Careers

DBSA’s drive to become a key change agent for socio-economic development includes more than maximising its development impact by means of development financing, advisory services/advocacy and partnerships. The Bank committed itself to transfer skills and experience to young people who find it difficult to complete their studies or to enter the labour market after completing their studies.

Expertise is continually being sought by the bank for services in support of delivery in terms of its vision and mission. The DBSA also advertises positions as they become available at the NEPAD Secretariat which shares accommodation with the bank.

  Job Vacancies

For more information, please access the DBSA Careers Website

  Opportunities for the Youth

The Development Bank of Southern Africa identified a number of initiatives that will help young people to obtain the skills and expertise that they need to successfully enter the labour market. The main programmes are:

•  Learnerships Programme: A learnership is a para-professional, vocational education and training programme that combines theory and practice which culminates in a qualification that is registered on the National Qualifications Framework (NQF).

  Opportunities for DBSA Staff, Clients and Partners

The Bank also identified and implemented a range of other initiatives to transfer skills and expertise to less experienced DBSA staff, clients and partners. These are:

• Mentorship and Coaching Programme: Mentorship is the process of supporting and developing the all-round growth of a less experienced individual by another more competent and experienced individual. Coaching is the process of transferring specific specialist or technical skills, knowledge and attitude to another individual to do their job better.
• Staff Exchange Programme: Staff Exchange programmes can be widely defined to include both internal and external exchanges.  Both instances describe situations where a staff member becomes exposed to a learning situation either external to the DBSA or within the organisation itself and/or situations where the DBSA hosts employees of partner organisations for learning purposes.
• Succession Planning Programme: Succession managements has the institution as the focus and refers to planning, for identifying and developing key competencies that will enable the Bank to remain a leading change agent in the area of socio economic and development.  Succession management concentrates mainly on the development of selected individuals to provide successors for key positions identified by the Executive Managers.
• Staff Rotation Programme: Staff rotation refers to where a staff member moves from one Unit or Cluster to another within the Bank with a purpose of making contributions, acquiring knowledge and skills on how different aspects of the Bank work.  This also refers to where a specialist would transfer skills from one functional area to the other within the organisation (e.g. when a water and sanitation specialist rotates within the Units, Clusters or moves to fulfill a specific function for a defined period of time). In short, staff rotation is about exposing employees to different learning situations to learn new set of skills, acquire new skills and to make contributions.nce institutions.