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South Africa boasts a diverse and comprehensive educational framework that caters to the multifaceted needs of its population. Two significant pillars of this framework are Occupational Qualifications (OQs) and Higher Education Qualifications (HEQs). Both serve critical roles in equipping the nation’s workforce with necessary skills, albeit in different ways. This article delves into the primary differences between the two and their unique advantages.

 

What are Occupational Qualifications (OQs)?

 

Occupational Qualifications refer to a structured learning process geared towards a specific occupation or job role. These qualifications are typically linked with vocational and skills training. In South Africa, OQs are developed by the Quality Council for Trades and Occupations (QCTO) and are designed to ensure that individuals are job-ready upon completion.

 

What are Higher Education Qualifications (HEQs)?

 

HEQs are traditional academic qualifications offered by universities, technikons, and other tertiary institutions. They range from undergraduate diplomas and degrees to postgraduate master’s and doctoral degrees. In South Africa, the Council on Higher Education (CHE) is responsible for ensuring the quality of these programs.

 

Key Differences:

1. Purpose and Design:
   • OQs are designed to equip learners with specific skills and knowledge directly related to a job or trade. They’re more hands-on and practical.
   • HEQs provide a broader academic foundation, often focusing on theoretical knowledge, critical thinking, and research.

1. Duration:
   • OQs can vary in length but are typically shorter, ranging from a few weeks to a few years.
   • HEQs generally take longer, with undergraduate degrees lasting three to four years and postgraduate programs extending even further.

1. Assessment:
   • OQs employ a competency-based assessment, ensuring the learner can perform specific tasks or roles.
   • HEQs assess understanding, knowledge, and cognitive skills, often using examinations, essays, and research projects.

Advantages of Occupational Qualifications:

1. Immediate Relevance: OQs are tailor-made for specific industries, ensuring immediate applicability in the job market.
2. Flexibility: They often cater to people who are already working, offering part-time or evening classes.
3. Cost-effective: Generally, OQs are less expensive than traditional degree programs. Companies also fund these programmes.
4. Bridge to Formal Education: For those who might not have had the opportunity for formal schooling, OQs can serve as a stepping stone to higher education.

Advantages of Higher Education Qualifications:

1. Broad Knowledge Base: HEQs offer a comprehensive education, promoting critical thinking, and problem-solving skills.
2. Career Advancement: Many professions require or prefer candidates with higher education qualifications for senior roles.
3. Research and Innovation: Universities and technikons are hubs for research, allowing students to contribute to new knowledge and innovations in their field.
4. Networking: Tertiary institutions provide opportunities to network with professionals, professors, and peers, often leading to job opportunities post-graduation.

In Conclusion:

 

Both Occupational Qualifications and Higher Education Qualifications hold substantial value within the South African context. The choice between the two depends on an individual’s career goals, personal circumstances, and learning preferences. While OQs offer a direct pathway to specific careers, HEQs provide a broader foundation that can open doors to various professional opportunities. Ultimately, the South African education system’s strength lies in its ability to cater to a myriad of needs, ensuring that every individual can find a path that suits them best.

In a country as diverse as South Africa, where the echoes of history still reverberate through society, leadership dynamics have begun to shift. The private training provider sector, traditionally dominated by white males, is witnessing a significant transformation as women ascend to leadership positions, reshaping the landscape and challenging long-standing norms.

The Struggle for Equality: South Africa’s tumultuous history, marred by the apartheid era, has left indelible imprints on the societal fabric. The struggle for equality has been ongoing, encompassing not just racial disparities but also gender inequalities. Against this backdrop, the rise of women in leadership positions within the private training provider sector holds profound significance.

 

The Rarity of Female Leadership: Despite strides made in recent years, the private training provider sector remains predominantly led by white males. This lack of diversity at the top echelons has not only perpetuated gender disparities. Still, it has also hindered the sector’s ability to adapt to the changing needs of a diverse workforce. However, women are beginning to dismantle these barriers, spearheading change and fostering inclusivity.

 

The Power of Representation: Women taking up leadership roles in this sector are not just individuals ascending the career ladder but agents of transformation. Their presence challenges the conventional image of a leader and encourages a re-evaluation of leadership qualities. Representation matters, and women leaders act as role models for aspiring female professionals, illustrating that the path to leadership is attainable for all, regardless of gender.

 

Navigating Challenges: The journey for women leaders in a predominantly male sector could be smoother. Overcoming stereotypes and biases demands resilience. The disparity in pay, lack of access to mentorship opportunities, and implicit gender biases can pose formidable challenges. However, these obstacles have kept women in leadership roles from forging ahead, armed with determination and a vision for a more equitable future.

 

Embracing Diversity for Success: One of the most striking changes ushered in by women leaders is the prioritisation of diversity and inclusion. Their lived experiences and perspectives enrich decision-making processes, fostering innovative solutions to the complex challenges faced by the private training provider sector. This shift away from the traditional modus operandi has the potential to yield unprecedented results.

 

Fostering Collaborative Leadership: The emergence of women in leadership roles is reshaping leadership paradigms. Collaborative leadership, emphasising empathy, active listening, and consensus-building, is being championed by many women leaders. This departure from the more hierarchical and authoritative styles that have characterised the sector signals a more inclusive and participatory approach to leadership.

 

A Call to Action: The transformation within South Africa’s private training provider sector is not just a phenomenon limited to one industry but a reflection of a broader societal shift. It beckons leaders, organisations, and policymakers to reassess existing structures and cultivate environments where diversity flourishes. Encouraging mentorship programs, dismantling systemic biases, and implementing equitable policies are imperative steps toward achieving this transformation.

 

In conclusion, the rise of women in leadership positions within South Africa’s private training provider sector symbolises more than just professional advancement. It signifies a journey toward dismantling deeply entrenched gender norms, redefining leadership, and fostering inclusive growth. As these women navigate the challenges and opportunities, they stand as beacons of hope, guiding the way toward a more equitable and progressive future.

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By Daniel Orelowitz, Managing Director at Training Force

 

Working with an accredited and reputable training provider can be incredibly beneficial for an employer in South Africa looking to claim the 20% Mandatory Grant through the Skills Development Levy (SDL). Such a training partner is instrumental in helping companies navigate and meet all administrative requirements to claim the grant. From helping with the creation of a Workplace Skills Plan (WSP) and an Annual Training Report (ATR) to outlining the skills requirements of the business and mapping out the necessary training to address those needs, a training partner will implement training programmes and monitor progress toward ensuring compliance. In addition to assistance with the grant-claiming process, a training partner can provide customised training solutions tailored to the company’s specific needs, boosting workforce skills and productivity, while advising on the best training programmes to maximise the benefits of the SDL and increase the likelihood of success in claiming the Mandatory Grant.

 

Unpacking the importance of SDL

 

The SDL is a mandatory levy imposed on employers. Governed by the Skills Development Act and administered by the South African Revenue Service (SARS), this levy is calculated based on 1% of an employer’s total annual payroll, and the funds collected are used to promote training and skills development across various sectors, aiming to address skills gaps, promote employment, and enhance productivity by encouraging employers to invest in the development of their workforce.

 

Funding skills development

 

Most employers, depending on their legal requirements, are required to register with SARS and submit SDL payments every month, and in compliance with the SDL regulations, employers become eligible to claim the 20% Mandatory Grant, which allows them to recoup a portion of their SDL contributions through the implementation of approved training programmes for their employees. As such, the SDL plays a crucial role in supporting skills development and improving the competitiveness of the South African workforce.

 

In addition to the 20% Mandatory Grant, there is also an SDL Discretionary Grant, which is awarded to employers at the discretion of the relevant Sector Education and Training Authority (SETA). The grant is used to fund skills development initiatives that align with the SETA sector skills plan.

 

To be eligible for the SDL Discretionary Grant, employers must be registered with the appropriate SETA, pay the SDL every month, and apply to the SETA by 30 April annually, demonstrating that their proposed skills development initiative is aligned with the SETA’s sector skills plan. It is also of paramount importance that the training interventions mapped out in the Workplace Skills Plan when submitting the mandatory grant are declared upfront. This allows the SETA to better forecast the dissemination of funds nationally and increase the likelihood of funding being awarded to an employer. The amount of the SDL Discretionary Grant is determined by the SETA and can be used to fund a variety of skills development initiatives, including training and development programmes for employees, internships, apprenticeships, learnerships and skills development research and promotion.

 

What does SDL compliance require?

 

SDL compliance for businesses entails fulfilling the legal obligations related to the payment of the levy and the utilisation of funds for approved skills development purposes. Employers must accurately calculate and submit SDL payments to SARS based on the prescribed percentage of their payroll and comply with reporting obligations. Compliance requires action, which means that companies must implement approved training programmes and initiatives that align with the company’s workforce development needs in a manner that contributes to addressing skills gaps and promoting employee development. Businesses must maintain records and documentation to demonstrate compliance with SDL regulations in the event of audits or inspections.

 

Outsourcing compliance to increase effectiveness.

 

A training partner can assist companies in achieving SDL compliance and making use of the relevant grant opportunities in several invaluable ways:

 

1. Provide administrative support: Navigate the bureaucratic aspects of SDL compliance by guiding businesses through the registration process, submitting SDL payments accurately and on time, and ensuring that all necessary documentation is completed and filed correctly.
2. Complying with the Quality Management Systems (QMS) requirements set by the relevant SETA: SETAs have comprehensive systems with guidelines to navigate their processes and procedures. It is important to align with a training provider who has in-depth knowledge and experience in navigating and interpreting SETA requirements.
3. Development of training plans: Design a comprehensive WSP and ATR to outline the company’s training needs and objectives, as well as the strategies for addressing those needs.
4. Establishment of Training Committees: Employers must establish training committees that meet regularly and consult on the training needs and plans of the organisation. This follows best practices and forms part of the requirements of Mandatory Grant Compliance. A reputable provider is willing to guide employers with the establishment and objectives of an organisation’s Training Committee.
5. Implementation of training programmes: Provide expertise in designing and delivering training initiatives that align with WSP or Training Plan objectives and meet the specific needs of the business. Reputable providers can provide you with the required implementation plans upfront to help you navigate your skills need.
6. Monitoring and reporting: Track the progress of training initiatives, monitor employee participation, mitigate learner attrition, and ensure that records are accurately maintained, such as learner attendance registers, training materials, and assessment results.
7. Compliance audits and inspections: Help companies prepare the required documentation and records. They can assist in conducting internal audits to identify any potential compliance gaps and suggest corrective measures to ensure full compliance with the SETA requirements. Additionally, outsourcing to a training provider can assist with BBBEE scorecard compliance through the subsidisation of grants allotted to employers.

Big benefits, bigger impact

 

Partnering with a reputable training provider offers significant benefits in ensuring SDL compliance. Their expertise in navigating administrative processes, developing comprehensive training plans, and implementing approved programmes ease the administrative burden for companies. By monitoring progress, maintaining accurate records, and providing support during audits, they contribute to seamless compliance. Furthermore, their guidance maximises the benefits derived from SDL initiatives, promoting skills development, and enhancing workforce productivity. Working with a training provider not only increases the likelihood of successful SDL compliance but also facilitates the optimisation of training opportunities, ultimately leading to a more skilled and competitive organisation while contributing to the skills development of the national workforce.

Skills development is one of the major requirements of the Broad-Based Black Economic Empowerment (B-BBEE) scorecard, and learnerships make up a significant part of skills development. However, not all businesses have the capacity to take on sufficient learners to meet their obligations. Such was the case with a client of Training Force, who had the funding but no available roles. Training Force then partnered with LESCO, a manufacturer and distributor of a wide range of innovative electrical products and accessories for the South African domestic market, who could take on learners, but not the funding. This created a mutually beneficial three-way arrangement that gave the learners valuable work experience while earning an income, and at the same time delivered B-BBEE points for both LESCO and the client.

 

The requirement

 

A client approached Training Force to assist with finding a host site for learners to complete their learnership, which itself is not an unusual situation. However, as this was a technical learnership there was also a specific requirement for the host site to meet the criteria stipulated by the Manufacturing, Engineering and Related Services Sector Education and Training Authority (merSETA), the sector education and training authority encompassing manufacturing, engineering, and related services. This meant that the host needed to not only be in the right industry but also have the appropriate accreditations to take on the learners.

 

“merSETA has stringent requirements, which made this placement quite a challenge. LESCO went above and beyond the call of duty to comply, navigating all the obstacles, hurdles and red tape required for their certification. Throughout the process, they were willing to adjust and amend to provide for the learners, including several disabled learners who needed specific accommodations. They went out of their way to make this work and took on a big task in embracing the true spirit of B-BBEE,” says Yogini Sigamoney, Project Manager for Learnerships at Training Force.

 

The process and the benefits

 

Training Force began the recruitment process after LESCO was briefed on their requirements, and potential candidates were interviewed by both parties to ensure the correct fit.

 

“One of LESCO’s goals is to empower previously disadvantaged people, and learnerships provide a good access point to offer the youth an opportunity to be exposed to the manufacturing environment. Training Force is a reputable company, and we were happy to work with them on this project. They assisted us in sourcing learners to meet our specifications, namely persons living with disabilities, aged between 20 and 29 years and living within a 5km radius of our factory,” explains Teboho Moloi, Cost & Procurement Manager at LESCO.

 

The partnership with Training Force and its client ensured that LESCO had the learners they needed, while Training Force took on the task of implementing, monitoring, and closing off the programme, as well as providing feedback to both parties. At the end of the year-long learnership, participants received a National Qualification Framework (NQF) Level 1 in manufacturing and engineering, as well as invaluable work experience and skills and fixed-term contracts of employment at LESCO.

 

Lessons learned

 

“The project involved a great deal of coordination between LESCO and Training Force, including onboarding, training, managing attendance, leave and incentivising performance. We had a few teething problems at the start but worked these out to implement better ways of management and communication. We also introduced several different motivational factors to help learners reach targets,” says Moloi.

 

“LESCO’s willingness to adapt and change was instrumental to the success of this programme, and their door was always open. This was a learning experience for us, and it has helped tremendously in facilitating this kind of arrangement going forward,” Sigamoney concludes.

Cheeba Cannabis Training, the leading Cannabis and hemp educator in Africa, has partnered with Training Force, a top training provider focused on delivering job-specific skills assessments and training, to expand hemp training opportunities across the continent. This collaboration will provide learners with access to over 45 Training Force sites throughout the country and the seven official Cheeba Cannabis & Hemp Training Centres. The goal is to advance the industry by offering high-quality training programs that educate individuals on the uses, practicalities, benefits, and regulations surrounding hemp and Cannabis and create employment opportunities.

 

The partnership was celebrated with an event held at the Cheeba Cannabis Training Centre in Midrand on the 10^th of May, where guest speakers discussed the pressing need for regulatory reform and the establishment of a commercial framework for the cannabis industry.

 

Among the distinguished speakers was Mayanda Bam, a renowned consultant from BCubed Consulting Friends of Hemp, and an ardent activist for cannabis reform. With his expertise and passion, Bam delivered an inspiring talk emphasising the significance of creating a robust regulatory system that ensures the responsible and safe cultivation, distribution, and consumption of cannabis.

 

The event served as a catalyst for fostering dialogue and collaboration among industry professionals, policymakers, and advocates, paving the way for a progressive future in the cannabis sector.

 

Daniel Orelowitz, Managing Director of Training Force, added, “This partnership represents a significant step forward for the hemp industry in Africa. Through this collaboration, we aim to empower individuals with the knowledge and skills needed to succeed in this exciting and rapidly growing industry which will play a significant role in job creation.”

 

Hemp is a versatile crop with numerous applications, including food, fuel, and fibre, and contains cannabidiol (CBD), a non-psychoactive compound with a range of health benefits. Despite the prospects, the industry is still in its early stages, particularly in Africa, where knowledge and training opportunities are limited.

 

The industry is a burgeoning one and according to Polaris Market Research, the global industrial hemp market size was valued at USD 4.26 billion in 2021 and is projected to grow at a compound annual growth rate of 16.9% by 2030. Africa, with approximately 200 million hectares of uncultivated land, is poised to become a leading player in hemp cultivation and processing.

 

“The collaboration with Training Force will allow us to broaden our reach and provide access to hemp education for individuals across the continent to support job creation and SMME development. We look forward to leveraging Training Force’s vast network of training sites and infrastructure to achieve this,” said Linda Siboto, co-founder of Cheeba Cannabis Training.

 

The initial programs will deliver SETA-aligned NQF Level 2 and 4 programs covering “How to Start a Hemp Business,” “Hemp Cultivation and Processing,” and Africa’s first accredited Hempcrete Building course in partnership with Afrimathemp, accredited by the SA Council for Architectural Profession and the Engineering Council of SA, with more programs to follow.

 

List of Cheeba Cannabis & Hemp Training Centres

 

• Ignited Unlimited – Paarl (Western Cape)
• DankiPa Eco-Estate – Plettenberg Bay (Western Cape)
• Vital Veggie – Midrand (Gauteng)
• Vital Veggie – De Aar (Northern Cape)
• Nongos Joint – Zeerust (Northwest)
• Eastern Cape Cannabis & Hemp Training Centre – Powered by Cheeba Cannabis Training / Hlomla Multi Services – King Williams Town (Eastern Cape)
• Invegrow / Genscore Africa – Malawi

To enquire about the Cheeba Cannabis Hemp training delivered in partnership with Training Force, fill in the form in the link below or visit the Cheeba Cannabis Training website for further details:

 

• Enquiry Form: Cheeba Cannabis Training Enquiry Form (google.com)
• Cheeba Cannabis Training: Cheeba Africa Cannabis Academy

 

About Cheeba Cannabis Training

 

Cheeba Cannabis Training (B BBEE Level 2) is part of the Cheeba Africa group which also owns and operates Cheeba Cannabis Academy.  The organisation has been at the forefront of the Cannabis and Hemp industry providing world-class education and training opportunities to the African market.  They are Services Seta and AgrSETA accredited and deliver online self-study, blended learning courses, contact courses and deliver full time programmes at their flagship campus in Rivonia Johannesburg.

 

About Training Force

 

Training Force (B BBEE Level 1) is a registered training provider focused on delivering industry and job-specific skills assessments and training interventions to businesses and their employees across a variety of industries. Since their establishment in 2003, they have provided over 3 000 companies with training interventions and upskilled over 55 000 workers through their branches across South Africa.

By delivering practical training solutions, they help businesses secure a more productive workforce. All their learnerships are aligned with SAQA (South African Qualifications Authority), the National Qualifications Framework (NQF) and accredited with SETA Quality Assurance departments.

Cheeba Cannabis Training, the leading Cannabis and hemp educator in Africa, has partnered with Training Force, a top training provider focused on delivering job-specific skills assessments and training, to expand hemp training opportunities across the continent. This collaboration will provide learners with access to over 45 Training Force sites throughout the country and the seven official Cheeba Cannabis & Hemp Training Centres.

 

Through this partnership, Cheeba Cannabis Training and Training Force aim to advance the industry by offering high-quality training programs that educate individuals on the uses, practicalities, benefits, and regulations surrounding hemp and Cannabis.

 

Daniel Orelowitz, Managing Director of Training Force, added, “This ground-breaking partnership with Cheeba Cannabis Training represents a significant step forward for the hemp industry in Africa, and we are honoured to be part of it. Through this collaboration, we hope to empower individuals with the knowledge and skills needed to succeed in this exciting and rapidly growing industry which will play a significant role in job creation.”

 

This partnership comes in response to President Cyril Ramaphosa’s State of the Nation address in which he recognised the untapped potential of the Cannabis and hemp industry. The industry is valued at over R1.8 trillion in global sales and presents job creation opportunities estimated to be as high as 130,000 new jobs in South Africa.

 

Hemp is a versatile crop with numerous applications, including food, fuel, and fibre, and contains cannabidiol (CBD), a non-psychoactive compound with a range of health benefits. Despite the prospects, the industry is still in its early stages, particularly in Africa, where knowledge and training opportunities are limited.

 

The industry is a burgeoning one and according to Polaris Market Research, the global industrial hemp market size was valued at USD 4.26 billion in 2021 and is projected to grow at a compound annual growth rate of 16.9% by 2030. Africa, with approximately 200 million hectares of uncultivated land, is poised to become a leading player in hemp cultivation and processing.

 

“The collaboration with Training Force will allow us to broaden our reach and provide access to hemp education for individuals across the continent to support job creation and SMME development. We look forward to leveraging Training Force’s vast network of training sites and infrastructure to achieve this,” said Linda Siboto, co-founder of Cheeba Cannabis Training.

 

Cheeba Cannabis Training and Training Force are committed to advancing hemp education and training in Africa and promoting the benefits of this versatile crop. As interest in Cannabis and hemp continues to grow, this partnership will be at the forefront of providing the tools and knowledge needed to succeed in this dynamic and evolving industry.

 

The initial programs will deliver SETA-aligned NQF Level 2 and 4 programs covering “How to Start a Hemp Business,” “Hemp Cultivation and Processing,” and Africa’s first accredited Hempcrete Building course in partnership with Afrimathemp, accredited by the SA Council for Architectural Profession and the Engineering Council of SA, with more programs to follow.

List of Cheeba Cannabis & Hemp Training Centres

• Ignited Unlimited – Paarl (Western Cape)
• DankiPa Eco-Estate – Plettenberg Bay (Western Cape)
• Vital Veggie – Midrand (Gauteng)
• Vital Veggie – De Aar (Northern Cape)
• Nongos Joint – Zeerust (Northwest)
• Eastern Cape Cannabis & Hemp Training Centre – Powered by Cheeba Cannabis Training / Hlomla Multi Services – King Williams Town (Eastern Cape)
• Invegrow / Genscore Africa – Malawi

About Cheeba Cannabis Training

Cheeba Cannabis Training (B BBEE Level 2) is part of the Cheeba Africa group which also owns and operates Cheeba Cannabis Academy.  The organisation has been at the forefront of the Cannabis and Hemp industry providing world-class education and training opportunities to the African market.  They are Services Seta and AgrSETA accredited and deliver online self-study, blended learning courses, contact courses and deliver full time programmes at their flagship campus in Rivonia Johannesburg.

About Training Force

Training Force (B BBEE Level 1) is a registered training provider focused on delivering industry and job-specific skills assessments and training interventions to businesses and their employees across a variety of industries. Since their establishment in 2003, they have provided over 3 000 companies with training interventions and upskilled over 55 000 workers through their branches across South Africa.

By delivering practical training solutions, they help businesses secure a more productive workforce. All their learnerships are aligned with SAQA (South African Qualifications Authority), the National Qualifications Framework (NQF) and accredited with SETA Quality Assurance departments.

 

By Daniel Orelowitz, Managing Director at Training Force

 

When starting a learnership or training programme in South Africa, several crucial steps must be taken to ensure that the programme is compliant and that learners receive the appropriate certification upon completion. Such administrative steps are extensive and can get complicated quickly – from registering the learnership programme and obtaining the approval of the relevant Sector Education and Training Authority (SETA) to ensuring that the training programme meets the requirements of the National Qualifications Framework (NQF) and Quality Council for Trades and Occupations (QCTO). From a people perspective, accredited facilitators and assessors must be engaged, and learners must be recruited, on-boarded and managed, while regular progress reports must be submitted to the SETA. All of which adds up to an unreasonable amount of work to expect a company to handle in-house.

 

The overwhelming business of learnerships

 

Companies undertaking such programmes must also be prepared to tackle immense administrative burdens such as manual document collection and quality checks, recruitment of learner candidates and suitable hosting, as well as lengthy and time-consuming programme registrations. Then comes the need to oversee portfolios of evidence along with internal and external moderation, all of which demand constant follow-up with the various SETAs that are all severely understaffed.

 

Frustration and extensive paperwork

 

One of the biggest sources of frustration is dealing with SETAs, whose approval processes can take up to eight months, causing unnecessary delays. Unfortunately, there are no shortcuts, and learners and businesses must wait for the approval. This cycle of constant following-up and continuous waiting is taxing on internal resources and their time and can become extremely discouraging.  The challenges of dealing with the various SETAs can be tough concerning disabled learners, or learnership outside the company’s sector. In addition, running learnership programmes requires a lot of technical paperwork, and each SETA has its strict submission requirements and format preferences. This causes a huge headache for both learnership participants and the organisation responsible for managing the programme. If training is not the organisation’s core business, it can be exhausting for employees to handle the extra workload. Hiring additional full-time staff might seem cheaper at first, but the costs can add up quickly, and managing these new employees is simply another problem for someone else to deal with.

 

Learnerships: whose burden is it, anyway?

 

Considering the value of learnership programmes in addressing our country’s skills and unemployment crisis, businesses should not have to face these bureaucratic hurdles unassisted. Nor is it logical for them to handle the stresses and headaches of learnership programmes alone. Instead, businesses should focus on their core revenue-generating activities and delegate the responsibility to training experts. By partnering with an accredited, reputable, and experienced training provider, the immense pressure of learnerships can be greatly reduced. This is because training partners have established relationships with the SETAs and are familiar with their specific regulations and procedures.

 

Outsourcing efficiency and results

 

A worthy training partner will have honed their efficiency at tackling every aspect and detail of training and learnership programmes, assuming total responsibility thereof for their client companies. By partnering with a specialist training provider (rather than keeping it in-house) companies can outsource their headaches and ensure that their budget and resources allocated to training are efficiently utilised, without the need to manage the performance of internal resources. Furthermore, an experienced training partner makes possible learnerships and training programmes beyond the scope of the company’s focus or industry. Practically speaking, if a company handled learnerships in-house, they’d only be able to offer three or four learnerships, but by joining forces with a training provider, they gain efficiency and cost-effectiveness on an unimaginable scale – with immediate access to up to 42 different learnerships and all the necessary trainers and materials required for each certification.

 

More skills, more jobs

 

A reliable training services provider will help businesses create clarity from confusion by taking responsibility for the administrative burden of learnerships, and setting up and running critical programmes that are compliant and recognised by the necessary skills development authorities. Not only will this help learners obtain their certifications as quickly and effectively as possible, but it also helps companies to achieve their training and skills development goals effectively. In so doing, this can open funding and Broad-Based Black Economic Empowerment (B-BBEE) opportunities for companies that can make learnerships a mutually beneficial process that is instrumental to filling educational gaps and increasing skills levels in South Africa. In turn, this will aid in critically addressing unemployment by creating the skills needed to fill the jobs that feed and grow our economy.

The year has barely begun, and we find ourselves in the middle of the 1st quarter of 2023. This is generally the time where many medium-to-large companies are facing BBBEE and financial year end deadlines, and most are in the planning phase for submission of their Workplace Skills Plan Targets and Annual Training Reports. We have found that accessing funding grants can be a challenging process for many individuals and organisations especially with the ever-changing SETA/QCTO Landscape.

 

Most larger companies have a comprehensive understanding of Grant Applications, but there are still so many emerging companies that do not necessarily know that a Workplace Skills plan (WSP) is a strategic proposal where you capture all your planned training for the coming year and the ATR is a report of actual training completed during the previous year, and what it entails. These organizations are often paying Skills Development Levies but don’t know how to access mandatory and discretionary grants. It has been a great pleasure to have helped emerging and established companies with their strategic planning, specifically unlocking of mandatory and discretionary grants. We continue to do so with any of our clients who require this service.

 

In most circles a perception exists that the SETA landscape is laden with red tape, and to some extent there is truth therein, but inversely any funder would have qualifying criteria for applicants. The challenge then is to have the understanding of how to navigate in this arena. To this day, we have found that there are still too many organisations missing the non-negotiable 30th April deadline for submission of their WSP/ATR which immediately results in BBBEE non-compliance for the Skills Development Category. It can only benefit your organization to meet this deadline, so that you are able to claim your Mandatory and Discretionary Grants. Not only do you fulfil a vital part of your BBBEE, but you can also use the discretionary grant funding to supplement or partially subsidize your training budget. Furthermore, should you opt for learnership interventions, the grant awarded results in the associated learnership tax incentives, which is always a win-win.

 

We always work to ensure that employers have the best opportunity for being awarded funding. However, we have often found that many companies do not adequately prepare their Pivotal Plan. Companies must declare their pivotal plans on their WSP and, when the discretionary windows open, apply for the pivotal training declared in their WSP and not derail from what they planned as it may very well result in not being awarded funding. When you are in the planning phase of your workplace skills plan, we encourage you to reach out to us so as to ensure that your planned interventions are recorded correctly from the get-go. We can then provide you with the appropriate guidance if needed and assist in the correct supporting documents for your application. It is always the culmination of a solid partnership of learner, employer and training provider that results in project success. Together, we can relish in niceties such as the recognition of the learner’s achievements and graduation ceremonies, and placement opportunities and promotions made possible for the beneficiaries of our training.

 

We continue to work tirelessly to bring skills solutions to industry and we look forward to helping you with your SETA applications. We are a provider that understands the National Skills Development Agenda and Strategy and are excited to play a meaningful part in creating a difference through skills development.