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SCOPE OF WORK / SPECIFICATION

FOR

Training Provider/s on Soft Skills courses for SAA & Subsidiaries

Purpose:

To appoint service provider/s to assist with soft skills training initiatives at SAA as and when required.

General requirements

1. The training session will be optimized to allow for the best learning outcome combined with physical and environment attendance.

2. It is the responsibility of the training provider to clearly articulate the outline, outcomes, objectives and course content.

3. Training methodology to be clearly indicated, e.g. Classroom based, or e-Learning, or Blended approach, with the correct tools, processes, practicalities, the delegate should be able to immediately apply new knowledge and have a real impact within the organization.

4. Course offerings are to be customized for SAA and its subsidiaries as per requirements with case studies and examples that must be relevant and current where possible, without losing the accreditation of the course.

5. Course offering must be aligned to a registered unit standard/legislative or professional standard, lead to a qualification as outlined in the scope of work, a clear articulation from any of the courses offered to post graduate qualification/higher qualification must be indicated in your response.

6. Service provider must be recognized by a relevant accreditation body e.g. SAQA, QCTO/ SETA/Umalusi/CHE. etc.

7. Service provider must have a good company record and have a good standing with the accreditation body.

8. Service provider facilitators/trainers should be subject matter experts in the field of training and should be qualified ETD Practitioners in line with relevant training legislation.

9. Pre-and post-assessment are compulsory for the scope of work and should be made available to SAA when requested prior to the commencement of the training to be done in line with SAA’s online platform QuestionMark (QM), manual assessments may be required by the subsidiaries.

10. SAA’s online assessment platform QuestionMark (QM) has a marking tool that will release the results immediately after completion of the assessment, hence the speedy turnaround time on assessment is a must, including issuing of certificates of competence.

11. All assessment results are to be clearly indicated and will only be paid once they have been delivered to SAA and subsidiaries.

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12. POE submissions should be assessed manually by the service provider. 13. Post Training support to be included where required in assisting with implementation of

learned skills.14. A training report to be provided after every module based on Kirkpatrick’s model which

will include inter alia the following:a. Level 1 feedback forms b. Level 2 (Pre & Post assessments summary)c. Level 3 - Application in the workplace d. Certificates of competence

15. Skills transfer (train-the-trainer) - The service provider shall be required to provide train-the-trainer services where requested to SAA in assisting SAA to create internal capacity.

16. The service provider must have a national presence or capacity to deliver training in-house at SAA or its subsidiaries premises in one of the following offices:

Johannesburg - Airways Park, Jones Road Cape Town – Mezzanine Floor, Central Terminal Building, Cape Town

International Airport Durban – Room 5, Second Floor, MSO block, King Shaka International

Airport Port Elizabeth – Ground Floor, SAA Boardroom, Port Elizabeth Airport East London – Ground Floor, SAA Boardroom, East London Airport George – ACSA boardroom, 1st Floor, George Airport Bloemfontein – ECC room, 1st Floor, Bloemfontein Airport

17. Most courses will take place in Johannesburg, however should the provider be required to train in any of the domestic stations, SAA or its Subsidiaries shall only cover the costs of an economy class ticket and accommodation at a three-star hotel, transfers and other incidental charges will be at the cost of the service provider.

NB: The tender price for Domestic stations (excluding Johannesburg) must include Travel costs, above bullet 17 refers. Acronyms NQF National Qualification FrameworkPOE Portfolio of EvidenceETDP Education Training Development PractitionerSDP Supervisory Development CourseMDP Management Development CourseELDP Executive Leadership Development CourseGMDP General Managers Development CourseFTUR Full Time Union RepresentativeLRA Labour Relations ActSAQA South African Qualifications AuthorityCCEP Certified Complaint Ethics ProfessionalCHE Council for Higher EducationHEQSF Higher Education Qualification Sub FrameworkSETA Skills Education Training AuthorityQCTO Quality Control for trade OccupationCBT Computer Based TrainingQM QuestionMark

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CATEGORY 1: Soft Skills Courses

Course No 1: Courageous Conversations (Unit standard aligned)

Target Audience: Middle Management

Communication breakdowns can be avoided if all managers confront issues and deal with them courageously as they happen. It takes a leader who understands him/herself to lead a diverse team. A critical requirement for every business is to intervene early to resolve conflict and to work towards a solution to a problem while maintaining and building strong relationships without fear and biasness.

Courageous and effective leadership at work usually comes down to the ability to have Courageous Conversations of one kind or another with colleagues. There are many subtle and not-so-subtle cues and pressures that can make it difficult to have Courageous Conversations. Fear of doing it “wrong”, looking like we don’t know, being judged, misunderstood, or the risk of exclusion or retribution can keep us from speaking up for what we believe is right.

This course should be designed to give delegates an opportunity to explore the communications they find challenging and to give them the insight and skills to have courageous conversations with confidence and effectiveness by dealing with the following;

Identify situations in leadership where courageous conversations are needed Analyse your self-awareness and the triggers to inner dialogue Use tools and techniques to enable courageous conversations

The following should also be included; Situational Vulnerability The Science of Ethical Decision Making Under Stress Personal Stress Profiles

A clear articulation from this course to an accreditation/ qualification/ higher programme must be indicated in your response.

Course No 2: Emotional Intelligence Training for Effective Team Management – (Unit standard aligned)

Target Audience: All Employees

The Emotional Intelligence (EQ) for effective team management should offer participants a unique opportunity to improve EQ, continue along the path of effective interpersonal skills and learn to build meaningful connections with others through growing personal awareness. Stress management, time management and work/life balance, and assertive communication grown, leading to skill development, potential behavior modification and attitude shift.

Each individual’s impact upon others carries the stamp of their personal paradigms and strongly influences how successful their relationships both workplace and private become.

Overall objective of training;

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To enhance communication styles, and maximize effective interpersonal relationships

To encourage development of confidence in communication situations To offer opportunities for personal development and awareness To teach and enhance assertiveness and conflict management To offer opportunities for connection and building of diverse relationships To build effective interpersonal communication To develop active listening and effective responding skills To grow personal awareness and develop awareness of personal communication

style To improve performance by analyzing and reducing communication blocks To increase effectiveness by promoting clear communication To develop and enhance an assertive communication style To teach conflict management skills To offer opportunities to practice skills learnt

Outcome of the short training Course delegates should have: Identified and improved listening and effective communication skills Developed an awareness of personal interactive styles Grown in personal awareness and EQ Analysed and practiced assertive communication in contrast to aggression and

submission Developed and practiced a conflict management model Analysed personal stressors and committed to stress management techniques Committed to effective time management and work/life balance adjustments Grown in personal understanding and confidence Bonded as a group/team Offered and received interpersonal feedback


Course No 3: The Professional Executive Secretary Course – (Unit standard aligned)

Target Audience: Secretary and Executive Assistant

This program is intended to empower EA’s to assist their managers more effectively. They will fully understand their manager’s objectives while working closely to support them. With remarkable communication skills, they are able to take on and handle projects on their manager’s behalf. They are always professional, competent and in control.

Course Outcomes: Understanding how and why your role as a Secretary has changed in business today Assessing your communication style and strengths Understanding and adding value to your manager Successfully supporting and managing the team together Utilising techniques for effective time management Identifying tasks that can make or break a project Understanding client service and client value Identifying and managing stressors that affect your role in a positive or negative way Maintaining a professional demeanor at all times even under intense pressure

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Course No 4: Business Administration Development Course Unit standard aligned)

Target Audience: Non-Managerial employees working as support to core business across the organization

Administrative employees must be fully equipped to handle a variety of tasks allocated to them in an efficient and effective manner. A Course to help incumbents fulfill their roles effectively is sought and must include but not limited to the following:

Administrative skills Course outline and upon completion the participants should be able to:

Understanding personality types Plan and organize work Match the type of communication with the appropriate method Improving telephone skills Developing filing systems Using electronic filing systems Handle office documents and a diary with appropriate confidentiality Using office equipment Professional behaviour and conduct Professional dress codes Ethics

Communication (verbal and written) Project management (for administrative staff) Team work Building rapport with customers Assertiveness and confidence Business presentations Business and Report writing skills


Course No 5: Project Management Skills – (Unit standard aligned)

Target Audience: Managers and Employees dealing with projects

Project management is fundamental to delivering smart solutions on time and within set budgets to your customers internally and externally. Understanding key basic project management techniques, skills, tools the employee needs to apply to increase efficiency in own work, team and organization.The training must help employees apply proven project management methodology in helping business grow and should walk away with the following;

The practical skills and knowledge you need to get project-based work done more effectively and efficiently, on time and within budget

Work breakdown structure Realistic scheduling and accurate estimating

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Understanding cost, schedule and quality Selecting a project team Initiating a project and identifying stakeholders Risk management Clear communication amount project stakeholders Measuring progress and solving common project problems Advancing your practice of project management


Course No 6: Coaching Training course – (Unit standard aligned)

Target Audience: Managers, Team Leaders and Trainers

Coaching is a key skill used by managers/supervisors to assist employees use their full potential in implementing their skills. It is a requirement for every manager and supervisor to possess such skills which help them understand their role in maximizing their employees’ performance. Training on this will be required on different levels of management. Upon completion of this course the following concepts are to be defined, associated with Coaching and the delegate should be able to:

Understand the basic processes behind coaching Have the ability to introduce coaching into the organization Understand the benefits of coaching in the Organization Identify opportunities for coaching Understand the nature of the relationships that must be managed in any coaching

programme Use the knowledge for the overall benefit of the organization To maximize knowledge transfer To increase the skill levels For succession planning Coaching provides a learning channel that effectively transfers knowledge within the

organization Critical knowledge is maintained in the organization The ability for the organization to identify ‘fast track’ candidates and prepare them for

new jobs is enhanced by coaching Coaching can ensure continuity of performance when key staff leave the organization

because core skills have been transferred


Course No 7: Mentoring Training course – (Unit standard aligned)

Target Audience: Managers, Team Leaders and Trainers

Mentoring is a key skill used by managers/supervisors to assist employees use their full potential in implementing their skills. It is a requirement for every manager and supervisor to

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possess such skills which help them understand their role in maximizing their employees’ performance. Training on this will be required on different levels of management. Upon completion of this course the following concepts are to be defined, associated with mentoring and the delegate should be able to:

Understand the basic processes behind mentoring Have the ability to introduce mentoring into the organization Understand the benefits of mentoring in the Organization Identify opportunities for mentoring Understand the nature of the relationships that must be managed in any mentoring

program Use the knowledge for the overall benefit of the organization To maximize knowledge transfer To increase the skill levels For succession planning Mentoring provides a learning channel that effectively transfers knowledge within the

organization Critical knowledge is maintained in the organization The ability for the organization to identify ‘fast track’ candidates and prepare them for

new jobs is enhanced by mentoring Mentoring can ensure continuity of performance when key staff leave the

organization because core skills have been transferred


Course No 8: Internal Consulting Skills - (Unit standard aligned)

Target Audience: Employees offering internal consulting role (KAM’s / IT analyst /Managers)

Managers and specialists need to apply consulting skills for the services they provide internally to business units. There is a need for such employees to have skills that build strong relationships, negotiate working agreements, and develop commitments. Understand their customers’ needs and present business solutions influence them to build their ownership and commitment of their business.Skills to be guided or required:

Know how to think, act, and behave as an internal consultant Define and meet an organization's or client's requirements Develop client-facing skills, manage expectations, and conduct client interviews Use problem-solving skills and provide appropriate solutions Learn critical skills a consultant should possess Diagnose a situation within an organizational context Distinguish between the role of manager vs. consultant Develop a problem-solving approach to address various challenges Practice interviewing, questioning, and agreement skills


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Course No 9: Stress and Time Management – (Unit standard aligned)


Stress management;Individuals are often faced with great pressure, and stress levels may become extremely high. The lack of effective management of this stress may lead to the undermining of health, coping mechanisms and efficiency, both personally and professionally. The training offered should examine present stresses, developing coping mechanisms, teaching relaxation and offer opportunities for debriefing and support. Participants must gain awareness into levels of their own stress, learn distressing techniques and learn techniques to manage stress more effectively.

Time management;Something that often compounds stress is the misuse and mismanagement of time. Therefore, with the combination of stress management tools, time management will allow individuals to be better equipped with handling day to day stressors and become more effective workers.Core values influence our attitude to and management of time. Roadblocks to effective time management should be focused upon.

The training must address lifestyle factors and give tangible techniques to be transferred into everyday life to deal with issues of stress and time management.

The course should help employees improve and manage their time effectively by using a variety of practical techniques taught in the course as well as the basic understanding of time management.

Must provide a perspective on stress and how to cope with it Coping mechanism and tools to relieve stress Relevant to SAA and Subsidiaries case studies to be used to address needs Must push the delegate out of his / her comfort zone and to deal with issues that they

would normally push aside to be able to deal with stress and time management. Should be able to implement the skills learnt immediately


Course No 10: Conflict Management – (Unit standard aligned)


Conflict Management Training;Conflict Management training course should leave you armed with simple, practical and powerful conflict management skills that you can utilise in the workplace and in your personal life.Employees often experience frustration and conflict which if not resolved and managed can lead to increased stress and decreased productivity. The conflict program should be a practical program that will help employees deal with these frustrations and conflict in a

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positive, energising manner. It should give the delegates helpful steps to manage these emotions within themselves and others.

Outcome; The nature of conflict: Internal vs external conflict Types of conflict: Inter-personal: Intra-personal; Inter-group; Intra-group Constructive vs destructive conflict The main causes of individual conflict & how to manage it effectively The main causes of conflict within teams & how to manage them How high performance teams handle conflict Understanding the main conflict styles Understanding what your natural conflict style is Developing the ability to choose the best conflict style to fit the situation Leadership styles - how they are affected by conflict styles The attributes needed to become an effective “conflict manager” Legislated procedures for the resolution of workplace disputes Conflict management intervention/s or methods


Course No 11: Competency Interviewing Skills – (Unit standard aligned)

Target Audience: HR professionals and Managers

A credible recruitment process will ensure that right candidates are appointed for right position at the right time. This is dependent in having a clear understanding of the interviewing process and possession of relevant skills to interview right candidates. A course to train supervisors/managers and HR professionals on interviewing skills is required and the SAA tools/techniques currently used for recruitment and interviews should be taken into consideration. Role plays must be considered as part of the CourseTo be upskilled with the following; Conducting a competency based interview Evaluated and grouped data according to a competency Made objective selection decisions based on the evidence acquired Structuring competency based interviews Format and techniques of a competency based interview Preparing the candidate for a competency based interview Time and structure needed to explore each competency Handling candidate responses to questions Observing candidate behaviours and recording responses Summarising candidate responses Practising skills of interviewer (note taker and observer) Making the selection decision by evaluating and rating evidence


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CATEGORY 2: Skills Development Courses

Course No 12: Education, Training & Development Practitioner (ETDP) Course – (Unit standard aligned)

Target Audience: Trainers / Training Managers

In this ever changing environment, trainers are required to keep abreast with latest development in the training industry and possess necessary skills. The need is to train relevant employees on assessor, moderator, skills facilitation, course design, train-the-trainer to have qualified employees delivering training interventions in the business, this can be offered as a qualification or stand-alone however it must be in line with the SAQA principles.

Course Outline: Module 1: Skills Development Facilitator Module 2: Advanced Facilitator (train the trainer to be included) Module 3: Assessor Module 4: Moderator Module 5: Learning Advisor Module 6: Learning Material Design and Developer

CATEGORY 3: Customer Services Courses

Course No 13: Customer Service Excellence Training – (Unit standard aligned)

Target Audience: All Employees functioning along the customer touch-points value chain

Excellence in client service is a key determinant for business success, especially in today’s fast changing market place we operate as SAA. Improving customer service is a non-negotiable driver – especially in the airline industry where customers have many carriers to choose from – if the service is not up to scratch they will move to the next airline, we sell service more than seats. A training course is sought and customized to train our front line employees on how to keep on providing consistent and excellent service on the ground and on-board our aircrafts.


Course No 14: Train the Trainer on Business Etiquette/ Finesse – (Unit standard aligned)

Target Audience: Trainers and Inflight Senior Pursers and Purser

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SAA facilitators to be upskilled on facilitating Business Etiquette/Finesse training. This to enhance and promote Cabin Crew skills to execute Customer Service delivery with style and finesse. Course objectives:

Ability display business charm/ charisma, poise, presence making every customer feel they are important

Captivate an audience, exercise impeccable manners and etiquette at all times; conduct themselves with confidence and ease; positive first and lasting impression.

First impressions, self-presentation, conversation, grooming to dining skills and etiquette. Include Deportment and grooming


Course No 13: Train the Trainer on Wine Service – (Unit standard aligned)

Target Audience: Inflight and ad-hoc Trainers

SAA facilitators to be upskilled on training Wine Service Training on the origins, how to identify and compare wines through taste, sight and smell. Wine industry standards for service attitudes including;

Wine presentation Etiquette Tasting and food pairing Wine Service Training Styles of wine Wine tasting ritual Art of service and of selling wine What can go wrong How to present wine


Course No 14: Telephone Etiquette – (Unit standard aligned)

Target Audience: All Employees functioning along the SAA & Group customer touch-points value chain

One of the most common ways our customers interface with employees is through the telephone. Therefore, having an understanding of telephone etiquette will make a large difference to our customers and our profits. Our reputation for service depends on how well our staff handle incoming and outgoing calls. Course objectives;

Telephone Etiquette & Answering Procedures Processing Incoming & Outgoing Calls Communication & Communication Barriers The Phonetic Alphabet Identifying Customers and Competitors Identifying & Meeting Customer Needs Attitude

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Forbidden Phrases & Soft Language Skills Dealing with Challenges and Problem Customers


CATEGORY 4: Systems Training

Course No 15: IT and Systems Training - ((Unit standard aligned)


SAA course content specifications:

Basic PC literacy MS Word – Basic, Intermediate, Advanced MS Excel - Basic, Intermediate, Advanced MS Outlook - Basic, Intermediate, Advanced MS PowerPoint - Basic, Intermediate, Advanced MS Projects – Basic & Advanced MS Access – Basic & Advanced IT Technical training (e.g. Oracle, JAVA, SQL, ITIL, etc.)


Course No 16: Data Analytics - (Unit standard aligned)

Target Audience: Employees working with data and analysis

Living in the information age, data has become fundamental to our daily routines. As more aspects of our lives become influenced by technology, the masses of data grow bigger and bigger. SAA employees need to be able to sift through this data in order to derive meaningful insights that can support better business decision making and the course should cover the following;

What is data analytics? Introducing business intelligence (bi) Types of data and data warehousing OLAP (online analytical processing) Levels of data analytics Data visualisation and corporate performance management Basic data analytics in excel Advanced data analytics tools


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CATEGORY 5: ER & Labour Development courses

Course No 17: Labour Development Courses - (Unit standard aligned)

Target Audience: Labour

SAA is seeking a provider that can provide a comprehensive Learning & development Course for Full Time Union Representatives (FTUR), shop stewards and office bearers to capacitate them to perform their duties and to ensure that they are qualified on the following;

1. Equip FTURs to allow them to integrate effectively into the workforce upon completion of their FTUR term.

2. Re-introduce the Organized Labour Developmental Course with SAQA accreditation.

3. Certificate Course on basic labour law, Negotiations & consultation skills, conflict management, disciplinary & grievance procedures, communication and people skills.

4. Certificate to be Unit standard aligned and equivalent NQF level on the following for labour; Advanced labour law, business writing & communication skills, emotional intelligence, CCMA referrals and representation, labour court processes, advanced negotiations and consultation skills & advanced conflict management skills.

5. Certificate to be unit standard aligned and equivalent NQF level on the following for labour; Leadership training, supervisory training etc.

The provider must be fully accredited with the ETDP Seta to provide such training and its accreditation not expiring in the next two years from date of provision of training.


Course No 18: Presiding Officer Training- (Unit standard aligned)

Target Audience: Managers

SAA has developed a revised Disciplinary Code and Procedure. Presiding Officers have to be trained in the proper application of the new Policy before it can be rolled out.Scope should include:

What does the LRA say about disciplinary hearings? SAA’s revised Disciplinary Procedure: the inquisitorial vs accusatorial approach The role of all parties in the disciplinary hearing The conduct and Independence of the chairperson How far can the chairperson be involved or interfere in the hearing? The disciplinary hearing process Representation Delaying tactics / point in limine and how to deal with it Employees falling ill during disciplinary procedures Resignation during disciplinary procedures Facilitating the leading of evidence and examination of witnesses Procedural and substantive fairness Rules of evidence

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Hearsay evidence, polygraph evidence, expert evidence, admissions and confessions

Witnesses refusing to testify Deciding the merits of the case and drafting a finding Considering mitigating and aggravating factors Fair and unfair dismissals Reasons for dismissal Choosing the appropriate sanction Preparing a written finding that will stand the scrutiny of CCMA arbitrator CCMA guidelines for misconduct dismissals


Course No 19: Basic Negotiation Skills- (Unit standard aligned)


Basic Negotiation Skills: Preparation for negotiations Identifying issues and priorities on both sides Rewarding signals from opposing negotiators Proposing alternatives How to package and adjust your offering in order to maximise your outcome Effective bargaining: giving up in areas of lesser importance to gain in areas of

greater importance Concluding: test how close the other party is to agreeing on the outcome of the

negotiation Agreeing on what was discussed to eliminate misunderstanding Revision of all eight elements of negotiations Simulation


CATEGORY 6: Risk & Compliance courses

Course No 20: Consumer Protection Act (CPA) - (Unit standard aligned)


The South African Consumer Protection Act, no 68 of 2008 was signed on 24 April 2009 and the purpose of the Act is to protect the interests of all consumers, ensure accessible, transparent and efficient redress for consumers who are subjected to abuse or exploitation in the marketplace and also to give effect to internationally recognised consumer rights. The Consumer Protection Act define a consumer as any person to whom goods and services are marketed, who is a user of the supplier’s goods, enters into a transaction with the supplier or service provider of any services and products.


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Course No 21: Business Risk Management- (Unit standard aligned)


The business risk management course should cover everything from leadership to the role of a risk culture, in both a business management and risk management context and should cover the following;

The concept of risk Risk Management frameworks Corporate Governance and Enterprise Risk Management Decisions and uncertainty: Quantitative Decisions and uncertainty: Qualitative Risk identification Risk assessment Risk response Organisational culture and ethical concerns Risk reporting


Course No 22: Ethics and Compliance Training- (Unit standard aligned)


Reinforcing ethical principles and educating employees about compliance with the law are ongoing and important responsibilities. SAA can only be as ethical and compliant as its, managers and employees. Ethics and compliance training is needed for encouraging appropriate behavior, setting expectations, demonstrating the organization's commitment, and informing employees of laws or regulatory principles that may not be common knowledge.The above topic should cover and include the following:

Fair dealing Preventing discrimination and harassment Conflicts of interest Business courtesies Information security Business records Protecting company assets Health, safety and the environment Alcohol and drug abuse Workplace violence Political activity Insider trading Fair disclosure Anti-competitive conduct Bribery and kickbacks Reporting ethics violations

A clear articulation from this course to an accreditation/ qualification/ higher programme must be indicated in your response

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Course No 23: Competition law- (Unit standard aligned)

Target Audience: Board / Executives and Managers

This course should cover the fundamental principles of competition law, which should aim for the understanding and of the Competition Commission and to prevent predatory business practices by promoting fair competition and economic efficiency. The course should also highlight;

Situations and case studies that present a risk of violations legal liability enforcement civil and criminal penalties associated with violations of competition law.

A clear articulation from this course to an accreditation/ qualification/ higher programme must be indicated in your response

Course No 24: Finance for Non-Financial Managers- (Unit standard aligned)

Target Audience: Managers / Team Leaders

A Course that will 'lift the veil' and improve understanding surrounding financial data for non-financial managers. Decisions employees make daily in business often have a notable impact on the organisation's financial standing. SAA employees need to understand the importance of assessing how their decisions impact the organisation's bottom-line. Not being able to interpret financial statements fuels this lack of understanding.Course objectives:

Budgeting Cost centre management PFMA Introduction to annual financial statements Judgmental issues / notes and policies; Case studies analysis. Absorption costing / cost allocations; Marginal costing Break-even analysis. Measuring performance; Working capital management Financial planning and growth; Discounted cash flows. Case study analysis; Capital costs; Valuation principles; Creating value


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NB: Bidders should propose a daily rate per course and the number of active learning hours required to deliver each course

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INDICATE CATEGORY OF PREFERENCE, COURSE IN THE TABLE BELOW

Course Accreditation Body and Unit standard number

Accreditation Expiry date

Total active learning hoursper course

Rate per day excl. VAT

Indicate National presence

YES

e.g.Course No 2: Emotional Intelligence Training for Effective Team Management – (Unit standard aligned)

e.g.SAQA252031

e.g.30/06/2023

Note

Bidders may tender for more than one category. A separate proposal must be submitted for each category. Bidders are required to indicate their course within the category of preference on the cover sheet of each proposal/bid

document.

e.g. Category 1

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