Gauteng Guides Association

The final Document for the Strategy to Professionalise Tourist Guiding & Legislative Review 2009 is out for discussion and this is it.Tourist Guides all over SA have been working towards this and finally the new proposals .
The full document is attached and may be downloaded for discussion and the most important section ,the recommendations, is published here.

G. STRATEGIC RECOMMENDATIONS
The consultations and feedback from stakeholders further refined the issues into 5 KEY STRATEGIC ENABLERS that informs the Strategy.
These are:
1. Regulating the Industry
2. Institutional Framework
3. Education, Training and Development
4. Registration & Database Management
5. Monitoring & Evaluation
1. Regulating the Industry

(i) The consequences for non-compliance to be entrenched within Legislation and regulations
(ii) The Compliance role of the Office of the Registrars’ (Nationaland Provincial) to be adequately resourced to carry out their functions;
(iii) Expertise and resources are required at Provincial and more importantly, at local level;
(iv) Procedure for the Appointment of Registrars to be reviewed to ensure effective and efficient talent placement;
(v) Fees and Fines set out in the Regulations to be reviewed and increased if it is to be effective;
(vi) Empower Provincial Registrars to effectively monitor and impose compliance and punishment;
(vii) Provinces Legislation/Regulations must be aligned with the prevailing National legislation. If this does not prevail provision must be made in Legislation for National to supercede;
(viii) Create a synergistic and seamless IT platform for Registration of Tourist Guides to avoid non-compliance by the Provinces with minimum registration requirements;
(ix) Develop a framework for Cross Border registration/licensing of Foreign Nationals working as Tourist guides in South Africa;
(x) Engage the Regional Tourism Organisation of Southern Africa (RETOSA), to establish a uniform framework for registration of Cross border tourist guides.

2. Institutional Framework
Any intent documented is only able to be realised if the Legislation and Regulatory framework translates into executive action. The Tourism Second Amendment Act sets out clearly the Office, the human Resource expectation in regard to the Registrar and the functions the office should perform.

On the National level the portfolio of Tourist Guiding is within the National Department of Tourism. However, on provincial level Tourist Guiding falls within various departments, depending on the structures in the province.
The fulfilment of the Registration mandate at Provincial level is therefore allocated to either the Provincial department or the Destination Marketing Organisation. It is recommended that:

a. The capacity and resource considerations are set out in the National framework so as to enable Provincial Registrars to motivate their resource requirements to function and achieve their mandate. Very often the “Registrar” is perceived as an Individual in the job – rather than a business unit requiring corporate support;
b. The role of Local municipalities in supporting registration and compliance to be provided for when reviewing the Legislation and Regulations;
c. A National seamless and integrated Registration and Information system be developed that is accessible to as many tourist guides and tourists as possible;
d. Develop a Framework for Recognition and Engagement with Private sector Associations as partners supporting pecialist guide:

 Selection;
 Accreditation; and
 The development of Guides generally

e. Roles and services provided by Associations to its members to be part of a Framework for Recognition;
f. Develop guidelines that govern the Role of Employer and/or Contractor of Tourist guides to be included in provisions governing the sector. These should be drawn from, or rely on existing National Legislation, so as not to re-invent the wheel;

3. Education, Training and Development
a. The Duration of Programme, Practical experience, Qualification, and content must be set out in the Regulations, and Registrars’ must comply if they seek to have their candidate Guides registration approved and listed by the National Registrar;
b. The need for an in-depth First Aid programme to be reviewed. There is support for a basic inclusion of First Aid as a unit standard within the qualification. This also avoids Certificates expiring at different times to the Tourist Guide’s registration;
c. It is recommended that the training respond to the categories of Guides. This is dealt with in the section on registration below.
d. There should be a Base Programme with generic content & minimum First aid requirement.
e. Thereafter a Guide should be able to choose Electives for Specialisations.
f. THETA/NDT to work with Specialist Association for co-operation in certification and to ensure monitoring and compliance. It is proposed that a Private, Public sector Partnership approach to specialisations be taken.
g. The Training provider to take responsibility for seeking out prospective authentic work experience opportunities.
h. Trainers must be accredited according to the Framework governing Training Providers, but must also be registered by the Tourism Department or Authority in Province. Most Provinces already have provisions for Registration of Tourism Service providers within their legislative framework.
i. Training organisations must take responsibility for the one year work placement. This will facilitate effective supply- and demandmanagement and avoid an over-supply of trained, yet unemployed, individuals in market.
j. The Tourist Guiding sector is mainly made up of independent contractors. This sole trader is also an entrepreneur who needs Business development support to assist with, inter alia, Budgeting, Financial management and Administration, Business development, and Training. Enterprise Development support to understand needs of tourist guides and provide such support through SMME programmes on offer.
k. Develop a process for Cross Border applicants to receive training or Recognition of Prior Learning (RPL), as would apply to South Africans.
l. The issuing of Cross border licenses or permits must be managed against an agreed framework. Such Framework to be developed.
m. There is an absolute need for Career planning of entrants into the sector. Tourist Guiding must be seen as the “goal” rather than the stepping stone.
n. There is a need to develop a “career path” for incumbents, so they are able to look at other opportunities for career development. The idea growth route includes working at local Information offices, at Business Tourism events and sporting events.

4. Registration & Database Management
a. Definitions within the current legislation and regulations to be reviewed and clarified to ensure accurate application – for example

- “site guide” definition. The definition needs to revert to the 2000 intent. That was to create an entry-level category to facilitate the entry of newcomers into the sector. The term “site” is and will always relate to “a place, location, spot, position” and not a local authority.
b. It is recommended that the Tourist Guiding categorisation is defined through one criterion only – that is “Geographical Scope”. The recommendations in this regard are:

(i) Site - “a place, location, spot, position”;
(ii) Local – as per the definition used at Local Government which is informed by demarcations and Municipal boundaries;
(iii) Provincial; and
(iv) National

c. It is, thereafter the incumbent’s choice to pursue Specialisation, and ensure he or she is accredited and recognised by the duly authorised Agency or Association.
d. The role of the Registrar in this regard will be to Register a Guide in one of the four categories in strict compliance to the selection and registration system in place;
e. Selection should go beyond producing a set of documents. It should involve an Interview with a Panel constituted of Public and Private sector representatives. The interview should also serves as career advisory session;
f. The interview also serves to provide the Registrar with a benchmark for the quality of training in his or her Province;
g. The current fee is R240 for a for a two year period. This equates to R10 per month.
It is proposed that there be consideration to a differentiated Fee structure. Fees should be paid in line with Renewal dates:

(i) Apprentice – R120 for Year 1
(ii) Site and Local Guide – R 540 for a three year period (R180 per annum – R15 per month)
(iii) Provincial and National – R720 for a three year period (R240 per annum – R20 per month)

h. The cost of Badges and Refresher courses to be paid for by the Tourist Guide.
i. It is recommended that Registration should commence with a 1 year
Apprenticeship status prior to full Registration being effected in the absence of an RPL;
j. Registration and renewal should also give Recognition for Service – with a 3 yearly upgrade.
The following reflects the Registration system being proposed:

k. A three yearly Renewal should be based on Proof of Practice, Customer Feedback and a Refresher course/seminar developed by THETA supported by Sector representatives;
l. The Badge should be an integrated “photo identity” which if barcoded could also serve to record tours, especially to National attractions, with whom the National and Provincial Registrars could work with to integrate this functionality.
m. The Registration would be best served and most efficient if developed into an ERP, and, provides an integrated Management, Knowledge and marketing portal, which can be accessed remotely by:

(i) Suppliers – the Tourist Guide – for the purposes of lodging registrations and renewals, Communciation updates,
Continuous professional development, marketing and eventually, a transactional platform. The lodging of Registrations on line does not pre-suppose an electronic approval of registration. The system will require an interview (presence) at a stage prior to renewal;
(ii) Buyers – the market – In-bound Tour operators, International Outbound operators, and Public and Private sector corporate buyers
(iii) Managers – the National and Provincial Registrars’ offices.
n. Registrars will spend less time on “paper based” processes, and allow them more time for development, monitoring and evaluation.
o. Consequences of Non-compliance must be reviewed, clearly set out and practiced/implemented
p. Registration system to be linked to ICT platform and be web-based
q. The platform to be developed so as to serve as a marketing and knowledge portal
r. Dates/Period of registration to be streamlined – recommended 3 years
s. Rationale for the level of First Aid in all Tourist Guiding specialisations to be reviewed
t. Validity of all relevant certificate (s) in any given registration period to be streamlined
u. Improve registration and monitoring efficiencies through single photo identification/bar coded identification
v. Identification to recognise experience – years of service
w. Renewal should be based on proof of practice, customer feedback & refresher course.

5. Monitoring & Evaluation
The major issues in this regard are the lack of capacity and legislative framework to give effect to the intent. The National Department should develop clear guidelines to:

a. Entrench a clear understanding of punishment and implications of non- compliance;
b. Increase Registrars’ power and role in monitoring & evaluation;
c. Impose compliance through Associations playing a role in monitoring and evaluation. This to be included in the Rules of Engagement;
d. Include the Role of Tour Operators in ensuring Compliance;
e. Log books and Customer Feedback to form part of Evaluation for recognition and renewal;
f. Provincial Registrars’ Office should undertake visits to Training Institutions & undertake programme observation;
g. Create awareness of and encourage co-operation from Law enforcers, immigration officers and traffic police;
h. Need for awareness programmes and on-going promotion on the merits of using legal guides;
i. Branding, image and messaging addressed with a wide range of audiences who have an impact on the professionalisation of the sector
j. The prospective Employer must also be covered within the Code of Conduct. This is to ensure that there is support for Placements & Recruitment practices.
k. Tourist Guide and Employer/contractor infringements carry a Fine of R500 for the Tourist Guide, and a Fine (not exceeding) R10, 000 to the employer/contractor. These have been in effect from 2001 and 2000 respectively. Compliance is influenced by the severity of penalty for an offence. It is therefore recommended that the Fines be increased 10 fold (R5000 and R100, 000) if we seek to entrench compliance.