The Programme
A twelve-month working interview.
An accredited learnership in client relations and practice support, fully managed by us — with candidates who arrive already proven, and a first claim for you on everyone it produces.
What it is
Accredited training, real patient contact, and someone else doing the admin.
The qualification is an occupational certificate in customer relations and sales assistance — the registered vehicle. What we actually build on it is a practice support person: someone who can hold your front desk, your phone, your bookings, your medical aid administration and your patient relationships to the standard your clinical work deserves.
A registered qualification
Training sits on the registered QCTO occupational qualification Occupational Certificate: Sales Assistant (General), SAQA ID 99669, NQF Level 3 — delivered by an accredited skills development provider, so it counts where it needs to count.
Learning inside real work
Classroom learning paired with a paid workplace component — with us, in your rooms, or both — so capability is built where it will actually be used.
End to end, by us
Vetting, procurement, agreements, performance management, monthly reporting and every compliance document. Your practice sets the profile.
A university track on top
Graduates with the aptitude can go on to accredited Wits or Unisa programmes in practice, health and claims administration — see the top-up.
What they learn
The things nobody teaches a receptionist, and every patient notices.
Booking software is learnable in a fortnight. What takes a year is the judgement underneath it — how to hold someone who is frightened, how to say no to a walk-in without losing them, when to interrupt you and when not to.
Every module is delivered against a professional health standard rather than a retail one: the assumption throughout is that the person on the other end is unwell, worried about money, or both.
Professional communication
Spoken and written. How to explain something clearly to a worried patient, how to write on behalf of the practice, and how to say no gracefully.
Etiquette in a health environment
Greeting, checking in, waiting-room management, dress, discretion, and the hundred small signals that tell a patient they are in careful hands.
Patient relationship management
High-touch, high-care relationships: knowing the patient's history with your practice, anticipating the next question, and following up before being chased.
Medical aid administration
Benefit checks, authorisations, claim submission, rejections chased rather than filed, co-payments explained before they become an argument, and accounts kept current.
Ethics, confidentiality and POPIA
What patient confidentiality means at a front desk in daily practice — not as a policy document, but as a set of habits that hold when the waiting room is full.
Conflict and difficult conversations
De-escalating an angry caller, managing a delayed clinic, delivering an account conversation kindly, and handling a complaint without escalating it to you.
Diary, records and follow-through
Booking a diary that protects your clinical time, recalls that actually get made, files kept current, and deadlines flagged early.
Workplace readiness and resilience
Punctuality, accountability, working under pressure, receiving correction, and the personal life-skills foundation that holds all of it up.
Your Options
Two delivery models. Same qualification, same first claim.
The only variable is when the learner moves across to your rooms — and how long you therefore get to see them work before you decide anything.
The full term with us
The learner completes the entire twelve months under our roof — trained, hosted, mentored and performance-managed by us. You fund the seat and receive the reporting; you carry none of the day-to-day supervision.
At completion: first right of refusal to hire, on a person with a full year of documented performance behind them.
Best when your rooms have no capacity to host and supervise, or you want to see the finished article before committing anything at all.
Early placement into your practice
Six to nine months of training with us — long enough for real competence and confidence — then the learner moves into your practice for the balance of the learnership, while training, mentorship and performance management continue under us.
At completion: first right of refusal, plus a 90-day probationary period on top of it.
Best when you want productivity sooner and the longest possible test run at your own front desk before hiring.
Under either model you are never obliged to hire. Graduates you decline are absorbed by our other partner employers — which is what keeps our placement rate real and our pipeline honest.
Step by step
From first conversation to first hire.
Nothing here is a surprise later. This is the whole sequence, including the points where the decision is yours.
Do your due diligence
Before anything is signed, inspect our model for yourself — book a tour of our development offices in Sandton City and meet the people running it.
The agreement
We agree to move forward, you choose your model and your scale. We recommend a small proof of concept — one to ten learnership packages. Paperwork is completed.
Invoice and procurement
Invoices are issued, and learner procurement begins within five days of payment received.
Reporting from day one
Monthly reports and full compliance documentation — B-BBEE, CSI, ETI, SARS and Employment Equity — from the start, not assembled in a panic at year end.
Learners vetted
Candidates are vetted against the profile you set — discipline, patient environment, temperament — and procured for your programme.
Agreements signed
Learnership agreements are ready within 30 days of project start. You have 10 days to sign.
The learnership begins
Once all agreements are signed, accredited training commences alongside the workplace component.
The placement decision (Model Two)
Between month six and month nine, the learner moves into your practice for the balance of the term — competent, confident, and still mentored and managed by us.
Fully managed throughout
We run the learnership end-to-end, with monthly reports and compliance documents issued as they occur — including performance management and, where needed, replacement.
First right of refusal
Three months before the end, you choose who to interview for employment. You have 30 days to opt in. Under Model Two, a 90-day probationary period follows.
Employment, onboarding — or further study
Your chosen graduates come across for contracting and onboarding. Those with the aptitude can go on to the university top-up in practice and medical aid administration.
Beyond your practice
Graduates you don't take join partner employers. If you want to go further, we can become your Skills Development Facilitator and pursue grant funding for the next intake.
Why This Works
It doesn't start with a classroom. It starts with service.
We partner with strong volunteer organisations that develop life skills and values, mobilising young people who make real social impact — purely from the heart, with no compensation.
That is the mindset shift: from idle entitlement to self-driven impact. Volunteers move from demanding solutions to becoming the solution. Only the top performers, proven over hundreds of hours of real community work, are talent-scouted into this next step.
hours of volunteer social-impact work, minimum, in areas of real need — before anyone is invited in.
What those hours actually look like
This is the work they did before you ever met them.
Not a certificate. Not a workshop. Hundreds of hours of showing up for people who could not pay them — much of it with people in real distress, which is exactly the disposition a waiting room needs.
Learner support
Working directly with students to help them succeed at school, where falling behind quietly decides the rest of a life.
Conflict resolution
Work that can literally save lives — defusing violence, helping end gender-based violence, and mending relationships and families.
Substance recovery support
Helping people coping with substance and alcohol abuse reach the point where they decide, for themselves, to rehabilitate.
Youth mobilisation
Bringing other young people into major volunteer programmes that build confidence, resilience and a reason to keep going.
Disaster response
Joining local and national disaster efforts to help repair and rebuild — the kind of work that shows exactly who someone is under pressure.
Community resilience
Helping people be stronger and succeed rather than give up, in a world that has become steadily more difficult to survive in.
Stronger together is not a slogan. It is a requirement for prosperity.Growing people, building communities
OneAll Human Capital
Help build tomorrow, today.
Start with a tour and a presentation. Up to 77% of the cost of building your practice team can be covered by tax incentives — we'll show you exactly how.