031 266 3405 083 230 5973 info@chsdevelopments.co.za NHBRC Compliant BBBEE Compliant


Financial Capacity

CHS Developments is a financially secure and viable organization, with an excellent financial record.

CHS Developments funds all its developments from its own resources and does not rely on external funding. This makes all our projects run smoothly without the often experienced financial complications which constraints the quality and speed of delivery, thus giving us an edge over our competitors.

Capacity to Deliver

In order to serve our clients, achieve our vision and uphold our mission statement, we continue to employ the best staff with appropriate qualifications and experience.

We currently have a carefully selected blend of experienced, highly competent professionals, and young energetic and intelligent individuals selected for their potential. Our staff is motivated, equipped with skills and relevant expertise for the demands of the present construction and project management environment.

We respond to client’s requirements speedily and efficiently with a full range of integrated services. High quality services are supported by a quality management system ensuring that all activities of the organization are carried out in a manner that meets or exceeds the requirements agreed with clients.

CHS Developments has a proven track record and remain committed to the success of each assignment it undertakes.

Preferential Procurement Policy

Preferential procurement can be defined as the “transfer of equal responsibility” element of the Broad-Based Black Economic Empowerment scorecard, where CHS Developments ensures that the hard work in achieving a good scorecard is equally embraced by all the suppliers and sub-contractors that we engage with. This is an excellent tool for ensuring that “follow-through” happens throughout our industry.

We recognize the importance of the accurate tracking and forecasting of preferential procurement. The most important aspect of this is ensuring that we know exactly which suppliers to engage with at all levels of the company prior to contracting with them. This is done by doing a forecast on each project, followed by monthly tracking reports.

Our Staff

Staff Development

Success requires the development of human resources within a safe environment that encourages creativity and enhancement of each employee’s personal and professional standards.

We believe that there is a need to develop the necessary skills and potential, which exists amongst our staff. We have legitimate policies in place, which is performance-based and promotes business effectiveness with safety, quality and other standards not being compromised.

It is our policy to empower individuals in our fields of expertise through personal involvement, active encouragement and sponsoring further training. CHS Development’s training policies dictate the ‘terms of engagements’ for all training within the organization, underpinned by the belief that training is the launch pad for the empowerment of our employees. It is our culture to invest in the development of our people, which is vital to the long-term sustainability of our business.

CHS Developments trains all levels of employees, including general staff, students, graduates and managers, in many technical skills (known as core areas) and soft skills and training in support functions such as Health & Safety, Quality and Environmental.

In this way we never lose the sight of the fact that the more qualified and experienced our workforce is, the more sustainable CHS Developments is, and we maintain our position as the “infrastructure development organization of choice”.

Staff Retention Policy

CHS Developments strives to retain our best-performing employees and attract talent in line with our staff development policy of investing in in-house training programmes to ensure the long-term sustainability of our organization, in line with the Constitution of the Republic of South Africa 1996 of the Employment Equity Act (Act. 55 of 1998), Skills Development Act (Act 97 of 1998) and Labour Relations Act (Act 66 of 1997).

In our quest to retain staff and attract talent, we offer the following: