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IBMIT understands the problem of HIV /AIDS especially among the youth, and the knowledge of this deadly disease and how to prevent from acquiring it, plus how to live with its victims will be incorporated within the institution curricula, HIV / AIDS counseling course will be a free course given to all students, and IBMIT does not discriminate whatsoever against persons with HIV / AIDS whether in academia or employment.

Faculty and Staff

Organizational Policies


IBMIT affirms to the requirements of the EEA as determined by the requirements of the Employment Equity Act, 1998 (Act No 55 1998). And in its employment policy, its entire teaching staff must have a minimum of a degree in the field he/she is employed to work or teach at least 3 years working experience.


Institute of Business Management and Information Training is committed to being flexible on access, active in redress and rigorous on success. In seeking to realize these objectives, the Institute’s policy for admissions is framed within the values of the Constitution and the requirements of legislation. The Institute welcomes any student interested in education and personal improvement. Admission to the institute is entirely on merit and on the basis of ability to achieve. We operate an admission policy which ensures equality of opportunity to all applicants. Applications are welcomed from students with excellent academic potential and the institute recognizes the importance of admitting applicants to a course suited to their ability and aspirations. The selection process therefore takes account of all aspects of an application and not just an applicant’s academic profile. The institute offers educational opportunity to all citizens through an open-door policy that admits all students who can benefic from post-secondary education. The institute believes that each individual student is important and welcomes students with diverse backgrounds and needs. The institute maintains an open admissions policy. Applications for admission to all courses are considered without regard to any inappropriate distinction e.g. ethnicity or national origin, nationality, disability, sexual orientation, gender, religious or political beliefs, marital status or socio-economic background.


The purpose of education, training and development is to ensure that students are adequately and continuously empowered with the necessary knowledge and skills. Many parents and communities are concerned about access to higher education, or employment opportunities, or general socio-economic advancement, and regard knowledge of a high-status language, for example English, as crucial for achieving these aspirations. It has long been recognized that the concepts of language ownership and language usage are deeply personal, and reach to very core of the psyche of individuals, communities and even nations. By extension, the issues of language rights and language policy have long displayed the potential to be highly emotive, divisive and prone to ideological and political contestation. Institute of Business Management and Information Technology allows students to speak their mother languages but lectures are conducted in English.


These Academic Grievance Procedures define an administrative process through which students may seek resolution of complaints or grievances arising from a decision made about them by an agent of the Institute of Business Management and Information Technology.


  1. Grievance: a written statement by a Grievant setting forth a complaint that has not been resolved by the methods or processes.
  2. Grievant: the author of a Grievance.
  3. Complaint: an unwritten Grievance.
  4. Primary Administrator: generally, the head of the unit to which belongs the person whose decision is being grieved.
  5. Grievance Officer: the person to whom the Primary Administrator normally reports.
  6. Hearing Officer: an individual designated by a Grievance Officer to conduct a hearing to investigate a Grievance. The Grievance Officer may serve as his/her own Hearing Officer. The Primary Administrator is not permitted to serve as Hearing Officer.
  7. Close of Hearing: the of a hearing, after the last witness is heard, when and as determined by the Hearing Officer.


Whenever an individual entitled to utilize these procedures has a complaint, that individual is expected to attempt to resolve the matter informally. This attempt must include discussion of the complaint with his/her Primary Administrator. Informal procedures may also take other forms appropriate to the complaint(s), the unit(s), and the individual(s) involved. If the complain involves a charge of discrimination, the Office of Affirmative Action must be informed.

Informal procedures may include, at the option and initiative of the complainant, referral of the complaint to the appropriate student government body. A complaint may be referred to a student government body independently of its consideration under these Procedures.

However, review by this body will not stay or delay the operation of these Procedures, nor will it postpone the running of any formal time limitation of these Procedures.


If all reasonable informal efforts to resolve a complaint fail, the complainant may formalize the complaint as a Grievance. The Grievance is a written statement containing a description of the grounds for the complaint and a specification of the remedy sought.

A grievance must be filled with the Primary Administrator department head , Administratively responsible for faculty or regional campus, in the case of the department Head being the faculty involved in the initial grievance, the Primary Administrator would be the Associate Dean for Academic Advancement) within forty-five (45) days from the time of the occurrence leading to the Grievance, or from the time when the Grievant should reasonably have been able to determine that the occurrence leading to the Grievance might have affected his/her status. Informal efforts to resolve the complain must occur within this forty-five (45) day period.

The Primary Administrator, upon receipt of a Grievance, must conduct an appropriate investigation. The Primary Administrator may either grant or deny the remedy sought, or may provide other remedies. The Primary Administrator’s decision must be issued, in writing, within fourteen (14) days to following his/her receipt of the Grievance


If the Primary Administrator does not grant a remedy acceptable to the Grievant, the Grievant may appeal the Primary Administrator’s decision to the Grievance Officer (Associate Dean for Academic Advancement).

  • This appeal must be submitted, in writing, to the Grievance Officer within fourteen (14) days following the Grievant’s receipt of the Primary Administrator’s decision.
  • The Grievance Officer, upon receipt of an appeal, will review the existing grievance record and may conduct further inquiry. Within fourteen (14) days of receipt of the appeal, the Grievance Officer must EITHER grant a remedy ACCEPTABLE to the Grievant OR notify the Grievant that a hearing will be held.*

If the Grievance Officer upon review of these cases cannot find a remedy that will be acceptable to the student, then a hearing will held. A hearing officer may be the same person as the Grievance Officer. If no ruling has been made a Hearing Officer may be appointed by the Dean or his/her designee. The Hearing Officer, if a different person than the Grievance Officer, must be a person whose primary reporting department is outside the one involved in the grievance.

  • If a hearing is held, it will be conducted by the Hearing Officer in an expeditious

Manner, under the following rules :

  • The Hearing Officer is empowered to rule on all procedural matters and on the relevance of witnesses and/or evidence.
  • The Hearing Officer will be provided with all prior relevant documents and may request any additional information that is relevant to the issues of the Grievance.
  • Formal rules of evidence need not be followed, but evidence presented must be relevant to the Grievance.
  • The Grievance has the right to be heard at the hearing and to present witnesses. The Primary Administrator, by the Grievance Officer, or by the Hearing Officer, may also present witnesses.
  • The Grievance and the Primary Administrator may question witnesses only through the Hearing Officer, when and as determined to be appropriate by the Hearing Officer.
  • An appropriate record of the hearing, e.g., a tape recording or written minutes, will be made and preserved as a recording or written minutes, will be made and preserved as a part of the complete record of the Grievance.
  • The hearing must begin within twenty-eight (28) days from the time notice of hearing is received by the grievant.
  • The hearing will be closed to all but those individuals entitled by these Procedures to participate.

In cases where the grievance Officer and the Hearing Officer are different persons, the Hearing Officer will report to the Grievance Officer his/her findings and recommendations within fourteen (14) days after the close of the hearing. Within fourteen (14) days after receiving the Grievance Officer will either grant or deny the remedy sought, or provide other remedies.

In cases where the grievance Officer and Hearing Officer are the same person, the grievances Officer will either grant or deny the remedy sought, or provide other remedies, within fourteen (14) days after the close of the hearing. Failure of the Grievance Officer to respond within the time allotted in either case entitles the Grievance to proceed to an appeal to the principal under Section VI.

Occupational health and safety policy

Institute of Business Management and Information Technology has a moral and legal obligation to safeguard and protect its students, staff and visitors against injury and diseases. As well as against risks to health and safety within the institutes premises.

The Occupational Health and Safety Act places the legal onus for occupational health and safety upon ourselves, as of Institute of Business Management and Information Technology

In turn this is now formally delegated in terms of section 16.2 of the act to deputy principal, heads of departments, support staff and student bodies, who are charged with compliance and required to ensure that all legal duties are effectively discharged.

The institute, therefore, aims to:

Provide and maintain a safe work environment by implementing structure and programmes to ensure that hazards to health and safety are identified in a systematic manner and timeously actioned

Provide fire prevention and safety training to all staff and students

Comply with the requirements of the Occupational Health and Safety Act of 1993

To take a proactive stance on environment matters

To ensure that contractors undertake their duties in a safe and responsible manner.

To ensure the above, the institute requires management at all academic and non-academic levels to accept responsibility as a condition of employment.

The institute requires all staff and students to all safe work standards and procedures and to:

  • Identify, eliminate or control all unsafe acts and conditions
  • Operate and use equipment and vehicles in such a way that their safety and that of others is ensured
  • Maintain and use safety equipment where prescribed or where necessary
  • Adhere to all legal requirements and all other regulations relating to safety.