Author: Clifford Lesiba Legodi

Report Number: SayProF535-01
Date: 15/05/2025
Employee Name: Clifford LEGODI
Department/Team: SayPro Operations  Royalty
Supervisor: Royal Committee

Tasks Completed

1. Completed 3 events

SayPro Clifford Legodi submission of SayPro Monthly April SCOR-1 SayPro Quarterly Human Capital Mapping Plan and Organogram and Monitoring: by SayPro Strategic Planning Office under SayPro Operations Royalty on 2025-04-23 @ 09:00 (SAST) to 2025-04-23 @ 16:30 (SAST)-https://staff.saypro.online/saypro-clifford-legodi-submission-of-saypro-monthly-april-scor-1-saypro-quarterly-human-capital-mapping-plan-and-organogram-and-monitoring-by-saypro-strategic-planning-office-under-saypro-operations/

SayPro Clifford Legodi submission of SayPro Monthly April SCOR-1 SayPro Monthly Communicate Strategy: Ensure that strategic goals and initiatives are communicated throughout the organization by SayPro Strategic Planning Office under SayPro Operations Royalty on 2025-04-22 @ 09:00 (SAST) to 2025-04-22 @ 16:00 (SAST) – https://staff.saypro.online/saypro-clifford-legodi-submission-of-saypro-monthly-april-scor-1-saypro-monthly-communicate-strategy-ensure-that-strategic-goals-and-initiatives-are-communicated-throughout-the-organization-by-saypro/

SayPro Clifford Legodi submission of SayPro Monthly May SCOR-7 SayPro Monthly Track Action Items: Follow up on action items and resolutions from board meetings to ensure timely completion by SayPro Corporate Governance Office under SayPro Operations Royalty SCOR on 2025-05-28 @ 14:00 (EEST) to
2025-05-28 @ 17:00 (EEST) – https://staff.saypro.online/saypro-clifford-legodi-submission-of-saypro-monthly-may-scor-7-saypro-monthly-track-action-items-follow-up-on-action-items-and-resolutions-from-board-meetings-to-ensure-timely-completion-by-saypro-co/

• Checked the progress on MICT SETA Disbursement and fixed reports – https://lms.mict.org.za/accounts/login/user?next=/lpd/employer/learningprogrammes/learner/aff7fd5b-ff55-4f40-8c3b-abc8f8f91190/view/1
• Assisted Finance with salary requests and approval – https://en.saypro.online/activity-2/?status/51-51-1747403426/
• Developed research report for Sporting Unity – https://staff.saypro.online/saypro-research-report-by-sporting-unity-project/
• Reviewed M&E Royalty Daily Report – https://events.saypro.online/saypro-clmr-daily-report-9/

Tasks In Progress

1. SayPro Events
2. Events Management
3. Scanning Receipts
4. Attending meetings 
5. Searching for more venues

Challenges Encountered

Challenge 1: Back-to-back meetings affecting progress

Planned Tasks for Monday

Task 1: Working on Operations Events and contact the team for review and updates

Task 2: Submission for Verification

Task 3: Work on Events

Task 4: Record requested videos

General Comments / Observations

 Overall I am happy, I realize there is a lot of room for improvement.

Employee Signature:

Date: 15/05/2025

Work Package 2: Initial Research and Collection of Good Practice
Task 1: Map Online Courses on E-learning Platforms – Strengths and Weaknesses Analysis
Focus: Canvas LMS by Instructure

Table of Contents

Executive Summary. 2

Platform Overview.. 2

Key Features of Canvas. 3

Course Management 3

Content Delivery. 3

Communication Tools. 3

Assessment & Feedback. 3

Gradebook and Analytics. 3

Mobile Accessibility. 3

Integration with EdTech Tools. 3

Strengths of Canvas LMS. 4

Weaknesses of Canvas LMS. 4

Comparative Scorecard. 4

Canvas Interface Dashboard, User Account, Course Structure. 4

User Account. 4

Canvas Interface Dashboard. 5

Course Structure. 5

Canvas Moibile App Interface. 6

Conclusion. 6

Recommendation. 6

Executive Summary
This report provides a focused evaluation of the Canvas Learning Management System (LMS), one of the most widely adopted e-learning platforms globally. As part of Work Package 2, Task 1 of the Sporting Unity Project, this analysis explores Canvas’ capabilities, strengths, and limitations to inform the development of inclusive, accessible, and culturally sensitive virtual learning environments for youth empowerment through sport.

Platform Overview
Canvas is a cloud-based LMS developed by Instructure, designed to support teaching and learning in, higher education, and corporate settings. It enables content delivery, assessment, communication, and integration with external tools.

Introduction Video: What is Canvas?
Watch on YouTube: https://youtu.be/dwXwah-feFk?si=na84sOS5zsUSVduB
How to create a course: https://youtu.be/IJIP0XCy9s0?si=sK4w20OxjpKHvob8

Sporting Unity Academy: https://canvas.instructure.com/courses/11980314

Key Features of Canvas

Course Management

Instructors can create courses, structure learning modules, manage student rosters, and import/export course content.

Drag-and-drop interface for course design simplifies the educator experience.

Content Delivery

• It supports multimedia uploads, such as PDFs, Word docs, YouTube, Vimeo, and recorded lectures.
• SCORM integration and HTML editing capabilities available.

Communication Tools

• Discussion forums, announcements, direct messaging, and push notifications via mobile app.
• Supports student collaboration and instructor feedback loops.

Assessment & Feedback

• Robust tools for quizzes, assignments, rubrics, and peer reviews.
• Auto-grading for objective questions; manual grading with inline annotations.

Gradebook and Analytics

• Real-time tracking of student progress.
• Visual analytics on student engagement, grades, and course completion rates.

Mobile Accessibility

• Dedicated Canvas apps for Android and iOS.
• Students can submit assignments, join discussions, and receive alerts on the go.

Integration with EdTech Tools

• Seamless integration with Google Workspace, Microsoft 365, Zoom, Turnitin, and LTI-compliant tools.
• Open API access for custom development.

Strengths of Canvas LMS

• Intuitive and User-Friendly Interface
• Scalable for Institutions of Any Size
• Excellent Mobile Experience
• Continuous Updates from Instructure
• Open Source Availability for Customization
• Robust Support Community and Documentation

Weaknesses of Canvas LMS

• Limited Custom Branding for Institutions on Standard Plans
• High Licensing Costs for Enterprise Users
• Steep Learning Curve for Non-Tech-Savvy Instructors
• Offline Functionality Still Limited
• Analytics Tools Are Basic in Core Package (Advanced available at cost)

Comparative Scorecard

Canvas Interface Dashboard, User Account, Course Structure

User Account

Canvas Interface Dashboard

Course Structure

Canvas Moibile App Interface

Conclusion
Canvas LMS represents a comprehensive and mature solution for digital learning, particularly suitable for higher education and professional development contexts. While its learning curve and cost may present barriers to smaller community-based or grassroots organizations, its overall strength in content delivery, flexibility, and user engagement tools make it a strong candidate for e-learning components in the Sporting Unity Project.

Recommendation
SayPro recommends piloting Canvas LMS in at least one virtual exchange module during the Sporting Unity Program and assessing accessibility and engagement across youth groups from diverse backgrounds. Further research may include testing open-source alternatives or lower-cost LMS platforms for scalability in rural or under-resourced regions.

Report Compiled By:
SayPro Research Team
Date: 15 May 2025
Contact: info@saypro.online | en.saypro.online

To the CEO of SayPro Neftaly Malatjie, the Chief Executive Officer of SayPro Mr. Mputla, all Royal Committee Members/all SayPro Chief Royal Members

Kgotso a ebe le lena

Please receive submission of my work

Reference Link – https://en.saypro.online/event/saypro-monthly-april-scor-1-saypro-quarterly-human-capital-mapping-plan-and-organogram-and-monitoring-by-saypro-strategic-planning-office-under-saypro-operations-royalty-2/

SayPro Develop an accurate and dynamic mapping of SayPro’s workforce (human capital) – https://staff.saypro.online/saypro-develop-an-accurate-and-dynamic-mapping-of-saypros-workforce-human-capital/

SayPro Align SayPro organograms with current strategic and operational priorities – https://staff.saypro.online/saypro-align-saypro-organograms-with-current-strategic-and-operational-priorities/

SayPro Identify skill gaps and workforce redundancies at SayPro – https://staff.saypro.online/wp-admin/post.php?post=68244&action=edit

SayPro Enable SayPro to proactively plan recruitment, training, and internal mobility – https://staff.saypro.online/saypro-enable-saypro-to-proactively-plan-recruitment-training-and-internal-mobility/

SayPro Support quarterly monitoring and strategic decision-making by SayPro leadership – https://staff.saypro.online/saypro-support-quarterly-monitoring-and-strategic-decision-making-by-saypro-leadership/

SayPro Ensure that each role at SayPro is directly linked to specific organizational outputs – https://staff.saypro.online/saypro-ensures-that-each-role-at-saypro-is-directly-linked-to-specific-organizational-outputs/

Clifford Legodi | COO| SayPro

Managed by the SayPro Strategic Planning Office under SayPro Operations Royalty

Objective

To clearly define, align, and document how each employee’s role contributes to measurable organizational outputs—ensuring role clarity, accountability, performance optimization, and strategic alignment across all levels of SayPro.

Strategic Rationale

• Strengthens organizational effectiveness by connecting daily activities to broader goals
• Enhances individual accountability and motivation through purpose-driven work
• Improves monitoring and evaluation of departmental and staff performance
• Enables SayPro to make informed decisions on workforce development and resource allocation

Key Components and Actions

1. Conduct Role-Output Mapping Across All Departments

• Role Audit: Review all current job descriptions and responsibilities across SayPro.
• Output Inventory: Compile a list of key outputs (e.g., reports produced, trainings delivered, partnerships secured, youth enrolled, funds raised, systems implemented).
• Mapping Exercise: Directly link each role to one or more specific outputs—quantitative (e.g., number of beneficiaries served) or qualitative (e.g., improved community engagement).

2. Standardize Job Descriptions with Output Metrics

• Performance Objectives: Integrate measurable output targets into job descriptions (e.g., “Coordinate 3 training sessions per quarter”).
• Strategic Contribution: Include a “strategic impact” section explaining how the role supports SayPro’s mission and priorities.
• SMART KPIs: Define Key Performance Indicators that are Specific, Measurable, Achievable, Relevant, and Time-bound.

3. Align Role Outputs with Organizational Results Framework

• Vertical Alignment: Ensure every role links to SayPro’s high-level objectives (e.g., youth empowerment, capacity building, community development).
• Horizontal Coordination: Avoid duplication by clarifying interdepartmental dependencies and outputs shared by multiple roles.
• Outcome Pathways: Visualize how individual tasks lead to departmental goals and ultimately contribute to SayPro’s impact.

4. Monitor and Review Through Performance Management Systems

• Quarterly Reviews: Evaluate employee contributions based on agreed-upon outputs.
• Continuous Feedback: Managers provide regular feedback on progress and realign tasks if outputs shift due to strategic changes.
• Role Adjustments: Revise roles if outputs are outdated, underachieved, or misaligned with SayPro’s evolving priorities.

5. Communication and Capacity Building

• Orientation Programs: Clearly explain output expectations to new hires and interns during onboarding.
• Training: Equip managers and staff with tools to understand output-based work planning.
• Team Dashboards: Use visual trackers to display team progress against outputs in real-time.

Benefits to SayPro

• Empowers staff by clarifying the value and impact of their roles
• Increases transparency and fairness in performance evaluation
• Drives results-focused organizational culture
• Enables better workforce planning and resource allocation
• Enhances SayPro’s credibility and accountability to donors and stakeholders

Responsible Units

• Strategic Planning Office: Lead the design and implementation of the role-output framework.
• Human Resources Department: Update job descriptions and integrate outputs into performance appraisals.
• Departmental Managers: Validate and manage team-level output alignment and provide feedback loops.
• Operations Royalty Oversight: Monitor system-wide adoption and ensure consistent application across the organization.

Implementation Timeline

• Month 1–2: Conduct organizational role audit and define key outputs per department
• Month 3: Finalize and roll out updated job descriptions with output indicators
• Quarterly: Monitor output delivery during performance reviews
• Annually: Evaluate and recalibrate role-output links based on strategic shifts

SayPro Support Quarterly Monitoring and Strategic Decision-Making by SayPro Leadership
Led by SayPro Strategic Planning Office under SayPro Operations Royalty

Objective

To provide SayPro leadership with timely, accurate, and actionable insights every quarter to support data-driven decision-making, strategic alignment, and organizational agility.

Scope

• Quarterly data collection and performance review
• Alignment of operations with strategic objectives
• Informed decision-making by Executive and Board leadership
• Transparency and accountability across departments

Key Components

1. Develop a Quarterly Monitoring Framework

• KPI Dashboard: Identify key performance indicators across strategic pillars such as program delivery, finance, human capital, stakeholder engagement, and compliance.
• Standardized Reporting Format: Use a unified template for all departments to report quarterly progress.
• SMART Objectives: Ensure all metrics are specific, measurable, achievable, relevant, and time-bound.
• Baseline and Benchmarks: Compare current performance with past performance, strategic targets, and industry standards.

2. Data Collection and Validation

• Departmental Submissions: Collect quarterly reports from all departments with clearly defined metrics and narrative explanations.
• System Integration: Use internal systems (HRIS, CRM, Financial systems, M&E platforms) to automatically pull performance data.
• Quality Checks: Conduct audits or verifications to ensure data accuracy, consistency, and completeness.

3. Leadership Briefings and Strategic Sessions

• Quarterly Performance Reports (QPRs): Prepare and present detailed reports with data visualizations, insights, risks, and recommendations.
• Board Pack Preparation: Compile strategic performance data for board and subcommittee meetings.
• Scenario Analysis: Include forward-looking assessments and “what-if” scenarios for strategic decisions.
• Executive Reviews: Schedule strategic decision-making sessions with senior leadership to review findings and set the next quarter’s focus.

4. Feedback and Course Correction Mechanisms

• Action Item Logs: Track leadership decisions and ensure follow-up actions are implemented on time.
• Learning Loops: Identify successes and challenges, turning insights into best practices or improvement plans.
• Real-Time Alerts: Flag significant underperformance or risk areas to leadership between quarters when necessary.

5. Communication and Engagement

• Staff Briefings: Share key quarterly insights and leadership decisions with teams for transparency and alignment.
• Stakeholder Updates: Communicate progress to funders, partners, and community stakeholders through quarterly newsletters or reports.
• Documentation: Archive all quarterly reports, leadership resolutions, and strategic changes for audit and continuity.

Benefits to SayPro

• Facilitates informed and agile decision-making
• Enhances transparency and organizational accountability
• Keeps strategic goals front and center in day-to-day operations
• Ensures resource optimization and risk mitigation
• Builds trust among stakeholders through consistent performance updates

Roles and Responsibilities

• Strategic Planning Office: Lead the design, coordination, and facilitation of quarterly monitoring and reporting.
• All Departments: Provide timely and accurate performance data.
• Executive Team: Review insights, make decisions, and set strategic direction.
• Operations Royalty Oversight: Ensure alignment and adherence to strategic monitoring protocols.

Implementation Timeline (Quarterly Cycle)

• Week 1–2: Departmental data collection and validation
• Week 3: Drafting of QPR and internal reviews
• Week 4: Leadership briefing and decision-making session
• Post-Review: Dissemination of insights and implementation of decisions

SayPro Enable SayPro to Proactively Plan Recruitment, Training, and Internal Mobility
Guided by SayPro Strategic Planning Office under SayPro Operations Royalty

Objective

To establish a forward-looking workforce development system that empowers SayPro to anticipate staffing needs, upskill its employees, and support internal mobility—thereby improving talent alignment, reducing hiring delays, and building a resilient, mission-driven workforce.

Scope

• Recruitment planning based on forecasted organizational needs
• Training and upskilling to bridge identified skill gaps
• Structured internal mobility to retain and grow talent
• Cross-department coordination to support succession and career development

Key Initiatives

1. Workforce Forecasting and Planning

• Strategic Needs Assessment: Align workforce planning with SayPro’s strategic goals and upcoming projects.
• Turnover and Retirement Projections: Use historical data to forecast attrition and identify roles likely to be vacated.
• Future Role Identification: Anticipate new roles or competencies required for digital transformation, compliance, expansion, or new services.
• Recruitment Pipeline Development: Build talent pipelines in advance for critical or hard-to-fill positions.

2. Proactive Recruitment Framework

• Role Prioritization Matrix: Rank roles by urgency, impact, and difficulty to fill.
• Talent Pools: Maintain a database of pre-screened candidates and former interns/volunteers.
• Partnerships with Institutions: Collaborate with universities and development agencies for talent sourcing.
• Inclusive Hiring Practices: Promote diversity and equity in recruitment planning.

3. Learning and Development (L&D) Program

• Training Needs Assessment (TNA): Use skill gap analysis to determine required training programs.
• Learning Pathways: Develop structured training tracks aligned with job families and leadership development.
• Microlearning and Online Courses: Use flexible learning formats to increase accessibility.
• Performance-Linked Training: Tie learning outcomes to job performance reviews and career progression.

4. Internal Mobility and Career Development

• Internal Job Boards: Encourage internal candidates to apply for open positions.
• Talent Review Panels: Conduct periodic reviews of employee readiness for promotions or cross-functional roles.
• Mentorship and Shadowing Programs: Facilitate knowledge transfer and skill building.
• Career Maps: Provide employees with clear advancement pathways within SayPro.

5. Monitoring and Evaluation

• HR Dashboards: Use data analytics to monitor training completion, mobility trends, and recruitment performance.
• Employee Surveys: Gauge satisfaction with development opportunities and internal career growth.
• KPIs: Track time-to-fill vacancies, training ROI, retention rates, and promotion frequency.

Benefits to SayPro

• Reduces time and cost of external hiring by building internal talent pipelines
• Closes skill gaps before they impact performance or strategy
• Increases employee engagement and retention by offering clear career paths
• Enhances organizational agility by ensuring the right people are in the right roles
• Promotes a culture of continuous learning and internal development

Roles and Responsibilities

• SayPro Strategic Planning Office: Integrate workforce planning with strategic objectives and oversee implementation.
• HR Department: Lead execution of recruitment, training, and mobility programs.
• Line Managers: Identify staff development needs and support growth opportunities.
• Operations Royalty Oversight: Ensure policy alignment and monitor progress across units.

Implementation Timeline

• Quarter 1: Conduct skill gap analysis and training needs assessment
• Quarter 2: Launch internal mobility tools and talent review processes
• Quarter 3: Establish structured recruitment planning and talent pipelines
• Quarter 4: Evaluate program effectiveness and refine based on feedback and KPIs

By enabling proactive planning for recruitment, training, and internal mobility, SayPro ensures that its workforce remains skilled, engaged, and well-positioned to support the organization’s mission and future growth.

SayPro Identify Skill Gaps and Workforce Redundancies at SayPro
Led by SayPro Strategic Planning Office under SayPro Operations Royalty

Objective

To systematically identify skill gaps and workforce redundancies across SayPro’s departments and teams in order to optimize human capital, align talent with strategic priorities, improve performance, and reduce inefficiencies.

Scope

• All full-time, part-time, contract, and volunteer staff across SayPro
• Skills needed for current and future strategic goals
• Functional and structural workforce alignment
• Operational efficiency and role utilization

Key Activities

1. Conduct a Comprehensive Skills Audit

• Individual Assessments: Collect data on each staff member’s qualifications, experience, certifications, technical and soft skills.
• Self and Manager Evaluations: Use 360-degree evaluations and peer reviews to validate skill levels.
• Skill Inventory Database: Build or update a centralized digital repository to log all workforce competencies by role and department.
• Job Role Benchmarking: Compare required vs. actual skills per role based on job descriptions and strategic needs.

2. Map Skills Against Strategic Needs

• Strategic Alignment: Cross-reference current staff skills with those needed to achieve strategic priorities (e.g., digital transformation, partnership development, monitoring & evaluation).
• Future Forecasting: Anticipate future skill demands based on anticipated program expansion or new projects.
• Gap Identification: Highlight areas where skills are insufficient, missing, or outdated.

3. Identify Workforce Redundancies

• Functional Analysis: Review roles with overlapping responsibilities or minimal output.
• Role Duplication: Identify similar roles across departments or offices that could be consolidated.
• Underutilization Review: Flag employees whose skills are underused or whose tasks are no longer essential.
• Process Audits: Examine workflows for inefficiencies or overstaffing in administrative functions.

4. Develop Actionable Recommendations

• Training Plans: Propose targeted upskilling or reskilling initiatives.
• Restructuring Proposals: Recommend combining, eliminating, or redefining roles.
• Succession Planning: Identify critical positions with limited backup or skill depth.
• Talent Redeployment: Reassign staff to roles where their skills are more aligned or needed.

5. Engage Stakeholders and Communicate Findings

• Leadership Review: Share reports with the Executive and Operations teams.
• Staff Consultations: Involve employees in validating findings and suggesting development needs.
• Transparency: Clearly communicate reasons behind role changes, consolidations, or development priorities.

Tools and Methods

• Surveys and self-assessment tools
• HR Information System (HRIS) data extraction
• Interviews and focus groups with team leaders
• Departmental performance metrics
• Skills matrix and heat maps
• AI-assisted analytics and dashboard reporting

Benefits to SayPro

• Closes skill gaps that hinder strategic execution
• Increases efficiency by minimizing duplication of effort
• Improves employee development and satisfaction
• Strengthens SayPro’s ability to adapt to emerging needs
• Supports a leaner, more agile and impactful organization

Responsible Parties

• SayPro Strategic Planning Office: Lead the assessment, analysis, and reporting.
• HR Department: Manage data collection, workforce analytics, and learning strategies.
• Department Managers: Validate findings and help implement role adjustments.
• Operations Royalty Oversight: Monitor and ensure follow-through on recommendations.

Implementation Timeline

• Month 1: Design tools, define skill sets, and begin data collection.
• Month 2: Complete skill audits and redundancy reviews.
• Month 3: Produce gap analysis report and workforce efficiency recommendations.
• Ongoing: Quarterly updates to reflect staffing changes and strategic shifts.