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: Effective Date:
Revision No.: 3
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Subject: Process for training engineering candidates towards

professional registration under a Commitment and Undertaking

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Next Review Date:
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Date: 13/12/2023 Date: 30/01/2024

ENSURING THE
EXPERTISE TO GROW
SOUTH AFRICA

Process for training engineering candidates

towards professional registration under a
Commitment and Undertaking

R-11-PRO-PC
Revision No. 3: 17 April 2024

ENGINEERING COUNCIL OF SOUTH AFRICACONTROLLED DISCLOSURE

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Document No.: Effective Date:
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Subject: Process for training engineering candidates towards

professional registration under a Commitment and Undertaking

Compiled by: Approved by:

Next Review Date:
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Date: 13/12/2023 Date: 30/01/2024

TABLE OF CONTENTS

DEFINITIONS OF TERMS .................................................................................................... 4

ABBREVIATIONS AND ACRONYMS .................................................................................. 6
DOCUMENT CUSTODIAN ................................................................................................... 6
BACKGROUND .................................................................................................................... 7

1. PURPOSE OF THIS DOCUMENT................................................................................... 8

2. ROLES AND STAKEHOLDERS ..................................................................................... 9
2.1 Candidate ................................................................................................................. 9
2.2 Supervisor .............................................................................................................. 10
2.3 Mentor .................................................................................................................... 10
2.4 Referee................................................................................................................... 11
3. TRAINING UNDER A CANDIDACY PROGRAMME ..................................................... 11
3.1 A Candidacy Programme ........................................................................................ 12
3.2 Overview of Competency Standards ....................................................................... 13
3.3 Evidence required for competent performance ....................................................... 15
4. DEVELOPMENT PROCESS OF TRAINING AND EXPERIENCE ................................. 16
4.1 Planning guidelines for candidates ......................................................................... 18
4.2 Progression levels of responsibility of a candidate aligned to DoR .......................... 20
4.3 Documenting and review of training and experience ............................................... 23
5. Employer Commitment and Undertaking................................................................... 24
5.1 Signatories for C&U ................................................................................................ 25
5.2 Duration of C&U...................................................................................................... 25
5.3 Registration number for a C&U ............................................................................... 25
5.4 Training Programmes ............................................................................................. 25
5.5 Deregistration of C&U ............................................................................................. 26
6. Mentor Commitment and Undertaking ....................................................................... 26
6.1 Duration .................................................................................................................. 27
6.2 Multiple employers .................................................................................................. 27
6.3 Multiple categories .................................................................................................. 27

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Subject: Process for training engineering candidates towards

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6.4 Conflict of interest ................................................................................................... 27

6.5 Termination............................................................................................................. 27
7. ECSA Commitment ...................................................................................................... 28
REVISION HISTORY ...........................................................................................................29
Appendix A: Employer Commitment and Undertaking ....................................................32
Appendix B: Details of Registered Professionals who have signed the mentor
Commitment and Undertaking ..........................................................................................36
Appendix C: Mentor Commitment and Undertaking ........................................................38

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Subject: Process for training engineering candidates towards

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DEFINITIONS OF TERMS

Commitment and Undertaking (C&U): An agreement entered into between an employer and
ECSA under which the employer commits to the training of candidates to the standard required
for registration in an identified Professional Category. A C&U may be entered into for one or
more of the Professional Categories.

Competency Indicator: The typifying guide to evidence indicating competence that is not
normative.

Continuing Professional Development (CPD): The systematic maintenance, improvement

and broadening of knowledge and skills, and the development of personal qualities necessary
for the execution of professional and engineering duties throughout an engineering
practitioner’s career.

Engineering Problem: A problematic situation that is amenable to analysis and solution using
engineering sciences and methods.

Engineering Science: A body of knowledge based on the natural sciences and using
mathematical formulation where necessary that extends knowledge and develops models and
methods to support its application, solve problems and provide the knowledge base for
engineering specialisations.

Employer: A professionally registered or competent person or company that is involved in

training and programme development for candidates.

Integrated Performance: An overall satisfactory outcome of an activity that requires several

outcomes to be satisfactorily attained. For example, a design requires analysis, synthesis,
analysis of impacts, checking of regulatory conformance and judgement in decisions.

Initial Professional Development: The systematic participation in the activities typical of

Continuing Professional Development but completed prior to professional registration.

Level Descriptor: A measure of performance demands at which outcomes must be

demonstrated in accordance with Degree of Responsibilities (DoR).

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Mentor: A professionally registered person who guides the competence development of a

candidate in a concomitant category.

Outcome: A statement of the performance criteria that a person must demonstrate to be

judged competent at the professional level.

Supervisor: A professionally registered or competent person who oversees, controls and

takes responsibility for engineering work performed by a candidate.

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ABBREVIATIONS AND ACRONYMS

C&U Commitment and Undertaking

CEO Chief Executive Officer
CPD Continuous Professional Development
DoR Degree of Responsibility
ECSA Engineering Council of South Africa
EPA Engineering Profession Act
IPD Initial Professional Development
TER Training and Experience Report

DOCUMENT CUSTODIAN

The custodian of this document is the Research Policy and Standards Division. The Regulatory
Function Division is responsible for its implementation.

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Subject: Process for training engineering candidates towards

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BACKGROUND

The illustration below defines the documents that comprise the Engineering Council of South
Africa (ECSA) system for registration. The illustration also locates the current document.

Provides guidance on the

Defines Policy of Council, giving Competency Standards for
Defines the standards of competency
effect to the Act’s power to register each category and
for registration in Professional
in Professional categories. development of competencies.
categories.

R-01-POL-PC Prescribes R-08-CS-GUIDE-PC

Registration Policy standards R-02-STA- Explains
Guide to the
PE/PT/PN Competency
Prescribes Competency Standard
Procedure Standard
Recommends

Refers to

R-03-PRO-PC
C&U

Refers to.
Application and
Assessment
Process R-04-T&M-GUIDE-PC This
Training and Document
Defines key aspects of the
Refers

application and assessment Mentoring Guide

to

process and the forms of

evidence the applicant must
submit. Provides guidance to applicants,
mentors, supervisors and referees
on matters common to all R-05-XXX-PE/PT/PN
categories. Discipline-Specific
Training Guide
R-11-PRO-PC
Process for Training
Candidates
Refers to. Provides guidance on
training and experience
Covers the elements of the training towards registration for
R-INT-GUIDE-001 ECSA disciplines and categories.
process and the requirements of
Registration Interview
the Commitment and Undertaking
(C&U). Guide
Provides guidance on how to prepare
for both the Experience Appraisal & the
Professional Review.

Figure 1: Documents defining the ECSA registration system

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1. PURPOSE OF THIS DOCUMENT

This document focuses on the Commitment and Undertaking (C&U) approach where
employers and mentors sign a C&U with ECSA as an expression of their intent to efficiently
train candidates towards professional registration. The benefit of candidate training under a
C&U is that candidates may become registered in the shortest possible time after graduation
(i.e., 3–4 years), thus increasing the organisation’s capacity and attractiveness in terms of
enticing high calibre graduates.

This document encompasses the training process for candidates who wish registration towards
professional categories under C&U, namely:

• Candidate Engineer
• Candidate Engineering Technologist
• Candidate Certificated Engineer
• Candidate Engineering Technician.

The elements of the training process and the requirements of the C&U are covered in this
document.

To ensure that candidates achieve the level of competence required for professional
registration in 3–4 years, employers should provide them with appropriate training and
experience and should ensure regular interaction between the candidates and their mentors
to plan and monitor progress. The level of commitment on the parts of the candidates, mentors
and employers towards achieving the required competencies generally determines the rate of
progress towards professional registration. To this end, ECSA has a number of approaches to
facilitate structured training and experience such as C&U and Certified Training Academies.

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2. ROLES AND STAKEHOLDERS

As outlined in document R-04-T&M-GUIDE-PC, the goal of the training programme is to allow

candidates to develop their competency to the point of being able to demonstrate the outcomes
at the required level on a sustained basis and to take responsibility for the work performed.
The three key players in the training of candidates are supervisors, mentors and referees.
These players are described below in terms of roles because an individual may perform more
than one player’s function.

2.1 Candidate

A candidate is a person who is registered in terms of section 19(2)(b) of the Engineering

Profession Act, 46 of 2000 (EPA). It is the candidate’s responsibility to ensure that training
received will culminate in the competency as defined in the ECSA standards. ECSA places
emphasis on candidates training under a professional registered mentor and following a
training programme under a structured Training and Mentoring Programme as a mentee that
has been professionally registered as recommended by the ECSA in document
R-04-T&M-GUIDE-PC.

Candidates should appreciate that the onus is on them to ensure that the training received will
culminate in the competency defined in the standards. Council prefers candidates to follow a
training programme under a C&U agreement that has been registered by Council and as is
required, that has at least one professionally registered mentor in terms of the C&U.

Refer to Training and Mentoring Guide, document R-04-T&M-GUIDE-PC, for further details on
Candidate (as a Mentee) Roles and Responsibilities.1

1 Note 1: If candidates experience difficulties with their training, they should attempt to resolve them
through the normal channels for guidance via their mentors; responsible and relevant engineering
institutions / institutes / bodies and organisations regulated by the EPA have indicated their willingness
to assist candidates in this regard.

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Transfers or Secondments

Depending on where the candidate is employed, there may be situations where opportunities
within the department or organisation are not sufficiently diverse to develop all the
competencies required. In such cases, Candidates should be transferred to other departments
or units that can support their training and experience requirements. Where opportunities
within the organisation are inadequate, secondment to another employer should be
considered.

2.2 Supervisor

The supervisor directs and controls the candidate’s engineering work and takes responsibility
for the work in terms of section 18(4) of the EPA. Supervision may not be direct, but it must be
performed on an adequately informed base. Intermediaries between the candidate and the
supervisor should preferably be registered but if not registered, they must be of adequate
engineering competence. The supervisor, together with the mentor and the candidate, is
expected to plan the training task by task to develop the candidate’s competence and to review
the achievements of each task.

Supervisor as a mentor

A supervisor who is professionally registered may also fulfil the role of the mentor.

2.3 Mentor

The mentor must be professionally registered in the appropriate category or in another relevant
category if specifically agreed to by Council. The mentor’s role is to guide, coach and facilitate
the candidate’s professional development. Mentors must be willing to share with mentees their
valuable knowledge about their own career path in a particular engineering professional
category/level descriptor.

Should the services of an internal mentor unavailable to an employer, the employer may use
the services of an External ECSA Professional Registered Mentor through one of the relevant
engineering institutions/institutes/bodies. Mentors thus appointed should be sensitive to any
limitations that the employer may wish to set in any given situation.

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Refer to the Training and Mentoring Guide, document R-04-T&M-GUIDE-PC, for further details
on Mentors’ Roles and Responsibilities; External Mentor; Mentor Database benefits for the
Employers; and requirements for becoming an ECSA Professional Registered Mentor.

2.4 Referee

A Referee must be professionally registered and have first-hand experience of the candidate’s
engineering activities, particularly the activities that are indicative of the candidate’s
professional competency. The referee can be a mentor, colleague at a higher senior or the
same level involved in mentee’s work, immediate or indirect supervisor, employer or client who
has personal knowledge of the mentee’s professional performance and engineering
experience. The referee must be in a position to assess the candidate’s competence as a
professional and to attest to the candidate’s ethical analysing confidently.

Refer to the Training and Mentoring Guide, document R-04-T&M-GUIDE-PC for further details
on Referee Roles and Responsibilities with a table indicating the eligibility and preferred
capacity in various professional categories.

3. TRAINING UNDER A CANDIDACY PROGRAMME

As outlined in document R-04-T&M-GUIDE-PC (under Development Process and Mentoring

Stages of The Engineering Professionals), there are three stages in the development of an
engineering professional. Stage 2 refers to Training and Mentoring for the Graduate Route,
which consists of a process of acquiring training and experience via a Candidacy Programme.
The Candidacy Programme assists the candidate to meet the professional competency
requirements for registration as part of training and experience that builds on the higher
education qualification to develop the competencies required for registration.

Document R-04-T&M-GUIDE-PC draws the distinction between training and experience as

follows:

• Training is the process of acquiring specific practical knowledge, skills, attitudes and
values under the direction of competent persons. Training may be supported by formal
courses and other learning activities. The majority of the training time is spent conducting
engineering work.

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• Experience is a process of gaining competence by active involvement in the work

environment.

3.1 A Candidacy Programme

As outlined in document R-01-POL-PC, a Candidacy Programme is a framework for employers

to plan and execute training of candidates towards registration in a Professional Category. The
objective of the Candidacy Programme is for the candidate to become registered with ECSA
in the appropriate category. A Candidacy Programme, which is a means of implementing a
C&U, has the following components:

• The candidate is enrolled in a Candidacy Programme by the employer who will provide
the training and experience.
• The Competency Standards generated by ECSA are used as workplace standards. The
Competency Standards define the competency outcomes of the training programme. The
employer must define the process to be used to develop competence to the required level.
The employer must specifically refer to the workplace standards in its workplace skills
plan. Context-specific training guides generated by the sector may be used. These must
not conflict with the generic competencies but rather provide amplification in the particular
work context.
• If not already registered, the candidate should register in the appropriate Candidate
Category with ECSA as early as possible within the training period.
• The employer will provide an internal supervisor and a mentor who is preferably internal
but may be external to the company. While the supervisor and mentor may change from
time to time, employers must ensure continuity of supervision and mentoring.
• The employer provides structured training and work experience, which is managed using
a standard format training record. The candidate’s progress is continuously assessed by
supervisors and mentors, using the Training and Mentoring Programme Process Tool or
Technique for recording and tracking as stipulated in Training and Mentoring Guide,
document R-04-T&M-GUIDE-PC.
• When candidates are considered ready for registration, they apply to ECSA for
registration. Evidence of competence as required by ECSA must be provided. ECSA
performed the summative assessment of competence.
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• Success in attaining registration is considered evidence of the quality of the training

programme. The workplace Training and Mentoring Programme is not subject to formal
quality assurance.

3.2 Overview of Competency Standards

The Competency Standards for Engineering Professionals as outlined in document

R-02-STA-PE/PT/PN or R-02-STA-PCE they are defined as 11 outcomes clustered into five
groups. As summarised in document R-04-T&M-GUIDE-PC, candidates must be competent
in demonstrating the following:

Group A: Knowledge-based engineering problem-solving

• Outcome 1: Define, investigate and analyse [level] engineering problems.

• Outcome 2: Design or develop solutions to [level] engineering problems.
• Outcome 3 (Pr Eng): Comprehend and apply advanced and local knowledge of the widely
applied principles underpinning good practice that are specific to the jurisdiction in which
the engineer practises.
• Outcome 3 (Pr Techno Eng) & (Pr Cert Eng): Comprehend and apply the knowledge
embodied in widely accepted and applied engineering procedures, processes, systems
and methodologies that is specific to the jurisdiction in which the Engineering Technologist
practises.
• Outcome 3 (Pr Techni Eng): Comprehend and apply knowledge that is embodied in
established engineering practices that is specific to the jurisdiction in which the
Engineering Technician practises.

Group B: Manage engineering activities

• Outcome 4: Manage part or all of one or more [level] engineering activities.

• Outcome 5: Communicate clearly using multiple media and collaborate inclusively with a
broad range of stakeholders in the course of engineering activities.

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Group C: Impacts of engineering activity

• Outcome 6: Recognise and address the reasonably foreseeable economic, social,

cultural and environmental effects of [level] engineering activities.
• Outcome 7: Meet all legal, regulatory and cultural requirements and protect the health
and safety of persons during all engineering activities.

Group D: Exercise judgement, take responsibility and act ethically

• Outcome 8: Conduct engineering activities ethically.

• Outcome 9: Exercise sound judgement by evaluating the outcomes, impacts and
alternatives in the course of [level] engineering activities.
• Outcome 10: Be responsible for making decisions on part or all of [level] engineering
activities.

Group E: Continuing professional development

• Outcome 11: Undertake sufficient professional development activities to maintain, extend

competence and enhance the ability to adapt to emerging technologies and the ever-
changing nature of work.

Outcomes 1 and 2 require a level descriptor for the level of problem-solving. This descriptor
accounts for the knowledge required for the analysis and design or development of solutions,
the degree to which the problem is defined, the factors that may make the solution difficult and
the uncertainty and consequences of the problem and the solution.

Outcomes 4, 6, 7, 9 and 10 require a level descriptor for the demands of engineering activities
for each category.

These level descriptors are defined for the four Professional Categories in the Competency
Standards in documents R-02-STA-PE/PT/PN or R-02-STA-PCE. The candidate or
prospective applicant for registration should be familiar with the requirements of the applicable
standards for the category. The competency indicators and range statements for all 11
outcomes for the four professional categories per level descriptor are defined in the
Competency Standards in documents R-02-STA-PE/PT/PN or R-02-STA-PCE.

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3.3 Evidence required for competent performance

As outlined in document R-04-T&M-GUIDE-PC, while competence is determined by

11 outcomes that must be demonstrated at a particular level, the applicant for registration must
demonstrate integrated performance against outcomes. This reflects the reality that an
engineering task or function is unlikely to require only one outcome. For example, problem
analysis seldom stands alone; it requires the use of knowledge and the analysis of impacts,
and it must lead seamlessly into the solution phase.

Different engineering functions and assignments have different mixes of demand. As part of
the application for registration, the applicant is expected to provide evidence of working at the
required level of problem-solving in engineering activities at the specified level of demand.

As outlined in document R-04-T&M-GUIDE-PC, applicants for registration must document

evidence for the registration applications and must undergo documentary interactive
assessment by Engineering Professionals who will judge the demonstrated competency
against the defined standards.

Details of evidence required to demonstrate outcomes achieved are specified in document

R-03-PRO-PC (Processing of Applications for Registration of Candidates and Professionals).

Competency Standards for registration in each Professional Category are available in the
R-02-STA-PE/PT/PN and R-02-STA-PCE documents.

The elements of a Candidacy Training and Mentoring Programme as outlined above are
expanded upon in Sections 3 to 4 of this document. Further details on Training and Mentoring,
document R-04-T&M-GUIDE-PC, can be found under the section for Documenting and Review
of Training and Experience.

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4. DEVELOPMENT PROCESS OF TRAINING AND EXPERIENCE

It is imperative that candidates follow the Training and Mentoring, document

R-04-T&M-GUIDE-PC, for the mentoring programme process stages as detailed under the
Development Process and Mentoring Stages section.

Candidates are required to gain structured training and experience at their place of work
according to ECSA’s prescribed Competency Standards over a period of usually 3–4 years
with the support of a mentor (registered professional). The Degrees of Responsibilities (DoR)
aligned with Progression Levels over the period from DoR Level A to E with the Mentee
Progression Principles to be followed are outlined in detail. The Competency Standards are
outlined in document R-02-STA-PE/PT/PN and R-02-STA-PCE.

The focus of Candidacy Training and Mentoring programmes is not on attending courses but
on gaining work experience through being part of a team delivering engineering solutions. As
outlined in document R-04-T&M-GUIDE-PC, candidates should engage in a sequence of
activities that may be the completion of a particular aspect of training or engineering work/
activities, carrying out defined tasks under close supervision shown as DoR progression levels
in Figure 1.

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Figure 1: Degree of responsibilities for a mentee aligned with progression levels

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Each of the DoR levels consists of the following sequenced activities. Three measures are
recommended:

1. The candidate’s (referred to as applicant’s/mentee’s) record-keeping must be consistent

across the various periods and modes of training.

2. If possible, the candidate (referred to as applicant/mentee) should retain the same mentor
if the employer or mode of training changes.

3. In the final analysis, the candidate (referred to as applicant/mentee) must take ownership
of the training and negotiate with employers to ensure the necessary competencies are
attained.

As outlined in detail in the diagram in document R-04-T&M-GUIDE-PC, the section for Mentee
Progression Principle relates to specific engineering work/activities/tasks/projects within the
training period, as follows:

(a) Initiation of an activity

(b) Planning
(c) Review (i.e., which is part of the Stage 2 for Demonstrate Professional Competency)
(d) Close (i.e., where the training records are kept).

The training process is governed by standards, policies and procedures. For each DoR stage,
the candidate, working with the supervisor and mentor, sets and documents the competency
development objectives of the phase. At the completion of the phase, the achievements
realised against the objectives set are reviewed by all and rated, and objectives are set for the
next phase.

4.1 Planning guidelines for candidates

Refer to document R-04-T&M-GUIDE-PC under section for Planning Guidelines for Mentors
and Mentees where it sets out that candidates will benefit during the progression through DoR
Levels. When selecting engineering work/activities/tasks/projects and agreeing upon the
activities for candidates to work on during each DoR stage, the following three principles
outlined in document R-04-T&M-GUIDE-PC must be considered by the mentor and candidate:

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1. The planning, execution and monitoring must focus on the competencies to be developed.

2. A variety of work activities is necessary for the proper development of a candidate. The
objective of having a variety of work is to broaden the candidate’s experience and to
ensure that all aspects of competency are developed and ultimately assessed. Variety
may be obtained in different ways, both singly and in combination:

o The engineering activities of an individual are located at various stages in the lifecycle
of an engineering activity/work/project, that is, conception, planning, design,
construction/implementation, operation, plant handover and decommissioning, as
stipulated as example in figure for Visualising for the Interconnectedness of the
Engineering Outcomes in document R-04-T&M-GUIDE-PC.
o Associated with this lifecycle are specific functions that include commissioning,
testing, improving and troubleshooting as stipulated, for example, in the figure for the
Generic Lifecycle of Engineering Work / Project in document R-04-T&M-GUIDE-PC.
Candidates should gain experience in several stages in the overall lifecycle of each
project.

Variety may also involve different aspects of a discipline (or cross-disciplinary fields). The
Discipline-specific Training Guidelines, R-05-XXX-PE/PT/PN or R-05-XXX-PCE (and
Requirements) give indications of an acceptable variety of experience in different
disciplines and may enlarge on training aspects appropriate to the discipline. Guidelines
specific to individual disciplines (where these exist) are available in the following
documents:

o R-05-XXX-PE/PT/PN: Discipline-Specific Training Guide for Candidate Engineers,

Engineering Technologists, Engineering Technicians;
o R-05-XXX-PCE: Discipline-Specific Training Guideline and Requirements for
Candidate Certificated Engineers.

3. Increasing responsibility and accountability within the organisation must be imposed on

and accepted by candidates until they are capable of accepting professional responsibility
for making and executing engineering decisions at the full professional level (i.e., DoR
Level E: Performing). The DoR descriptors defined in document R-04-T&M-GUIDE-PC in

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Table 3 should be used to quantify the DoR and accountability and recorded via the
Training and Mentoring Programme Process Tool/Technique.

The training and mentoring process may involve structured activities that include induction and
training courses on specific skills or technologies. Candidates should also participate in self-
initiated professional development activities, termed Initial Professional Development (IPD)
activities.

Provided the 3-year minimum period of training has elapsed, when the candidate has achieved
the full professional level, the mentor and candidate may determine that sufficient evidence of
competence has been accumulated to apply for registration. The candidate may then prepare
and submit an application for registration setting out evidence of competency.

4.2 Progression levels of responsibility of a candidate aligned to DoR

As outlined in document R-04-T&M-GUIDE-PC, the main Training and Mentoring Programme

process is through working with competent engineering personnel (refer to the section for
Progression Levels of Mentee aligned to DoR in document R-04-T&M-GUIDE-PC).
Considering Table 1 below, candidates initially assist with engineering work/projects/activities,
undertaking defined tasks under close supervision. Candidates progress to contributing to the
work both individually and as a team member. By the end of the training period, candidates
must perform individually and as a team member at the level of problem-solving and
engineering activity required for registration and must exhibit the exit DoR of Level E. This level
of work provides evidence of competency against the standards. Over time, the emphasis on
training (i.e., learning through the inputs of others) is surpassed by learning through performing
engineering work and reflecting on observations and achievements. This is known as
experience.

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Table 1: The nature of work and summary of degrees of responsibility

Nature of Extent of Extent of

Degree of work: the Responsibility mentor supervisor
Responsibility mentee of mentee support support
Level A: Undergoes No responsibility, Mentor Accept
Being Exposed induction, except to pay showing candidate’s plan
observes attention. genuine for training and
engineering interest in mentoring
activities, candidate’s programme via
processes, and work. the Training and
work of Mentor Mentoring
competent explains Programme
professionals. challenges and Process tool /
forms of Technique.
solution.
Level B: Performs Limited Mentor Closely supervise
Assisting specific responsibility for coaches, offers the candidate’s
engineering work output. feedback. engineering
activities and activities/work/
processes projects.
under close
supervision.
Level C: Performs Candidate Exposes Supervisor
Participating specific articulates own candidate to progressively
engineering reasoning and increasing reduces support
activities and compares it with demands in the but monitors
processes as that of range of outputs.
directed with supervisor. engineering
limited competencies
supervision. through shared
knowledge.
Level D: Performs Full responsibility Mentor Full responsibility
Contributing specific work for supervised supports to supervise the
with detailed work. mentee in immediate quality
approval of building strong of work done by
work outputs. problem- candidate. (e.g.,
solving skills monitor and
via experience approve).
sharing.
Level E: Works in team Level of Provide Candidate takes
Performing without responsibility to construction on
supervision, supervisor is review problem-solving

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Nature of Extent of Extent of

Degree of work: the Responsibility mentor supervisor
Responsibility mentee of mentee support support
recommends appropriate to a feedback on without support,
work outputs, Registered industry or at most, with
responsible but Person; projects against limited guidance
not supervisor is competency
accountable. accountable for outcome
mentee’s objectives.
decisions.

As outlined in document R-04-T&M-GUIDE-PC, candidates must demonstrate that they are

able to take responsibility for the engineering work performed, and this requires careful
management by their supervisors through a training and mentoring programme. Within the
training process, the conflicting requirements of candidates not being allowed to take
responsibility but being required to show that they can perform engineering work and take
responsibility at a professional level must be managed.

It is helpful to identify two aspects of responsibility:

• Taking due care to ensure that the objectives of the engineering work are achieved and
the impacts of risks are addressed.
• Being accountable for the work, particularly ensuring that due care was taken to deal with
the risks.

Supervisors and mentors must implement strategies to ensure that the candidate can
demonstrate the ability to exercise due care without having to make decisions that require
accountability. Prior to registration of a candidate as a professional, the supervisor is
accountable. Taking due care requires candidates to exercise the defined competencies of
problem-solving, management, impact identification and mitigation, ethical behaviour, acting
responsibly and applying judgement. Working within the limits of these competencies is a clear
requirement. In such a mode of working, candidates are required by the supervisors to express
judgement and propose decisions and recommendations, which may be at the level at which
Registered Persons normally perform. While not carrying any legal accountability, the
candidate is accountable internally within the employer organisation. Supervisors must check

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the judgements, decisions and recommendations because they bear ultimate responsibility for
the work.

Furthermore, document R-04-T&M-GUIDE-PC illustrates the detailed Technique for

Successful Mentor–Mentee Relationship that the candidate must apply through the
Progression DoR Levels A to E.

4.3 Documenting and review of training and experience

The phase-by-phase planning and reviewing of the candidate’s training must be supported by
documentation for the immediate purpose of managing training and the mentoring programme
for the subsequent purpose of compiling evidence for the candidate’s application for
registration.

Training and experience are generally arranged in discrete activities, tasks or DoR levels as
shown in figure for the Degrees of Responsibilities for a Mentee Aligned with Progression
Levels in document, R-04-T&M-GUIDE-PC. Each DoR level of an engineering activity is
designed with an appropriate DoR to develop specific aspects of competency (outcomes) at
an agreed level of problem-solving as detailed in documents R-02-STA-PE/PT/PN or R-02-
STA-PCE. Such a unit typically ranges from several weeks to several months in duration. For
each task or DoR level, the candidate together with the supervisor and mentor should use a
suitable format for recording the planned outcomes, the levels to be achieved and the results
of the previous DoR Level. The format of recording should be via the Training and Mentoring
Programme Tool / Technique as explained in document, R-04-T&M-GUIDE-PC. Document R-
03-PRO-PC defines key aspects of the application and assessment process and the forms of
evidence that must be submitted by the applicant. Suitable templates are the forms concerning
the Training and Experience Reports (TERs) that are included in the application forms for
professional engineering applicants. These forms allow particular aspects of competency to
be identified as being amenable to development in the relevant task or DoR level. In addition,
the level at which competency is to be demonstrated must be identified in addition to the nature
of the candidate’s responsibility.

When the task or DoR Level is complete, the candidate, supervisor and mentor must review
and rate the level of competence learnt and displayed. Each engineering project/task/work/

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project within the period must be rated by the mentor from inadequate to adequate, as
referenced in document R-04-T&M-GUIDE-PC. The rating method and rating must comprise
four elements: 1. Appreciation, 2. Knowledge, 3. Experience, 4. Capability.

Level descriptors for problem-solving and the demands of engineering work should be
consulted to determine progress to the exit level. Any achievement (or shortfall) may influence
the planning of subsequent tasks or phases. The assessment at the end of one phase should
act as input in the planning of the next and/or future phases.

The process continues until the candidate is working at the level required for registration in
each outcome and as a whole.

Each activity is described in company and generic terms. Company terms encompass the
names of specific plants, processes, sites etc., while generic descriptions include terms such
as design, troubleshooting, construction and commissioning.

5. EMPLOYER COMMITMENT AND UNDERTAKING

Considerable onus rests on the employer to provide all the elements required to support
candidates in their training and experience towards professional registration. As outlined in
policy document R-01-POL-PC, employers should enter into a C&U with ECSA. Under a C&U,
the employer commits to train candidates to the standard required for registration in an
identified Professional Category. Where applicable, the candidate will be trained under the
C&U programme. The training process may involve structured activities that include induction
and training courses on specific skills or technologies. The candidate also participates in self-
initiated IPD activities. In entering a C&U, the employer signifies intent to fulfil the following:

• Structure and execute the training of candidates in accordance with the competency
statements, policies and guidelines laid down by ECSA for the applicable category of
registration.
• Ensure adequate supervision of candidates by Registered Persons.
• Register mentors with ECSA and ensure adequate mentoring of candidates.
• Provide regular guidance for the candidates through competent supervisors and mentors.

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The benefit to the employer is the development of professionals in the shortest possible time
after graduation (about 3–4 years), thus increasing the organisation’s capacity and
attractiveness in terms of enticing high calibre graduates.

The employer C&U agreement is included in Appendix A for reference purposes. Employers
should complete the separate C&U agreement that is available from ECSA, published on
www.ecsa.co.za. Employers should include their logo in the top left block.

5.1 Signatories for C&U

The employer should note several details when signing this agreement.

• ECSA requires the employer’s Chief Executive Officer (CEO) to register the C&U. Since
ECSA views these ‘expressions of intent’ very seriously, Council must be satisfied that the
expressions of intent represent corporate policy and that top management assumes
ultimate responsibility for the proper implementation of this policy. Thus, it is expected that
the CEO will issue the necessary directives to those charged with this responsibility.
• Details of the mentor champion and the human resource personnel responsible for
coordinating candidate training and experience should also be recorded.
• A signed Mentor C&U must be submitted as part of the Employer C&U.

5.2 Duration of C&U

An Employer C&U is valid for 5 years from the date of signing.

5.3 Registration number for a C&U

Once signed, each C&U is allocated a registration number that should be quoted by all persons
when applying for registration as Professional Engineers.

5.4 Training Programmes

Employers are encouraged to develop detailed Training and Mentoring Programmes that are
appropriate for their own circumstances, since these represent an internal management tool
to achieve the outcomes. The Training and Mentoring Guide document, R-04-T&M-GUIDE-PC

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stipulates the Training and Mentoring Programme Process Tool/Technique to be utilised as

part of training and experience.

5.5 Deregistration of C&U

The credibility of the employer’s C&U is measured through an ongoing verification process
whereby the quality of applicants’ training and experience and the level of their professionalism
is assessed. In the case of an employer’s consistent failure or inability to honour its C&U, the
situation may arise where ECSA has no alternative but to deregister the employer’s C&U. Prior
to deregistration, ECSA will give reasonable notice of its intention to do so and will permit the
employer reasonable time to rectify any deficiencies.

6. MENTOR COMMITMENT AND UNDERTAKING

As outlined in document R-04-T&M-GUIDE-PC, in agreeing to assist a candidate, a mentor

must commit to the following duties:

• The mentor must participate in the planning and advise on the suitability of the programme
of work and experience for the candidate’s development. Training tasks or phases must
be planned to ensure that the candidate develops towards the competency standard
required for the category of registration.
• The mentor must ensure that the candidate is exposed to increasing demands in
problem-solving, management, impact assessment and mitigation, consideration of ethical
issues, judgement and responsibility.
• The mentor must ensure the candidate completes the agreed training.
• If the mentor is not the candidate’s supervisor, the mentor must liaise with the supervisor
to ensure that the work assigned to the candidate is consistent with the training objectives.
• On completion of each agreed task or work period, the mentor must receive a report from
the candidate and review the outcomes achieved, taking note of the objectives.
• The mentor must assist the candidate to decide when he/she is ready to apply for
registration and must assist with the actual application.

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Refer to document, R-04-T&M-GUIDE-PC for Mentee Distinctive Responsibilities of a Mentor,

Mentee and Supervisor and Mentee Benefits on Mentoring Programme under the section on
Roles and Responsibilities.

The Mentor C&U agreement is included in Appendix B. A Mentor C&U for each mentor must
be signed and submitted to the employer for submission with the Employer C&U.

6.1 Duration

The Mentor C&U for the stated employer is valid for 5 years from the date of signing.

6.2 Multiple employers

Mentors acting as external mentors for more than one employer must sign a separate C&U for
each employer with whom they are contracted.

6.3 Multiple categories

The mentor must be professionally registered in the appropriate category but may mentor
candidates in other categories in the absence of other registered professionals serving as
mentors. In the case of mentors supporting more than one category of registration, each
category must be listed in the Mentor C&U.

6.4 Conflict of interest

Every effort must be made to ensure that there is no conflict of professional interest. Should
the mentor act as an assessor or a reviewer for ECSA, the mentor should declare a conflict of
interest as soon as an application is received from one of his/her candidates to assess or
review.

6.5 Termination

Mentors must advise ECSA if they cease to be a mentor for the employer. Mentors must cease
to offer mentoring services in the event that their professional registration lapses or is
withdrawn for any reason.

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7. ECSA COMMITMENT

In calling on employers and mentors to undertake the development of Engineering

Professionals, ECSA commits to keeping policies, standards and guidelines relevant and up
to date, in addition to offering advice and a range of support as outlined in the Employer C&U.

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REVISION HISTORY

Revision Revision
Revision details Approved by
number date
Draft 01 7 April 2015 JIC Working
Document
Draft 02 24 April 2015 JIC Working
Document
Draft 03 13 May 2015 Elements combined from previous JIC Working
guide to produce the Process Document
document R-11-P. Added:
• Documenting Training and Experience
• Secondments
• Reporting to management
• Candidate programme outline from
document R-01-P
• Overview of Competency Standards
updated
• Mentor C&U
• Employer C&U
Cosmetic changes highlighted by JIC
members addressed
Draft 04 24 May 2015 Additional updates suggested by JIC JIC Working
relating to Supervisors, Training and Document
Experience
Draft 05 8 June 2015 Approved by JIC JIC Working
Document
Version 1 July 2015 Approved by TC Approved by
1.0 JIC
Version 27 July 2015 Approved by JIC Approved by
1.0 TC
Version 12 October Approved by
Approved by TC via Round Robin
1.1 2015 JIC

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Revision Revision
Revision details Approved by
number date
Version 12 November Approved by JIC Approved by
1.1 2015 TC via Round
Robin
Revision 2 10 October Routine review and alignment with the RPSC
2019 new Policy and Standards Framework
on ECSA Policies.
Approval
Rev 3 15 Aug 2023 • The following heading “Roles and Reviewed by
Draft A Responsibilities” has been revised to Working
“Roles and Stakeholders”. A new group
heading, “Training under a candidacy
programme” with the following sub-
headings, “A Candidacy
Programme”; “Overview Of
Competency Standards”; “Evidence
Required for Competent
Performance”.
• The document further added Figure
2, Degree of Responsibilities for a
Mentee Aligned with Progression
Levels.
• The document provides further
information regarding each DoR
level, which includes a series of
sequential activities.
• The subheading has been updated
and now includes detailed
instructions and recommendations
for candidates to plan their
progression levels, document their
training and relevant experience, and
review their progress in accordance
with the DoR.as indicated in section
4
Rev 3 13 Dec 2023 Document revised with WG RI BU and
Draft B WG

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Revision Revision
Revision details Approved by
number date
Rev 3 18 Jan 2023 Document revised with WG and RI BU,
Draft C Registration BU Registration
BU and WG
Rev 3 30 Jan 2024 Reviewed and checked Executive:
Draft D RPSC
Rev 3 08 Feb 2024 Approval RPSC
Draft E
Rev 3 Draft 25 Mar 2024 IEA for review and alignment EIA Team
F
Rev 3 Draft 04 April 2024 Reviewed and checked Executive:
G RPSC
Rev 3 17 April 2024 Approval RPSC

The Process for:

Training engineering candidates towards professional registration under a

Commitment and Undertaking

Revision 3 dated 17 April 2024 and consisting of 31 pages reviewed for adequacy by the
Business Unit Manager and approved by the Executive: Regulatory Services & International
Relations (RSIR)

..................................... 21 May 2024

.................................
Business Unit Manager Date

..................................... 22 May 2024

.................................
Executive: RSIR Date

This definitive version of the policy is available on our website.

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Appendix A: Employer Commitment and Undertaking

EMPLOYER COMMITMENT AND UNDERTAKING (C&U) TO DEVELOP CANDIDATE

ENGINEERING PROFESSIONALS

1. Parties

This C&U is between:

Name of Employer/Company:

Postal address:

Email:

Telephone:

and

ECSA: Engineering Council of South Africa (ECSA)

Postal Address: Private Bag X691, BRUMA, 2026
Email: [email protected]
Telephone: 011 607 9500

2. Scope

The Engineering Council of South Africa regulates the engineering profession by ensuring that
only competent, accountable persons are registered to perform engineering work at the
appropriate level. The ECSA, therefore, calls on Employers to commit to training Candidates
to the standard required for registration in a Professional Category in accordance with the
requirements of the ECSA.

3. Duration

This Commitment and Undertaking is valid for 5 years from the date of signing.

CONTROLLED DISCLOSURE
When downloaded for the ECSA Document Management System, this document is uncontrolled and the responsibility rests with the user to
ensure that it is in line with the authorised version on the ECSA Document Management System.
QM-TEM-001 Rev 1 – ECSA Policy/Procedure
Document No.: Effective Date:
Revision No.: 3
R-11-PRO 17/04/2024

Subject: Process for training engineering candidates towards

professional registration under a Commitment and Undertaking

Compiled by: Approved by:

Next Review Date:
Manager Executive RSIR Page 33 of 39
17/04/2028
Date: 13/12/2023 Date: 30/01/2024

4. Responsibilities

4.1 The Employer

The Employer hereby confirms that it is their expressed intention, in so far as they are able,
to

• Implement a Candidacy Programme as outlined in document R-01-POL-PC, the Training

and Mentoring Guidelines outlined in document R-04-T&M-GUIDE-PC, the
Discipline-specific Training Guidelines for the disciplines and categories concerned
(documents R-05-XXX-PE/PT/PN or R-05-XXX-PCE) and document R-11-PRO.
• Ensure that engineering graduates register as candidates in the appropriate categories.
• Provide structured training and experience against ECSA Competency Standards as
defined in the R-04-T&M-GUIDE-PC and outlined in the Discipline-specific Training
Guidelines for the categories and disciplines of engineering (documents R-05-XXX-
PE/PT/PN or R-05-XXX-PCE), supported by the mentors attached to this agreement.
• Provide a variety of engineering activities (including rotation/secondment where
necessary) and ensure the candidate’s levels of responsibility increase over time.
• Ensure that candidates plan for and are able to participate in IPD activities.
• Allocate professionally registered supervisors to oversee and take responsibility for the
work done by candidates in terms of section 18(4) of the EPA.
• Allocate/appoint professionally registered internal or external mentors (preferably for the
duration of the candidacy programme to ensure continuity) as referred to in Appendix A.
• Ensure that mentors sign the Mentor C&U and attach it to this Employer C&U.
• Maintain a register of mentors and update ECSA regarding any changes.
• Ensure that mentors are conversant with ECSA’s policies, standards and guidelines.
• Ensure that candidates document evidence of planning, training and experience, mentor
meetings and assessment for each developmental phase.
• Ensure that the progress of the Candidate is continuously assessed by supervisors and
mentors and that they sign off reports as required.
• Assist candidates in their decisions regarding their readiness to apply for registration and
advise on the preparation of the actual applications.

CONTROLLED DISCLOSURE
When downloaded for the ECSA Document Management System, this document is uncontrolled and the responsibility rests with the user to
ensure that it is in line with the authorised version on the ECSA Document Management System.
QM-TEM-001 Rev 1 – ECSA Policy/Procedure
Document No.: Effective Date:
Revision No.: 3
R-11-PRO 17/04/2024

Subject: Process for training engineering candidates towards

professional registration under a Commitment and Undertaking

Compiled by: Approved by:

Next Review Date:
Manager Executive RSIR Page 34 of 39
17/04/2028
Date: 13/12/2023 Date: 30/01/2024

• Create the opportunity and an environment that is conducive to effective liaison between
candidates and their mentors.

4.2 ECSA

ECSA hereby confirms its expressed intention, in so far as it is able, to do the following:

• Provide Training & Mentoring Guidelines.

• Provide standardised reporting tools and techniques.
• Streamline the application process for professional registration through an online system.
• Provide access to a Mentor-Connector portal.
• Encourage Voluntary Associations (VAs) to provide mentor training and external mentors
where required.
• Recognise mentoring as an IPD activity for becoming registered professionals.
• Provide a registration support helpline.
• Provide registration presentations on request.
• Provide guidelines on recommended professional development activities.
• Issue a certificate of recognition to companies entering into a C&U agreement.
• Publish details of companies that have signed a C&U agreement.
• Lobby support from government and Sector Education and Training Authorities (SETAs)
to provide funding towards Candidacy Programmes.

This list is not exhaustive and may be expanded upon from time to time to provide additional
support as required.

5. Deregistration

ECSA has the discretion to deregister this Employer C&U should the training and experience
provided by the Employer not satisfy the ECSA requirements. This is with the provision that
ECSA has given reasonable notice of its intention to do so and has given reasonable time in
which any deficiencies can be rectified.

CONTROLLED DISCLOSURE
When downloaded for the ECSA Document Management System, this document is uncontrolled and the responsibility rests with the user to
ensure that it is in line with the authorised version on the ECSA Document Management System.
QM-TEM-001 Rev 1 – ECSA Policy/Procedure
Document No.: Effective Date:
Revision No.: 3
R-11-PRO 17/04/2024

Subject: Process for training engineering candidates towards

professional registration under a Commitment and Undertaking

Compiled by: Approved by:

Next Review Date:
Manager Executive RSIR Page 35 of 39
17/04/2028
Date: 13/12/2023 Date: 30/01/2024

6. Changes in mentoring

The employer must advise ECSA of changes in mentors and provide the names of any
replacements on the template in Appendix A. This must be submitted with the associated
Mentor C&U agreements.

7. Execution

Signed at: Signed at

On this day of ______________20____ On this day of ______________20____

For ECSA: For the Employer:

Signature Signature

Name Name

Position Position

CONTROLLED DISCLOSURE
When downloaded for the ECSA Document Management System, this document is uncontrolled and the responsibility rests with the user to
ensure that it is in line with the authorised version on the ECSA Document Management System.
QM-TEM-001 Rev 1 – ECSA Policy/Procedure
Document No.: Effective Date:
Revision No.: 3
R-11-PRO 17/04/2024

Subject: Process for training engineering candidates towards

professional registration under a Commitment and Undertaking

Compiled by: Approved by:

Next Review Date:
Manager Executive RSIR Page 36 of 39
17/04/2028
Date: 13/12/2023 Date: 30/01/2024

Appendix B: Details of Registered Professionals who have signed the mentor

Commitment and Undertaking

Name of Employer/Company:

C&U Contact:

Champion/Chief:

Mentor:

Position:

Email:

Telephone:

Cell:

Contact/HR/Training Manager
(if applicable):

Position:

Email:

Telephone:

Cell:

The table below is for a list of registered professionals who have signed the Mentor C&U and
who are willing and able to act as mentors to engineering candidates. The latest copy of each
signed Mentor C&U is attached to this agreement.

CONTROLLED DISCLOSURE
When downloaded for the ECSA Document Management System, this document is uncontrolled and the responsibility rests with the user to
ensure that it is in line with the authorised version on the ECSA Document Management System.
QM-TEM-001 Rev 1 – ECSA Policy/Procedure
Document No.: Effective Date:
Revision No.: 3
R-11-PRO 17/04/2024

Subject: Process for training engineering candidates towards

professional registration under a Commitment and Undertaking

Compiled by: Approved by:

Next Review Date:
Manager Executive RSIR Page 37 of 39
17/04/2028
Date: 13/12/2023 Date: 30/01/2024

Please insert the names of registered professionals in your organisation who have signed the
Mentor C&U and who are willing and able to act as mentors to engineering candidates.

ECSA Internal/
Full Name Registration No. Category* Discipline** External (I/E)

+
* Pr Eng, Pr Tech Eng, Pr Techn Eng, Pr Cert Eng
** Aeronautical, Agricultural, Chemical, Civil, Electrical, Industrial, Mechanical, Metallurgy, Minin g
+ Add more rows as required. Kindly repeat the Employer/Company name at the top of each
continuation page.

CONTROLLED DISCLOSURE
When downloaded for the ECSA Document Management System, this document is uncontrolled and the responsibility rests with the user to
ensure that it is in line with the authorised version on the ECSA Document Management System.
QM-TEM-001 Rev 1 – ECSA Policy/Procedure
Document No.: Effective Date:
Revision No.: 3
R-11-PRO 17/04/2024

Subject: Process for training engineering candidates towards

professional registration under a Commitment and Undertaking

Compiled by: Approved by:

Next Review Date:
Manager Executive RSIR Page 38 of 39
17/04/2028
Date: 13/12/2023 Date: 30/01/2024

Appendix C: Mentor Commitment and Undertaking

MENTOR COMMITMENT AND UNDERTAKING TO DEVELOP CANDIDATE ENGINEERING

PROFESSIONALS

I, the undersigned, _________________________________________, in my capacity as

___ Mentor of

Internal/External: Name of Employer:

hereby wish to register my Commitment and Undertaking to mentor candidates in accordance

with the requirements of the standards, policies and guidelines of the ECSA for the Engineer/
Technologist/Technician/Certificated Engineer category of registration (delete whichever is not
applicable) in the engineering discipline: ____________________________________
(e.g., civil, electrical, mechanical).

I hereby confirm that it is my expressed intention, in so far as I am able, to do the following:

• Be conversant with the ECSA requirements for a candidacy programme as outlined in

document R-01-POL, the Training and Mentoring Guidelines (document R-04-P),
documents R-05-XXX-PE/PT/PN or R-05-XXX-PCE and document R-11-PRO.
• Ensure that engineering graduates register as candidates in the appropriate categories.
• Participate in the planning and advise on the suitability of the programme of work and
experience for candidate development. Training tasks or phases will be planned to ensure
that the candidate develops towards the competency required for registration in the
appropriate category according to the R-02-STA-PE/PT/PN or R-02-STA-PCE and
documents R-05-XXX-PE/PT/PN or R-05-XXX-PCE.
• Ensure that candidates are exposed to increasing demands in problem-solving,
management, impact assessment and mitigation, consideration of ethical issues,
judgement and responsibility.
• Ensure that the candidates complete the agreed training.
• Ensure that candidates plan for and are able to participate in IPD activities.
• Liaise with supervisors to ensure that the work assigned to candidates is consistent with
the training objectives if the mentor is not the candidate’s supervisor.

CONTROLLED DISCLOSURE
When downloaded for the ECSA Document Management System, this document is uncontrolled and the responsibility rests with the user to
ensure that it is in line with the authorised version on the ECSA Document Management System.
QM-TEM-001 Rev 1 – ECSA Policy/Procedure
Document No.: Effective Date:
Revision No.: 3
R-11-PRO 17/04/2024

Subject: Process for training engineering candidates towards

professional registration under a Commitment and Undertaking

Compiled by: Approved by:

Next Review Date:
Manager Executive RSIR Page 39 of 39
17/04/2028
Date: 13/12/2023 Date: 30/01/2024

• Ensure that candidates document evidence of planning, training and experience, mentor
meetings and assessments for each developmental phase.
• Allocate time to review and comment on reports received upon completion of each task or
phase.
• Meet with candidates and their supervisors regularly (preferably quarterly or at least once
every 4 months) to review progress, assess the outcomes achieved and agree on new
activities and outcomes to be enacted.
• Report progress to management and alert management to situations where training is
inadequate for professional registration.
• Offer support as required – ongoing engagement may be a combination of one-on-one
sessions and telephonic and electronic communications.
• Assist candidates in their decisions regarding readiness to apply for registration, advise
on the preparation of the actual applications and serve as a referee if requested to do so.

I will advise ECSA should I cease to be a mentor for the above employer. I understand that I
may not offer mentoring services should my professional registration lapse or be withdrawn for
any reason. I acknowledge that I may not serve as an ECSA assessor or reviewer for any
candidates that I have mentored.

Signed at ________________________on this ________day of _________20___

Signature Email address Registration number

Tel. number (home) Tel. number (work) Cell number

Physical address

Postal address

CONTROLLED DISCLOSURE
When downloaded for the ECSA Document Management System, this document is uncontrolled and the responsibility rests with the user to
ensure that it is in line with the authorised version on the ECSA Document Management System.
QM-TEM-001 Rev 1 – ECSA Policy/Procedure