HEAD OFFICE:
Lombardy Business Park
Block 6, Unit 106
Cnr Cole & Graham Road
Pretoria
0042
BAREND P.G. MARITZ
Industrial Psychologist
PS 0129828
083 370 5568
MEDICO – LEGAL REPORT
VULPES CONSULTANTS (PTY) LTD
MR DEMO SAMPLE
REPORT DATE:
10 April 2017
Industrial Psychologist
Barend P.G. Maritz
PS 012 9828
Reference Number: EA000
Attorney
Example Attorneys
Reference Number: EA/DEMO/000
PLEASE NOTE: This report is of a STRICTLY CONFIDENTIAL nature with restricted circulation. If you
are unauthorised to read this report, please return it immediately to the report writer.
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Biographical Information
Surname : Sample
Full name(s) : Demo
ID / Passport number : 19910524 0000 00 0
Gender : Male
Date of birth : 1991/05/24
Current age : 25 Years Old
Age at time of incident : 21 Years Old
Dependents : Fiancé
Marital status : Engaged
Place of birth : Demoville
Home language : Afrikaans
Physical address : No. 01 Sample Avenue
: Demoville Code: 1234
Contact number : +27 01 234 5678 (Own)
: Alternative: +27 01 234 5678(Farther)
Email : [email protected]
Date of incident : 2013/01/28
Pre-morbid employment : Internal Sales Representative at Company 2
Post-morbid employment : Internal Sales Representative at Company 2
Current employment : Operational Manager at Company 3
Date of evaluation : 2017/03/23
Highest qualification : Grade 12
Attended by : Barend Petrus Gerhardus Maritz
: Industrial Psychologist (PS 012 9828)
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TABLE OF CONTENTS
1. Introduction .................................................................................................................. 5
1.1. Purpose of report .................................................................................................................... 5
1.2. Method of assessment ............................................................................................................ 5
2. Supporting Information ............................................................................................... 5
3. Information Relating to the Incident ........................................................................... 7
3.1. Incident details ........................................................................................................................ 7
3.2. Injuries sustained .................................................................................................................... 9
3.3. Current difficulties and complaints .......................................................................................... 9
4. Behaviour Observation .............................................................................................. 10
5. Psychometric Evaluation .......................................................................................... 11
5.1. Reasoning abilities ................................................................................................................ 11
5.1.1. Verbal General Reasoning ............................................................................................ 11
5.1.2. Numerical General Reasoning ...................................................................................... 12
5.1.3. Abstract General Reasoning ......................................................................................... 13
5.2. Personality traits .................................................................................................................... 13
5.2.1. Response Style ............................................................................................................. 14
5.2.2. Interpersonal Style ........................................................................................................ 14
5.2.3. Thinking Style ................................................................................................................ 15
5.2.4. Coping Style .................................................................................................................. 15
5.3. Personal work profile ............................................................................................................. 16
5.3.1. Practical/Mechanical ..................................................................................................... 16
5.3.2. Scientific/Investigative ................................................................................................... 16
5.3.3. Persuasive/Influential .................................................................................................... 16
5.4. Potential career paths ........................................................................................................... 17
5.5. Discussion ............................................................................................................................. 17
6. Medical History .......................................................................................................... 18
7. Family History ............................................................................................................ 19
8. Educational History ................................................................................................... 19
9. Employment History .................................................................................................. 20
9.1. Employment pre-morbid ........................................................................................................ 20
9.1.1. Company 1 .................................................................................................................... 20
9.2. Employment at time of incident ............................................................................................. 20
9.2.1. Company 2 .................................................................................................................... 20
9.3. Employment post-morbid ...................................................................................................... 21
9.3.1. Company 2 continued ................................................................................................... 21
9.3.2. Company 3 (a) ............................................................................................................... 21
9.3.3. Company 3 (b) ............................................................................................................... 22
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10. Career Probabilities ................................................................................................... 22
10.1. Career summary ................................................................................................................... 22
10.2. Probable scenarios ............................................................................................................... 24
10.3. Scenario probability ............................................................................................................... 25
10.3.1. Scenario 1.1: Pre-morbid: Remained employed as an Internal Sales Representative . 25
10.3.2. Scenario 1.2: Post-morbid: Remained employed as an Internal Sales Representative25
10.3.3. Scenario 2.1: Pre-morbid: Remained employed as an Area Manager ......................... 26
10.3.4. Scenario 2.2: Post-morbid: Remained employed as an Area Manager........................ 27
10.3.5. Scenario 3.1: Pre-morbid: Remained employed as an Operational Manager and
becomes a Senior Operational Manager, towards becoming a Managing Director ..................... 29
10.3.6. Scenario 3.2: Post-morbid: Remained employed as an Operational Manager and
becomes a Senior Operational Manager, towards becoming a Managing Director ..................... 30
11. Retirement .................................................................................................................. 35
12. The South African Labour Legislation Impact ......................................................... 36
13. Conclusion ................................................................................................................. 37
13.1. Summary ............................................................................................................................... 37
13.2. Specialist’s Opinions: ............................................................................................................ 38
13.2.1. Mr CP (Clinical Psychologist): ....................................................................................... 38
13.3. Employer’s Opinions: ............................................................................................................ 39
13.3.1. Mr Owner (Supervisor): ................................................................................................. 39
13.4. Industrial Psychologist’s Opinion: ......................................................................................... 39
14. Disclaimer ................................................................................................................... 42
15. Addendum A .............................................................................................................. 43
15.1. Payslips ................................................................................................................................. 43
15.2. Appointment Letter: Operational Manager ............................................................................ 43
15.3. National Senior Certificate obtained from Secondary School ............................................... 43
15.4. School Attendance Confirmation Letter obtained from Secondary School ........................... 43
15.5. Certificate for Easy Roster Training Course obtained from Training and Education Institute 1
43
15.6. Certificate in Project Management obtained from Training and Education Institute 2 .......... 43
15.7. Certificate for Professional Selling Skills Training Course obtained from Training and
Education Institute 3 .......................................................................................................................... 43
15.8. Certificate of Commendation Confirmation Letter obtained from Training and Education
Institute 2 ........................................................................................................................................... 43
15.9. Certificate of Cum Laude Commendation obtained from Training and Education Institute 2
43
15.10. Higher Certificate in Project Management obtained from Training and Education Institute 2
43
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15.11. Certificate in Security Service Provider obtained from PSiRA (Private Security Industry
Regulatory Authority .......................................................................................................................... 43
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1. INTRODUCTION
1.1. Purpose of report
The purpose of this report is to provide a specialist opinion regarding the plaintiff’s previous
and current occupational status, future employment possibilities, and vocational potential. This
will be determined by utilising collateral information provided regarding the incident details,
injuries sustained, and current complaints, as a result of the incident. To conclude, the report
will also provide a basis regarding the client’s past loss of income, as well as their likely future
earnings, by taking the above-mentioned information into consideration.
1.2. Method of assessment
The information provided within this report, was gathered as follows:
• The completion of a biographical questionnaire;
• A collateral interview held;
• Behavioural observation during the consultation;
• Psychometric assessments conducted;
• Gathering of other relevant and contributing collateral information/documentation; and
• The integration of other relevant expert opinions.
The purpose of the consultation was thoroughly explained to the plaintiff. It was requested that
the client sign informed consent, understanding, and agreeing to the consultation session
before commencement. In addition, it was stated to the client that it is important to provide the
report writer with relevant and true information, as this will allow for compiling a comprehensive
report.
2. SUPPORTING INFORMATION
The following supporting documentation was received:
• Assignment Letter from Example Attorneys, dated 08 March 2017;
• Copy of Client’s Identification Document;
• Copy of Client’s Payslips for the position of Internal Sales Representative at Company
2, dated March 2013, April 2013, and March 2014;
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• Copy of Client’s Payslips for the position of Area Manager at Company 3, dated April
2014 to December 2014;
• Copy of Client’s Payslips for the position of Operational Manager at Company 3, dated
January 2015 to December 2015, January 2016 to December 2016, and January 2017
to February 2017;
• Copy of Client’s Appointment Letter as Operational Manager from Company 3, dated
15 August 2016;
• Copy of Client’s National Senior Certificate Obtained from Secondary School, dated
December 2009;
• Copy of Client’s School Attendance Confirmation Letter from Secondary School;
• Copy of Client’s Certificate for Easy Roster Training Course obtained from Training
and Education Institute 1, dated 03 February 2010;
• Copy of Client’s Certificate in Project Management obtained from Training and
Education Institute 2, dated September 2012;
• Copy of Client’s Certificate for Professional Selling Skills Training Course obtained
from Training and Education Institute 3, dated 10/17 November 2012;
• Copy of Client’s Certificate of Commendation Confirmation Letter obtained from
Training and Education Institute 2, dated 4 September 2012;
• Copy of Client’s Certificate of Cum Laude Commendation obtained from Training and
Education Institute 2, dated 2012;
• Copy of Client’s Higher Certificate in Project Management obtained from Training and
Education Institute 2, dated March 2014;
• Copy of Client’s Certificate in Security Service Provider obtained from Training and
Education Institute 4, dated 07 November 2016; and
• Copies of Specialist Reports: Mr CP (Clinical Psychologist), dated 02 and 03 August
2016.
The following individual was contacted with regards to additional collateral information:
• Owner of Company 3: Mr Owner (Supervisor), 24 March 2017 at 10H00 in the morning
and 29 March 2017 at 08H00 in the morning.
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3. INFORMATION RELATING TO THE INCIDENT
3.1. Incident details
The details of the incident reported below, is as described by the client during the collateral
interview held.
Mr Sample reported that on the 28th of January 2013, at approximately 22H00 in the evening,
he was involved in an incident leading to a wrongful arrest, and resulting in psychological
consequences impacting his occupational circumstances. According to the plaintiff, he was
travelling from Emperors Palace in Kempton Park on his way home, after he had dropped off
a friend. Mr Sample explained that he was driving a Renault Sandero Cup with his window
lowered, and that the street lights were not working at the time. After he approached, and
stopped at the corner of Long Street and Kempton Road intersection, Mr Sample felt a knife
pressed against his throat by a person who ordered him to switch off his headlights, and open
the vehicle’s doors.
Thereafter, four men climbed into Mr Sample’s vehicle, and instructed him to drive to an
unfamiliar location. Specifically, Mr Sample was driving as one man was holding a knife to his
throat, while directing Mr Sample where to drive. Mr Sample indicated that they were driving
for approximately ten minutes before they stopped at an abandoned house. One person
climbed out of the vehicle to open the gate where after the men took Mr Sample to an empty
room (inside the house), where he was instructed to sit on his knees. He reported that one
man took both his phone and wallet (containing R 800.00) from his right-hand side pocket.
This was when the men started to assault him by hitting and kicking him, whilst continuously
holding a knife to his throat. Later, the men took Mr Sample’s car keys from him, after which
someone yelled “popo-popo” (i.e., police). Consequently, his car keys were dropped on the
floor and the person with the knife ran away.
At this time, Mr Sample saw an opportunity to grab one of the men, and subsequently pushed
him through a window, in an attempt to get away. The man sustained a laceration on his arm,
however, managed to flee before the South African Police (SAPS) entered the premises. Mr
Sample explained that none of the perpetrators were ever caught. Mr Sample bent down to
collect his car keys and empty wallet, and ran to his vehicle. He saw another person standing
next to his vehicle who was shining a flashlight in his eyes. When the person lowered the
flashlight, the plaintiff recognised that it was an SAPS Official, and consequently explained
what had happened, and asked for help.
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After Mr Sample’s explanation and plea for help, the SAPS Officer did not believe him, and
told him that “you are lying, you are drunk”. As such, Mr Sample told him that he is welcome
to take him for a blood test, or let him use a breathalyser. The plaintiff and SAPS Officer
engaged in a back-and-forth argument on whether or not Mr Sample should get into the police
van. Eventually, the Officer agreed that they can drive Mr Sample’s vehicle to the Kempton
Park police station. When they arrived at the police station, the Officer provided Mr Sample
with two options. First, he can give the Officer a R 300.00 bribe, and then he is free to go.
Second, he can be locked up in a cell for four hours before he is released. Mr Sample told him
that he had been robbed, and therefore he does not have any money on him. Both the plaintiff
and SAPS Official got out of the vehicle which was when the Officer saw Mr Sample’s knife.
He explained that the knife’s purpose is for self-defence. The Officer simply replied, “this did
not help you tonight”, and placed it in his vest.
Mr Sample was taken to reception where he had to sign a form which stipulated his rights (i.e.,
the right to be tested for alcohol use and to make a telephone call). Mr Sample asked another
Officer to read his rights to him and to give him his rightful telephone call as his phone got
stolen, however both these requests were denied. Specifically, the plaintiff explained that the
Officer laughed and said “Sample, are you stupid? Can’t you read?”. The plaintiff indicated
that he was denied four requests to make a phone call to his uncle, Colonel Gerhard Sample
(Chief of Detectives at Kempton Police Station). The Officer had various excuses as to why
he cannot make such a call (e.g., they did not have the code to unlock the phone, they do not
have Colonel Gerhard Sample’s number, and the phones are not working).
At approximately 00H00 (midnight), Mr Sample was taken to a holding cell which exceeded
capacity. The plaintiff indicated that he was forced into the cell where he stood up straight for
approximately four hours. He refused to sit down because of the rats and unhygienic
circumstances. He repeatedly requested for blood workups to prove that he was not under the
influence of alcohol and further requested his right to a phone call. After approximately five
hours, Colonel Tilly (Commander of Charges in the evening) arrived at the holding cells for
the first time. Interestingly, the plaintiff indicated that Colonel Tilly was supposed make his
rounds to the holding cells at 00H00, 02H00, and 05H00. Nevertheless, when the Colonel
arrived at the cell, Mr Sample asked once more to call his uncle or father. Colonel Tilly walked
away and called Colonel Gerhard Sample to let him know that his nephew was at the Kempton
Park police station.
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According to Mr Sample, approximately one hour later, Colonel Gerhard Sample arrived at the
police station and removed the plaintiff from the cell. He noticed that his upper lip was cut, his
left eye was swollen, along with the laceration on his neck, which Mr Sample sustained prior
to the wrongful arrest. Mr Sample signed out and waited for his father to arrive at the police
station. When his father arrived, he took Mr Sample to their house Doctor for a general check-
up. Following the wrongful arrest, the plaintiff’s father made an appointment with Colonel
Gerhard Sample to obtain the relevant documentation to serve as evidence of the wrongful
arrest (e.g., the holding cell register which stated that Mr Sample was intoxicated etc.).
However, this process lasted approximately two months before the plaintiff’s father had
obtained all the necessary documentation to prove Mr Sample’s innocence. Thereafter, Mr
Sample and his father sought legal advice on the process to follow to take legal action against
the SAPS.
3.2. Injuries sustained
According to Mr Sample, he sustained the following injuries:
• A bruised upper lip;
• Bruises all over his body; and
• Lacerations on his neck.
Mr CP (Clinical Psychologist) lists the following injuries as indicated by the plaintiff:
• A cut on his lip;
• A left swollen eye;
• A cut mark on the left side of his neck; and
• Blue marks on the rest of his body.
3.3. Current difficulties and complaints
Mr Sample stated in the interview that:
• He experiences fear when driving at night;
• His social life has been impacted by the incident as he does not want to attend social
events at night; and
• He refuses to communicate with the SAPS as he becomes angry, fearful, and anxious,
which has negatively impacted his current work duties.
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According to Mr CP (Clinical Psychologist), the following current complains and symptoms
were mentioned:
• He suffers from a Post-Traumatic Stress Disorder (PTSD), which has led Mr Sample
to doubt his abilities and caused anxiety and depressive symptoms;
• He experiences fear and anxiety when he sees police officers;
• He experiences feelings of distrust and fear of authority figures (i.e., he feels he cannot
trust the police and that they may harm him again);
• He will not phone the police if he is in trouble because of the incident;
• Intrusive thoughts are present and he experiences regular flashbacks of the incident;
• He prefers not to be alone;
• His self-esteem has been negatively influenced; and
• At present, there is anger present to what has happened to him.
All aforementioned were observations and information as stated by the plaintiff, and were duly
verified by the specialist reports received.
4. BEHAVIOUR OBSERVATION
The following behavioural observations were noted during the consultation session:
• Mr Sample arrived a few minutes late for the consultation session due to traffic, and
was accompanied by his father (Mr Owner);
• Mr Owner did, however indicate prior to the appointment, that they might be a few
minutes late on that specific day;
• Mr Sample was casually dressed and well-mannered;
• At times, he seemed angry and frustrated when talking about the incident;
• He was comfortable to conduct the consultation session in Afrikaans, and he could
express himself to a great extend; and
• He was co-operative during the consultation session, and provided as much as
possible detailed information.
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5. PSYCHOMETRIC EVALUATION
The purpose of the psychometric evaluation is to make use of an evidence-based approach,
in order to determine the client’s potential cognitive ability, personality traits and possible
vocational interests. This contributes when suggesting alternative employment, specifically for
the client. The psychometric assessment battery consists of the following instruments:
Instrument Name Purpose
General Reasoning Test Battery (GRT2) This assessment measures cognitive ability.
Occupational Personality Profile (OPPro) This assessment measures personality traits.
Occupational Interest Profile (OIP) This assessment measures vocational interest.
Table 1: Instruments utilised for the psychometric assessment.
The results regarding the psychometric assessments, were as follows:
5.1. Reasoning abilities
5.1.1. Verbal General Reasoning
The Verbal General Reasoning Test assesses a person’s ability to use words in a logical way,
consisting of items which involve an understanding of vocabulary, class membership and the
relationships between words. This test measures the ability to perceive and understand
concepts and ideas expressed verbally. While this test is a measure of reasoning ability rather
than educational achievement, it is nonetheless generally recognised that verbal reasoning
test scores are sensitive to educational factors.
Assessment Result: Mr Sample’s performance on the verbal reasoning test indicates that
he has an average level of verbal reasoning ability when compared to the chosen reference
group. This suggests that he is likely to be as able as most staff in general level employment
to understand relatively complex verbal concepts and ideas, to be able to perceive the
relationships between these and to deduce their logical consequences. He has demonstrated
an average level of ability to be able to use words in a logical and rational way. This indicates
that he has a reasonable command of language. However, it can be expected to take him a
little longer than it may take the highest calibre staff to fully appreciate particularly difficult
concepts and very subtle shades of meaning.
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While Mr Sample should be able to formulate arguments in a fairly logical manner, he may
have a little difficulty understanding the finer points of complex arguments. He should be as
able as most staff to understand new ideas, and explain them coherently to others. However,
he may not always fully appreciate the underlying logic, especially if it is very complicated.
Nevertheless, he should be able to learn routine material without undue difficulty, but it is likely
to take him a little longer to understand particularly complex material or very subtle arguments.
He should be able to benefit from routine training and development programmes which require
a reasonable level of verbal ability, and which require participants to learn relatively complex
new (verbal) material.
5.1.2. Numerical General Reasoning
The Numerical General Reasoning Test assesses a person’s ability to use numbers in a logical
and rational way. The test consists of items assessing a candidate’s understanding of a
number series, numerical transformations, the relationships between numbers and the ability
to perform numerical computations.
Assessment Result: Mr Sample’s performance on the numerical reasoning test indicates
that he has a well above average level of numerical reasoning ability when compared to the
chosen reference group. The score he obtained on this test indicates that his level of numerical
reasoning ability is likely to exceed that of many staff in general level employment. He has
demonstrated an ability to accurately perceive the logical patterns and relationships between
numbers, to be able to understand the rules that govern these patterns, and to deduce the
logical consequences of them.
In a broader context, this suggests that Mr Sample has a good understanding of numbers,
how they are related, and an ability to grasp relatively complex numerical/mathematical
concepts. In other words, he has demonstrated an ability to work with numbers in quite a
logical and rational way, to carry out numerical operations fairly accurately, and to be able to
solve reasonably complex numerical problems. This suggests that he should be able to cope
with the demands of most general level jobs that require working with numbers, without
difficulty. Moreover, with appropriate training he should have a sufficient level of numerical
ability to be able to acquire higher level numerical skills.
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5.1.3. Abstract General Reasoning
The Abstract General Reasoning Test assesses the ability to understand complex concepts,
and assimilate new information outside of previous experience. The test consists of items
which require the recognition of patterns, and similarities between shapes and figures. As a
measure of reasoning it is independent of educational attainment and can be used to provide
an indication of intellectual potential. Assessing the ability to quickly understand and assimilate
new information, it is likely to predict how responsive to training a person will be.
Assessment Result: Mr Sample’s score on the abstract reasoning test indicates that, with
respect to the chosen reference group, he has an excellent level of fluid or “natural” (i.e.,
untutored) reasoning ability. Mr Sample’s score on this test is within the top 15% of the chosen
reference group. This suggests that his level of fluid reasoning ability is likely to be in excess
of that of most staff in general level employment. More specifically, he has demonstrated a
good level of ability to perceive abstract logical patterns and relationships between novel
material he has never encountered before, to correctly identify these patterns, and deduce the
consequences of them using pure logic (i.e., without calling upon other knowledge/information
such as his vocabulary, knowledge of mathematical operations, etc.).
Mr Sample’s performance suggests that he has a good ability to grasp new concepts and
ideas outside of his previous realm of experience, and to understand abstract logic (i.e., logical
relationships which are not contextualised). This should enable him to quickly understand new
material, even if it is complex and abstract in nature. Finally, he is likely to learn complicated,
intellectually demanding material much more quickly than most staff in general level
employment, and should be able to put further training and development to good use.
5.2. Personality traits
The Occupational Personality Profile is a general personality profile designed to assess a
broad range of personality traits. These traits assess the client’s characteristic ways of
behaving across a wide range of situations. Identifying behaviour preferences across nine
major personality constructs as well as the big five personality traits (McCrae and Costa,
1987). These provide insight into how people typically think, feel, and interact in ways that
may be productive or counter-productive in a work setting.
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5.2.1. Response Style
The OPPro contains a measure that examines the way in which the respondent has
approached the questionnaire. The questionnaire contains a measure of the extent to which
the respondent is attempting to present themselves in a socially desirable or favourable way.
Mr Sample appears to have answered the questions realistically and has attempted to present
an accurate picture of himself. His social desirability score is average.
5.2.2. Interpersonal Style
Mr Sample is not a very assertive person and usually tries to avoid criticising other people
unless it is really necessary to do so. He is an understanding and considerate person who is
sensitive to other people’s feelings. As such, he dislikes conflict and will try to avoid
disagreements between people. If someone has made a mistake, he may avoid mentioning it
rather than bring it up and possibly upset the other person. When faced with people who are
arguing and disagreeing with each other, he will try to smooth things over and reach a solution
which everyone is happy with. However, he may be inclined to give in a little too easily to other
people. Therefore, he may find it difficult at times to get his own way, especially if the other
person is difficult or strong willed.
Mr Sample is likely to give in to other people, pretending that he agrees with them while
privately he has really changed his mind. He is a fairly good listener, and will often prefer to
sort out people’s problems, rather than be responsible for making sure that the work is
completed on time. In general, he prefers not to take the lead, as he feels uncomfortable when
he has to tell other people what to do. Because of this, management is unlikely to interest him
much at the moment, however as one matures within their working environment, this aspect
changes drastically.
Many people will see Mr Sample as a little quiet and shy. It will take him some time to make
new friends and he will usually not make the first move when getting to know new people.
Once he has made friends, his friendships are likely to be strong and will probably last a long
time. He may find meeting new people a bit of a strain and this is something he does not look
forward to. Consequently, he is not likely to enjoy a job which involves meeting lots of new
people. Correspondingly, he will enjoy working on his own, away from the distraction of other
people.
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Mr Sample tends to slip into the background at parties and may “take a back seat” when
groups of people get together as he does not like being the centre of attention. Because he
prefers to spend time alone, he is not likely to enjoy jobs which involve working closely with
groups of people. Therefore, he may decide to look for work which will allow him to work by
himself or with one or two others he can get to know well.
5.2.3. Thinking Style
Mr Sample is likely to act on the spur of the moment rather than plan ahead. At times, he may
not follow rules and set procedures, preferring to do things his own way. In addition, if he thinks
that a rule does not make sense, he is likely to question it. Moreover, Mr Sample is likely to
think that respect has to be earned. He may not enjoy jobs which require attending to detail.
Consequently, when he has to attend to detail, he is likely to make careless mistakes. He is
not very self-disciplined or controlled and is not likely to see boring or repetitive tasks through
to the end. Because he becomes easily upset, he will find it difficult to concentrate on one
thing at a time, especially when there is a lot of noise around him. Moreover, he is a fairly
unconventional person who is not likely to value traditional views and opinions. In fact, he may
often question or disagree with a point of view simply because he thinks it is old fashioned.
Mr Sample has a balanced approach towards taking risks, being no more likely than most
people to take a chance. Even so, he may well take a risk if he thinks that the chances of
success are quite good or if it is something which he really wants to do. However, nobody
would describe him as a person who greatly enjoys danger or as somebody who takes
unacceptable risks. Therefore, he is unlikely to be attracted to very unstable careers because
of the risks involved. Instead, he may possibly prefer to work in a fairly large organisation
which will give him a clear career structure. If he has a very strong interest in an area where
most people are self-employed (e.g., artist, actor etc.), he may consider such a career, but
should remember that such jobs are often not very stable.
5.2.4. Coping Style
Mr Sample is a little more moody and sensitive than many people and may be a little emotional.
He may take offense at the things other people say, even if they did not really mean to upset
him. From time to time, he may get irritated or annoyed by small and unimportant things. In
addition, he is inclined to worry and think about past events. Consequently, he may find it
difficult to put past failures behind him, forgetting about them and getting on with other things.
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Mr Sample may be easily distracted and can find it difficult to concentrate on his work if he is
in a noisy environment. He is a fairly sensitive person and may not find it easy to accept
criticism, even if it is well meant. He is likely to worry that his work is not up to standard and if
the workload is high, he may have difficulty coping with the pressure. Some careers are more
stressful than others and Mr Sample may wish to avoid those which are particularly stressful.
5.3. Personal work profile
The personal work profile assesses the client’s vocational interests. This is purely to determine
in which occupational domain the client shows most interest in. This allows for narrowing the
various career paths down to the top three domains, as reported in the assessment results.
Please note that this assessment does not take the client’s competencies and abilities into
consideration, only interest.
5.3.1. Practical/Mechanical
Activities involving the use of machinery and other practical occupations: Mr Sample
appears to be very interested in how things work and will probably enjoy mending machinery,
and achieving a sense of satisfaction from making things. He will probably be quite happy to
mend household electrical appliances, bicycles and to carry out routine maintenance of cars
etc. He is very likely to be interested in practical and mechanical careers and should certainly
consider these areas of work. Careers in areas such as engineering, manufacturing, the
building industry, or printing are all worth finding out more about.
5.3.2. Scientific/Investigative
Activities involving the understanding of natural or physical sciences: Mr Sample
appears to be moderately interested in scientific careers. However, he may not be very
interested to learn about physics, chemistry or biology based topics. Because of his moderate
level of interest in the natural sciences, he is fairly unlikely to consider laboratory work,
chemical engineering, metallurgy, medicine etc. when looking for a career. In general, he may
possibly not show a great deal of enthusiasm for science.
5.3.3. Persuasive/Influential
Activities involving persuasive skills and the control of others: Mr Sample appears to be
less interested than most to work in situations which will require him to constantly convince
other people that what he has to offer may suit their requirements. Many occupations which
do not involve direct selling involve having to present information in a convincing and
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persuasive manner. Consequently, he may wish to avoid jobs which include a significant
amount of direct or indirect selling. Such jobs may include canvassing, telesales, retail work,
consultancy etc.
5.4. Potential career paths
The possible career paths provided below serves as a guideline only, and not necessarily the
actual capacity to perform such work. It is important that the plaintiff’s current situation is also
taken into consideration when recommending an alternative career path.
Skill Requirement Possible Career Paths
High Mechanical Engineer
Moderate-High Engineer Engineering Technician
Moderate-Low Electrical Engineer Auto Mechanic Plumber
Low Welder Plater Production Line
Worker Engineering Machine
Operator
Table 2: The possible career paths mentioned above only takes the psychometric evaluation into consideration.
Taking into consideration Mr Sample’s current level of education, work experience, age,
background, and assessment results above, he would fall into the category for Moderate-Low
skilled employees. Therefore, as indicated in the table above, recommended career paths
include an Electrical Engineer, Auto Mechanic, or Plumber. This does not seem to correlate
with his current employment, being employed as an Operational Manager at Company 3.
5.5. Discussion
Regarding the results of the aforementioned psychometric assessments, Mr Sample has
demonstrated an average level of verbal reasoning ability which suggests that he can use
words in a logical and rational way, and he has a reasonable command of language. However,
his numerical and abstract reasoning ability is well above average. This indicates that he can
accurately perceive the logical patterns and relationships between numbers and abstract
concepts, to be able to understand the rules that govern these patterns, and deduce their
logical consequences. In addition, Mr Sample has a good ability to grasp new concepts and
ideas outside of his previous realm of experience, and to understand abstract logic (i.e., logical
relationships which are not contextualised).
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Mr Sample is not a very assertive person and usually tries to avoid criticising other people
unless it is really necessary to do so. He is an understanding and considerate person who is
sensitive to other people’s feelings, as he dislikes conflict and will try to avoid disagreements
between people. Moreover, he prefers not to take the lead as he feels uncomfortable when he
has to tell other people what to do. Because of this, management is unlikely to interest him
much at the moment, however as one matures within their working environment, this aspect
changes drastically. Correspondingly, Mr Sample is a fairly good listener and will often prefer
to sort out people’s problems, rather than be responsible for making sure that the work is
completed on time.
Nevertheless, Mr Sample has a balanced approach towards taking risks and may well take a
risk if he thinks that the chances of success are quite good. Nonetheless, he may be quick to
take offense at the things other people say, even if they did not really mean to upset him. He
is a fairly sensitive person and may not find it easy to accept criticism, even if it is well meant.
Mr Sample is likely to worry that his work is not up to standard and if the workload is high, he
may have difficulty coping with the pressure.
When combining the general reasoning, occupational personality profile and occupational
interest psychometric assessment results, and keeping in mind his current situation, it seems
that Mr Sample would be most suited for occupations such as an Electrical Engineer, Auto
Mechanic, or Plumber. Taking into consideration his level of education and specific skillset, a
relatively weak correlation was found between his preference and his current position, namely
an Operational Manager at Company 3.
6. MEDICAL HISTORY
It seems that Mr Sample has progressed successfully through the various developmental
stages of life (birth, baby, toddler, teenager, and adulthood). Mr Sample did not mention any
other serious illnesses, medical conditions, or operations prior to the incident.
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7. FAMILY HISTORY
Name & Surname Relation Date of Birth Occupation Education
Andrew Sample Father 1964 Owner of
Company 3 Grade 12
Alta Sample Mother 1967 Teacher Diploma in Education
Anushka Nadine Sample
Sister 1994 Lawyer LLB Degree
Table 3: The information provided above is as described by the plaintiff during the collateral interview held.
8. EDUCATIONAL HISTORY
Institution Grade/Qualification Date
Secondary School Grade 12 2009
Training and Education Institute 1
Easy Roster Training Course 2010
Training and Education Institute 2
Certificate in Project Management
2012
Training and Education Institute 2
Certificate of Cum Laude Commendation
2012
Training and Education Institute 3
Professional Selling Skills Training Course
2012
Training and Education Institute 2
Higher Certificate in Project Management
2014
Training and Education Institute 4
Certificate in Security Service Provider
2016
Table 4: The plaintiff provided copies of his qualifications in order to verify the above stated information.
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9. EMPLOYMENT HISTORY
9.1. Employment pre-morbid
9.1.1. Company 1
Company Company 1
Position Data Capturer
Paterson level A1/A2
Duration of employment July 2010 - March 2011
Duties Capture data relating to timetables and number of security guards per
shift.
Basic Salary R 2,500.00 (per month) R 30,000.00 (per annum)
Benefits None
Reason for leaving Management difficulties related to family matters being overtly
discussed at work.
Table 5: No financial documentation was made available in order to verify the above stated information.
9.2. Employment at time of incident
Date of the incident: Mr Sample was involved in an incident on the 28th of January 2013. He
was employed as an Internal Sales Representative at Company 2 at the time of the incident.
9.2.1. Company 2
Company Company 2
Position Internal Sales Representative
Paterson level B1/B2
Duration of employment April 2011 - January 2014
Duties Sell products to current clients and/or potential clients.
Basic Salary R 8,432.09 (per month) R 101,185.08 (per annum)
Benefits Commission, pension fund, leave pay, vendor incentive, and product
incentive.
Reason for leaving Not Applicable
Table 6: Financial documentation was made available in order to verify the above stated information.
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9.3. Employment post-morbid
Leave from work: Mr Sample’s recuperation period lasted for approximately twenty days
during which he was financially compensated. Mr Sample returned to work in the same
capacity as prior to the incident, namely an Internal Sales Representative. However, the
plaintiff indicated that his employer became agitated when he wanted to attend his clinical
psychology consultations after he exhausted his annual leave.
9.3.1. Company 2 continued
Company Company 2
Position Internal Sales Representative
Paterson level B1/B2
Duration of employment February 2013 - March 2014
Duties Sell products to current clients and/or potential clients.
Basic Salary R 8,432.09 (per month) R 101,185.08 (per annum)
Benefits Commission, pension fund, leave pay, vendor incentive, and product
incentive.
Reason for leaving The incident occurred which made it difficult for Mr Sample to cope with
his work duties (i.e., night shifts when taking stock).
Table 7: Financial documentation was made available in order to verify the above stated information.
9.3.2. Company 3 (a)
Company Company 3
Position Area Manager
Paterson level B1/B2
Duration of employment April 2014 - December 2015
Duties Patrolling areas in the evenings.
Basic Salary R 8,161.00 (per month) R 97,932.00 (per annum)
Benefits None
Reason for leaving The aftermath of the incident continued to make it difficult for Mr Sample
to cope with his work duties (i.e., night patrol).
Table 8: Financial documentation was made available in order to verify the above stated information.
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9.3.3. Company 3 (b)
Company Company 3
Position Operational Manager
Paterson level B2/B3
Duration of employment January 2016 - Current
Duties Visit clients, coordinate guards for day and night shifts.
Basic Salary R 9,055.66 (per month) R 108,667.92 (per annum)
Benefits None
Reason for leaving Not Applicable
Table 9: Financial documentation was made available in order to verify the above stated information. It should be
noted that Mr Sample was laterally moved from the position of Area Manager to Operational Manager. Therefore,
no salary increase was applicable. The above stated information shows Mr Sample’s most recent income as
reflected in his latest payslip (dated February 2017) which was subject to CPI increases.
10. CAREER PROBABILITIES
This section is utilised to establish the plaintiff’s pre-and post-morbid career probabilities,
taking into consideration information related to the incident, behavioural observation,
psychometric evaluation, medical history, family history, educational background, and
employment history.
10.1. Career summary
Mr Sample was born in Kempton Park in 1991, and completed his Primary School education
at Laerskool Impala, obtaining his Grade 7 qualification. Thereafter, he progressed to Grade
8 at Secondary School, where he obtained his Grade 12 qualification in 2009. Mr Sample’s
subjects during his time at Secondary School included Afrikaans Home Language (52%),
English First Additional Language (60%), Mathematical Literacy (71%), Life Orientation (56%),
Civil Technology (38%), Computer Applications Technology (55%), and Tourism (60%). For
six months after he graduated with his National Senior Certificate, Mr Sample was seeking
employment.
In July 2010, he successfully obtained employment, and was appointed by Company 1 as a
Data Capturer, earning on a Paterson A1/A2 level. This level is the basic entry level of an
unskilled and defined decision-making individual. Mr Sample increased his skillset by
completing various training courses on a part-time basis which are related to sales in 2010
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and 2012, a Project Management Certificate in 2012, and a Project Management Higher
Certificate in 2014. Consequently, he progressed to hold the position of Internal Sales
Representative at Company 2 in April 2011. Due to yearly CPI increases and higher
responsibilities, Mr Sample was earning on a Paterson B1/B2 level in 2014. This is the basic
level of a semi-skilled and discretionary decision-making individual.
Mr Sample resigned from the aforementioned company due to reasons related to the incident.
Consequently, he secured employment at Company 3 in April 2014 as an Area Manager,
earning on a Paterson B1/B2 level. Thereafter, Mr Sample was laterally moved to an
Operational Management position in January 2016, with the intention of accommodating him
(i.e., not having to do night patrols as he is still fearful of driving at night since the incident). At
present Mr Sample continues to function in the capacity of Operational Manager at Company
3, earning on a Paterson B2/B3 level.
Given Mr Sample’s level of education, age and specific skillset, the possibility of him
progressing beyond a Paterson B2/B3 level the future is good. Taking only his qualifications
into consideration, it is not foreseen that he will progress further than a Paterson C1/C2 level
before reaching career glass ceiling, as benchmarked in Table 14, page 32. However, Mr
Sample’s earnings will likely increase in future, beyond a Paterson C1/C2 level, depending on
promotions, CPI increases, and relevant company/industry. Proof positive, due to the fact that
Mr Sample works at a well-established family-owned business, the likelihood of him taking
over the company in future is good.
In addition to the abovementioned, the plaintiff’s psychometric evaluation demonstrates that
he has the potential to advance to a more senior management role in his field of expertise
(i.e., being Mr Owner’s successor). Nevertheless, taking into consideration yearly salary
increases, it is foreseen that he will progress towards but not beyond earning on a Paterson
D2/D3 level, before reaching career glass ceiling.
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10.2. Probable scenarios
Scenario Outcome Potential Loss
Scenario 1 1.1 Pre-morbid: Remained employed as
an Internal Sales Representative
A potential loss of ± R 101,185.08
(Internal Sales Representative position
salary) annually + yearly CPI increase.
1.2 Post-morbid: Remains employed as
an Internal Sales Representative
Scenario 2 2.1 Pre-morbid: Remained employed as
an Area Manager
A potential loss of ± R 97,932.00 (Area
Manager position salary) annually +
yearly CPI increase.
A definite loss of ± R 22,771.56 (R
3,253.08 difference between Internal
Sales Representative position salary and
Area/Operational Manager position salary
for ± 7 years) + a yearly CPI increase.
2.2 Pre-morbid: Remained employed as
an Area Manager
Scenario 3 3.1 Pre-morbid: Remained employed as
an Operational Manager and becomes a
Senior Operational Manager, towards
becoming a Managing Director
A potential loss of ± R 108,667.92 (current
salary) annually + yearly CPI increase.
A potential loss of ± R 71,332.08 per
annum (R 180,000.00 Senior Operational
Manager position salary - R 108,667.92
current position salary) + yearly CPI
increase.
A potential loss of ± R 396,000.00 per
annum (R 576,000.00 Managing Director
position salary - R 180,000.00 Senior
Operational Manager position salary) +
yearly CPI increase from the year he turns
40 years of age.
3.2 Post-morbid: Remained employed as
an Operational Manager and becomes a
Senior Operational Manager, towards
becoming a Managing Director
Table 10: The calculation of losses stated above is based on the normal retirement age of 60. These amounts do
not include any future treatment, surgery or follow-up appointments as mentioned by other specialists.
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10.3. Scenario probability
This section is utilised to describe the various scenarios highlighted above, and to report on
the probability of each scenario becoming a reality for the plaintiff.
10.3.1. Scenario 1.1: Pre-morbid: Remained employed as an Internal Sales
Representative
At the time of the incident, Mr Sample was employed as an Internal Sales Representative at
Company 2. Based on the plaintiff’s medical, educational and employment history as reflected
in Sections 6, 8 and 9 of this report, it is inferred that Mr Sample could have continued to
successfully function in the capacity of an Internal Sales Representative, had the incident not
occurred. Specifically, Mr Sample would have been psychologically equipped to function in
the latter position, prior to the reported incident. He would have sustained the required levels
of confidence and psychological capability to conduct stocktake duties which usually occurred
after hours (i.e., during the evenings) and maintain a satisfactory productivity level. Moreover,
he would have been comfortable to drive alone at night.
Taking the abovementioned information into consideration, the writer reached the following
verdict with regards to the plaintiff remaining employed as an Internal Sales Representative,
had the incident not occurred:
Verdict: This scenario has a probability of 80% (Highly Probable).
10.3.2. Scenario 1.2: Post-morbid: Remained employed as an Internal Sales
Representative
After the incident occurred, Mr Sample continued to function in the capacity of Internal Sales
Representative. The plaintiff indicated that he had to recuperate for approximately twenty
days, excluding his intermittent consultations with a clinical psychologist after his annual leave
was exhausted. However, the plaintiff further mentioned that he received his normal salary in
full while he was away from work.
Mr Sample reported that his salary details as an Internal Sales Representative were as follows:
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Internal Sales Representative
Information Obtained from Client
Salary Per Month
(2015)
Total Package Per Annum
(2015)
Basic Salary R 8,432.09 R 101,185.08
Table 11: Financial documentation by means of Payslips was made available in order to verify the above stated
information.
Mr CP (Clinical Psychologist) concludes his report by stating that Mr Sample displays “Post
Traumatic Stress Symptoms as led to Mr Sample to doubt his abilities and caused anxiety and
depressive symptoms”. As such, Mr Sample felt forced to resign from Company 2 because of
two reasons. First, he experienced a great deal of difficulty driving in the evenings which was
often required. Second, the plaintiff indicated that his employer became agitated when he
wanted to attend his clinical psychology consultations after he exhausted his annual leave.
Mr Sample resigned from the position of Internal Sales Representative due to the
psychological impact the incident had on his emotional wellbeing and working ability. In other
words, he did not remain in this level of employment and sustained a definite loss. However,
the plaintiff secured alternative employment, directly after resigning from the position of
Internal Sales Representative. Therefore, only the difference in remuneration from an Internal
Sales Representative, and the position as stated in Section 10.3.4. should be taken into
consideration.
Verdict: This scenario has a probability of 0% (Inevitable).
10.3.3. Scenario 2.1: Pre-morbid: Remained employed as an Area Manager
After Mr Sample resigned from Company 2, he secured employment at his father’s company
as his father felt the need to accommodate him. Specifically, he was appointed as an Area
Manager at Company 3.
Based on the plaintiff’s medical, educational and employment history as reflected in Sections
6, 8 and 9 of this report, it is inferred that Mr Sample could have continued to successfully
function in the capacity of an Area Manager, had the incident not occurred. Specifically, Mr
Sample would have been psychologically equipped to function in the latter position, prior to
the reported incident. He would have sustained the required levels of confidence and
psychological capability to patrol areas in the evenings, communicate with stakeholders (e.g.,
SAPS Officials), and maintain a satisfactory productivity level.
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Taking the abovementioned information into consideration, the writer reached the following
verdict with regards to the plaintiff remaining employed as an Area Manager, had the incident
not occurred:
Verdict: This scenario has a probability of 80% (Highly Probable).
10.3.4. Scenario 2.2: Post-morbid: Remained employed as an Area Manager
After Mr Sample had resigned from Company 2, he secured employment as an Area Manager
at Company 3. Mr Sample reported that his current salary details as an Internal Sales
Representative is as follows:
Area Manager
Information Obtained from Client
Salary Per Month
(2014)
Total Package Per Annum
(2014)
Basic Salary R 8,161.00 R 97,932.00
Table 12: Financial documentation by means of Payslips, and Supervisor confirmation, was made available in order
to verify the above stated information.
Mr CP (Clinical Psychologist) specifically mentions that his “feelings of helplessness that may
fade but will be part of Mr Sample's life forever”. This statement has been proven to carry a
significant amount of weight when one considers the impact the incident had on Mr Sample’s
employment history post-morbid. Case in point, the plaintiff’s current employer had to
accommodate him as Mr Sample was unable to conduct his prescribed duties (e.g., night
patrols and communicating with SAPS). Consequently, Mr Owner (Supervisor) was forced to
laterally move the plaintiff within the company.
This is a second demonstration that Mr Sample, yet again had to change his position since he
cannot fulfil his overall job function as a result of the incident. Mr Owner (Supervisor)
mentioned that the plaintiff’s “salary would have been market-related before the incident as
he would not have been anxious to work the night shift”. Mr Owner (Supervisor) also explained
that “the incident definitely had a negative influence on his performance, so much so that it
impacted my work because I had to manage my time in order to accompany him on night
patrols which is not part of my duties”. The deduction can thus be made that the aftermath of
the incident had a negative impact on Mr Sample’s emotional wellbeing, as the plaintiff
appears to struggle to function in one position (i.e., job-hopping has been perpetuated to a
certain extent).
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Specifically, it should be noted that Mr Sample sustained a definite loss of approximately R
22,771.56 (R 3,253.08 difference between Internal Sales Representative position salary and
Area/Operational Manager position salary for approximately seven years) plus a yearly CPI
increase. This is evident in Mr Sample’s annual income decrease after he felt forced to resign
from the position of Internal Sales Representative to function as an Area Manager, as a result
of the psychological consequences caused by the reported incident.
The definite loss that Mr Sample sustained include include the years he functioned as an
Operational Manager, as he was laterally moved from the Area Manager position, with no
salary increase. In other words, the definite loss is adjusted until the year in which the plaintiff
turns 30 years of age, as it is projected to be the approximate age that he will be eligible for
promotion (i.e., salary increase). Specifically, the calculation captures both Mr Sample’s past
and future loss of income as a result of the reported incident:
1. Past loss of income: Approximately R 9,759.24 (R 3,253.08 difference between
Internal Sales Representative position salary and Area/Operational Manager Salary
for three years) plus a yearly CPI increase. This calculation is from the date he
secured employment as an Area/Operational Manager (i.e., April 2014) to April 2017;
and
2. Future loss of income: Approximately R 13,012.32 (R 3,253.08 difference between
Internal Sales Representative position salary and Area/Operational Manager Salary
for approximately four years) plus a yearly CPI increase. This calculation is from May
2017 to December 2021, the projected time for Mr Sample to become eligible for a
promotion to Senior Operational Manager (i.e., salary increase) in the year he turns
30 years of age.
However, it is recommended that above-mentioned calculations be reviewed by the appointed
Actuary.
Verdict: This scenario has a probability of 0% (Inevitable).
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10.3.5. Scenario 3.1: Pre-morbid: Remained employed as an Operational Manager and
becomes a Senior Operational Manager, towards becoming a Managing Director
Mr Sample is currently employed as an Operational Manager and has approximately three
years’ experience in security. Based on the plaintiff’s medical, educational and employment
history as reflected in Sections 6, 8 and 9 of this report, it is inferred that Mr Sample could
have continued to successfully function in the capacity of an Operational Manager, had the
incident not occurred. Specifically, Mr Sample would have been psychologically equipped to
function as an Operational Manager, prior to the reported incident. He would have sustained
the required levels of confidence and psychological capability to patrol areas in the evenings,
communicate with stakeholders (e.g., SAPS Officials), and maintain a satisfactory productivity
level.
The plaintiff demonstrated an excellent level of numerical and abstract reasoning ability, which
points towards his ability to perceive and understand the relationships between complex
numerical, and abstract ideas and concepts. Proof positive, Mr Sample has completed tertiary
qualification certificates in Project Management, in order to increase his skillset. In addition,
his evaluated thinking style suggests that he is likely to act on the spur of the moment and if
he thinks that a rule does not make sense, he is likely to question it. This line of thought is
useful when operating in seemingly dangerous situations such as house break-ins. In other
words, it is useful to react to certain situations, rather than wasting time on planning how to
act and control the situation.
However, Mr Sample’s psychometric results further suggest that he prefers not to take the
lead as he feels uncomfortable when he has to tell other people what to do. Because of this,
management is unlikely to interest him much at the moment, however as one matures within
their working environment, this aspect changes drastically. Correspondingly, Mr Sample is a
fairly good listener and will often prefer to sort out people’s problems, rather than be
responsible for making sure that the work is completed on time. Even so, he may well take a
risk if he thinks that the chances of success are quite good or if it is something which he really
wants to do. However, nobody would describe him as a person who greatly enjoys danger or
as somebody who takes unacceptable risks. All things considered, the plaintiff’s prospects of
progressing in his career would have been very good.
A probable career path and promotion opportunity for Mr Sample entails becoming a Senior
Operational Manager. Should he have been promoted to such a position, he would have
progressed towards but not beyond a Paterson B4/B5 level. Taking into consideration Mr
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Sample’s level of education, age, experience, psychometric assessment results and skillset,
there was an almost excellent probability that he would have secured employment as a Senior
Operational Manager at Company 3. In addition, the plaintiff’s medical history prior to the
incident indicates that he did not have any psychological limitations he had to deal with, which
could have hindered possible promotion opportunities.
More specifically, it is projected that by the time Mr Sample turns 40 years of age, he would
have been capable of taking over Company 3, thereby becoming the Managing Director. This
assumption rests on a twofold process. Firstly, Mr Sample’s father may consider retirement
approximately fourteen years from the date of this report, as individuals who operate in family-
owned businesses (self-employed) tend to work beyond the compulsory retirement age of 65
years old. Secondly, the plaintiff can be considered as the current Managing Director’s
successor who will then be 40 years of age. The latter notion is based on the fact that
individuals who operate in a family-owned business tend to secure the position of Managing
Director at a younger age. However, this is also dependent on the plaintiff gaining relevant
experience as a Senior Operational Manager. All things considered, because Mr Sample
works at a family-owned business, the likelihood of him taking over the company in future is
good.
Taking the abovementioned information into consideration, the writer reached the following
verdict with regards to promotion opportunities prior to the incident:
Verdict: This scenario has a probability of 80% (Highly Probable).
10.3.6. Scenario 3.2: Post-morbid: Remained employed as an Operational Manager and
becomes a Senior Operational Manager, towards becoming a Managing Director
Mr Sample is currently employed as an Operational Manager and has approximately three
years’ experience in his line of work. Mr CP (Clinical Psychologist) concludes in his report by
stating that Mr Sample displays “Post Traumatic Stress Symptoms as led to Mr Sample to
doubt his abilities and caused anxiety and depressive symptoms” and that he is “feeling
distrust end fear of authority figures that should help you in need and then attack you causes
feelings of helplessness that may fade but will be part of Mr Sample's life forever”. This
conclusion corresponds with Mr Sample’s psychometric results which indicates that some
people may think that he does not have enough respect for authority and is likely to think that
respect has to be earned. It should be noted that this line of thought may be attributable to the
incident as the psychometric evaluation was conducted post-morbid.
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Mr Sample’s level of education, age, experience, skillset, and general reasoning ability is
indicative of a very good probability that he may be promoted to Senior Operational Manager
in the future. However, Mr Sample’s psychometric results suggest that he prefers not to take
the lead as he feels uncomfortable when he has to tell other people what to do. Because of
this, management is unlikely to interest him much at the moment, however as one matures
within their working environment, this aspect changes drastically. Correspondingly, he is a
fairly good listener and will often prefer to sort out people’s problems, rather than be
responsible for making sure that the work is completed on time.
In addition to the abovementioned, the incident had an impact on Mr Sample’s probable
earnings as a Senior Operational Manager, since he was more psychologically able to operate
in a senior position, had the incident not occurred. Mr CP (Clinical Psychologist) specifically
mentioned that his “feelings of helplessness that may fade but will be part of Mr Sample's life
forever”. He also states that the “incident influenced his work situation negatively as he has to
work at night and it too scared to go out alone” and that “if this continues he may not be able
to continue with his present job”. It is, therefore inferred that the impact of his psychological
injuries (i.e., PTSD symptoms which are accompanied by anxiety and depressive symptoms)
already hampered or delayed Mr Sample’s current productivity levels and future working
ability.
More specifically, it is projected that by the time Mr Sample turns 40 years of age, he would
have been capable of taking over Company 3, thereby becoming the Managing Director. This
assumption rests on a twofold process. Firstly, Mr Sample’s father may consider retirement
approximately fourteen years from today as individuals who operate in family-owned
businesses (self-employed) tend to work beyond the compulsory retirement age of 65 years
old. Secondly, the plaintiff can be considered as the current Managing Director’s successor
who will then be 40 years of age. The latter notion is based on the fact that individuals who
operate in a family-owned business, tend to secure the position of Managing Director at a
younger age. However, this is dependent on the plaintiff gaining relevant experience as a
Senior Operational Manager.
Ultimately, taking all the information, employer’s, and specialist’s opinions above into
consideration, Mr Sample could be confronted with the probability of being demoted or
dismissed in future, as he may not be able to function at the expected productivity level in his
current capacity. Therefore, it could be accepted that the incident had an impact on Mr
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Sample, and the progress in his career. Lastly, it was also recommended by Mr CP (Clinical
Psychologist), that Mr Sample should receive thirty individual psychotherapy sessions by a
Clinical Psychologist at R 950.00 per session, and that he should attend a re-evaluation
session in two years’ time. Therefore, he is in need of a sympathetic employer to provide him
with enough leave opportunities in order to fulfil this recommendation. In addition, this
contributes to Mr Sample being an unfair competitor in the open labour market.
In order to establish the likely earnings that Mr Sample could receive, should he continue to
function as an Operational Manager and, eventually be promoted to a Senior Operational
Manager position, one needs to be familiar the remuneration of such a position. This will then
give an indication of the remuneration likelihood and subsequent losses that he might sustain.
Such an analysis was conducted and the results were as follow:
Table 13: Corporate earnings guideline pertaining to specific Paterson Grade job levels, according to Robert J
Koch (The Quantum Yearbook, 2017).
Peromnes Level
Paterson /
FSA Level
Basic Salary R1000 per annum
Total Package R1000 per annum
LQ MED UQ LQ MED UQ Unskilled
19 60 72 87 74 93 106 18 A1 73 87 105 95 111 132 17 A2 84 99 118 109 126 148 16 A3 97 114 135 125 145 170
Semi-skilled 15 B1 113 133 156 151 175 204 B2 130 153 175 169 199 228
14 B3 148 170 195 191 220 246 13 B4 170 194 225 221 259 299 12 B5 199 226 272 265 299 359
Skilled 11 C1 230 272 325 324 366 428 C2 254 296 350 343 399 464
10 C3 295 338 399 415 466 555 9 C4 337 397 475 487 555 659 8 C5 392 463 547 577 648 767
Middle Management
7 D1 469 559 654 702 835 1003 D2 514 608 728 780 908 1103 6 D3 657 761 919 696 1114 1370 D4 714 830 1009 1051 1212 1471 5 D5 787 912 1110 1156 1335 1618
Senior Management
4 E1 1280 1636 1993 1615 2279 2943 E2 1577 2008 2455 2115 2917 3702
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Should Mr Sample become unemployed due to the incident’s psychologically-related injuries
and not remain in his current level of employment, he would sustain a loss calculated as
follows: Loss of approximately R 108,667.92 (current position salary) annually plus a yearly
CPI increase.
Mr Sample would most probably fall within the Low Quartile for market related salaries,
because the plaintiff would function on an entry-level. The possible promotion position to
Senior Operational Manager is on a Paterson B4/B5 level. Should Mr Sample not be promoted
due to incident related injuries in future to the latter position, he would sustain a loss calculated
as follows: Loss of approximately R 71,332.08 per annum (R 180,000.00 Senior Operational
Manager position salary minus R 108,667.92 current position salary) plus a yearly CPI
increase for ten years.
Furthermore, the possible promotion position to Managing Director is on a Paterson D2/D3
level. Should Mr Sample not be promoted to Managing Director of Company 3, due to the
psychologically-related injuries sustained as a result of the incident, he would sustain a loss
calculated as follows: Loss of approximately R 396,000.00 per annum (R 576,000.00
Managing Director position salary minus R 180,000.00 Senior Operational Manager position
salary) plus yearly CPI increase from the year he turns 40 years of age (i.e., the year 2031).
The salary details pertaining to the Managing Director position are based on two information
sources, namely Mr Owner’s (Supervisor) current annual salary, and its corresponding
Paterson level. The Paterson level falls within the D-band (i.e., Middle Management) which
may be attributable to the company’s current size and structure. Therefore, as the company
expands, an Actuary or Forensic Accountant will have to determine the future earning potential
that the plaintiff would receive by the year 2031.
Taking the above-mentioned information into consideration, the writer reached the following
verdict with regards to promotion opportunities being limited for Mr Sample due to incident
related injuries after the incident occurred:
Verdict: This scenario has a probability of 60% (Somewhat Probable).
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PLEASE NOTE:
The aforementioned calculations should be seen as a guideline on the change that took place
in the life of the client as a result of the incident that occurred. It should be taken into
consideration that there are other deductions that should be considered as well, such as VAT.
It is therefore recommended that the above calculations should be reviewed by an Actuary to
ensure that an accurate figure is provided to report on the actual loss that the client
sustained/will sustain in future. Furthermore, one must take into consideration all future
treatment, medical equipment and all other losses as suggested by the various specialists,
related to the incident in question.
In the case of the formal sector, the prediction of entrance into the labour market and career
progress is usually based on the following guidelines:
Qualification Level Entry Level Ultimate Level
Grade 10 (NQF level 02) A1 B1
Grade 11 (NQF level 03) A2 B3
Grade 12 (NQF level 04) A3 B3/B4
Certificate (NQF level 05) B3 C1/C2
Diploma (NQF level 06) B4 C3/C4
B Degree (NQF level 07) B4/B5/C1 D1+
Table 14: Apart from qualifications, the achievement of the ultimate levels depends on several factors, inter alia,
supply of and demand for specific categories of labour, the availability of promotional opportunities, job
performance of an incumbent, Affirmative Action policies, geographical location, etc. The complexity and duration
of a qualification also influence the remuneration package (e.g., a 6-month certificate versus a two-year certificate,
a BA Degree versus a BCom Accounting Degree, a BTech versus a BSc Engineering, etc.). It is crucial that the
NQF level of a qualification be established as recognised by SAQA.
The objective is to project realistic, appropriate estimations of likely earnings, sourced from
available data, inter alia:
• Deloitte & Touche Remuneration Guide;
• Wage Determinations published by the Department of Labour;
• PE Corporate Services National Salary Survey for all Incumbents;
• Wages negotiated by Bargaining Councils;
• Earning Guidelines published in The Quantum Yearbook 2017 (Dr Robert Koch); and
• Salaries advertised with vacant positions in current media (PayScale, LinkedIn etc.).
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11. RETIREMENT
With regards to early retirement, the following is stated in legislation: “Retirement age means
from the age of 55 years (early retirement), through 60 years (normal retirement), to 65 years
(compulsory retirement)”. Also, one must take into consideration the fact that normal
retirement age in the formal sector could be considered as 65 years, and that very few people
can afford to retire before that time. Just because a person has been retired by their employer,
does not necessarily mean that they stop working. The less an individual earns, the greater
the need to continue to work until the age of 65 years and, in some cases, even beyond that
age.
With regards to early retirement prior to the incident, Mr Sample would have been more than
able to cope with the demands of working night shifts and other related duties. However,
deference is made to the clinical psychologist, as well as an occupational therapist to
determine Mr Sample’s retirement age post-morbid, taking into consideration the mentioned
psychological impact. The writer believes there is no early retirement expected, since the
plaintiff has to commit to follow-up clinical psychology sessions with the intention of treating
his symptoms of PTSD.
Despite the aforementioned, should Mr Sample retire early due to incident related injuries, a
loss should be calculated. Such a loss can be broken down into separate career stages as
follows:
1. Loss of approximately R 108,667.92 (current position salary) annually plus a yearly
CPI increase for four years (i.e., up until he turns 30 years of age).
2. Loss of approximately R 71,332.08 per annum (R 180,000.00 Senior Operational
Manager position salary minus R 108,667.92 current position salary) plus a yearly CPI
increase for ten years (i.e., from the age of 30 up until he turns 40 years of age).
3. Loss of approximately R 396,000.00 per annum (R 576,000.00 Managing Director
position salary minus R 180,000.00 Senior Operational Manager position salary) plus
yearly CPI increase from the year he turns 40 years of age (i.e., the year 2031) up until
he turns 65 years of age.
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12. THE SOUTH AFRICAN LABOUR LEGISLATION IMPACT
It is important to understand the impact and role of the current Labour Legislation within South
Africa, and therefore it will be discussed briefly and applied to the client. It will assist with
understanding the different scenarios as discussed. The source that was used: Code of Good
Practice: Key Aspects on the Employment of People with Disabilities (Government Gazette
no. 23702 as published on 19 August 2002).
Government Gazette states that “People are considered as persons with disabilities when they
satisfy all the criteria as included in the definition: Having a physical or mental impairment
(physical impairment means partial or total loss of a bodily function or part of body), and which
is long term or recurring, and substantially limits their prospects of entry into, or advancement
in employment”.
When taking the South African Labour legislation into consideration, and the impact of the
incident experienced by Mr Sample, it seems that he should not be seen as an individual
with impairment, and will therefore most likely not be protected by legislation for
employment of persons with disabilities.
PLEASE NOTE:
Reasonable accommodation for the disabled: All employers should attempt to accommodate
the needs of people with disabilities to a reasonable extent. The aim of the accommodation is
accordingly to reduce the impact of the impairment on the person’s capacity to fulfil the
essential functions of his/her job. Employers should also adopt the most cost-effective means
of removing barriers for the persons with disabilities so that they will be able to perform their
jobs and to enjoy equal access to the benefits and opportunities the employment has to offer.
This implies that candidates who are suitably qualified for a particular job/position will be
sufficiently accommodated during the recruitment and selection process, in the working
environment, in the manner in which the work has to be conducted, evaluated, and rewarded,
as well as in terms of benefits and privileges.
Employers’ modus operandi: Employers are also protected by the legislation in terms of
reasonable accommodation. The employer may select and recruit any person who qualifies
for the job (appropriate qualification, skills, experience etc.), but should not discriminate
against an applicant who is disabled. The employer is however under no obligation to change
facilities should the cost of altering these facilities be in excess of what the employer can
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afford. All facility accommodations and alterations should thus be within the financial capacity
of the employer. If the requirements of a specific job are of such a nature that candidates
should be without disabilities in order to perform optimally (needs to be proven) the employer
may be justified in turning a disabled person down for the position.
13. CONCLUSION
It is important to take note that the opinions and recommendations provided in this document
is based on the information provided at the time of compiling this report. The report is therefore
subject to change, should any new information be provided, over the progression of time,
changes in the client’s situation, and changes in the larger environment impacting the client.
13.1. Summary
Mr Sample reported that on the 28th of January 2013, at approximately 22H00 in the evening,
he was involved in an incident leading to a wrongful arrest, and resulting in psychological
consequences impacting his occupational circumstances. Specifically, Mr Sample was on his
way home and stopped at the corner of Long Street and Kempton Road intersection when
four men climbed into his vehicle, held a knife to his throat while Mr Sample was instructed to
drive to an unfamiliar location. He was robbed of his personal belongings and assaulted by
these men. Thereafter, the SAPS arrived and accused him of being intoxicated which led to
the wrongful arrest. All things considered, the incident caused to psychological scarring as the
is currently fearful of driving at night. His social life has been impacted by the incident as he
does not want to attend social events at night. Furthermore, Mr Sample refuses to
communicate with the SAPS as he gets angry, fearful, and anxious which has negatively
impacted on, both his past and current work duties.
Regarding the results of the psychometric assessments, Mr Sample has demonstrated an
average level of verbal reasoning ability which suggests that he can use words in a logical and
rational way, and he has a reasonable command of language. However, his numerical and
abstract reasoning ability is well above average. This indicates that he can accurately perceive
the logical patterns and relationships between numbers and abstract concepts, to be able to
understand the rules that govern these patterns, and deduce their logical consequences. In
addition, Mr Sample has a good ability to grasp new concepts and ideas outside of his previous
realm of experience, and to understand abstract logic (i.e., logical relationships which are not
contextualised).
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Mr Sample is not a very assertive person and usually tries to avoid criticising other people
unless it is really necessary to do so. He is an understanding and considerate person who is
sensitive to other people’s feelings, as he dislikes conflict and will try to avoid disagreements
between people. Moreover, he prefers not to take the lead as he feels uncomfortable when he
has to tell other people what to do. Because of this, management is unlikely to interest him
much at the moment, however as one matures within their working environment, this aspect
changes drastically. Correspondingly, Mr Sample is a fairly good listener and will often prefer
to sort out people’s problems, rather than be responsible for making sure that the work is
completed on time.
Nevertheless, Mr Sample has a balanced approach towards taking risks and may well take a
risk if he thinks that the chances of success are quite good. Nonetheless, he may be quick to
take offense at the things other people say, even if they did not really mean to upset him. He
is a fairly sensitive person and may not find it easy to accept criticism, even if it is well meant.
Mr Sample is likely to worry that his work is not up to standard and if the workload is high, he
may have difficulty coping with the pressure.
When combining the general reasoning, occupational personality profile and occupational
interest psychometric assessment results, and keeping in mind his current situation, it seems
that Mr Sample would be most suited for occupations such as an Electrical Engineer, Auto
Mechanic, or Plumber. Taking into consideration his level of education and specific skillset, a
relatively weak correlation was found between his preference and his current position, namely
an Operational Manager at Company 3.
13.2. Specialist’s Opinions:
13.2.1. Mr CP (Clinical Psychologist):
Mr CP (Clinical Psychologist) concludes in his report by stating that Mr Sample displays “Post
Traumatic Stress Symptoms as led to Mr Sample to doubt his abilities and caused anxiety and
depressive symptoms” and that he is “feeling distrust end fear of authority figures that should
help you in need and then attack you causes feelings of helplessness that may fade but will
be part of Mr Sample's life forever”. He also states that the “incident influenced his work
situation negatively as he has to work at night and it too scared to go out alone” and that “if
this continues he may not be able to continue with his present job”. He also recommended
that Mr Sample should receive thirty individual psychotherapy sessions by a Clinical
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Psychologist at R 950.00 per session, and that he should attend a re-evaluation session in
two years’ time.
13.3. Employer’s Opinions:
13.3.1. Mr Owner (Supervisor):
Mr Owner (Supervisor) mentioned that the plaintiff’s “salary would have been market-related
before the incident as he would not have been anxious to work the night shift”. He also
explained that “the incident definitely had a negative influence on his performance, so much
so that it impacted my work because I had to manage my time in order to accompany him on
night patrols which is not part of my duties”.
13.4. Industrial Psychologist’s Opinion:
Based on our investigation of Mr Sample’s incident and surrounding circumstances, we have
summarised our opinion as follows:
Scenario Probability Outcome
Scenario 1 1.1 Pre-morbid: Remained
employed as an Internal Sales
Representative
80% Highly Probable
1.2 Post-morbid: Remained
employed as an Internal Sales
Representative
0% Inevitable
Scenario 2 2.1 Pre-morbid: Remained
employed as an Area Manager 80% Highly Probable
2.2 Post-morbid: Remained
employed as an Area Manager 0% Inevitable
Scenario 3 3.1 Pre-morbid: Remained
employed as an Operational
Manager and becomes a Senior
Operational Manager, towards
becoming a Managing Director
80% Highly Probable
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3.2 Post-morbid: Remained
employed as an Operational
Manager and becomes a Senior
Operational Manager, towards
becoming a Managing Director
60% Somewhat Probable
Table 15: The scenarios are explained in more detail in section 10.
It is thus the opinion of the writer of this report that the client sustained/may sustain the
following losses in past/future as a direct result of the incident in question:
a. Mr Sample should be compensated for all consultations to various professionals, as
well as all transport costs occurred, related to the incident;
b. Mr Sample had to resign from the position of Internal Sales Representative due to the
psychological consequence brought on by the reported incident. This scenario has
been discussed and quantified within the body of the original report. Therefore, with
regards to his past loss of income, no recuperation period loss was sustained, as Mr
Sample was fully compensated for the time he spent away from work. However, Mr
Sample sustained a direct past loss of approximately R 9,759.24 (R 3,253.08
difference between Internal Sales Representative position salary and Area/Operational
Manager Salary for three years) plus a yearly CPI increase. This is calculated up until
the day of this report;
c. Mr Sample retained employment as an Area/Operational Manager after resigning from
the position of Internal Sales Representative. The original indicated loss has been
revised and quantified within this Addendum (section 3.1). Therefore, with regards to
his future loss of income, Mr Sample will sustain a loss of approximately R 13,012.32
(R 3,253.08 difference between Internal Sales Representative position salary and
Area/Operational Manager Salary for approximately four years) plus a yearly CPI
increase. This calculation is from May 2017 to December 2021, as it is projected that
Mr Sample will be suitable for a promotion to Senior Operational Manager (i.e., salary
increase) in the year he turns 30 years of age;
d. Additionally, at the time of this addendum, no further future loss related to Mr Sample’s
income is projected, as indicated within the original report;
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e. The issue of post-incident retirement age remains the province of the medical experts
involved. At the time of this report, as well as taking the specialist’s report at hand into
consideration, no early retirement is foreseen. Details pertaining to early retirement in
the plaintiff’s case has been discussed and quantified within the body of the original
report; and
f. To conclude, it is recommended that perhaps the most reasonable way of approaching
this case, would be by means of an appropriately increased post-incident contingency
deduction, the quantification of which goes beyond the scope of the report and would
best be left to the legal teams involved.
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14. DISCLAIMER
This report consists of information obtained from the plaintiff, through a collateral interview,
behavioural observation, psychometric assessments conducted, together with a thorough
evaluation of specialist reports that was provided at the time of compiling this report. The writer
of this report, therefore, takes no responsibility of any inconsistencies, omissions, or conflicting
information that the client provided to the various specialists.
It is important to understand that the calculations provided in this report are not necessarily of
an accurate nature, as it is used to provide guidance in determining the change in income that
the client sustained as a result of the incident in question. It is recommended that an Actuarial
report is utilised to report on the actual income and loss calculations.
The results of the psychometric evaluation are only valid for a period of 18 months from the
date of assessment. In the case of requiring amendments after the 18 months have expired,
the client will need to be re-assessed.
Yours faithfully,
BAREND PETRUS GERHARDUS MARITZ
Industrial Psychologist
PS 012 9828
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15. ADDENDUM A
15.1. Payslips
15.2. Appointment Letter: Operational Manager
15.3. National Senior Certificate obtained from Secondary School
15.4. School Attendance Confirmation Letter obtained from Secondary School
15.5. Certificate for Easy Roster Training Course obtained from Training and
Education Institute 1
15.6. Certificate in Project Management obtained from Training and Education
Institute 2
15.7. Certificate for Professional Selling Skills Training Course obtained from
Training and Education Institute 3
15.8. Certificate of Commendation Confirmation Letter obtained from Training
and Education Institute 2
15.9. Certificate of Cum Laude Commendation obtained from Training and
Education Institute 2
15.10. Higher Certificate in Project Management obtained from Training and
Education Institute 2
15.11. Certificate in Security Service Provider obtained from PSiRA (Private
Security Industry Regulatory Authority