Institutes of Sectoral or Occupational Excellence (ISOE)

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Institutes of Sectoral or Occupational Excellence (ISOE)"

Transcription

1 Institutes of Sectoral or Occupational Excellence (ISOE)

2 1. Introduction and Purpose This document sets out the guidelines for the recognition and support of Institutes of Sectoral or Occupational Excellence (ISOEs). These guidelines are informed by the guidelines previously set by the Department of Labour. It incorporates the legislative background and a summary of the relevant imperatives from the National Skills Development Strategy III. It identifies principles of good practice and these are used in the document to inform the definition of an ISOE within the context of National Skills Development Strategy (NSDS). Minimum criteria are outlined and will guide Sector Education and Training Authorities (SETAs) in the identification of ISOEs for support and/or recognition. Finally, the document sets out the roles of the DoL and SETAs in the support and recognition of ISOEs. The purpose of the guidelines is intended to guide the MICT SETA in the implementation of one of the outputs of the NSDS III. 2. Defining an Institute of Sectoral or Occupational Excellence An ISOE is a provider institution, or body (cluster) of provider institutions or workplace provider/s, that offers training and learning opportunities within an occupational area in the advancement of a culture of excellence in skills development and lifelong learning. 3. Background Information 3.1 Skills Development Act The Skills Development Act of 1998 was established with amongst others the following purposes: 2 (1) (a) to develop the skills of the South African workforce (i) to improve the quality of the life of workers, their prospects of work and labour mobility; (ii) to improve productivity in the workplace and the competitiveness of employers; (iii) to promote self-employment; and (iv) to improve the delivery of social services; 1

3 (b) to increase the levels of investment in education and training in the labour market and to improve the return on that investment; (c) to encourage employers to - (i) use the workplace as an active learning environment; (ii) provide employees with the opportunities to acquire new skills; (iii) provide opportunities for new entrants to the labour market to gain work experience; and (iv) employ people who find it difficult to be employed; (d) to encourage workers to participate in learnership and other training programmes; (e) to improve the employment prospects of persons previously disadvantaged by unfair discrimination and to redress those disadvantaged through training and education; (f) to ensure the quality of education and training in and for the workplace; (g) to assist (i) (ii) (iii) work-seekers to find work; retrenched workers to re-enter the labour market; employers to find qualified employees; and (h) to provide and regulate employment services. In accordance with the Skills Development Act these purposes are to be achieved by: 2 (2) (a) establishing an institutional and financial framework comprising (i) the National Skills Authority; (ii) the National Skills Fund; (iii) a skills development levy-paying scheme as contemplated in the Skills Development Levies Act; (iv) SETAs; (v) labour centres; and (vi) the Skills Development Planning Unit; (b) encouraging partnerships between the public and private sectors of the economy to provide education and training in and for the workplace; and 2

4 (c) co-operating with the South African Qualifications Authority Implementing the Act In accordance with section 2(2) (a) of the Act, 25 Sector Education and Training Authorities (SETAs) were established in March 2000, there are now 21 SETAs in Each SETA is responsible for ensuring quality education and training, as directed by the National Skills Development Strategy (NSDS), within its respective economic sector. The National Skills Development Authority (NSA) is responsible for developing the National Skills Development Strategy (NSDS) at five-year intervals. This labour market intervention strategy sets national priorities in skills development to address the scarcity of skills and the lack of capacity within the current labour force to meet the challenges posed by economic growth and poverty alleviation. Further, SETAs are charged with: I. Developing the skills of the South Africa s workforce The Skills Development Act was promulgated to facilitate and incentivise skills development in the South African workforce to improve the quality of the life of workers, their prospects for work and labour mobility. It therefore also supports the improvement of productivity in the workplace and the competitiveness of employers. II. Emphasising the workplace as an active learning environment A further aim of the Act is to motivate employers to train and use the workplace as an active learning environment. SETAs have been established to ensure relevant quality education and training, within the framework of the NSDS, in their various economic sectors. A number of functions referred to in the Act relate to the implementation of learnerships, apprenticeships and skills programmes; thus emphasising assistance to employers that become involved and which use the workplace as an active learning environment. 3.3 NSDS III output Output of the NSDS III states reads as follows: SETAs research and identify middle level skills needs in their sectors and put in place strategies to address them, particularly through the use of the public FET colleges and universities of technology working in partnership with employers providing workplace based training. 3

5 As a SETA, we have listed the following as our measurement indicators with regards to this output: Strategy document approved by DHET. Documented and signed collaborative agreements with FETs, Universities of Technology in all provinces. Identified and recognised 2 ISOEs. The MICT will enter into MOUs with acclaimed research institutions, such as JCSE, supporting them in skills development initiatives 4. Criteria to recognise ISOEs These institutions are recognised because they are capable of a combination of the following, but not limited to: designing, developing, delivering and reporting on training in specific sectoral or occupational areas where scarce and/or critical skills have been identified, supported by best practice and transformational objectives; simulating workplace application scenarios and work practices to ensure that successful learners have as seamless as possible a transition into jobs; providing access to technologically relevant equipment; providing access to emerging best practice in training, and related to the specific occupations, as well as with regional and international training institutes, practitioner and/or research bodies; delivering training that meets industry demands in terms of relevance and quality; and co-operating with and acknowledged by employers or employer bodies in a way which ensures a high intake and placement rate of learners. 5. Minimum requirements applicable to an ISOE receiving SETA support/recognition Bearing in mind the definition of an ISOE, the following minimum conditions should be in place for a SETA to recognise and support an ISOE. Prospective ISOEs should be able: (i) To demonstrate that they are or can become an industry-focused institute of training excellence; (ii) To demonstrate that they have a commitment to excellence and innovation and that their practices support this criteria; 4

6 (iii) To be identified by SETAs on the basis of demonstrated capacity and engagement with the sector. This requirement is not designed to prevent other institutions from applying for recognition as occupational or sectoral institutes of excellence, but rather aims to ensure that at least one of each of the five ISOEs that the SETA is to recognise and support, has previously been engaged in improving quality, relevance and intake of learners to meet the demand for sectoral skills; (iv) To be recognised or acknowledged as providing training to meet occupational needs, preferably in those areas where scarce and/or critical skills have been identified. Thus, they will have the ability to deliver critical occupational skills that are linked to relevant economic drivers or learning programmes that will produce skilled people who can make a positive contribution to the South African economy that also competes globally; (v) To be able to deliver learning programmes against various levels in the specified occupation and not only a single level qualification. The focus should thus be a one- stop-shop for a career path for a specific occupation or occupational group, and should include at least related skills programmes and qualifications; (vi) To co-operate with SETA or SETAs and employers or employer bodies; demonstrate the potential to function as a hub in co operation with, and drawing on, established partnerships and to network with other centres of excellence in support of transformation in the country (i.e. equity, partnerships with emerging providers, CBOs, NGOs co operatives, rural participation, etc); (vii) To have a placement strategy and mechanisms to track learners and report on learner placements, promotions, etc; (viii) To meet the SETA ETQA requirements of accreditation (as a provider of education and training programmes, as well as have approval for specific programmes or qualifications); (ix) To practice good corporate governance; sound human resources practices and to comply with all relevant legislation (i.e. BBBEE, EE, etc.); (x) To have in place an efficient and effective reporting, administrative, technological, communication and financial systems, including separate accounts for any SETA funding, towards the ISOE. Although the above criteria suggest that an ISOE should be an established entity with a track record in effective skills development, SETAs are encouraged to support emerging providers acting in partnership with institute of excellence. 5

7 6. Possible institutional forms for ISOEs In order for a SETA to develop an ISOE strategy, it is important to clarify what form/s these could take. This could be one or a combination of the following: An ISOE could arise from a collaboration of providers across a sector/s or an occupation/s; An ISOE could be an occupationally based teaching and learning institution, faculty, or department within the FET or HET bands, as a single entity, or consortium of providers; An ISOE could be a work-based, or college or university-based or a combination of these; An ISOE could be a centre of innovation and research that supports growth and development of skills within a sector. 7. List of MICT ISOEs The MICT SETA has over the years bestowed the following Institutions with an ISOE status: Institution Province Type of Institution SmartXchange Kwazulu-Natal Incubator (SMME development) Cape IT Initiative (CITI) Western Cape Incubator (SMME development) Joburg Centre For Software Gauteng Training Provider Engineering (JCSE) Center for Education Policy Gauteng Research Development Supersport (Multichoice) Gauteng Training Provider Innovation Hub - Coachlab Gauteng Incubator Vuselela FET North- West Training Provider Nkoka Gauteng Training Provider Creative Arts Kwazulu-Natal Training Provider 6

Information on Education and Training Quality Assurance (ETQA)

Information on Education and Training Quality Assurance (ETQA) Information on Education and Training Quality Assurance (ETQA) 1 Information on Education and Training Quality Assurance (ETQA) Vision: To be recognised as the leader in the development of a highly skilled

More information

GUIDELINES PREPARATION OF A WORKPLACE SKILLS PLAN

GUIDELINES PREPARATION OF A WORKPLACE SKILLS PLAN GUIDELINES PREPARATION OF A WORKPLACE SKILLS PLAN 1 INDEX 1. Preface 1.1 Definitions 1.2 Skills Development Vision 1.3 Skills Development Mission 1.4 Education, Training and Development 2. Legislative

More information

Guideline on the completion of the Workplace Skills Plan and Annual Training Report for Employer in the Safety & Security Sector

Guideline on the completion of the Workplace Skills Plan and Annual Training Report for Employer in the Safety & Security Sector Guideline on the completion of the 2014-2015 Workplace Skills Plan and 2013 2014 Annual Training Report for Employer in the Safety & Security Sector Submission Date: 30 th April 2014 SASSETA SECTOR GUIDE

More information

Contents Page. List of Acronyms and Glossary page 3

Contents Page. List of Acronyms and Glossary page 3 Skills Development Facilitator Guidelines 2015 Contents Page List of Acronyms and Glossary page 3 1. Background 8 2. Legislation 9 Legislation and Structures 9 The Skills Development Act 9 Objectives of

More information

South Africa: National Skills Survey, 2007

South Africa: National Skills Survey, 2007 South Africa: National Skills Survey, 2007 Commissioned by the Department of Labour October 2008 Andrew Paterson, Mariette Visser & Jacques du Toit Education Science and Skills Development Research Programme

More information

TABLE OF CONTENTS. 5. THE SKILLS-LEVY INSTITUTIONS... 23 5.1 SETAs... 23 5.2 The National Skills Fund... 24

TABLE OF CONTENTS. 5. THE SKILLS-LEVY INSTITUTIONS... 23 5.1 SETAs... 23 5.2 The National Skills Fund... 24 TABLE OF CONTENTS MINISTER S FOREWORD... 3 1. VISION... 5 2. MISSION... 5 3. PURPOSE OF NSDS III... 5 3.1 What is NSDS III?... 8 3.2 NSDS III and the Human Resource Development Strategy for South Africa...

More information

AGREEMENT AS AMENDED ON 06 DECEMBER 2002

AGREEMENT AS AMENDED ON 06 DECEMBER 2002 INFORMATION & COMMUNICATION TECHNOLOGIES SECTOR SUMMIT AGREEMENT AS AMENDED ON 06 DECEMBER 2002 1. INTRODUCTION 1.1 At the Presidential Jobs Summit in 1998 Nedlac constituencies Government, organised Labour,

More information

GETTING STARTED with Fasset

GETTING STARTED with Fasset GETTING STARTED with Fasset 086 101 0001 Contents What is Fasset? 1 Where does Fasset get its income from? 2 How do I find out if I am registered for the SDL? 2 What process do I follow if I am exempt

More information

The Role of the Skills Development Facilitator and New Developments in Skills Development. Handbook

The Role of the Skills Development Facilitator and New Developments in Skills Development. Handbook The Role of the Skills Development Facilitator and New Developments in Skills Development May 2010 Facilitated by Fasset Handbook The views expressed in this document are not necessarily those of Fasset

More information

FASSET MANAGEMENT CONSULTING LEARNERSHIP PROJECT NOVEMBER

FASSET MANAGEMENT CONSULTING LEARNERSHIP PROJECT NOVEMBER FASSET MANAGEMENT CONSULTING LEARNERSHIP PROJECT NOVEMBER 2002 November 2002 Page 1 of 86 Table of contents 1 ACRONYMS AND GLOSSARY OF TERMS...4 2 EECUTIVE SUMMARY...6 2.1 PROFILE OF THE PROFESSION...7

More information

PROFILE: PHEKO H.R: Consulting & Resourcing services

PROFILE: PHEKO H.R: Consulting & Resourcing services PROFILE: PHEKO H.R: Consulting & Resourcing services Introduction Why use PHEKO H.R: consulting & resourcing services? Every business, regardless of its size, spends a large portion of time dealing with

More information

Strategic Plan 2014/15 2016/17

Strategic Plan 2014/15 2016/17 Strategic Plan 2014/15 2016/17 TABLE OF CONTENTS Chairperson s Foreword 3 Chief Executive Officer s Foreword 4 PART A: STRATEGIC OVERVIEW 1. Situational Analysis and Overview 5 Vision 5 Mission 5 Values

More information

SKILLS DEVELOPMENT STRATEGY: NEW FUNDING REGULATIONS AND HOW IT WILL IMPACT ON EMPLOYERS IN THE AGRICULTURAL SECTOR.

SKILLS DEVELOPMENT STRATEGY: NEW FUNDING REGULATIONS AND HOW IT WILL IMPACT ON EMPLOYERS IN THE AGRICULTURAL SECTOR. SKILLS DEVELOPMENT STRATEGY: NEW FUNDING REGULATIONS AND HOW IT WILL IMPACT ON EMPLOYERS IN THE AGRICULTURAL SECTOR. Employers with an annual payroll exceeding R500 000 is required by law to pay a 1% of

More information

Learning Framework for Local Government

Learning Framework for Local Government Learning Framework for Local Government Local Government should aspire to building learning municipalities in which employees acquire knowledge, skills and attitudes from their daily experience, educational

More information

MICT SETA STAKEHOLDER ROADSHOW

MICT SETA STAKEHOLDER ROADSHOW MICT SETA STAKEHOLDER ROADSHOW 2013 NSDS Target Target AGENDA Agenda TIME DESCRIPTION PRESENTER 09h00 09h10 Welcome and Introduction Benedict Motau 09h10 09h20 MICT SETA Overview Marketing & Communications

More information

Scarce and Critical. Skills Guide 2 0 1 5

Scarce and Critical. Skills Guide 2 0 1 5 Education, Training and Development Practices Sector Education and Training Authority Scarce and Critical Skills Guide 2 0 1 5 The ETDP SETA continues to work tirelessly to address the scarce and critical

More information

Revised Social and Labour Plan Guidelines. Revised Social and Labour Plan Guidelines

Revised Social and Labour Plan Guidelines. Revised Social and Labour Plan Guidelines 1 1. INTRODUCTION... 4 1.1 Purpose of the guidelines... 4 1.2 Definitions... 4 1.3 Objectives of the Social and Labour Plan... 5 1.4 Submission of the Social and Labour Plan... 5 1.5 Applicability of the

More information

Emerging Trends and Patterns in The HRD and Skills Development Framework and Research. February 2010 Andre Keet

Emerging Trends and Patterns in The HRD and Skills Development Framework and Research. February 2010 Andre Keet Emerging Trends and Patterns in The HRD and Skills Development Framework and Research February 2010 Andre Keet The Political Economy of the Skills Crisis Apartheid debt and deficits Economic Growth and

More information

Accreditation Application form

Accreditation Application form Accreditation Application form SASSETA SERVES THE FOLLOWING INDUSTRIES: Legal Investigation and Private Security Policing Correctional Services Justice National Intelligence Agency South African Secret

More information

Fasset Guide to Procurement How to submit tenders / RFPs / RFBs

Fasset Guide to Procurement How to submit tenders / RFPs / RFBs Fasset Guide to Procurement How to submit tenders / RFPs / RFBs 1 P age FOREWORD In an effort to achieve its objectives and in line with National Skills Development targets, Fasset strives to promote open,

More information

Information Booklet: Registration of Private Further Education and Training Colleges. Third Edition

Information Booklet: Registration of Private Further Education and Training Colleges. Third Edition Information Booklet: Registration of Private Further Education and Training Colleges Third Edition INFORMATION BOOKLET: REGISTRATION OF PRIVATE FURTHER EDUCATION AND TRAINING COLLEGES Contact details for

More information

Human Resources Management & Development

Human Resources Management & Development BUSINESS SCHOOL Human Resources Management & Development Build your future the INTEC way NQF Agent Programme INTEC Programme Career Programme Career Booster Career Starter Job Creator Self Enrichment Programme

More information

2015/16 PIVOTAL GRANT FUNDING GUIDELINES

2015/16 PIVOTAL GRANT FUNDING GUIDELINES 2015/16 PIVOTAL GRANT FUNDING GUIDELINES Learnerships Programmes supporting learners with Disabilities Internships Masters and Executive Bursaries Work Readiness/ Work Based experience programmes Other

More information

Acronyms... 1. Purpose of this manual... 2. Section 1: Background to the accreditation process... 2. 1. Skills development strategy...

Acronyms... 1. Purpose of this manual... 2. Section 1: Background to the accreditation process... 2. 1. Skills development strategy... Table of Contents Acronyms... 1 Purpose of this manual... 2 Section 1: Background to the accreditation process... 2 1. Skills development strategy... 2 2. The SETAs... 5 2.1. Skills planning... 5 2.2.

More information

Quality Assurance Framework Draft Policy for the Quality Council for Trades and Occupations Department of Labour First Version 26.07.

Quality Assurance Framework Draft Policy for the Quality Council for Trades and Occupations Department of Labour First Version 26.07. Quality Assurance Framework Draft Policy for the Quality Council for Trades and Occupations Department of Labour First Version 26.07.2008 Department of Labour Quality Council for Trades and Occupations

More information

Tshwane Tourism Associations Members Meeting (Hotel 224, Pretoria)

Tshwane Tourism Associations Members Meeting (Hotel 224, Pretoria) Tshwane Tourism Associations Members Meeting (Hotel 224, Pretoria) Sipho Claassen Acting Executive Manager Marketing and Communications 22 January 2015 Overview CATHSSETA was formally known as THETA until

More information

MQA EDUCATION AND TRAINING QUALITY ASSURANCE

MQA EDUCATION AND TRAINING QUALITY ASSURANCE EDUCATION AND TRAINING QUALITY ASSURANCE EDUCATION AND TRAINING QUALITY ASSURANCE 1. Functions The proviso for the accreditation of Education and Training Quality Assurance (ETQA) bodies was promulgated

More information

Annual Performance Plan 2015/16

Annual Performance Plan 2015/16 Annual Performance Plan 2015/16 Official sign-off It is hereby certified that this Annual Performance Plan: was developed by the management of the Services SETA in consultation with the Department of

More information

Introduction to STEP 1

Introduction to STEP 1 LEARNERSHIP IMPLEMENTATION PROCESS - 10 STEPS Diagram of the 10-step implementation process Introduction to STEP 1 The importance of planning Learnership implementation Before you take the first step on

More information

The Role of the Skills Development Facilitator and New Developments in Skills Development. Handbook

The Role of the Skills Development Facilitator and New Developments in Skills Development. Handbook The Role of the Skills Development Facilitator and New Developments in Skills Development May 2011 Facilitated by Fasset Handbook Table of Contents TABLE OF CONTENTS... 1 TABLE OF ACRONYMS... 2 INTRODUCTION...

More information

DEPARTMENT OF LABOUR

DEPARTMENT OF LABOUR DEPARTMENT OF LABOUR How to start up a learnership: A guide for employers Government has introduced a training programme called leanerships. Employers play a crucial role in the implementation of learnerships.

More information

The Skills Development Element

The Skills Development Element Annexure A: Skills Development Element & BEE audit requirements/procedure The Skills Development Element The Skills Development Scorecard comprises three indicators: the first two measure monetary spend

More information

YOUR FREQUENTLY ASKED QUESTIONS (FAQs) (Questions with... Answers)

YOUR FREQUENTLY ASKED QUESTIONS (FAQs) (Questions with... Answers) Call Centre and Client services DHET Toll free number: 0800 872 222 Fax number: 012 321 1324 Email: Callcentre@dhet.gov.za YOUR FREQUENTLY ASKED QUESTIONS (FAQs) (Questions with... Answers) 1. Financial

More information

Employment Laws in South Africa

Employment Laws in South Africa Employment Laws in South Africa South African labour legislation: Influenced internationally through the ILO (International Labour Organisation), division of United Nations. South Africa is a member state

More information

National and provincial labour market: Youth

National and provincial labour market: Youth Statistical release P0211.4.2 National and provincial labour market: Q1: Q1: Embargoed until: 05 June 14:30 Enquiries: Forthcoming issue: Expected release date: User Information Services Tel: 012 310 8600/4892/8390

More information

LIFELONG LEARNING STRATEGY - G20 MEETING

LIFELONG LEARNING STRATEGY - G20 MEETING LIFELONG LEARNING STRATEGY - G20 MEETING MARCH 2010 CONTENTS EXECUTIVE SUMMARY BUSINESS STRATEGY ON LIFELONG LEARNING... i INTRODUCTION... 1 ACCESS TO QUALITY EDUCATION AND VOCATIONAL TRAINING FOR ALL...

More information

Skills Development-Fuel for Global Competitiveness. Rre Elijah Litheko: CEO Institute of People Management

Skills Development-Fuel for Global Competitiveness. Rre Elijah Litheko: CEO Institute of People Management Skills Development-Fuel for Global Competitiveness Rre Elijah Litheko: CEO Institute of People Management Skills Development-Policy Directives Skills Development/Levy Acts National Skills Development Strategy

More information

MODERNISING HIGHER EDUCATION

MODERNISING HIGHER EDUCATION MODERNISING HIGHER EDUCATION Strategic commitment and practical application Brahea Centre at the University of Turku Bridging higher education and the society Introduction Modernisation of higher education

More information

HUMAN RESOURCES DEVELOPMENT STRATEGY FOR THE PUBLIC SERVICE 2002 2006 FIRST EDITION

HUMAN RESOURCES DEVELOPMENT STRATEGY FOR THE PUBLIC SERVICE 2002 2006 FIRST EDITION HUMAN RESOURCES DEVELOPMENT STRATEGY FOR THE PUBLIC SERVICE 2002 2006 FIRST EDITION FOREWORD BY THE MINISTER In his address at the occasion of the 90 th Anniversary of the ANC in January 2002, the President

More information

REPUBLIC OF SOUTH AFRICA HIGHER EDUCATION AND TRAINING LAWS AMENDMENT ACT

REPUBLIC OF SOUTH AFRICA HIGHER EDUCATION AND TRAINING LAWS AMENDMENT ACT REPUBLIC OF SOUTH AFRICA HIGHER EDUCATION AND TRAINING LAWS AMENDMENT ACT No, GENERAL EXPLANATORY NOTE: [ ] Words in bold type in square brackets indicate omissions from existing enactments. Words underlined

More information

COMPANY PROFILE. Stanley Hutcheson & Associates

COMPANY PROFILE. Stanley Hutcheson & Associates COMPANY PROFILE 2015 Stanley Hutcheson & Associates Stanley Hutcheson & Associates (SHA), a Management Consultancy Firm established in 2002, specialising in a range of services in order to improve employee

More information

ACT : INCOME TAX ACT NO. 58 OF 1962 SECTION : SECTION 12H SUBJECT : ADDITIONAL DEDUCTION FOR LEARNERSHIP AGREEMENTS CONTENTS

ACT : INCOME TAX ACT NO. 58 OF 1962 SECTION : SECTION 12H SUBJECT : ADDITIONAL DEDUCTION FOR LEARNERSHIP AGREEMENTS CONTENTS INTERPRETATION NOTE: NO. 20 (Issue 6) DATE: 27 November 2015 ACT : INCOME TAX ACT NO. 58 OF 1962 SECTION : SECTION 12H SUBJECT : ADDITIONAL DEDUCTION FOR LEARNERSHIP AGREEMENTS CONTENTS PAGE Preamble...

More information

ETQA ADMINISTRATOR. Salary: R175 266. 84 per annum (All Inclusive Package)

ETQA ADMINISTRATOR. Salary: R175 266. 84 per annum (All Inclusive Package) ETQA ADMINISTRATOR Salary: R175 266. 84 per annum (All Inclusive Package) ETQA Administrator. The successful applicant will be based in Pseta offices in Hatfield, Pretoria and will report to the ETQA Manager.

More information

The Media, Information and Communication Technologies Sector Education and Training Authority Sector Skills Plan 2013 2018

The Media, Information and Communication Technologies Sector Education and Training Authority Sector Skills Plan 2013 2018 The Media, Information and Communication Technologies Sector Education and Training Authority Sector Skills Plan 2013 2018 November 2012 Version 1.3 FOREWORD TABLE OF CONTENTS Abbreviations Used in this

More information

DEPARTMENT OF HIGHER EDUCATION AND TRAINING DEPARTEMENT VAN HOËR ONDERWYS EN OPLEIDING

DEPARTMENT OF HIGHER EDUCATION AND TRAINING DEPARTEMENT VAN HOËR ONDERWYS EN OPLEIDING 52 No. 37783 GOVERNMENT GAZETTE, 4 JULY 2014 DEPARTMENT OF HIGHER EDUCATION AND TRAINING DEPARTEMENT VAN HOËR ONDERWYS EN OPLEIDING No. 520 4 July 2014 FURTHER EDUCATION AND TRAINING COLLEGES ACT, 2006

More information

Mining Qualifications Authority

Mining Qualifications Authority Mining Qualifications Authority ANNUAL REPORT 2012 2013 Honourable MinisterS it is OUR pleasure TO present the Annual Report of the Mining Qualifications Authority (MQA) for the financial year 1 April

More information

Retail s Contribution and Strategies for Job Creation and Retention A SUMMARY

Retail s Contribution and Strategies for Job Creation and Retention A SUMMARY Retail s Contribution and Strategies for Job Creation and Retention A SUMMARY 2 Retail s contribution and strategies for job creation and retention The retail sector, with its large footprint in both urban

More information

SECTOR SKILLS PLAN : 2012 update

SECTOR SKILLS PLAN : 2012 update 1 SECTOR SKILLS PLAN 2011 2016: 2012 update ABBREVIATIONS AND ACRONYMS ABET AET AGRISETA ASSA ATR B-BBEE BEE CATHSSETA CEP CJI COFESA CSIR DHET EEA EPWP ESETA ETDP ETQA FAIS (ACT) FDI FET FMCG GAIN GCSE

More information

Framework 1 for Cooperation in the provision of Career Development (Information, Advice and Guidance) Services in South Africa

Framework 1 for Cooperation in the provision of Career Development (Information, Advice and Guidance) Services in South Africa Framework 1 for Cooperation in the provision of Career Development (Information, Advice and Guidance) Services in South Africa October 2012 Notes 1.1 This framework is one of the outputs of Government

More information

Analysing HRD needs in the Public Service: a South African Experience

Analysing HRD needs in the Public Service: a South African Experience HUMAN RESOURCE DEVELOPMENT FOR THE PUBLIC SERVICE Analysing HRD needs in the Public Service: a South African Experience Presented by Ms Colette Clark DPSA Deputy Director-General: Human Resources Management

More information

GA-RANKUWA ECO- FURNITURE FACTORY

GA-RANKUWA ECO- FURNITURE FACTORY GA-RANKUWA ECO- FURNITURE FACTORY An initiative of the Department of Environmental Affairs Eco-Furniture Programme in partnership with the City of Tshwane Contributing to a Nation at Work Introduction

More information

12 th National Public Service Trainers Forum Conference. Suzanne Hattingh MD: Learning for Performance Improvement

12 th National Public Service Trainers Forum Conference. Suzanne Hattingh MD: Learning for Performance Improvement 12 th National Public Service Trainers Forum Conference Suzanne Hattingh MD: Learning for Performance Improvement Key aspects of Learnership implementation Employer Qualification Training provider workplace

More information

Improving quality and expanding the further education and training college system to meet the need for an inclusive growth path

Improving quality and expanding the further education and training college system to meet the need for an inclusive growth path Improving quality and expanding the further education and training college system to meet the need for an inclusive growth path Anthony Gewer 2010 Page 2 Contents Introduction 4 Brief overview of progress

More information

TETA RECOGNITION OF PRIOR LEARNING POLICY AND CRITERIA

TETA RECOGNITION OF PRIOR LEARNING POLICY AND CRITERIA TETA RECOGNITION OF PRIOR LEARNING POLICY AND CRITERIA Rev 0 1 Contents 1. OVERVIEW AND INTRODUCTION...3 2. PURPOSE...3 3. RPL POLICY...3 4. TETA RPL CRITERIA...4 4.1. Training of Key Personnel and Registration

More information

Reference Manual for Skills Development Facilitators

Reference Manual for Skills Development Facilitators Reference Manual for Skills Development Facilitators 2015 Our Vision: To be recognised as the leader in the development of a highly skilled knowledge-based information society. Our Mission: The MICT SETA

More information

QUALIFICATION HANDBOOK

QUALIFICATION HANDBOOK QUALIFICATION HANDBOOK Level 3 Certificate in Logistics Operations (3439-03) April 2011 Version 2.0 Qualification at a glance Subject area City & Guilds number 3439 Logistics Operations Age group approved

More information

choice, develop the skills and knowledge we require for future roles and help tackle recruitment difficulties. However, the purpose of this work is tw

choice, develop the skills and knowledge we require for future roles and help tackle recruitment difficulties. However, the purpose of this work is tw 5 15/311 PERTH AND KINROSS COUNCIL Executive Sub-Committee of Strategic Policy and Resources Committee 30 July 2015 WORKFORCE MANAGEMENT RECRUITMENT MEASURES AND LEARN TO TEACH PROGRAMME Report by Corporate

More information

Understanding Recognition of Prior Learning in the context of Organised Labour: wertyuiopasdfghjklzxcvbnmqwertyuio. Opportunities and Challenges

Understanding Recognition of Prior Learning in the context of Organised Labour: wertyuiopasdfghjklzxcvbnmqwertyuio. Opportunities and Challenges qwertyuiopasdfghjklzxcvbnmqwertyui opasdfghjklzxcvbnmqwertyuiopasdfgh jklzxcvbnmqwertyuiopasdfghjklzxcvb nmqwertyuiopasdfghjklzxcvbnmqwer tyuiopasdfghjklzxcvbnmqwertyuiopas dfghjklzxcvbnmqwertyuiopasdfghjklzx

More information

Minister Blade Nzimande: Higher Education and Training Dept Budget Vote 2015/16

Minister Blade Nzimande: Higher Education and Training Dept Budget Vote 2015/16 Minister Blade Nzimande: Higher Education and Training Dept Budget Vote 2015/16 13 May 2015 Honourable Speaker Cabinet Colleagues and Deputy Ministers Deputy Minister of Higher Education and Training Honourable

More information

COPYRIGHT. Terms of Reference. for Coordination, Delivery, Monitoring and Evaluation of Sectoral Funded Training Programmes

COPYRIGHT. Terms of Reference. for Coordination, Delivery, Monitoring and Evaluation of Sectoral Funded Training Programmes Terms of Reference for Coordination, Delivery, Monitoring and Evaluation of Sectoral Funded Training Programmes Terms of Reference for Coordination, Delivery, Monitoring and Evaluation of Sectoral Funded

More information

CONTENTS. Introducing the Charter page 2. Charter in Action page 3. Key Partners page 3. Challenge to Employers page 4. Voluntary Commitments page 4

CONTENTS. Introducing the Charter page 2. Charter in Action page 3. Key Partners page 3. Challenge to Employers page 4. Voluntary Commitments page 4 CONTENTS Introducing the Charter page 2 Charter in Action page 3 Key Partners page 3 Challenge to Employers page 4 Voluntary Commitments page 4 Benefits to Employers page 5 Management of the Charter page

More information

Appendix 5 Outcome 5: A skilled and capable workforce to support an inclusive growth path

Appendix 5 Outcome 5: A skilled and capable workforce to support an inclusive growth path Appendix 5 Outcome 5: A skilled and capable workforce to support an inclusive growth path 1. National Development Plan (NDP) 2030 Vision and Trajectory As committed by government in the National Development

More information

LEARNING AND COMPETENCE 2020. Strategy of the Finnish National Board of Education (FNBE)

LEARNING AND COMPETENCE 2020. Strategy of the Finnish National Board of Education (FNBE) LEARNING AND COMPETENCE 2020 Strategy of the Finnish National Board of Education (FNBE) Enhancing studies and provision of education and training Strengthening teaching personnel s competence Leading and

More information

Humber Expression of Interest Questionnaire

Humber Expression of Interest Questionnaire The Hooper Building Guildhall Road Hull HU1 1HJ 0300 330 20 10 Humber Expression of Interest Questionnaire European Structural and Investment Fund Strategic Programme- The Skills Programme (Hull, East

More information

What you need to know about this Skills programme

What you need to know about this Skills programme What you need to know about this Skills programme Explain this Road Traffic Management (Road Traffic Law Enforcement) skills programme to me This is a skills programme offered in modular format, a part

More information

ADDRESS BY THE MINISTER OF LABOUR: HONOURABLE MN OLIPHANT, AT THE 26 th ANNUAL LABOUR LAW CONFERENCE

ADDRESS BY THE MINISTER OF LABOUR: HONOURABLE MN OLIPHANT, AT THE 26 th ANNUAL LABOUR LAW CONFERENCE 1 ADDRESS BY THE MINISTER OF LABOUR: HONOURABLE MN OLIPHANT, AT THE 26 th ANNUAL LABOUR LAW CONFERENCE Delivered by Mr. Les Kettledas, Deputy Director General: Labour Policy and Industrial Relations SANDTON

More information

FINANCIAL ADVISORY AND INTERMEDIARY SERVICES ACT 37 OF 2002 DETERMINATION OF FIT AND PROPER REQUIREMENTS FOR FINANCIAL SERVICES PROVIDERS, 2008

FINANCIAL ADVISORY AND INTERMEDIARY SERVICES ACT 37 OF 2002 DETERMINATION OF FIT AND PROPER REQUIREMENTS FOR FINANCIAL SERVICES PROVIDERS, 2008 FINANCIAL ADVISORY AND INTERMEDIARY SERVICES ACT 37 OF 2002 DETERMINATION OF FIT AND PROPER REQUIREMENTS FOR FINANCIAL SERVICES PROVIDERS, 2008 Published under Board Notice 106 in Government Gazette 31514

More information

Our programmes seek to offer: >> INDUSTRY SUPPORT Create a body of knowledge for the collective benefit of all stakeholders in the industry.

Our programmes seek to offer: >> INDUSTRY SUPPORT Create a body of knowledge for the collective benefit of all stakeholders in the industry. AVOID THE DETOURS A vital contributor to the success and profitability of many organisations, from farming, to manufacturing, to mining has been Logistics and Supply Chain Management skills and services.

More information

NATIONAL POLICY ON COMMUNITY COLLEGES OCTOBER 2014 DRAFT

NATIONAL POLICY ON COMMUNITY COLLEGES OCTOBER 2014 DRAFT NATIONAL POLICY ON COMMUNITY COLLEGES OCTOBER 2014 DRAFT TABLE OF CONTENTS ACRONYMS AND ABBREVIATIONS... 2 SECTON 1: BACKGROUND AND CONTEXT... 3 SECTION 2: PRINCIPLES UNDERPINNING THE ESTABLISHMENT OF

More information

Sector Skills Plan 2011 2016: 2011 UPDATE

Sector Skills Plan 2011 2016: 2011 UPDATE Sector Skills Plan 2011 2016: 2011 UPDATE Purpose Inseta s purpose is to grow the pool and quality of scarce and critical skills in the insurance sector, enhancing the sector and supporting the country

More information

Human Resources Management

Human Resources Management Human Resources Management With one of the most employer-recognised colleges Programme Types offered at Damelin Correspondence College Programme Types offered at Damelin Correspondence College (DCC) 1.

More information

Section A: Company background

Section A: Company background APPENDIX B Designed Questionnaire Section A: Company background Please mark the appropriate alternative with a cross (X). 1. Where is your organisation situated? Vanderbijlpark Vereeniging Meyerton Other

More information

General Business Courses

General Business Courses General Business Courses With one of the most employer recognised colleges Programme Types offered at Damelin Correspondence College Programme Types offered at Damelin Correspondence College (DCC) 1. National

More information

You will have a strong track record of good or better teaching and learning delivery, whilst achieving high levels of student success.

You will have a strong track record of good or better teaching and learning delivery, whilst achieving high levels of student success. TITLE: Lecturer in Accounting WORKING WITH: Hart Learning and Development REMUNERATION: 25,000 to 38,000 LOCATION: Hertfordshire Hart Learning & Development is a progressive learning and development business

More information

ACCREDITATION CRITERIA FOR CONSTITUENT PROVIDERS FALLING WITHIN THE PRIMARY FOCUS OF THE LGSETA

ACCREDITATION CRITERIA FOR CONSTITUENT PROVIDERS FALLING WITHIN THE PRIMARY FOCUS OF THE LGSETA ACCREDITATION CRITERIA FOR CONSTITUENT PROVIDERS FALLING WITHIN THE PRIMARY FOCUS OF THE LGSETA Page 1 of 8 PREAMBLE This criteria document has been developed in line with the SAQA policy for the Accreditation

More information

SKILLS TRANSFER INTERVENTIONS

SKILLS TRANSFER INTERVENTIONS Pro-Active Assessment and RPL College SKILLS TRANSFER INTERVENTIONS TRAINING BROCHURE Freedom Through Knowledge Accredited B-BBEE Level 1 ASSESSMENT AND RPL COLLEGE (Pty) Ltd BACKGROUND: Pro-Active Assessment

More information

Implementing the Higher Apprenticeship in Construction Operations Management

Implementing the Higher Apprenticeship in Construction Operations Management Implementing the Higher Apprenticeship in Construction Operations Management A National Apprenticeship Service approved Higher Apprenticeship development project Frequently Asked Questions 1. What is the

More information

Assessment Criteria The learner can: 1.1 Describe the purpose of a team

Assessment Criteria The learner can: 1.1 Describe the purpose of a team Unit Title: Set objectives and provide support for team members OCR Unit No: 50 Sector Unit No: MSC B5 Level: 3 Credit value: 5 Guided learning hours: 35 Unit purpose and aim This purpose of this unit

More information

Foundation Degree in Events Management. 3 Final Award, Programme Title and Modes of Study: FT and PT. 4 Normal Duration: 2 YEARS.

Foundation Degree in Events Management. 3 Final Award, Programme Title and Modes of Study: FT and PT. 4 Normal Duration: 2 YEARS. Nottingham Trent University Programme Specification Loughborough College Basic Programme Information 1 Awarding Institution: Nottingham Trent University 2 School/Campus: Loughborough College 3 Final Award,

More information

SEYCHELLES POLICY ON HIV/AIDS IN THE WORKPLACE

SEYCHELLES POLICY ON HIV/AIDS IN THE WORKPLACE SEYCHELLES POLICY ON HIV/AIDS IN THE WORKPLACE TABLE OF CONTENTS 1. GENERAL STATEMENT 2. OBJECTIVES 3. DEFINITIONS 4. SCOPE 5. KEY PRINCIPLES 6. COMMITMENTS 7. RESPONSIBILITY 8. IMPLEMENTATION 9. POLICY

More information

LEARNING, TRAINING & DEVELOPMENT POLICY

LEARNING, TRAINING & DEVELOPMENT POLICY LEARNING, TRAINING AND DEVELOPMENT POLICY & PROCEDURES DESCRIPTION TITLE: POLICY NUMBER : COMPILED BY: LEARNING, TRAINING & DEVELOPMENT POLICY HRE/11/08/CO DIVISION OF HUMAN RESOURCES AND EQUITY EFFECTIVE

More information

Careers Policy. Date: April 2016 Date approved by Management Committee: Signature of Chair of Management Committee:

Careers Policy. Date: April 2016 Date approved by Management Committee: Signature of Chair of Management Committee: Careers Policy Date: April 2016 Date approved by Management Committee: Signature of Chair of Management Committee: To be reviewed: Annually 1 General Statement The Link School prides itself on being a

More information

THE INFORMAL SECTOR AND THE CHALLENGES OF DEVELOPMENT IN SOUTH AFRICA

THE INFORMAL SECTOR AND THE CHALLENGES OF DEVELOPMENT IN SOUTH AFRICA THE INFORMAL SECTOR AND THE CHALLENGES OF DEVELOPMENT IN SOUTH AFRICA Lindile L. Ndabeni, Ph.D., and Rasigan Maharajh, Ph.D., Human Development and Knowledge Economy, Centre for Development Economics and

More information

The Berkeley Apprenticeship Scheme

The Berkeley Apprenticeship Scheme The Berkeley Apprenticeship Scheme In partnership with A great opportunity to Earn while you Learn What is an apprenticeship? Apprenticeships develop a motivated, skilled and qualified workforce. An Apprenticeship

More information

Faculty of Health and Wellbeing. Centre for Work-Based Learning and Continuing Development

Faculty of Health and Wellbeing. Centre for Work-Based Learning and Continuing Development Faculty of Health and Wellbeing Centre for Work-Based Learning and Continuing Development INTRODUCTION Canterbury Christ Church University Be part of our inspiring and welcoming community Canterbury Christ

More information

THE TAX PROFESSIONAL LEARNERSHIP

THE TAX PROFESSIONAL LEARNERSHIP THE TAX PROFESSIONAL LEARNERSHIP CONTENT 1. What is the Tax Professional Learnership? 2 2. Who should enrol for the Learnsership? 2 3. What is a Learnership? 3 4. How does the Learnership lead to Professional

More information

Workbook for Apprentices

Workbook for Apprentices Workbook for Apprentices Employee Rights and Responsibilities (ERR) plus Appendix A Declaration for certification Page 1 of 16 About this workbook This workbook has been designed for Higher Apprentices

More information

Recommendation 195. Recommendation concerning Human Resources Development: Education, Training and Lifelong Learning

Recommendation 195. Recommendation concerning Human Resources Development: Education, Training and Lifelong Learning Recommendation 195 International Labour Office Geneva Recommendation concerning Human Resources Development: Education, Training and Lifelong Learning Recommendation 195 Recommendation concerning Human

More information

EXECUTIVE SUMMARY. Audit Report on PC Training and Business College

EXECUTIVE SUMMARY. Audit Report on PC Training and Business College HIGHER EDUCATION QUALITY COMMITTEE EXECUTIVE SUMMARY Audit Report on PC Training and Business College Report of the HEQC to PC Training and Business College September 2007 Didacta Building, 211 Skinner

More information

THE NEED FOR A LEARNERSHIP IN TAXATION

THE NEED FOR A LEARNERSHIP IN TAXATION THE NEED FOR A LEARNERSHIP IN TAXATION RESEARCH REPORT SUBMITTED TO FASSET FINAL: 31 MAY 2009 RESEARCH CONDUCTED BY ACRONYMS AND ABBREVIATIONS ACCA CA CHE Fasset NQF OFO QCTO SAICA SAIPA SAIT SARS Association

More information

Executing Authority Accounting Officer Applied legislation, policies and circulars. 39. Index 40 41

Executing Authority Accounting Officer Applied legislation, policies and circulars. 39. Index 40 41 Contents Introduction i - ii Part 1: (Refer to divider page for detail) Executing Authority.. 1-23 Part 2: (Refer to divider page for detail) Accounting Officer 24-38 Appendices Appendix 1: Applied legislation,

More information

Effective Education for Employment: Focus Group Workshop Cape Town, South Africa

Effective Education for Employment: Focus Group Workshop Cape Town, South Africa Effective Education for Employment: Focus Group Workshop Cape Town, South Africa Sponsored by Edexcel and prepared by White Loop Jim Playfoot Creative Director, White Loop Contents Introduction 3 Summary

More information

University Strategy. 2015/16 to 2020/21

University Strategy. 2015/16 to 2020/21 University Strategy 2015/16 to 2020/21 OUR VISION We will deliver transformational education, research and innovation by... Recognising and sustaining our strengths in undergraduate education and growing

More information

SPEECH BY HONOURABLE SENZENI ZOKWANA, MP, MINISTER OF AGRICULTURE, FORESTRY AND FISHERIES DELIVERED AT THE STUDENT ROUND-TABLE DISCUSSIONS

SPEECH BY HONOURABLE SENZENI ZOKWANA, MP, MINISTER OF AGRICULTURE, FORESTRY AND FISHERIES DELIVERED AT THE STUDENT ROUND-TABLE DISCUSSIONS SPEECH BY HONOURABLE SENZENI ZOKWANA, MP, MINISTER OF AGRICULTURE, FORESTRY AND FISHERIES DELIVERED AT THE STUDENT ROUND-TABLE DISCUSSIONS 30 JUNE 2015 1 Director-General of DAFF; DDGs of DAFF, colleges

More information

PUBLIC SERVICE AND ADMINISTRATION COURSES. Shifting knowledge to insight. enterprises.up.ac.za. To register online visit

PUBLIC SERVICE AND ADMINISTRATION COURSES. Shifting knowledge to insight. enterprises.up.ac.za. To register online visit PUBLIC SERVICE AND ADMINISTRATION COURSES Shifting knowledge to insight enterprises.up.ac.za To register online visit www.enterprises.up.ac.za 1 Contents Company Overview 3 Introduction 4 Finance 6 Public

More information

ARM CORPORATE SOCIAL INVESTMENT POLICY

ARM CORPORATE SOCIAL INVESTMENT POLICY ARM CORPORATE SOCIAL INVESTMENT POLICY 1. PREAMBLE ARM associates itself with the growing corporate awareness of the need to invest in sustainable social development. The company approves the annual budget

More information

The Benefits of Apprenticeships in the NHS

The Benefits of Apprenticeships in the NHS The Benefits of Apprenticeships in the NHS Apprenticeships are a vital component of the Talent for Care national strategic framework to develop and make the most of a support workforce that is strong,

More information

PREFERENTIAL PROCUREMENT AND ENTERPRISE DEVELOPMENT POLICY

PREFERENTIAL PROCUREMENT AND ENTERPRISE DEVELOPMENT POLICY ATNS PREFERENTIAL PROCUREMENT AND ENTERPRISE DEVELOPMENT POLICY PROMULGATED BY : CHIEF FINANCIAL OFFICER EFFECTIVE DATE : 08 APRIL 2014 ENQUIRIES : SENIOR MANAGER: PROCUREMENT APPLICABLE TO : ALL ATNS

More information

PROGRAMME OBJECTIVE:

PROGRAMME OBJECTIVE: IMPLEMENTATION OF THE APPRENTICESHIP PROGRAMME, FOR THE CITY OF CAPE-TOWN, TO ADDRESS CRITICAL AND SCARCE SKILLS. 09 JULY 2013 VICTORIA CHABANGU MPHARU HLOYI AND PETER JOHN ADONIS PROGRAMME OBJECTIVE:

More information

GRADE 12 BUSINESS STUDIES LEARNER NOTES

GRADE 12 BUSINESS STUDIES LEARNER NOTES SENIOR SECONDARY IMPROVEMENT PROGRAMME 2013 GRADE 12 BUSINESS STUDIES LEARNER NOTES 1 The SSIP is supported by TABLE OF CONTENTS LEARNER NOTES SESSION TOPIC PAGE 3 1. Legislation skills development act

More information