Tel: 0835093303 - Book a Level123 coach by clicking >>>

Comensa Designations

Must-know information from the COMENSA Designations Policy for anyone registering a coach or mentor training programme.

Designation Levels & Requirements

Three coach levels: CCC (60 training hours + 100 logbook hours), CSC (120 + 500), CMC (200 + 2,500).
Three mentor levels: CCM (60 + 100), CSM (120 + 500), CMM (200 + 2,500).
90% of logbook hours must be paid work (including salary as internal coach/mentor).
70% pass mark required on knowledge assessment against Behavioural Standards Framework.
Credentialing evaluation can happen during your Gold or Silver approved programme – this waives first-time evaluation fee.
Or evaluation happens during COMENSA’s direct credentialing process (fee applies).

Your Programme’s Role

Gold/Silver programmes allow learners to skip the separate credentialing evaluation.
Your programme must align to the Coaching Behavioural Standards Framework (9 competencies) or Mentoring Framework (6 competencies).
You need two COMENSA-trained evaluators who hold the relevant designation at same/higher level.
Gold also requires Quality Council accreditation with at least 5 coaching/mentoring credits.
You do not issue designations – COMENSA does after final approval.
You do not administer the knowledge assessment or verify logbooks – COMENSA does.

Renewal & Revocation

Designations are valid for 3 years, then renewal required (apply 2 months before expiry).
CPD is mandatory for all credentialed members – failure leads to revocation.
COMENSA can revoke for: no CPD, unpaid fees, public disrepute, ethics breach, criminal conviction.
Member has 30 working days to appeal revocation to COMENSA Board.
COMENSA reports all designations to SAQA’s National Learners Record Database.

Behavioural Standards – Coaching (9 competencies)

Contracting – negotiate agreement, safe space, co-create success indicators.
Communicating – active listening, open questions, direct feedback.
Building Trust & Rapport – ethical behaviour, safe space, acknowledge fear.
Creating Awareness & Learning – express insights, recognise impact, don’t impose.
Designing Actions & Accountability – co-create action plans, hold client accountable.
Building Self-Awareness – realistic strengths/weaknesses, remain neutral.
Personal & Professional Growth – seek feedback, deal with biases.
Maintaining Coaching Presence – fully present, separate own agenda.
Managing Diversity – adapt to cultural differences, show empathy, understand generations.

Behavioural Standards – Mentoring (6 competencies)

Self-Understanding – know values, manage diversity, separate own agenda.
Relationship Building – build trust, provide feedback, maintain safe space.
Professional Skills – meet development needs, have referral networks.
Role Management – set boundaries, act as role model, commit to self-development.
Personal/Professional Knowledge – share experience, good time management.
Development Plan & Measurement – support SMART goals, hold accountable.

Application & Costs

Apply online: member login → “Apply for Credentialing”.
RPL available for those without formal qualifications (no extra charge).
Re-credentialing (moving up a level) can be applied for at any time.
First application for your programme: R4,140 (VAT incl.).
Re-evaluation every 3 years: R2,875.
Evaluator training: first time R2,990, refresher R736 per person.

Legal & Policy Framework

Policy required by NQF Act (Act 67 of 2008) and SAQA professional body criteria.
Applies to all COMENSA members, office bearers, and appointed persons.
Policy reviewed annually – check for changes.
Must comply with Constitution, POPIA, and SAQA policies.
Redress is key – no unjust exclusionary practices.

Your Responsibilities as Training Provider

Map your curriculum to the relevant Behavioural Standards Framework.
Ensure your training hours match the level you target (60/120/200).
Prepare learners for logbook requirements (paid hours only).
Inform learners they still need 70% knowledge test and COMENSA logbook verification.
Market that Gold/Silver waives first-time evaluation fee – a major selling point.
Consider offering CPD activities (Bronze status) for credentialed members.
You cannot issue designations – only COMENSA can after full evaluation.

One-Line Summary for Your Programme

*Gold/Silver lets learners skip COMENSA’s evaluation fee – but you need two trained evaluators, alignment to 9/6 competencies, and (for Gold) QC accreditation with ≥5 credits.*

Here is a 200-line summary of the COMENSA Designations Policy – the policy for developing, awarding, monitoring, and revoking professional coach and mentor designations in South Africa.

1. Purpose & Legal Foundation (Lines 1–15)

This policy fulfills SAQA’s requirement (Section 31.i.i) for professional bodies to develop, award, monitor, and revoke designations.
It is required under the NQF Act (Act 67 of 2008) as amended January 2023.
COMENSA is a SAQA‑recognised professional body for coaches and mentors.
The policy establishes criteria for COMENSA to manage its professional designations.
Professional bodies strengthen social responsiveness, accountability, and pride in professions.
Redress is a key South African imperative – no unjust exclusionary practices.
COMENSA works with SAQA to ensure all South Africans benefit from professional development.

2. Key Definitions (Lines 16–30)

Coaching – professional, collaborative, outcomes‑driven method to develop individuals, raise self‑awareness, achieve goals, enhance performance.
Credentialing – formal evaluation process to be awarded a registered professional designation.
Mentoring – partnership where mentee makes advances in knowledge, perspective, vision; mentor shares wisdom.
RPL (Recognition of Prior Learning) – achieve a designation without the required underlying qualification.
Re‑credentialing – evaluation to move to the next level of designation.
Renewal of Credential – evaluation to retain the same designation level.

3. Objectives of the Policy (Lines 31–45)

Advance NQF objectives.
Promote public understanding and trust in coaching/mentoring as professions.
Promote coaching/mentoring as professional career paths.
Enable social responsibility, accountability, and pride in the professions.
Promote a gold standard in process, skills, understanding, and tools/techniques.
Contribute to sustainability of the professions.
Protect the public from malpractice.
Continuously improve quality in line with global best practice.
Enable qualifying members to apply for designations.
Promote CPD (Continuous Professional Development).
Promote supervision in coaching and mentoring.

4. Scope & Benefits of Credentialing (Lines 46–65)

Policy applies to: all COMENSA members applying for designations, office bearers, and appointed persons.
Benefits of credentialing – reassures clients of professional approval.
Indicates work according to a formal Behavioural Standards Framework.
Indicates a verified level of experience.
Indicates a structured, observed, vigorous credentialing process.
Indicates adherence to industry standards.
Indicates commitment to CPD.
Indicates regulation by a code of ethics and conduct.
Contributes to professionalising coaching/mentoring in South Africa.
Keeps you ahead of statutory and regulatory requirements.
Provides marketing exposure and professional network benefits.

5. Professional Designations – Coaching (Lines 66–95)

COMENSA awards designations through consultation with members, aligned to global best practice.

Level 1 – COMENSA Credentialed Coach (CCC)

60 hours certified coach training.
Logbook: 100 hours coaching, 90% paid work (including internal salary).
70% pass on knowledge assessment against Coaching Behavioural Standards Framework.
Successful credentialing evaluation (via Gold/Silver programme or direct COMENSA process).

Level 2 – COMENSA Senior Coach (CSC)

120 hours certified coach training.
Logbook: 500 hours coaching, 90% paid work.
70% pass on knowledge assessment.
Successful credentialing evaluation.

Level 3 – COMENSA Master Coach (CMC)

200 hours certified coach training.
Logbook: 2,500 hours coaching, 90% paid work.
70% pass on knowledge assessment.
Successful credentialing evaluation.

6. Professional Designations – Mentoring (Lines 96–120)

Level 1 – COMENSA Credentialed Mentor (CCM)

60 hours certified mentor training.
Logbook: 100 hours mentoring, 90% paid work.
70% pass on knowledge assessment against Mentoring Behavioural Standards Framework.
Successful credentialing evaluation.

Level 2 – COMENSA Senior Mentor (CSM)

120 hours certified mentor training.
Logbook: 500 hours mentoring, 90% paid work.
70% pass on knowledge assessment.
Successful credentialing evaluation.

Level 3 – COMENSA Master Mentor (CMM)

200 hours certified mentor training.
Logbook: 2,500 hours mentoring, 90% paid work.
70% pass on knowledge assessment.
Successful credentialing evaluation.

7. Credentialing, Renewal & Re‑credentialing Process (Lines 121–140)

Any COMENSA member in good standing may apply.
Apply online: log in as member → “Apply for Credentialing”.
RPL may be used in lieu of underlying qualification.
Renewal required every 3 calendar years, at least 2 months before expiry.
Re‑credentialing (moving up a level) may be applied for at any time.
CPD is mandatory for credentialed members (recommended for all members).
COMENSA’s CPD Policy is available on the website.

8. Monitoring & Reporting (Lines 141–150)

COMENSA monitors and reports on: RPL, credentialing, renewal, re‑credentialing, designations awarded, designations revoked, CPD activity.
COMENSA submits a list of all designated members to SAQA for uploading to the National Learners Record Database (NLRD).

9. Revoking Professional Designations (Lines 151–170)

COMENSA can suspend or revoke in writing if a member:
Does not achieve required CPD points within the required period.
Does not pay annual membership fees.
Brings COMENSA into public disrepute.
Compromises the Code of Ethics and Conduct.
Compromises Confidentiality Agreement (office bearers).
Compromises Conflict of Interest Agreement (office bearers).
Is convicted of a criminal act.
Member has 30 working days to appeal revocation to the COMENSA Board.
After appeal outcome, COMENSA advises SAQA to remove the designation from NLRD.

10. Roles & Responsibilities (Lines 171–185)

COMENSA Board:

Approves this policy.
Awards professional designations.
Revokes professional designations.
Manages appeals process.

MCSC (Membership Criteria & Standards of Competence Portfolio Committee):

Develops, reviews, maintains this policy.
Manages credentialing, renewal, re‑credentialing processes.
Manages RPL processes.
Manages CPD processes.
Recommends awards to the Board.
Recommends revocations to the Board.

11. Implementation, Review & Applicable Legislation (Lines 186–200)

Policy comes into effect on signature date (31 March 2023).
Reviewed annually (procedurally).
Applicable legislation includes:
Constitution of South Africa (Act 108 of 1996)
NQF Act (Act 67 of 2008)
POPIA (Act 4 of 2013)
SAQA Policy for Recognising a Professional Body
COMENSA Membership Policy
COMENSA Credentialing Policy
COMENSA Training Provider Programmes Policy
COMENSA RPL Policy
COMENSA CPD Policy

12. Coaching Behavioural Standards Framework – Overview (Lines 201–215)

Three categories, nine competencies across three levels (CCC, CSC, CMC).

Coaching Standards (5 competencies)

Contracting – negotiate agreement, safe space, co‑create success indicators.
Communicating – active listening, open questions, direct feedback.
Building Trust & Rapport – ethical behaviour, safe space, acknowledge fear.
Creating Awareness & Learning – express insights, recognise impact, use own knowledge without imposing.
Designing Actions & Managing Accountability – co‑create action plans, hold client accountable.

Self‑Management Standards (3 competencies)

Building Self‑Awareness – realistic perception of strengths/weaknesses, remain neutral.
Creating Opportunities for Personal & Professional Growth – seek feedback, deal with biases.
Maintaining a Coaching Presence – fully present, manage own process, separate own agenda.

Context Management Standard (1 competency)

Managing Diversity – work with cultural differences, adapt style, show empathy, understand generational differences.

13. Mentoring Behavioural Standards Framework – Overview (Lines 216–235)

Six competencies across three levels (CCM, CSM, CMM).
Self‑Understanding – know personal values, manage diversity, separate own agenda, participate in supervision.
Relationship Building – build trust, demonstrate empathy, communicate effectively, provide feedback, maintain safe space.
Professional Skills – meet development needs, have referral networks, understand organisational strategy, share experience.
Role Management – define purpose and outcomes, commit to self‑development, set boundaries, act as role model.
Personal/Professional Knowledge – demonstrate skills, understand mentorship purpose, good time management.
Personal/Professional Development Plan & Measurement – support SMART goals, hold accountable, measure success.

14. Cross‑cutting Requirements for All Designations (Lines 236–250)

90% of logged hours must be paid work (including salary as internal coach/mentor).
Knowledge assessment pass mark is 70%.
Credentialing evaluation can happen either:

During a Gold or Silver COMENSA approved Training Programme (waives first‑time evaluation fee), or
During the actual COMENSA credentialing process.

RPL is available as an integral part of credentialing for those without formal qualifications.
Designations are valid for 3 years, then renewal is required.
Failure to renew CPD or pay fees leads to revocation.
Appeals must be lodged within 30 working days.
COMENSA reports all designations to SAQA’s NLRD.
The policy promotes redress – no unfair exclusion.
Supervision is explicitly promoted (objective 6.11).
CPD is mandatory for all credentialed members.
Policy aligns to global best practice in coaching and mentoring.

15. Practical Implications for Training Providers (Lines 251–265)

If you run a Gold or Silver programme, your learners can complete credentialing evaluation during your programme.
This waives the first‑time credentialing evaluation and fee for your learners.
Your programme must align to the relevant Behavioural Standards Framework (Coaching or Mentoring).
You need two COMENSA‑trained evaluators (who hold the designation at same or higher level).
For Gold, you also need Quality Council accreditation with ≥5 coaching/mentoring credits.
Learners still need to meet the training hours (60/120/200) and logbook hours (100/500/2,500).
Learners must still pass the 70% knowledge assessment.
Your programme does not replace the logbook or knowledge test – only the observed evaluation.
Credentialed members must renew every 3 years – even if trained by you.
CPD tracking is their responsibility, not yours – but you can offer CPD activities (Bronze status).

16. Final Summary of Levels at a Glance (Lines 266–280)

Designation

Training Hours

Logbook Hours

Knowledge Pass

Evaluation

CCC (Coach L1)

100

70%

COMENSA or Gold/Silver

CSC (Coach L2)

120

500

70%

COMENSA or Gold/Silver

CMC (Coach L3)

200

2,500

70%

COMENSA or Gold/Silver

CCM (Mentor L1)

100

70%

COMENSA or Gold/Silver

CSM (Mentor L2)

120

500

70%

COMENSA or Gold/Silver

CMM (Mentor L3)

200

2,500

70%

COMENSA or Gold/Silver

17. Your Key Takeaways as a Training Provider (Lines 281–295)

Your Gold/Silver programme can save learners the first‑time evaluation fee.
You must teach to the Behavioural Standards Framework (Annexure A or B).
Your evaluators must be COMENSA‑trained and hold relevant designations.
You cannot issue designations – only COMENSA can after final approval.
You can prepare learners for the knowledge assessment but don’t administer it.
Logbook hours are verified by COMENSA, not by you (unless you are also an approved assessor).
CPD is mandatory post‑credentialing – consider offering Bronze CPD programmes.
The policy is reviewed annually – check for changes each year.
All relevant policies are on COMENSA’s website.
Redress means ensure your programme is accessible and non‑discriminatory.

18. Final Checklist for Aligning Your Programme (Lines 296–300)

Map your curriculum to the 9 coaching competencies (or 6 mentoring competencies)
Ensure your training hours match the level you target (60/120/200)
Prepare learners for logbook requirements (paid hours)
For Gold/Silver: have two COMENSA‑trained evaluators
For Gold: obtain QC accreditation with ≥5 credits
Understand that learners still need 70% knowledge test and logbook
Market that your programme waives first‑time evaluation fee (Gold/Silver only)

Page updated

Google Sites

Report abuse