August 2025 witnessed the introduction of the City of Cape Town (CCT) Learning and Development Policy (L&D), which replaced the 2021 Education, Training and Development (ETD) Framework. Due to certain challenging clauses in the L&D, it was put through a light review in November 2025 and thereafter finalised in December 2025. The L&D governs ETD in the City of Cape Town and this article will look at the most significant changes introduced by the L&D and how this may impact staff.
ETD VS L&D – WHY THE NAME CHANGE?
While the L&D does not explain the reason for the name change, in the global context, organisational Education and Training has not always been all encompassing. Education and Training was often viewed as intervention or skill specific e.g. a SAP Business Intelligence workshop targets training in SAP Business Intelligence or a degree in Library and Information Science targets education in Library and Information Science. Learning and Development is meant to be all encompassing and continuous, what we have often referred to as lifelong learning. It is meant to include everything from induction and onboarding to development of the employee using various platforms and tools, not only structured education and training courses.
As a Library and Information Services ETD section, despite our limited staff component we have always striven to address the development aspect of ETD. Development interventions we offered over the years included the following:
- Developing LISC In-house Training Interventions and Material
- Induction and Onboarding Manuals and Workshops (returning to ETD in 2026-2027)
- Morning Coffee Conversations
- Job Shadowing facilitation
- EPWP Projects for Library & Information Science students
- Work Readiness Workshops for EPWP students
- Fieldwork, Vacation work and Work-Integrated Learning placement for LISC students
- Mentoring Workshops for External and Internal Bursar Mentors
- Career Preparation Workshops for External Bursars
- IPM Workshops for staff and the Broader Management Team
- Overseeing Research in LIS
- Articles in the LIStener
- Contributions to the CCT Career Guide
We often get training requests from staff and unfortunately it is challenging for the ETD section to do more with its current staff component. Our responsibilities have expanded considerably over the past decade and while staff development remains a vital component, the Workplace Skills Plan and related compliance tasks remains the chief focus of the unit.
EMPLOYEE INTERNAL FINANCIAL SUPPORT (BURSARIES)
For more than a decade, internal bursars would continue receiving financial support for the duration of their qualification, subject to passing at least 50% of modules registered in a given academic year. The L&D effectively requires 100% pass or proof of re-registration of failed modules for financial support to continue as per the policy:
10.1.6. The City shall not pay for any failed subject(s), modules(s) or research studies. Employees shall be liable for the re-registration and any other cost of the failed subject(s), module (s) or research studies.
10.1.7. Financial support for continuation will only be approved upon submission of proof of:
10.1.7.1. Successful completion of previously registered subject(s), module(s), or research studies; and
10.1.7.2. Re-registration of previously failed subject(s), module(s), or research studies. This clause should be read in conjunction with clause 10.1.6.
SEMINARS, WORKSHOPS, CONFERENCES, WEBINARS AND L&D MEETINGS
The System and Procedure for the attendance of Seminars, External Meetings / Workshops and Conferences was incorporated almost verbatim into the L&D. This resulted in the L&D referring to the Cost Containment Policy in relation to L&D interventions, which was not the case with the ETD Framework:
10.7.2 Any L&D interventions must be implemented in alignment with National Treasury regulations and the City’s Cost Containment Policy.
LEARNING AND DEVELOPMENT LEAVE ALLOCATION
The L&D introduced new leave categories and expanded the definition of Exam and Study leave as per the following:
Exam and Study Leave
While the ETD Framework allowed one day’s study leave and one day’s exam leave per subject or module, the L&D POLICY expands this to dissertations and theses:
10.8b Employees, excluding shift workers, shall be granted one day’s leave for study and one day’s leave for exam per subject or module or one days leave for the preparation for dissertation or thesis and one days leave for defending a dissertation or thesis.
New Leave Categories for CPD and Attendance of L&D-Related Meetings
The L&D introduced new L&D leave categories with a few of this leave types now loaded on SAP however not available on the drop-down list. This is due to the fact that permission must be obtained from the delegated authority to access this leave. LIS ETD is engaging Corporate ETD regarding accessing the above leave types via LSO and will communicate outcomes as soon issues are clarified.
k. Employees shall be granted 10 days leave for the purpose of attending in person workshops per financial year.
l. Employees shall be granted 10 days leave for the purpose of attending Continuous Professional Development per financial year.
m. Employees shall be granted 10 days leave for the purpose of attending webinars per financial year.
n. Employees shall be granted 10 days leave for the purpose of attending thesis based classes or study tours per financial year.
o. Employees shall be granted 5 days leave for the purpose of attending L&D related meetings or as representatives on professional institutes or organisations recognised by Local Government per financial year. A formal invitation from the institution, organisation or professional body is required to support this leave allocation.
p. Employees are required to submit an official letter from institution and timetable prior to approval of leave by the delegated authority.
Sabbatical Leave
The L&D covers sabbatical leave outlining how it may be accessed:
10.8.2. Employees shall be granted a maximum of up to 12 months for sabbatical leave. This attendance will be regarded as special leave and only the City Manager may approve sabbatical leave.
a. Sabbatical Leave for City Staff is solely granted for academic or study research and accompanied by a compelling business case subject to approval by the delegated authority.
b. Sabbatical leave is an unpaid leave for the purposes of researching topics of interest or relevance to the employee’s career, studies or training to advance or change career in line with City related needs.
c. The City may approve unpaid sabbatical leave subject to operational requirements and the employee agreeing to fully fund all benefits such as (Pension Fund, Medical Aid, Group Life, etc.).
d. The employee may receive an external stipend from any organisation other than the City during the period of sabbatical leave.
e. Applications for sabbatical leave that are deemed to be for personal gain, where the activity serves private, or non-academic interests, will not be approved.
f. Sabbatical leave does not constitute a break in the period of continuous service.
g. Sabbatical leave applies to all employees with at least 24 months continuous service.
h. In instances where an employee does not comply with the conditions of the sabbatical leave contract the employee will be required to –
I. work back the period equivalent to the sabbatical leave taken up to a period of 12 months; or
II. to payback a pro-rated amount for the duration of the sabbatical leave.
Increased Leave Periods for L&D Programmes
The L&D has extended periods for some programmes. The new duration is indicated below:
11.3. Learning Programmes Offered By The City
11.3.1. Graduate Internship Programme from 6 up to 36 months;
11.3.2. Graduate Trainee Programme from 6 up to 36 months;
11.3.3. Work Integrated Learning, from 1 up to 36 months;
11.3.4. Learnerships from 12 up to 36 months;
11.3.5. Apprenticeships from 1 up to 36 months;
11.3.6. Vacation Programme, from 1 up to 2 months;
11.3.7. Job shadowing Programme from 1 day up to 1 month;
11.3.8. Skills Programme, from 1 up to 36 months;
11.3.9. Field workers from 1 up to 3 months; and
11.3.10. Project Based Learning Programme from 1 up to 36 months.
CONCLUSION
The L&D The Learning and Development team is currently refining our Standard Operating Procedures (SOPs) to provide clearer guidance for everyone. While no new SOPs have been issued since December 2025, officials across all levels are actively navigating the current landscape, essentially building our framework through real-world application and precedent. Rest assured, LIS ETD will keep you informed of every development through our monthly meetings, The LIStener and our regular digital channels.
Esther Josias-Manuel
Senior Professional Officer
Education, Training & Development (ETD)