Scarce & Critical Skills 2009/10. merseta Projects Office - Research & Development

Transcription

1 Scarce & Critical Skills 2009/10 merseta Projects Office - Research & Development

2 Message from General Manager, Projects This summary of the annual Sector Skills Plan review for provides a snapshot of the scarce and critical skill needs in this sector, derived through extensive consultation with stakeholders in the merseta. These most recent skills requirements for each of the five Chambers, Metals, Plastics, Automotive, New Tyre and Motor, were developed against the background of a tumultuous year for the sector, where we have seen significant job-losses across several categories of occupations. Invariably this list is underpinned by various contextual considerations as stakeholders applied their minds to their sectors and the objective skills conditions required for economic recovery. We look forward to the input of our stakeholders in further refining this list as we move on to 2010 and beyond, and need to thank the Chamber committee members who have so willingly given their time to the important task of sector skills planning. Derrick Peo General Manager, Projects 2 merseta

3 Scarce & Critical Skills 2009/10 CONTENTS OVERVIEW AND ACKNOWLEDGEMENTS 5 SCARCE AND CRITICAL SKILLS 6 1 Introduction 6 2 South African skills shortages 6 3 Definitions 7 4 An Overview of skills shortage trends in the sector Metal Chamber Auto Chamber Motor Chamber New Tyre Chamber Plastics Chamber 18 5 Overview 20 APPENDIX 21 Appendix 1: Chamber scarce skills lists 21 Appendix 1.1: Metal Chamber 21 Appendix 1.2: Auto Chamber 23 Appendix 1.3: Motor Chamber 27 Appendix 1.4: New Tyre Chamber 29 Appendix 1.5: Plastics Chamber 31 Appendix 2: Executive summary of sector skills plan update for 2009/ Leaders in Closing the Skills Gap 3

4 Table 1: Skills in demand in Metal Chamber 9 Table 2: Number of personnel in demand by occupational category in the Metal Chamber 10 Table 3: Priority skills in the Auto Chamber (by OFO code) 11 Table 4: Number of personnel in demand by occupational category in the Auto Chamber 13 Table 5: Priority skills in demand in the Motor Chamber 13 Table 6: Number of personnel in demand by occupational category in the Motor Chamber 15 Table 7: Significant occupations in demand for the New Tyre Chamber 17 Table 8: Proportion of skills in demand by occupational category in the New Tyre Chamber 17 Table 9: Occupations in demand in the Plastics Chamber 18 Table 10: Demand in plastics sub-sector by OFO category 19 Figure 1: Occupations most in demand in the Metal Chamber 9 Figure 2: Five occupations most in demand in the Auto Chamber 11 Figure 3: Proportional distribution of personnel demand by type of qualification: Auto Chamber 12 Figure 4: List of the occupations most in demand in the Motor Chamber 14 Figure 5: List of the occupations most in demand in the New Tyre Chamber 15 Figure 6: List of the occupations most in demand in the Plastics Chamber 19 Figure 7: The merseta top ten skills needs for 2009/10 (by merseta Chambers) 20 4 merseta

5 Scarce & Critical Skills 2009/10 Overview and acknowledgements This summarised version of the Sector Skills Plan ( ) provides a snapshot of the larger Sector Skills Plan: 2009/10 Review which provides the context for the development of these skill needs. That report documents key scarce and critical skill sets as determined by our stakeholders. This report incorporates chapter four of that report and contains the appendices which describes a comprehensive account of the skill needs of the various chambers within merseta. The process of developing these skills is the culmination of processes initiated in July It therefore represents the collective endeavours of a range of stakeholders. My thanks to the merseta Governing and Executive Committees for providing the enabling framework that made the extensive stakeholder involvement possible. The leadership of Dr Raymond Patel provides the guiding inspiration for the success of this work. The insight and encouragement of our chairperson, Ms Jeanne Esterhuizen, is similarly appreciated. The role of those inside the organisation including Mr Tom Mkwnazi and his team, the members of the research and development chamber sub-committee, my colleagues in the projects division under the dedicated leadership of Derrick Peo need special mention. Linda Nxumalo, Romiela Pillay and Owen Steyn and their team for their efficiency in getting information at somewhat unreasonable speed need to be acknowledged. My thanks and gratitude to Ms Vuyokazi Kibido who provided essential logistical support and Dr Jeffy Mukora and Ms Mariette Visser who provided technical assistance also needs to be acknowledged. I trust that you will find this a useful report and that it will aid you in your efforts at responding to the national development challenges. As I reiterated in the comprehensive document, now the hard work starts. Let s use the document to ensure that we strive towards an equitable, effective and dedicated workforce designed to catapult the South African manufacturing industry in the direction of what we know it can be a world class leader in transformative and appropriate skills development. We have much to do, quickly. I thank you Dr Salim Akoojee Research and Development Manager: merseta Leaders in Closing the Skills Gap 5

6 SCARCE AND CRITICAL SKILLS 1. INTRODUCTION This report deals with projected scarce and critical skills needs in the Manufacturing, Engineering and Related Services Sector Education and Training Authority for The information for this report comes from work undertaken by the merseta Chamber Research and Development sub-committee. 1 The methodology to identify the skills needs uses survey data derived from a merseta sample survey conducted in 2006, supplemented by various merseta data sources. The various scarce and critical skills lists are therefore the result of intensive stakeholder engagement which has yielded a list of occupational skills deemed by stakeholders to be scarce and critical at present. Using the Organising Framework for Occupations (OFOs) as a basis for reporting, despite its numerous challenges, means that there is a uniform basis for reporting scarcity. There is an important proviso to skills shortages and the national development challenge: the lists should be considered in the light of the national need for achieving a workplace guided by the imperatives of equity. There is an over-arching and all-encompassing necessity to ensure that the South African workplace reflects the diversity of our people at every level and it is therefore imperative to ensure the internal (in-company) skilling of people disadvantaged in the past by race or gender. The concerns and requirements of women, African, Coloured and Indian people as identified in employment equity legislation, together with those of the disabled, have to be accommodated. Importantly, we must vigorously ensure that those inflicted with the scourge of HIV/Aids are not ignored in our pursuit of immediate responses to scarce and critical skills needs. 2. SOUTH AFRICAN SKILLS SHORTAGES The skills shortage has been identified both anecdotally and empirically (see for instance Woolard and Leibrand, 2003 and DoL 2008). While this places special emphasis on the role of skills supply and the responsibility of various public and private institutional formations to deal with the challenge, private sector involvement is crucial in resolving the historical legacy. The Joint Initiative of Priority Skills Acquisition (JIPSA), 2 identified a range of skills shortages which include: 1 The process of developing scarcity is indeed contested and merseta is engaged in a process of developing a more systemic tool for identification to be utilised in the Five Year Sector Skills Plan ( ) 2 While this initiative has been replaced by the Human Resources Strategy for South Africa, the document is still under consideration and is in a comment phase. In the interim, JIPSA considerations still pertain. 6 merseta

7 Scarce & Critical Skills 2009/10 Lack of high-level, world-class engineering and planning skills for the network industries transport, communications and energy which are all at the core of our infrastructural programme; Lack of artisan and technical skills, with priority attention to be given to these infrastructural building blocks; Poor teacher training for mathematics, science, information and communication technologies (ICT) and language competence in public education; Lack of specific skills required by the priority AsgiSA sectors starting with tourism and business processes; outsourcing and cross-cutting skills required by all sectors, especially finance; project managers and managers in general; and Lack of skills relevant to the local economic development requirements of municipalities, especially development economists. Survey data reveals that there is a significant gap between industry needs and the availability of a pool of readily available skills to fill this gap. In particular, the shortages in technical and trades skills, together with higher order critical skills such as project management, quality management and supervision provide the context for skills needs in this sector, which suggests that a stronger partnership between industry and tertiary institutions is required in order to ensure that supply responds to demand. 3. DEFINITIONS The definitions provided by the Department of Labour in the Framework for Identifying & Monitoring Scarce & Critical Skills, was used as a guideline to specify scarce and critical skills. The definitions are identified below: Scarce skills: Defined as those occupations in which there is a scarcity of qualified and experienced people, currently or anticipated in the future. Critical skills: Defined as specific key or generic and top-up skills within an occupation. Critical skills include key or generic skills (including SAQA critical cross-field outcomes) e.g. cognitive, language, literacy and mathematical skills. The DoL guideline (referred to above) describes the possible reasons for skills scarcity. Absolute scarcity Absolute scarcity refers to situations in which suitably skilled people are not available, i.e., where there is a new or emerging occupation, or a complete lack of skilled people. Absolute scarcity also refers to situations where there is a replacement demand, i.e. there are no people enrolled or engaged in the process of acquiring the required skills in order to replace the current workforce. Relative scarcity Relative scarcity describes a situation in which skilled people are available, but do not meet other employment criteria. Sub-categories of relative scarcity include the following: Leaders in Closing the Skills Gap 7

8 Geographical location, e.g. skilled people are unwilling to work outside urban areas; and Equity considerations, i.e. skilled people are available, but do not meet the company s equity requirements. Replacement demand refers to those currently enrolled in education and training programmes and who are in the process of acquiring the necessary skills but are not available in the short-term to meet the replacement demand as it will take a number of years before they qualify. The scarce and critical skills list is expected to represent a source for responding to the current skills gaps in the country. The list is also used to assist the SETA in the identification of skills development interventions, necessary as a response to the specified areas of skills shortage. The development of a scarce and critical skills list is therefore crucial in the quest for a demand-centred skills development delivery strategy. The notion of priority skills (as used by JIPSA) is also used in this report. Priority skills, those that are required by the sector for resolution of immediate skills shortages, are the basis for this report and the discussion around skills requirements. We also use the term Priority skills to reflect the skills needs deemed most pressing by those within the sector. This might incorporate both scarce and critical categories. 4. AN OVERVIEW OF SKILLS SHORTAGE TRENDS IN THE SECTOR The following section documents the scarce and critical lists for the period. The various SETA Chambers including, Metal, Motor (including retail), Auto, New Tyre and Plastics represent the organised merseta sectors. The Organising Framework of Occupations (OFO codes) is used as the primary category of analysis and is supplemented, where appropriate, with specialisations in some of the categories. This section summarises the key skills considered most in demand. The complete list for each chamber is available in Appendix 1 of this document. 4.1 Metal Chamber Figure 1 and Table 1 summarise the key priority skills for the metal sector for the period. In the category of most in demand occupations, Crane, Hoist or Lift Operator (OFO ), Machine Setter and Minder (OFO Code ), and Fitter (OFO Code ) are the top three. Demand in this sector exceeds the 2000 mark. Combined, these three occupations comprise more than half (77 percent) of the total skills needs in this sub-sector (Table 1). 8 merseta

9 Scarce & Critical Skills 2009/10 Figure 1: Occupations most in demand in the Metal Chamber The top three occupational categories are followed by four occupations that make up a little over a third of the skills needs of this sub-sector. The occupational categories of Engineering Production System Worker (OFI Code ), Welder (OFO Code ), Toolmaker (OFO Code ), and Metal engineering process worker (OFO Code ) represent occupational categories in demand. Table 1: Skills in demand in Metal Chamber OFO Code Occupation Specialisation Demand % Share of total Crane, Hoist or Lift Operator Includes but not exclusive to Forklift Driving (Skill Level 2) Metal Manufacturing Machine Setter and Minder (Skill Fitter (General) (Skill CNC (Computer Numeric Control Operator)/ Diesel Fitter/ Engineering Fitter/Fitter Machinist/ Fitter Machinist/ General Mechanical Engineering Trades Workers/ Mechanic (Diesel and Heavy Earthmoving Equipment)/ Machine Setter/ Mechanic/Maintenance Fitter/Pump Fitter Leaders in Closing the Skills Gap 9

10 OFO Code Occupation Specialisation Demand % Share of total Engineering Production Level Systems Worker (Skill Level 2) Welder / Welder (First Class) Template Maker/Welding/Welding Tradesperson (Skill Toolmaker (Skill Die Castor/Die Cutter-Maker/Jig Maker/Press Toolmaker/ Tool Jig and Die Maker/Tool and/or Die Maker Metal Engineering Process Worker (Skill Level 1) Foundry Worker Table 2 indicates the demand categories of this sub-sector by broad occupational categories. While managers represent the least important category, national equity priorities suggest that a much more concerted attempt needs to be made to provide management opportunities to designated groups in terms of the equity considerations outlined above. This is also relevant for Technicians and Trades Workers (58%) and Machinery Operators and Drivers, (34%) of the total skills need of this sub-sector. Table 2: Number of personnel in demand by occupational category in the Metal Chamber. OFO category Demand Percentage 1. Managers 200 1% 3. Technicians and Trades Workers % 7. Machinery Operators and Drivers % 8. Elementary Workers % Total % The category of elementary workers (at 6 percent) means that a significant contribution can be made, immediately and with minimal skills investment, to bring job creation imperatives in line with government s latest initiatives. 10 merseta

11 Scarce & Critical Skills 2009/ AUTO CHAMBER The Auto sub-sector skills needs have to be understood in the light of the latest economic downturn. Some attention is nevertheless given to skills needs for the foreseeable future, in anticipation of an economic turnaround. Figure 2: Five occupations most in demand in the Auto Chamber Figure 2 shows the predominance of Mechatronics skills, indicating the fusion of computergenerated technologies with mechanical skills. This comprises almost half of the skills needs in this sector. Mechatronics (OFO Code ) comprises 25 percent, while Automotive Motor Mechanic (OFO Code ) makes up another 24 percent. Other categories are less significant in the overall skills requirements of the sector. Table 3: Priority skills in the Auto Chamber (by OFO code) OFO Code Occupation Qualification level Specialisation NQF Level Mechatronics Technician (Skill Automotive Motor Mechanic (Skill Millwright (Skill Demand % Share of total Mechatronics Learnership Maintenance 2 to Artisan Mechatronic Engineering Degree Engineering Planning Mechatronics Diploma 9 1 Total % Motor Mechanic Learnership/ Apprenticeship Millwright Apprenticeship Maintenance Artisan Leaders in Closing the Skills Gap 11

12 OFO Code Occupation Qualification level Specialisation NQF Level Automotive Electrician (Skill Mechanical Engineer (Skill Level 5) Industrial Engineer (Skill Level 5) Source: Extracted from Chamber data 2009 Demand % Share of total Autotronics Auto Electrician 2 to Auto Electrician Apprenticeship 1 0 Mechanical Engineering Degree/ Diploma Process Engineer 5 to Industrial Engineering Diploma 31 3 Industrial Engineering Degree Engineering Planning The Chamber has been able to identify the qualification levels that would be able to supply the skills in demand. Figure 3 shows the need for Learnerships (47 percent) followed by Apprenticeships (18 percent) and Engineering Diplomas (17 percent), with this category making up a combined 35 percent of the total. It also makes up 82 percent of total supply, leaving university-level degree requirements, including Engineering, Commerce and Social Science, at 18 percent. This suggests that considerable foresight is necessary in the identification of skills that are not hard technical skills, but are nevertheless crucial to the continued viability of the sector and its attempt to become world-class. Figure 3: Proportional distribution of personnel demand by type of qualification: Auto Chamber 12 merseta

13 Scarce & Critical Skills 2009/10 The Auto Chamber s skills needs by OFO category in Table 4 indicates considerable demand in the Technicians and Trades Workers category (71 percent), followed by Professionals (18 percent) and then Managers (10 percent). The need for sales workers will probably diminish as a result of the economic recession, with re-skilling a likely scenario. Table 4: Number of personnel in demand by occupational category in the Auto Chamber OFO Category Demand Percentage 1. Managers 88 10% 2. Professionals % 3. Technicians and Trades Workers % 6. Sales Workers 6 1% Total % 4.3 MOTOR CHAMBER Almost one third (31 percent) of the skills in demand in the Motor Chamber is in the categories of Small Business Manager (OFO code ), described as Productions Operation Manager, Site Fuel Retail Owner (8 percent) and Team Manager (23 percent) as shown in Table 30 below. That nearly (7 680) skills are required in this sub-sector is likely to be a significant driver for training interventions. This category is followed by Automotive Motor Mechanic (OFO Code ), at 18 percent, and Panel Beaters (OFO Code ) at 10 percent. These, combined, make up almost two-thirds (59 percent) of all skills needed in this sub-sector. Table 5: Priority skills in demand in the Motor Chamber OFO Code Occupation Description Demand % Share of total Small Business Managers Production Operations Manager (Small Fuel Retail Site Owner) (Skill Level 4) Team Manager (Shift Manager, Lower Level Site Manager or a Team Leader in the Service Station context) (Skill Total Automotive Motor Mechanic Motor Mechanic General (Skill Panel Beater (Skill Panel Beater Retail Manager (General) (Skill Business Manager (Retail Management) Level 4) Motorcycle (and Scooter) Mechanic (Skill Motorcycle Mechanic /2 Motor Vehicle or Caravan Salesperson (Skill Level 2)/ Automotive Parts Salesperson (Skill Level 2) Sales: New and old vehicles, parts, service and motorcycles Leaders in Closing the Skills Gap 13

14 OFO Code Occupation Description Demand % Share of total Corporate Services Manager (Skill Level 5) Corporate Service Manager (Service Station Owner) Vehicle Painter (Skill Automotive Spray Painter Diesel Motor Vehicle Mechanic Diesel Mechanic (Skill Industrial Engineer (Skill Level 5) Component Manufacturing Vehicle Body Builder (Skill Vehicle Body Builder Metal Machinist (First Class) (Skill Metal Machinist (First Class) 100 Automotive Machinist 250 Total Automotive Electrician (Skill Automotive Electrician Welder/Welder (First Class) (Skill Welder/Welder First Class Cost Clerk (Skill Level 2) Costing Clerk (warranty, costing, administrative, estimation and assessor key staff) The predominance of management skills in demand in this sub-sector is also illustrated in Figure 4 which shows the need for Small Business Managers (OFO Code ) as well as Retail Managers (OFO Code ). Chamber specific technical skills includes Panel Beaters (OFO Code ), Automotive Motor Mechanic (OFO Code ) and Motorcycle/Scooter Mechanics (OFO Code ). Figure 4: List of the occupations most in demand in the Motor Chamber 14 merseta

15 Scarce & Critical Skills 2009/10 Table 6 shows the occupational categories in demand. Technicians and Trades workers is the category most in demand, followed by Managers (43 percent). There is a real need for the upskilling of middle level personnel to management level, which would require additional technical skills. The inclusion of sales personnel and elementary level machinery operators and drivers means that skills interventions outside of the merseta are also required. Table 6: Number of personnel in demand by occupational category in the Motor Chamber OFO Category Demand Percentage 1. Managers % 2. Professionals 980 4% 3. Technicians and Trades Workers % 5. Clerical and Administrative Workers 300 1% 6. Sales Workers % 7. Machinery Operators and Drivers 877 4% Total % Overall, the need for technical and managerial personnel means that particular interventions are necessary. Leaders in Closing the Skills Gap 15

16 4.4 NEW TYRE CHAMBER The scarce and critical list for the New Tyre Chamber is centred around Rubber Production Machine Operators (OFO Code ) as is shown in Table 7. Within this OFO Code, Tyre Builders (24 percent) represent the most in-demand occupational classification, followed by Steel and Fabric Calendering Specialists (8 percent). This is followed by Rubber Compounding (7 percent) and Extruders (7 percent). These make up almost half (46 percent) of all skills needs in the sector. Table 7: Significant occupations in demand for the New Tyre Chamber OFO Code Occupation Description Demand % Share of total Rubber Production Machine Operator Tyre Builders (Skill Level 2) Steel & Fabric Calendering 55 8 Rubber Moulding Machine 47 7 Operators Extruders 48 7 Rubber Compounding (Banbury s 30 4 and 2 Roll Mills) Rubber Compounders 28 4 Fabric Calendering 23 3 Banbury Roller Die Operator 21 3 Balanceman 20 3 Force Operator 18 3 Bead Creeling 17 2 Banbury Control Room Operator 2 0 Total for group Rubber Factory Worker (Skill Level 1) Service Operator / Supplyman Rubber Factory Worker (Skill Level 1) Tyre Finisher & Examiner Product Examiners (Skill Level 2) Production Manager Production/Operations Manager Earthmover Specialist 1 (Manufacturing) (Skill Level 5) Technology Team Leader 1 2 Truck Tyre Specialist 1 15 Total for Group Electrician (General) (Skill Electricians Electrician (General) (Skill Fitters Fitter (General) (Skill In-Service Trainee (Mechanical) Mechanical Engineering Technologists Tyre Sales Representative 20 3 (Skill Level 5) Sales Representatives (Industrial Products) (Skill Level 5). In terms of skill needs of different occupational (OFO) codes, Figure 5 shows the six categories of skill most in demand in the sector. In addition to Rubber Production Machine Operator (discussed 16 merseta

17 Scarce & Critical Skills 2009/10 above), other skills required include Fitter (OFO Code ), Electrician (OFO Code ), Product Examiner (OFO Code ), Sales Representatives (OFO Code ) and Mechanical Engineering Technologists (233505) in plastics. Figure 5: List of the occupations most in demand in the New Tyre Chamber Table 8 shows the proportion of skills in demand in the New Tyre Chamber. Machine Operators represent the predominant category (68 percent), followed by Technicians and Trades Workers (14 percent) and Professionals (11 percent). There is clearly a need for skills initiatives for machine operatives. Table 8: Proportion of skills in demand by occupational category in the New Tyre Chamber OFO Category Demand Percentage 1. Managers 17 2% 2. Professionals 75 11% 3. Technicians and Trades Workers 96 14% 5. Clerical and Administrative Workers 1 0% 7. Machinery Operators and Drivers % 8. Elementary Workers 35 5% Total % The following generic skills were identified in addition to the scarce skills listed. These include management (first line and middle management, basic PC literacy for NQF 2 level and below, Leaders in Closing the Skills Gap 17

18 root cause analysis/ problem solving/trouble shooting, planning/scheduling, computer proficiency): Excel, Power Point, in-house systems, PLC training for electricians, SAP, and finance for nonfinancial persons. 4.5 PLASTICS CHAMBER The Plastics Chamber scarce and critical skills list in Table 34 shows that the sub-sector s most critical skill is Plastics Production Operator and Plastic Cable-making Machine Operator, (classified as OFO code and ), comprising 44 percent of total demand in the sub-sector. This is followed by Plastics Composite Trades Worker (OFO 39906) and Plastics Manufacturing Machine Setter and Minder (OFO ), both at 11 percent. These three occupational sets make up two-thirds (66 percent) of all skills needs in the sector. Table 9: Occupations in demand in the Plastics Chamber Occupation Code Occupation Description 2009/10 Demand Plastics Production Machine Operator (General) (Skill Level 2) Plastic Cable-making Machine Operator (Skill Level 2) Reinforced Plastics and Composite Trades Worker (Skill Plastics Manufacturing Machine Setter and Minder (Skills Demand % Share of total Operator Setter Small Business Managers (Skill Level 4) First Line Manager Plastics and Composites Factory Worker (Skill Level 1) Laminator Plastics Fabricator or Welder (Skill Level 2) Thermoplastic Fabricator Plastics Manufacturing Technician (Skill Level 4) Plastician Figure 6 identifies the extent of sub-sector occupational requirements for production machine operators and other occupational categories. The need for plastics production machine operators far exceeds those for other occupational categories in the sector. 18 merseta

19 Scarce & Critical Skills 2009/10 Figure 6: List of the occupations most in demand in the Plastics Chamber. The demand indicated in Table 10 shows that Machine Operators (46 percent) and Technicians and Trades Workers (34 percent) make up 80 percent of all skills requirements. Managers make up a significant 14 percent, indicating the possibility for in-company mobility with skills development interventions. Table 10: Demand in plastics sub-sector by OFO category OFO Category Demand Percentage 1. Managers % 3. Technicians and Trades Workers % 7. Machinery Operators and Drivers % 8. Elementary Workers 300 7% Not listed 20 0% Total % There is some possibility of employment prospects for those outside of the sector, with Elementary Workers making up 7 percent of total demand. Leaders in Closing the Skills Gap 19

20 5. OVERVIEW OF MERSETA SKILL NEEDS 2009/10 The most important skills by OFO code are represented in Figure 7 below, which identifies the top ten skills list of the merseta by OFO code. Figure 7: The merseta top ten skills needs for by (merseta Chambers) Metal Chamber Crane, Hoist or Lift Operato (Skill Level 2 ) Metal Manufacturing Machine Setter and Minder (Skill MERSETA SCARCE AND CRITICAL SKILLS Auto Chamber Mechtronics Technician (Skill Level 3 ) Automotive Motor Mechanic (Skill Motor Chamber Small Business Managers (Skill Level 3 ) Automotive Motor Mechanic (Skill New Tyre Chamber Rubber Production Machine Operator (Skill Level 2 ) Fitter (General) (Skill Plastics Chamber Plastics Production Machine Operator (Skill Level 2 ) Reinforced Plastics and Composite Trades Worker (Skill 20 merseta

21 Scarce & Critical Skills 2009/10 APPENDIX APPENDIX 1: CHAMBER SCARCE SKILLS LISTS APPENDIX 1.1: METAL CHAMBER OFO Code Occupation Description Specialisation Demand % Share of total Crane, Hoist or Lift Operator (Skill Level 2) Metal Manufacturing Machine Setter and Minder (Skill Fitter (General) (Skill Engineering Production Systems Worker (Skill Level 2) Welder/Welder (First Class) (Skill Toolmaker (Skill Metal Engineering Process Worker (Skill Level 1) Metal Fabricator (Skill Millwright (Skill Metal Machinist (First Class) (Skill Sheet Metal Trades Worker (Skill Mobile Plant Operator Technical Operator Fitter (General) Metal Production Operator Level 4 Welder/Welder (First Class) Toolmaker Metal Engineering Process Worker/ Product Examiner Foundry Worker Metal Fabricator (Coded Welder Boilermaker) Millwright (Electromachanician) Metal Machinist (Turner Machinist) Metal Machine Setter/Metal Turner Sheet Metal Trades Worker Includes but not exclusive to Forklift Driving Monitors and controls mechanical 23 and operational efficiency of production facilities, equipment, plant and related resources in the production of metals CNC (Computer Numeric Control Operator)/ Diesel Fitter/Engineering Fitter/Fitter Machinist/ Fitter Machinist General Mechanical Engineering Trades Workers/Mechanic (Diesel and Heavy Earthmoving Equipment)/ Machine Setter/ Mechanic/ Maintenance Fitter/Pump Fitter Template Maker/Welding/Welding Tradesperson Die Caster/Die Cutter-Maker/Jig Maker/Press- Toolmaker/Tool Jig and Die Maker/Tool and/or Die Maker Fabrication Engineer (Welding)/ Heavy Fabrication Engineer/ Metal Fabricator/Structural Steel Tradesperson Sheet Metal Engineer/Patternmaker/ Process Worker Leaders in Closing the Skills Gap 21

22 OFO Code Occupation Description Specialisation Demand % Share of total Electrican (General) (Skill Air-conditioning and Refrigeration Technician (Skill Fitter and Turner (Skill Lift Mechanic (Skill Production/ Operations Manager (Manufacturing) (Skill Level 5) Electronic Instrument Trades Worker (General) (Skill Metal Polisher (Skill Structural Steel Erector (Skill Level 2) Plumber (General) (Skill Precision Instrument Maker and Repairer (Skill Bricklayer (Skill Electrician Air-conditioning, Refrigeration & Ventilation Fitter and Turner Lift Mechanic Production/ Operations Manager Instrument Mechanician Metal Polisher Electro Polisher/Metal Cleaner/ Finisher/ Aluminium Stainless Steel Fabricator/Metal Spinner/Sheeter/ Metalwork Specialist Steel Erector Rigging 80 0 Pipe Fitter Pipe Fitter descriptor: Install and maintains water, air, hydraulic and high pressure pipes and pipe systems Precision Scale Technician 50 0 Instrument Maker and Repairer (SL3) Refractory Mason merseta

23 Scarce & Critical Skills 2009/10 Appendix 1.2: Auto Chamber Table 11.1: Priority skills in the Auto Chamber (by OFO code) OFO Code Occupation Qualification level Specialism Sales and Marketing Manager (Skill Level 5) Personnel / Human Resource Manager (Skill Level 5) Engineering Manager (Skill Level 5) B.Commerce- Marketing/ Business Science B.Social Science : Human Resources Process Instrumentation Diploma Sales & Marketing specialist NQF Level Demand % Share of total Practitioner Maintenance Technician Supply and Distribution Manager (Skill Level 5) Logistics Manager Material planner ICT Project Manager (Skill Level 5) Systems Engineering (Hard-& Software) IT Specialist Newspaper or Periodical Editor (Skill Level 5) P.R. Communications B.A. Journalism Accountant (General) (Skill Level 5) Internal Auditor (Skill Level 5) Chemical Engineer (Skill Level 5) Civil Engineering Technologist (Skill Level 5) Chartered Accountancy (CA) Finance B Comm Degree Internal Audit B Comm Audit Chemical Engineering Diploma Chemical Engineering Degree Civil Engineering Degree Accountant Paint Specialisation Electrical Engineer (Skill Level 5) Electrical Engineering Diploma Electronics Engineer (Skill Level 5) Electrical / Electronic Engineering Degree Electronic Equipment Mechanician Quality Engineer Industrial Engineer (Skill Level 5) Mechanical Engineer (Skill Level 5) Industrial Engineering Diploma Industrial Engineering Degree Mechanical Engineering Degree / Diploma Engineering Planning Process Engineer to Leaders in Closing the Skills Gap 23

24 OFO Code Occupation Qualification level Specialism NQF Level Demand % Share of total Automotive Electrician (Skill Automotive Motor Mechanic (Skill Autotronics Auto Electrician Apprenticeship Motor Mechanic Learnership / Apprenticeship Auto Electrician 2 to Fitter (General) (Skill Fitting Learnership 13 1 Fitter Apprenticeship Metal Machinist (First Class) (Skill Toolmaker (Skill Millwright (Skill Turner Machinist 1 0 Tool jig & Die maker Learnership Toolmaker Apprenticeship Millwrights Apprenticeship Maintenance Artisan Mechatronics Technician (Skill Mechatronics Learnership Mechatronic engineering Degree Maintenance Artisan Engineering Planning 2 to Panel Beater (Skill Electrician (General) (Skill Retail Buyer (Skill Mechatronics Diploma 9 1 Automotive Body Repair Apprenticeship PDR (Soft ding repair) Electrical Learnership 20 2 Electrical Apprenticeship Purchasing Dipl./B Comm merseta

25 Scarce & Critical Skills 2009/10 Table 11.2: Priority skills demand by specialisation and qualification category: Auto Chamber. Number Percentage Qualification category Apprenticeship Commerce Degree Engineering Degree Engineering Diploma Journalism Degree Learnership Social ScienceDegree Total Apprenticeship Mechanical (Mechanic) Commerce Degree Mechatronics Electrical/ Electronis Engineering Millwrights Commerce Mechanical Engineering Industrial Engineering Electrical (Electrician) Mechatronics Engineering Engineering Degree Engineering Diploma Journalism Degree Learnership Social ScienceDegree Total Leaders in Closing the Skills Gap 25

26 Qualification category Number Apprenticeship Commerce Degree Engineering Degree Engineering Diploma Journalism Degree Learnership Social ScienceDegree Total Percentage Apprenticeship Commerce Degree Engineering Degree Engineering Diploma Journalism Degree Learnership Social ScienceDegree Total Process Engineering Social Science Logistics Systems Engineering Chemical Engineering Civil Engineering Total merseta

27 Scarce & Critical Skills 2009/10 APPENDIX 1.3: MOTOR CHAMBER Table 11.3: Priority skills in demand in the Motor Chamber (by OFO code) OFO Code Occupation Description Demand % Share of total Corporate Services Manager (Skill Level 5) Corporate Service Manager (Service Station Owner) Small Business Managers Production Operations Manager (Small Fuel Retail Site Owner) (Skill Level 4) Team Manager (Shift Manager, Lower Level Site Manager or a Team Leader in the Service Station context) (Skill Retail Manager (General) (Skill Level 4) Training and Development Professional (Skill Level 5) Skills Development Facilitator/ Practitioner (Skill Level 5) Business Manager (Retail Management) Training and Development Professional Skills Development Facilitator Industrial Engineer (Skill Level 5) Component Manufacturing Mechanical Engineer (Skill Level 5) Mechanical Engineers Industrial Engineering Technologist Industrial Engineering Technician (Skill Level 5) Mechanical Engineering Technician Metrologist (Skill Level 4) Automotive Electrician (Skill Automotive Electrician Automotive Motor Mechanic (Skill Motor Mechanic General Diesel Motor Vehicle Mechanic (Skill Diesel Mechanic Motorcycle (and Scooter) Mechanic Motorcycle Mechanic (Skill Welder/Welder (First Class) (Skill Welder/Welder first Class Metal Machinist (First Class) (Skill Metal Machinist (First Class) Automotive Machinist Toolmaker (Skill Toolmaker Panel Beater (Skill Panel Beater Vehicle Body Builder (Skill Vehicle Body Builder Cost Clerk (Skill Level 2) Costing Clerk (Warranty, costing, administrative, estimation and assessor key staff) Credit or Loans Officer (Skill Level 2) Finance and Insurance Clerk Leaders in Closing the Skills Gap 27

28 OFO Code Occupation Description Demand % Share of total /2 Motor Vehicle or Caravan Salesperson (Skill Level 2)/ Automotive Parts Salesperson (Skill Level 2) Sales: New and Old Vehicles, Parts, Service and Motorcycles Office Cashier (Skill Level 1) Cashiers Vehicle Painter (Skill Automotive Spray Painter Table 11.4: Additional number of personnel in demand by skills programmes. OFO Code Skills Programmes - Description Level Demand Computer Systems Technician - Specialisation as Computer Level Numeric Operator Suspension Fitter Automotive Engine Fitter Brake & Clutch Fitter Diesel Pump Room Assistant 278 Driveline & Transmission Fitter 700 Tow Bar Fitter 500 Repair Shop Assistant Body Shop Assistant Auto Electricians Assistant 300 Safety and Security Level Conflict Handling Level Food Handling Level Vehicle Examiners Level 2/Level Team Leading Level 3/Level Computer Literacy 2000 Technical Skills 100 Total merseta

29 Scarce & Critical Skills 2009/10 APPENDIX 1.4: NEW TYRE CHAMBER Table 11.5: Priority skills in the New Tyre Chamber (by OFO code) OFO Code Occupation Description NQF Level Rubber Production Machine Operator (Skill Level 2) Rubber Factory Worker (Skill Level 1) Product Examiners (Skill Level 2) Production/Operations Manager (Manufacturing) (Skills Level 5) Mechanical Engineers (Skill Level 5) Electrician (General) (Skill Electronic Trade Worker (General) (Skill Fitter (General) (Skill Comment Demand % Share of total Rubber Moulding 3 Critical Skill 47 7 Machine Operators Tyre Builders 3 Critical Skill Rubber Compounders 3 Critical Skill 28 4 Extruders 3 Critical Skill 48 7 Fabric Calendering 3 Critical Skill 23 3 Bead Creeling 2 Critical Skill 17 2 Rubber Compounding 3 Critical Skill 30 4 (Banbury s and 2 Roll Mills) Steel & Fabric 3 Critical Skill 55 8 Calendering Banbury Control Room 3 Critical Skill 2 0 Operator Banbury Roller Die 2 Critical Skill 21 3 Operator Balanceman 2 Critical Skill 20 3 Force Operator 2 Critical Skill 18 3 Service Operator/ 2 Critical Skill 10 1 Supplyman Tyre Finisher & Examiner Production Manager Earthmover Specialist 5 Critical Skill and Future succession planning Technology Team Leader 5 Critical Skill/ Succession Planning Truck Tyre Specialist 5 Critical Skill and Future Succession Planning 1 0 Mechanical Engineers Electricians 4 Scarce 37 5 Instrument Technicians Fitters 4 Scarce 40 6 Leaders in Closing the Skills Gap 29

30 OFO Code Occupation Description NQF Level Occupational Instructor/ Trainer (Skill Level 5) Chemical Engineer (Skill Level 5) Mechanical Engineering Technologists (Skill Level 5) Chemical Engineering Technologist (Skill Level 5) Industrial Engineering Technologists (Skill Level 5) Organisation and Methods Analyst (Skill Level 5) Rubber Manufacturing Technician (Skill Level 4) Integrated Manufacturing Line Technician (Skill Level 4) Sales Representatives (Industrial Products) (Skill Level 5) Office Administrator (Skill Electronic Engineers (Skill Level 5) Quality Assurance Manager (Skill Level 5) Industrial Engineer (Skill Level 5) Supply and Distribution Manager (Skill Level 5) Purchasing Officer (Skill Systems Analyst (Skill Level 5) Assessment Practitioner (Skills Level 5) Training and Development Practitioner (Skill Level 5) Skills Development Facilitator Comment Demand % Share of total Chemical Engineer 5 Scarce 1 0 In-Service Trainee (Mechanical) In-Service Trainee (Chemical) In-Service Trainee (Industrial Engineer) 5 Critical Skill/ Succession Planning 5 Critical Skill/ Succession Planning 5 Critical Skill/ Succession Planning Quality Auditor Graduate Trainee 5 Critical Skill/ Succession Planning 4 1 Production Specialist 5 Critical Skill 10 1 Tyre Sales Representative 5 Critical Skill 20 3 Financial Controller 3 No current vacancies, but has been problematic to fill Electronic Engineers 5 Vacancies: Critical and Scarce Quality Technical Manager 5 Future Succession Planning Industrial Engineer 5 Future Succession 1 0 Planning Procurement Manager Purchasing Agent SAP Analyst 5 Scarce 0 0 Assessor 5 Critical 2 0 Skills Development Practitioner 5 Critical merseta

31 Scarce & Critical Skills 2009/10 APPENDIX 1.5: PLASTICS CHAMBER Table 11.6: Priority occupations in the Plastics Chamber (by OFO code) Occupation Code Occupation Description Indicative NQF Level Plastics Manufacturing Machine Setter and Minder (Skill Skills demand 2009/10 Demand Learnership Skills Programmes Demand % Share of total Setter Level Plastics Production Machine Operator (General) (Skill Level 2) Plastic Cablemaking Machine Operator (Skill Level 2) Plastics and Composites Factory Worker (Skill Level 1) Reinforced Plastics and Composite Trades Worker (Skill Small Business Managers (Skill Level 4) Production / Operations Manager (Manufacturing) (Skill Level 5) Mechanical Engineering Technician (Skill Level 4) Product Examiner (Skill Level 2) Plastics Fabricator or Welder (Skill Level 2) Quality Assurance Manager (Skill Level 5) Operator Level 2/ Level Laminator Level First Line Manager Non Metallic Assessor Level 3/ Level 5 Level 2/ Level Thermoplastic Fabricator Quality Controller Level 2/ Level 4 Level not listed Mould Designer Level not listed Product Designer Level Leaders in Closing the Skills Gap 31

32 Table 11.7: Priority trades in demand in the Plastics Chamber Occu-pation Code Occupation Description Indicative NQF Level 2009/10 Demand Demand % Share of total Millwright (Skill Millwright Electrician (General) (Skill Electrician Toolmaker (Skill Tool, Jig and Die Maker/Plastic Mould Maker Fitter and Turner (Skill Fitter and Turner Precision Instrument Maker and Instrument Technician 5 2 Repairer (Skill Mechatronics Technician (Skill Mechatronics Fitter (General) (Skill Fitter Engineering Patternmaker (Skill Plastics Patternmaker (Engineering Patternmaker) Level merseta

33 Scarce & Critical Skills 2009/10 APPENDIX 2: EXECUTIVE SUMMARY OF sector skills plan update for 2009/2010 In line with the requirement of the National Skills Development Strategy to determine a Sector Skills Plan (SSP), this Sector Skills Plan review ( ) identifies key employment and growth trends and the current and future skills requirements of merseta. It therefore provides an overview of key economic trends, the essential demand-and supply-side skills considerations, and what are considered by stakeholders as scarce and critical skills. It does this in terms of each of the merseta sub-sectors organised into Chambers Metal, Auto, Plastics, Motor and New Tyre. Chapter 1 describes the sector in terms of current industrial and occupational coverage, and reflects on changes that have had, or may have, an impact on skills demand. Following several years of global economic growth averaging between 3.0 and 4.0 percent per annum, the financial crisis of 2008 heralded sharply slower economic growth and recession in many countries around the world. Global GDP growth is expected to average around 2.0 percent per annum in 2008, with a contraction of global output of 2.9 percent expected in However, World Bank (2009) projections forecast that global economic growth is expected to rise to 2.0 percent in 2010 and 3.2 percent in 2011, with the mean growth rate in developing countries expected to be back to over 4.0 percent in South Africa has not been spared, although some reports provide evidence that the country s macroeconomic policies have been able to shield the country from the more detrimental impacts. Employment trends over the past year have been mixed. Employment grew from 11.7 million in 2001 to 13.7 million in 2008, an increase of two million jobs, with much of this growth occurring by 2006 and only an additional jobs added between 2006 and Quarterly Labour Force Surveys data indicates a decline in the official unemployment rate from a peak of 26.6 percent in 2002 to 21.0 percent, increasing to 23.1 percent in September Labour force participation stood at 57.6 percent in 2008, having ranged between 55 percent and 60 percent since QES data reveals that employment in the manufacturing sector has been declining gradually on a year-on-year basis since the second quarter of 2007, falling from in the second quarter of 2006 to in the first quarter of 2009, a decline of jobs. However, much of this decline is attributable to the latter two quarters of the period: jobs were lost in the last quarter of 2008, while were lost in the first quarter of Statistics South Africa (2009d) attributes this latter decline to various sub-sectors, including manufacture of basic metals, fabricated metal products, machinery and equipment and of office, accounting and computing machinery, and manufacture of transport equipment. For the year ending March 2009, the manufacturing sector shed jobs, a reduction of 5 percent. Employment stood at 1.9 million in the manufacturing sector of South Africa in 2008, with the majority of people (88 percent) in formal sector employment. Most of these (43.3 percent) are employed in establishments with 50 or more employees. Three-quarters of manufacturing is located in three provinces: Gauteng (36 percent), KwaZulu-Natal (21 percent) and Western Cape (17 percent). Leaders in Closing the Skills Gap 33

34 Employees in the manufacturing sector were reportedly better off than those in the rest of the economy. Seventy-two percent of the employment was permanent, compared with only three in five employees in other sectors. Chapter 2 provides information on the demand for skills, based on a sector profile developed earlier which provides an analysis of employment trends and patterns in key occupations. As a result of the less than ideal economic considerations, the opportunities for betterperforming firms to access labour that was relatively scarce until now, will probably signal a reduction of scarcity in key areas. However, merseta companies are particularly exposed to the current shortage of artisanal skills. The technological innovation necessary to remain internationally competitive will mean continuing demand for workers trained in new technologies and processes, and the requisite skills necessary to respond to these. Such demand is also more challenging, particularly for smaller firms incapable of training. Demand is less straightforward to satisfy, as it is dependent on the systemic performance of the education system. Shortages have also been reported in particular industries. In Metals, there were shortages in foundry, tooling and rapid design processes. The Automotive sector has experienced shortages in mechatronics qualifications, while the Motor industry will require increasing numbers of skilled service and repair technicians as firms seek to boost customer retention in the face of collapsing sales. Shortages of mould-setters and plant operators, and also of specialist engineers, have been identified in the Plastics sub-sector. Chapter 3 discusses the supply of skills from the DoE s Further Education and Training (FET) output data, the Higher Education Management Information System, the South African Qualifications Authority s National Learners Records Database and merseta data records. Secondary education occupies a critical position in the skills pipeline. Matric pass rates have been disappointing (65 percent by ), with significant provincial variances. Participation in higher education is relatively low, with an average rate of 16 percent (ages between 20 and 24 years) and an enrolment complement of (2004) (Breier & Mabizela 2008b). Enrolments in public higher education in 2002 ( ) were substantially higher than enrolments in FET colleges ( ) (Akoojee et al. 2008). Enrolments in public FET colleges were in 2007 (DoE 2009). merseta data indicates significant workplace skilling workers were trained in 2007 (44 percent of employment). Latest figures show a total of records as of July 2009, with each record referring to an individual learnership registration. Most registrations over (or 53.3 percent) are at NQF Level 2 and a quarter at NQF Level 1. A quarter of the learners are females, significant in the context of a sector largely dominated by males. Twothirds of learners are Africans, with 17.2 percent Coloureds and 10.5 percent Whites. As at 30 June 2009, there are just under current registered apprentices within the merseta Chambers. The greatest number is in their second year (37 percent), with a quarter 34 merseta