4
Daily transport to and from Walvis Bay and NIMT.
1.1.5
Monthly transport costs to and from Lüderitz and the training centre.
1.1.6 Accommodation costs at the WVTC hostel
in the case of apprentices domiciled in the Lüderitz area.
1.1.7
Social Security contribution.
1.1.8 Safety
clothing as determined by the training centre.
1.1.9
The administration of the above which is the responsibility of the relevant
training institute. Such training institute shall invoice Namport on a
Monthly basis. |
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2.2 Job Attachment Scheme
Namport recognizes that many apprentices studying at the training centres
are experiencing great difficulties in finding job attachments for the 6
months of the year when they are expected to obtain practical experience.
For this purpose a job attachment scheme has been introduced to assist as
many as possible of these apprentices. The number of job attachments will
be determined on an annual basis pending budgetary provisions and the Human
Resources Plan of Namport.
Selection of these apprentices will be done in conjunction with the relevant
training institute. The job attachment scheme will provide for the following:- |
1.2.1 A monthly allowance (pocket
money) to be determined from time to time (excluding unwarranted periods
of absence) only for those periods that the apprentices are physically undergoing
training at Namport’s workshops.
1.2.2
Social Security contributions for the attachment period. |
| 2.2.2
Minimum Qualifications |
| 1.2.2.1 In order to qualify for
the bursary scheme in the Technical Department of Namport, the trainee should
be; |
| i. At least 18 years of age
ii. Be in possession of a Grade 12, IGSE or
senior Certificate with Mathematics and Science.
iii. Recommended by the training institute on
an annual basis. |
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1.2.2.2 In order
to qualify for the bursary scheme in the Civil Department of Namport,
the trainee should be; |
i. At least 18 years of age
ii. Be in possession of a Grade 10 Certificate
iii. Recommended by the training institution on
an annual basis. 3 Seafarer Training |
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Under this scheme Namport sponsors young Namibians to
be trained in order to qualify for Deck Officers or Marine Engineering
Officers to fill the positions of Port Captain, Marine Manager, Pilots,
Tug Masters and Engineers in the organization. |
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3.1 Recruitment and Selection
Namibians who have shown an aptitude in a seagoing career will be admitted
to the scheme after complying with the requirements described in 7.1.1 (i)
and passing the medical, eyesight and colour test required by the STCW Convention.
3.1.1 Prospective trainees for the program
should be between the ages of
18 and 25 years and must have passed Grade 12 Mathematics HIGCE C; IGCE
B, Physical Science HIGCE C and or IGCE B, and English at least IGCE E,
or equivalent. |
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3.2 Financial Support
Namport will provide financial support for the duration of the training
period as follows:- |
i. A monthly subsistence allowance
(pocket money) will be paid to cadets
during periods when the cadets are studying at shore based maritime
institutes, holiday periods and periods traveling to and from such institutes.
This allowance will cease during periods that the cadets are serving aboard
vessels where they will be paid according to the vessel operators’
policies.
ii. Boarding and lodging expenses
at establishments approved by
Namport.
iii. All tuition fees, textbooks,
instruments and stationery. However it should
be noted that textbooks and instruments remain the property of Namport and
are to be handed to the Namport Training Officer immediately after completing
the course. Tuition fees will only be paid once for a course. If a cadet
fails a course he or she may repeat the course at his or her own costs if
he or she wishes to remain in the program. Failing which the cadet will
be removed from the training program.
iv.
Cost of daily transport to and from the training institution only
with specific approval from Namport. |
Human Resources
