ACCOUNTABILITY
ASSESSMENT
You prove yourself through real work. Sell 45 packages and earn your place.
π Zibuke OnCall uses two separate accountability systems: The Accountability Assessment is for candidates who are not yet employees. The Accountability Score (measured in bars) is for employees who have already passed their assessment. This page explains both systems so you understand exactly how Zibuke OnCall measures your performance at every stage of your career.
β° Your Working Hours
Wednesday to Sunday β’ 9 hours per day β’ Monday & Tuesday off
π Understanding Zibuke OnCall Accountability
Zibuke OnCall has two distinct accountability systems that measure your performance at different stages of your career. Understanding both systems before you begin your assessment helps you prepare for what lies ahead.
System 1: Accountability Assessment (For Candidates)
The Accountability Assessment is your entry into Zibuke OnCall. You are not yet an employee during this phase. The assessment measures whether you can demonstrate the five core qualities we hire for: Resilience, Communication, Care, Accountability, and Generosity. These qualities can only be proven through real work, not through interviews.
During the Accountability Assessment, you do not earn bars. You do not earn a salary. You earn commission only on what you produce. The assessment has a specific duration per department, and if you reach the required threshold, you may qualify for a conditional one-month extension.
System 2: Accountability Score (For Employees)
After you pass the Accountability Assessment and become a permanent employee, you begin earning an Accountability Score measured in bars. Bars measure your ongoing effort and determine your ranking among colleagues. Bars are earned by exceeding your monthly targets. The more bars you earn, the higher you rank, and the larger your annual bonus will be.
Bars earned each month reset on the 29th of every month. However, the total bars earned each month are added to your cumulative annual total. Your annual total bars determine how much annual bonus you will receive. The value of each bar is set by the management based on the company's annual profitability, and this value is converted into money one month before the annual bonus is paid.
π Accountability Assessment Targets by Department
Each department at Zibuke OnCall has its own Accountability Assessment targets and duration. These are the requirements you must meet to pass your assessment and become a permanent employee.
| Department | Assessment Target | Duration | Extension Threshold |
|---|---|---|---|
| Operations (Technicians) | 48 repairs without any callback | 2 months | 28+ repairs by end of month 2 β 1 month extension |
| Logistics (Drivers) | 70 collections and deliveries on time | 1 month | 55+ deliveries by end of month β 1 month extension |
| Revenue (Sales Representative) | 45 packages sold directly | 3 months | 33+ packages by end of month 3 β 1 month extension |
| Revenue (Sales Manager) | 12 Sales Rep candidates graduated | 3 months | 8+ reps reach target by end of month 3 β 1 month extension |
Important: If you do not reach the extension threshold by the end of your assessment period, no extension is possible. If you do not reach the full target within the extension period, you do not pass the assessment.
π Your Assessment Score Calculation
Your Accountability Assessment score tells you how close you are to finishing your assessment. It also tells you how much commission you will earn for each sold package, repaired appliance, or delivered job on time.
Assessment Score = (Your Progress Γ· Assessment Target) Γ 100
Examples:
- Revenue candidate: Sold 23 packages. Score = (23 Γ· 45) Γ 100 = 51%
- Operations candidate: Repaired 30 appliances. Score = (30 Γ· 48) Γ 100 = 63%
- Logistics candidate: Completed 50 jobs. Score = (50 Γ· 70) Γ 100 = 71%
This score is assigned only to candidates undergoing accountability assessment. It calculates your progress up to the end of your assessment period and automatically creates a one-month extension if you are within the numbers that trigger extensions.
π The Zibuke OnCall Monthly Cycle
At Zibuke OnCall, the month does not follow the standard calendar. Our monthly cycle runs from the 28th of one month to the 28th of the following month. This affects when you are paid, when your bars reset, and when your performance is measured.
Salary Payment Rules:
- If you sign your employment contract by the 2nd day of the month, you will be paid your full salary on the 28th of that same month.
- If you sign your employment contract after the 2nd day of the month, your salary will be prorated.
- Proration formula: Your basic salary for your section Γ· 30 days = daily rate. The daily rate is multiplied by the number of working days (excluding Mondays and Tuesdays, which are off days at Zibuke OnCall).
Bar Reset Cycle:
- Bars earned each month reset on the 29th of every month.
- The total bars earned that month are added to your cumulative annual total.
- Your cumulative annual total determines your annual bonus.
π Accountability Score: The Bar System
After you pass the Accountability Assessment and become a permanent employee, you begin earning an Accountability Score measured in bars. The bar system measures your ongoing effort and determines your ranking among colleagues.
How Bars Are Earned
Bars are earned by exceeding your monthly targets. The calculation depends on your role:
| Role | Monthly Target | Bars Earned | Monthly Bonus |
|---|---|---|---|
| Sales Representative | 20 new packages per month | 1 bar per package above 20 | (Subscription - 15% VAT) Γ new packages |
| Sales Manager | At least 3 reps must reach their targets | 1 bar per 3 extra packages above target | Calculated per extra new package above target |
How Your Salary Is Calculated
After passing your Accountability Assessment, your monthly salary is calculated as follows:
For Sales Representatives:
Basic Salary: R7,500 + Monthly Bonus = Gross Salary
Gross Salary - PAYE (Pay As You Earn tax) - UIF contributions = Net Salary
The management also has the ability to add items and amounts to your salary, such as performance bonuses or deductions. You can view your full salary breakdown in your employee portal profile.
How Bars Determine Your Annual Bonus
Bars earned throughout the year accumulate. At the end of the year, the management sets the value of each bar based on the company's annual profitability. This means:
- Until the bar value is set, bars show as a number only, not as money.
- The bar value is converted into money one month before the annual bonus is paid.
- The annual bonus = your total accumulated bars Γ the value per bar.
Important: All employees are told how the bonus is calculated. This information is shared with candidates undergoing the Accountability Assessment so they understand what they are working toward.
π Sections Within Departments
Each department can be divided into sections. A section is an employee assigned to a different job within that department. This means accountability assessment and accountability score calculations are set per section, not per department.
Why Sections Matter:
- If a department has different sections, the calculations of accountability are based on the section, not the department.
- The ongoing accountability score is also calculated based on the set section.
- Once the management creates a new section for a department, the section's accountability rules replace the department's default rules.
- Employees working in different sections and doing different jobs can have accountability assessments set specifically for their section.
Master User Capabilities:
- Create new sections within a department
- Set accountability duties and targets for each section
- Set monthly targets and bonus calculations for each section
- Set bar values for annual bonus calculation
- View change history of all settings in the management portal
All changes made by the management are recorded and preserved in the management portal. When a new rule contradicts an existing rule, the old rule is deleted and the new rule becomes the only one followed.
π€ What You Can View in Your Employee Portal
Your employee portal profile shows you everything you need to know about your accountability and earnings:
- Candidates undergoing accountability assessment: You can check your assessment score, see your progress toward your target, and view the commissions you have earned that month.
- Employees who have passed assessment: You can view your accountability score (bars), your salary breakdown, your monthly bonus, and generate payslips for any month you have been paid.
- Candidates: You can view your commissions but cannot generate payslips until you pass the assessment and become an employee.
On the 28th of every month, a CSV document containing all employee salaries (including interns) is automatically sent for salary processing. Every employee can log in and see what they will be paid or have been paid. Employees can also generate payslips for any month in the past, which show the amount paid, bonus earned, and deductions made.
Why We Trust Action Over Words
Interviews test how well you perform in an interview. They do not test how well you do the job. You have probably met someone who spoke perfectly in an interview but could not deliver when the real work began. That experience is not fair to you or to us.
At Zibuke OnCall, we believe in you enough to let you prove yourself through real work. The Accountability Assessment is your chance to show us what you can do. You demonstrate your ability by actually doing it. We trust you from the start.
π― The Benchmark: 45 Packages
Your goal is to sell 45 subscription packages. This number tells us something about you that no interview ever could.
- Resilience: You hear "no" and you keep going. You do not lose motivation when things get hard.
- Communication: You explain our value clearly and connect with people honestly.
- Care: You genuinely want to help families protect their appliances. That care turns into trust.
- Accountability: You own your results. You do not make excuses. You find a way.
- Generosity: You lead every conversation with the intention to help, not just to close a sale.
These five qualities cannot be faked. They can only be earned through action. That is why this assessment exists. When you pass, we know you are someone we can trust.
π Business Management Internship
This track teaches you sales operations, team coordination, territory management, and business development. You learn how sales teams work together, how territories are managed, and how data guides business decisions. If you see yourself leading teams and managing performance, this is your track.
After your assessment, you rotate through sales operations and junior management roles while completing your 24-month practical experience.
When you finish the programme, you move into a permanent management or operations role at Zibuke OnCall.
π How the Assessment Works
Apply Below
You submit your application with your chosen track. We check that you meet the basic requirements: an N6 qualification, South African residency, and genuine interest in your selected track.
Onboarding and Training
If you are accepted, you complete a one week paid onboarding programme. You learn our subscription plans, our appliance categories, how we qualify customers, and how to use our CRM tools. You receive your lead lists and your sales toolkit.
Begin the Accountability Assessment
You start selling. During this phase, you earn commission only. You receive a percentage of the Net Subscription Value on every sale. Silver plans pay 8 percent, Gold plans pay 10 percent, and Platinum plans pay 12 percent, minus 15 percent VAT. There is no basic salary during the assessment. Your target is 45 packages within 3 months. You have full access to mentorship, sales scripts, and your team lead.
π 33-Package Milestone: To qualify for a possible extension, you must have sold at least 33 packages by the end of your third month. If you reach 33, you may be granted a single one month extension at your manager's discretion to close the remaining 12. If you are below 33 at month 3, no extension is possible.
Pass and Transition to Internship
When you sell your 45th package, you are confirmed into the 24-month internship programme. You begin earning your R4,500 monthly stipend. You start your track-specific practical experience, rotating between managers and supervisors. Every activity is documented in your logbook for your diploma. You are not required to sell a minimum number of packages each month. You do not earn performance bonuses during the internship. Your focus is on completing the workplace activities assigned to you.
Graduate and Join Zibuke OnCall
When you complete the 24-month programme, you move into a permanent role at Zibuke OnCall. There are no additional interviews. There are no further assessments. Your 45 sales proved what you can do. You transition into full-time employment with full employee benefits.
π What Happens After You Pass
Your Logbook
Every activity you complete during your 24-month internship is documented in your logbook as required for your diploma. Your manager and supervisor assign tasks that count toward your N6 practical experience. You are not required to sell a minimum number of packages each month. You do not receive monthly performance bonuses. Your focus is on completing the workplace activities assigned to you.
Working With Different Managers
You work with different managers and supervisors throughout the programme. This gives you experience across multiple functions within Zibuke OnCall. Each manager or supervisor assigns you activities that count toward your logbook.
Your Sales Manager
A Sales Manager oversees your overall guidance. You do not form part of the manager's core team of twelve Sales Representatives. Each manager may work with between one and three interns at a time. You may be moved between managers or new interns may join over time. You report to your manager for mentorship while rotating to other supervisors for track-specific experience. When your internship ends, you transition into a permanent role.
Logbook Signatures
Your supervisor or manager signs your logbook when you complete your assigned work. If you do not perform your duties according to their instructions, you will not receive their signature. Interns whose logbooks have missing or unsigned sections will be released from the programme. This protects the integrity of your qualification and ensures you earn your diploma through genuine work.
β οΈ If You Do Not Reach 45
If you do not reach 45 sales within the assessment period, you will not pass. You are never employed at Zibuke OnCall before passing the Accountability Assessment. We cannot register you with the Department of Labour unless you have passed. You keep every commission you earned on your sales. This outcome is better than a traditional interview rejection because you walk away with real experience and real earnings. If you sold at least 33 packages by the end of month three, your manager may grant you a single one month extension. Below 33 at month three, the process ends at the 90-day mark.
Register for the Accountability Assessment
This form registers you to undergo the Accountability Assessment for your chosen internship track. You do not become an intern by submitting this form. You become an intern by passing the Accountability Assessment, which means selling 45 active subscriptions within three months. Once you pass, your manager confirms you and you begin the 24-month internship programme.
Choose your track. We do not ask for your CV. We ask for your commitment.
APPLICATION SUBMITTED
Hi ,
Thank you for applying to Zibuke OnCall. We have received your application and the management will review it within 5 business days.
Application reference:
Position applied for:
You can track your application status at any time using your reference number.
Track your application at: zibukeoncall.co.za/track-application.html
The Zibuke OnCall team
Queries: [emailοΏ½protected] | Office Hours: Wednesday to Sunday, 9:00 AM - 6:00 PM SAST