Cornerstone Performance Solutions

Category: BANKSETA Accredited Training Provider

Cornerstone Performance Solutions’ Interpretation of Good Practice in Skills Development 

Cornerstone Performance Solutions believes its motto of “Professional Performance Impact” reflects its approach to providing learning and development solutions that make a significant difference in the lives of the learners it trains. To ensure that this is achieved, it continually strives for good practice in the delivery of its interventions. Good Practice entails the delivery of training at a level that has tremendous impact on the learner and the business unit within which he or she is functioning.

Through implementing good practices, higher than average results are achieved on Cornerstone learning programmes, which are seen as the benchmark in the banking and financial sector for the implementation of Learnerships.


Cornerstone Performance Solutions is considered one of the leading providers of Learnerships in the banking and financial industry. The increase in learner numbers for employed staff from Standard Bank, WesBank, Nedbank, the FNB Contact Centre, FNB Home Loans and Capitec Bank bears testimony to the reputation that Cornerstone has built up over the past few years.

The staff at Cornerstone are committed to ensuring that every learning intervention has the maximum impact on the learner and their employer. Each moderation conducted on Cornerstone’s Learnerships and programmes, as well the BANKSETA audits, indicate its sound adherence to Good Practices, which means implementing innovative ways to ensure the transfer of learning takes place, and (more importantly) behaviour change.

This past year has once again seen an increase in the amount of Learnerships and other learning  interventions each Learnerships, and monthly project meetings held with each client

  • Dedicated learner support consultants for each Learnership, offering the learner support on all aspects pertaining to their Learnership
  • A robust, user-friendly Learner Management System that the learners access for submission of their assignments


Cornerstone’s approach to work-readiness interventions (outside of SETA-funded programmes) include: 

  • Learnerships, internships and graduate placements
  • Work experience
  • Job shadowing

The Learnerships undertaken by SBSA for unemployed matriculants have resulted in close to 80 percent retention over the past six years. The learners placed permanently in the different business units have time and time again proved their worth, based on the feedback from their managers. Cornerstone endeavours to fill vacancies in  its own organisation with graduates from its Learnerships (and those conducted by other providers) who have not been able to find a placement within the bank through which they completed the Learnership. It currently permanently employs six ex-Letsema learners.


The Marketing and Innovation Team, founded in 2016 and nicknamed “MIT” after the prestigious Massachusetts Institute of Technology from which it gains its inspiration, is a special task force set up within Cornerstone to address the need for visionary and pioneering research and development initiatives in the face of rapid technological change affecting the L&D landscape.

The team draws on the experience of a pool of highly skilled experts in the fields of learning architecture, e-learning development, process facilitation, business strategy, game design, animation and visual arts with the aim of rapidly deploying innovative, technologically advanced proof-of-concept solutions to market in order to meet the needs of an evolving client base and an increasingly connected Gen-Y learner demographic.


Since its inception in April 2016, MIT has successfully deployed a strategy simulation game within one of Africa’s largest banks in five South African provinces, which is set to roll out across the whole of South Africa and a total of 12 countries in 2017. The game applies bleeding-edge thinking in the field of banking learning and game design in order to aid the bank’s overall sales strategy, and has been hailed as one of Cornerstone’s most successful interventions to date. 

The  team  is  currently  in  the  process  of  prototyping   a further simulation game and  a  solution  for  utilising big data from a learner management system (LMS) to report on business intelligence within an organisation’s operating model.


The Business Impact learning model employed ensures that learners who have embarked on a Cornerstone Learnership becomes more marketable within their business unit and their bank. The design of the training material and the content covered results in learners being identified above their peers who have not completed the Learnership, for further promotion. Impact studies show that managers were more likely to select a Cornerstone learner, as they adapt quicker in the work environment after completion of the Learnership. 


The efficient management of each Learnership is done according  to  strict  project  management  principles   and some of the value adds that Cornerstone offers is  the complete management, administration, support, reporting and monitoring of each Learnership. This takes the daily administration away from the client  so  that  they can focus on other aspects of their business while Cornerstone manages the project on a macro and micro level. 

Its relationships with Deloitte, SAICA, Da Vinci Institute and BANKSETA are highly regarded, very sound and professional.


FNB has a visually impaired learner on the Level 5 Learnership, and Cornerstone has converted its learning material into electronic format so that he is able to listen to the modules. A learner with severe cerebral palsy successfully completed the FETC: Banking through Cornerstone   at   Standard   Bank,   and   was  recruited by Standard Chartered for the Level 5 NC: Banking qualification. Cornerstone has built up a very good relationship with the SA Council for the Blind to provide learning material in braille for learners who are visually impaired.


Cornerstone contributes to the housing of a family on its premises. It pays for Emanuel Moyo and his wife, Mary and their twins, covering their monthly rent as well as making a contribution to their children’s schooling supplies each year. The company makes a contribution of R88 000 per year towards this Socio-Economic  Investment.


Cornerstone’s RPL methodology, concerning implementation and assessment of its BANKSETA learning programmes, entails and RPL Policy, an Assessment Guide, a Learner Support Policy; a list of assessors and moderators and an articulation indicating learner progression. 

Learners embarking on any of the Cornerstone or da Vinci programmes are afforded the opportunity to apply for RPL. A learner who has been awarded credits as   part of a qualification or short course can apply for RPL via the Cornerstone Assessment Centre. The learner’s statement of results is compared to our unit standards and exemption is given where necessary. Alternatively, the learner has the opportunity to complete a Portfolio    of Evidence if they have not achieved formal credits. The portfolio is assessed against the assessment criteria, and the learner will receive RPL for workplace experience.

Da Vinci offers two entry routes for each qualification. One is based primarily on academic qualifications with a lower emphasis on work experience, while the other minimises the requirement for  prior  qualifications,  and  places  high emphasis on appropriate work experience. This approach articulates Da Vinci’s vision of creating viable opportunities for a broad cross section of South Africans to engage in formal tertiary education. Irrespective of the general admission criteria, all admissions are subject to confirmation by the Academic Board. It is a requirement that all students must be employed in a position which will allow them the opportunity to apply their learning in the workplace.

Prospective candidates who do not meet the above entry requirements, but have been working for at least 10 years can apply to have their candidature evaluated in terms of their work experience. Learners completing the FETC Banking at Level 4 can progress to the NC Banking at Level 5. Once successfully completed, they can embark on the Level 6 or gain entrance to the BCom.


In their capacity as Directors of the Institute of Bankers (IOB), Cornerstone’s management undertake ongoing engagements with the IOB, which will become the Assessment Quality Partner (AQP) for the occupational qualifications related to the banking industry. As the AQP, it is envisaged that the IOB will play an influential role in the development of occupational qualifications for the banking industry, over and above the delivery of the external integrated summative assessment (EISA) for occupational banking qualifications. 

Cornerstone has been delivering vocational banking qualifications for the past 16 years and therefore has the depth of experience to ensure that occupational qualifications are relevant, sustainable and  effective.