Learnership Guideline - Fasset by yangxichun


									Learnership Guideline Information   Page 1 of 15
The Institute of Certified Bookkeepers Learnership brief
THE INSTITUTE OF CERTIFIED BOOKKEEPERS (ICB) was established in 1931 with the
aim of promoting qualified bookkeepers in southern Africa. The ICB has four qualifications
registered on the National Qualifications Framework (NQF):
1. Certificate for Registered Accounting Clerk (NQF3)
2. Certificate for Registered Bookkeeper (NQF4)
3. National Certificate Small Business Financial Management (NQF 4)
4. National Diploma: Technical Financial Accounting (NQF5)

Completion of these qualifications admits learners to membership of the ICB at either the
Affiliate, Member, Certificate, Associate and Fellow levels and designations are awarded to
successful learners for as long as membership fees are paid.

There are four ICB registered learnerships (registered with the Department of Labour through
1. Certificate for Registered Accounting Clerk
   NQF 3 No. 01/Q010014/120/3
2. Certificate for Registered Bookkeeper
   NQF 4 No. 01/Q010015/120/4
3. National Diploma Technical Financial Accounting
   NQF 5 No. 01/Q01002228/251/5
4. National Certificate Small Business Financial Management
   NQF 4 01Q010023241204

An ICB learnership is a work-based education and training programme that comprises both a
practical and a theory component. Learners who successfully complete the ICB learnerships may
apply for either Certificate, Associate or Fellow membership of the ICB (depending on which
learnership has been completed).

1. Certificate for Registered Accounting Clerk
        Age 16 years or older
        Accounting knowledge not a prerequisite

2. Certificate for Registered Bookkeeper
   One of the following:
        Grade 11 with Accounting as a subject
        National Certificate (N2) with Accounting as a subject
        The Registered Accounting Clerk Learnership
        Any Accounting qualification registered at NQF Level 3

3. National Diploma Technical Financial Accounting
   It is presumed that learners entering this Qualification have achieved a Further Education and
   Training Certificate (FETC) with Accounting at NQF Level 4, or an Accounting
   Qualification registered at NQF level 4.

Learnership Guideline Information                                           Page 2 of 15
4. National Certificate Small Business Financial Management
   It is assumed that learners are competent in Communication and Mathematical Literacy at
   NQF Level 3.

You need to have completed or be studying towards one of the ICB’s registered qualifications.
Find an employer willing to register you on the ICB learnership/s and complete all the necessary
contracts and documentation. The employer and provider must be an ICB accredited workplace
provider and training provider.

Contact the Institute for information on learnerships and the registration process.

a. Accounting Clerks
   Accounting Clerks are an integral part of an organisation – they perform the recording
   procedures for all accounting transactions of the organisation. Positions such as cash clerks
   and creditors/debtors clerks are available.
b. Registered Bookkeepers
   Registered Bookkeepers provide accounting functions to all businesses; prepare financial
   statements for sole traders and partnerships and organisations that do not require the duties of
   an auditor/accounting officer.
c. Accounting Technicians
    Learners completing this qualification will be able to be employed as Financial Accounting
    Technicians who do work that requires fundamental knowledge of and the application of
    basic Bookkeeping and Accounting procedures in a variety of situations. They require a range
    of skills and the ability to apply essential methods and procedures within the limits of their
    authority. Their work roles are in general Accounting and Financial Management where they
    lend support to the Accountant and/or the Financial Manager of medium to large
    organisations. They also perform a wide range of Accounting and Financial Management
    tasks independently in small companies but under the indirect supervision of an external
    Accountant in terms of legal requirements, in different industries and in commercial and
    industrial organisations.
d. Small Business Financial Managers
    The Certificate in Small Business Financial Management is specifically designed for those
    learners who are already, or those who wish to become, owner-managers or those who are
    responsible for the keeping of the financial records, of a small business.


This is the structured learning component of the learnership. Learning is completed at an
accredited training provider and the learner is assessed by nationally set ICB written assessments

This is the work-based component of the learnership. During the practical training period the
learner will be assessed against the required outcomes of the qualification as identified in the
assessment guide. Learners are required to prove competence in these outcomes during the
duration of the learnership. The practical component must be completed at an accredited

Learnership Guideline Information                                              Page 3 of 15
workplace provider and must be supervised by a member of a recognised Accounting
Professional Body, who holds a qualification at least one level higher than the learnership.

The emphasis of the learnership programme is on its outcome and success is determined by the
learner's ability to practically use and apply the skills taught across a range of applicable contexts.
Training focuses on how and why things are done. The training is conducted in normal
workplace conditions, or in a simulated work environment.

Learners will be assessed by a FASSET registered assessor who has been declared competent
against the relevant NQF assessment unit standard.

The tools used for the assessment of learners are:
    The official ICB logbook
    Portfolios of evidence
    Simulations (where required)

      Name:                     The Institute of Certified Bookkeepers
      Telephone:                021 421 1110
      Facsimile                 021 421 1136
      Email:                    enquiries@icb.org.za
      Website:                  http://www.icb.org.za
      Postal address:           P O Box 2237
                                Cape Town
      Physical address:         3rd Floor, Southern Life Centre
                                8 Riebeeck Street
                                Cape Town

      SETA                      FASSET
      Telephone:                011 476 8570
      Facsimile                 011 476 5756
      Email:                    nawaal.patel@fasset.org.za
      Website:                  http://www.fasset.org.za
      Postal address:           P O Box 6801

Learnership Guideline Information                                                Page 4 of 15
a. To provide background on the Institute of Certified Bookkeepers
b. To provide an overview of the subject of Learnerships
c. To indicate roles and responsibilities evolving from the introduction of ICB Learnerships in
   the workplace

Note: A considerable amount of documentation exists on Learnerships which is available
through the Department of Labour, SETA’s,(e.g. www.fasset.org.za) etc. This can all be
downloaded from the various websites and will not be attached to these guidelines.

The Institute of Certified Bookkeepers Ltd, ICB, is a professional body and was established in
1931 to address the growing need for qualified bookkeepers in southern Africa. The ICB is the
largest bookkeeping body of its kind in South Africa and has over 3 000 members.

As a Professional Body, the ICB not only co-ordinates various training programmes and
learnerships, it also conducts nationally set assessments for the ICB’s registered qualifications
and other qualifications of certain training providers. The ICB also provides services and
facilities aimed at keeping its members and learners in touch with the latest developments in the
field of accounting. The ICB’s offices are based in Cape Town, but conducts assessments
nationally and internationally.

There are various membership levels available to learners who embark on a programme of study
towards the ICB qualifications, learnerships or skills programmes. These are detailed as follows:

 Membership           Title                                    NQF     Type               Designation
 level                                                         level
 Affiliate            National Certificate in Small Business   NQF 4   Qualification      AfICB(SA)
                      Financial management
                      Certificate in Practical Bookkeeping     NQF 3   Skills             AfICB(SA)
 Member               Certificate in Practical Bookkeeping     NQF 4   Skills             MICB(SA)
                      and Accounting                                   Programme
                      Certificate in Computerised              NQF 4   Skills             MICB(SA)
                      Bookkeeping                                      Programme
 Certificate          Certified for Registered Accounting      NQF 3   Qualification      CICB(SA)
                      Clerk                                            Learnership
 Associate            Certified for Registered Bookkeepers     NQF 4   Qualification      AICB(SA)
 Fellow               National Diploma: Technical              NQF 5   Qualification      FICB(SA)
                      Financial Accounting

Various member benefits are available, depending on the grade of membership. All learners
intending to register for the assessments in any of the above qualifications or programmes are
required to register as a Student Member of the Institute.

Learnership Guideline Information                                              Page 5 of 15
The above qualifications fall into the further and higher education bands and are taught
predominately by private education providers who have been accredited by the ICB as training
providers. The Registered Bookkeeper Learnership has been registered with the Department of
Labour with a 60% theory component and 40% practical component. The practical component
needs to be assessed in the workplace where the employer has been registered as a workplace
training provider, and assessed by a registered assessor.

The ICB is accredited by FASSET as an agent ETQA in terms of the SAQA Act and Regulations.

A learnership is a short-term employment contract between a learner, an employer, and an
education provider. During the learnership, a National Qualification is obtained through the
education provider and practical working experience is obtained through the employer.

Learnerships were conceived in the Skills Development Act (Act 97 of 1998) and are governed
by a variety of subsequent regulations, as well as by policies and procedures of the various
SETAs. The ICB learnerships fall under the scope of FASSET.

Learnerships may be entered into between the employer and existing employees, as well as
between the employer and persons who are not yet employees. Various tax incentives and grants
are available to the employer.

Characteristics of learnerships
Learnerships are therefore characterised by:
o A legal contract (Learnership Agreement) in the required format between the employer, the
   Learner and the Education Provider
o A contract of employment entered into between the Employer and Learner, over and above
   the Learnership Agreement
o The need for the Employer to be an accredited Workplace Training Provider to provide work-
   place training by an ETQA. In respect of the ICB Registered Accounting Clerk Learnership,
   the ETQA will be the ICB agent ETQA, on behalf of FASSET ETQA (FASSETQA)
o The need for the Employer to have formal systems and procedures in place which will result
   in effective training, learning, assessment, as well as sound employer/employee relationships.
o The need for the education provider to be an Accredited Training Provider to provide
   education by an ETQA.

Benefits of Learnerships
There are three distinct types of benefits from Learnerships – social, employer and financial.
o Social benefits
   There are obviously huge societal benefits from the provision of employment, the attainment
   of qualifications, and the acquisition of workplace skills. Those exiting from a Learnership
   have greatly enhanced their prospects of future employability. Many may start their own
   businesses as a result of this developmental opportunity afforded to them.
o Employer benefits
   The process of accrediting employers leads to the employer receiving national recognition
   and status. Work-place assessors who are nationally recognised are a valuable in-house
   resource. Learnerships also enable the employer to screen staff with a view to permanent
   employment. Learnerships also avoid the risks associated with permanent employment

Learnership Guideline Information                                           Page 6 of 15
  contracts. Lastly, staff motivation will rise as a result of employers officially recognising
  employees’ achievements.
o Financial Benefits
  There are many financial benefits available to the employer. These fall into two broad
  categories, namely tax incentives and SETA benefits.
o The tax incentives
  In 2002, government introduced the learnership tax allowance to encourage on-the-job
  training and to enhance skills development. This allowance, set to expire in October 2006,
  has boosted the number of learnerships. In support of the extension of the National Skills
  Development Strategy, it is proposed that this allowance be extended to October 2011.

    The maximum initial allowances will increase from R17 500 to R20 000 per year for existing
    employees and from R25 000 to R30 000 for new employees. Similarly, the maximum
    allowance upon the completion of the learnership will increase from R25 000 to R30 000 for
    agreements entered into from 1 March 2006, at an estimated cost of R80 million.

    Consideration will be given to increasing the allowance for business process outsourcing.

    Given the additional expenses associated with employing disabled persons as learners, a more
    favourable allowance will be introduced effective 1 July 2006. An employer will be allowed
    to deduct an initial allowance of 150 per cent of the annual salary of an existing learner with a
    disability, up to a maximum of R40 000; and 175 per cent for an unemployed learner with a
    disability, up to a maximum of R50 000. The tax allowance for disabled persons completing a
    learnership will be 175 per cent of the employee's annual salary, up to a maximum of R50

    Enhancement of scholarships and bursaries
    Employee scholarships and bursaries are tax-exempt, unless viewed as being in lieu of salary
    compensation. The need to draw such a distinction creates unnecessary difficulties in

  To simplify matters, bursaries and scholarships for current and future employees will be tax-
  exempt as long as the employer's funds go directly to tuition and tuition-related expenses, and
  the employee agrees to repay the employer if the employee fails to fulfil their scholarship or
  bursary obligations.
o SETA benefits – please contact your SETA for a detailed explanation of the learnership
  grants available
o The Unemployment Insurance Fund
  An employer and his/her employee were not previously liable for payment of UIF
  contributions in the case of an employee receiving remuneration in terms of a learnership
  agreement registered under the Skills Development Act 1998.

    With effect from 1 May 2004 only employees in terms of a learnership contract contemplated
    in section 18(2) of the Skills Development Levies Act, 1998, and their employers are not
    liable for payment of UIF contributions. These are employees that had not been in the
    employ of the employer at the time of the signing of a learnership agreement and a contract of
    service was still to be concluded by the learner and employer.

Learnership Guideline Information                                              Page 7 of 15
    Therefore, in the event of an employer concluding a learnership agreement with an existing
    employee and of the service agreement not falling within the provisions of section 18(2) of
    the Skills Levies Act, 1998, such employee and employer shall

o Contextual background
  The following roles and responsibilities arise from the introduction of learnerships:
     o The role of the ICB as a professional body and as Quality Assurance Partner of
     o The role of FASSET
     o The role of the learner
     o The role of the education provider
     o The role of the accredited training provider (employer)
o The role of the ICB as a Professional Body and as Quality Assurance Partner of FASSET
     o Compliance with the Learnership registration requirements of the Department of
         Labour and FASSET
     o To market ICB learnerships
     o To provide guidance and support to those organisations implementing the ICB
     o To provide the Learnership Guidelines document to those organisations who are
         interested in implementing learnerships
     o To facilitate learner selection mechanisms
     o To apply or give advice on the Recognition of Prior Learning (RPL)
     o To establish a management information system, maintain a learner database and
         advise employers of their respective responsibilities in this regard
     o To frame reporting criteria in respect of learners on Learnerships and advise all parties
         of their own responsibilities in this regard
     o To capacity-build employers to develop a quality management system to manage
         learner induction, learner support, mentoring, assessment, communication and
         performance management
     o To capacity build mentors and assessors
     o To establish and align a dispute resolution mechanism
     o To develop an accreditation system to accredit education providers and to determine
         categories of accreditation, as well as periods of accreditation for such providers
     o To accredit work place providers
     o To supply learnership agreements to interested parties for completion and signature,
         and submit these to FASSET
     o To compile and sign off a Workplace Readiness Checklist for the employer, and
         submit this to FASSET upon completion
     o To assess learners via assessments relevant to the Learnership
     o To conduct work place visitations and to assess learners in the workplace against
         required criteria and outcomes
     o To certificate successful learners
     o To register Learnership Agreements
     o To Promote Learnerships at all levels
     o To register assessors

Learnership Guideline Information                                           Page 8 of 15
     o To evaluate and discuss reports submitted by the Agent-ETQA with the ICB
     o To report to the Department of Labour on all learnerships falling within its scope
o The Learner
     o To enter into the Learnership Agreement
     o To participate in induction programs
     o To work for the employer as part of the learning process
     o To register with a training provider for the course material
     o To register with the ICB as a leaner and for the national assessments by required dates
     o To be available for and participate in all learning and work experience required by the
     o To comply with work place policies and procedures
     o To complete any timesheets/log books or written assessment tools supplied by the
        employer or the ICB to record relevant workplace experience
     o To attend all study periods and theoretical learning sessions with the education
        provider and undertake all learning conscientiously, or to set aside sufficient self-
        study time if learning by distance education
     o To undergo both practical and theoretical assessment
o The Accredited Education Provider
     o Education Providers are required to complete the accreditation form in order that they
        may be accredited to offer ICB qualifications
     o Ensure that they meet the criteria laid down by the ICB
     o The accredited workplace training provider
     o To select an in-house project manager who will be responsible for the learnership
        within the organisation and relay this information to the ICB
     o To implement a quality management system to manage learner induction, learner
        support, mentoring, assessment, communication, performance management, a
        management information system and learner record system which complies with the
        requirements of the ICB and FASSET
     o To submit a completed application for accreditation as an accredited training provider
        with the relevant fees to the ICB
     o To submit a request to register workplace assessors to the ICB or a request for the ICB
        to appoint an assessor
     o To enter into the Learnership agreement
     o To enter into a contract of employment
     o To comply with its duties in terms of the Act and all applicable legislation including
        the Basic Conditions of Employment Act 75 of 1997; the Labour Relations Act 66 of
        1995; the Employment Equity Act 55 of 1998; the Occupational Health and Safety
        Act 85 of 1993 or the Mine Health and Safety Act 27 of 1996; the Compensation for
        Occupational Injuries and Diseases Act 130 of 1993, and the Unemployment
        Insurance Act 30 of 1996
     o To schedule and provide the learner with appropriate training in the work environment
        to achieve the experiential outcomes required by the learnership
     o To provide appropriate facilities to train the learner
     o To supervise the learner
     o To release the learner for additional training or assessments
     o To keep accurate records of learning and progress
     o To advise the learner the terms and conditions of employment

Learnership Guideline Information                                         Page 9 of 15
         o To apply the same disciplinary, grievance and dispute resolution procedures to the
           learner as to other employees
         o To provide an undertaking to allow centre verification visits by the ICB and to release
           any required information as requested
         o To provide an undertaking to further the principals of the NQF

The ICB will require proof of the following areas having received adequate coverage:
o Learner selection mechanisms
   Written polices and procedures are to be included in the application for accreditation as a
   training provider which must include clearly defined learner criteria and a list of selection
o Recognition of Prior Learning (RPL)
   1. It is a legal requirement for RPL to be implemented by all South African Education and
        Training institutions. The underlying objectives are to avoid learners having to waste
        their time and resources to repeat learning they have already acquired in other ways.
   2. RPL in the context of ICB learnerships can take two main forms:
                     i. Exemptions granted by virtue of learners passing equivalent qualifications
                        from recognised institutions
                    ii. Exemptions based on work experience and competencies
o To become a member of the ICB, a learner needs to have completed the ICB’s registered
   qualification or be granted exemption from writing the assessments and to prove work place
   competence in required outcomes.
o Dispute Resolution Mechanism
   The ICB expects and encourages all parties to the Learnership Agreement to discuss and
   debate areas of disagreement exhaustively in a spirit of reconciliation and objectivity prior to
   a dispute being declared.
o Management Information Systems, Reporting Cycles and the Maintenance of a Learner
   Requirements exist for record-keeping by the ICB, the Education Provider, FASSET and
   SAQA (the latter in respect of the National Learner Record Database).
o ICB Logbooks
   The Training Record is designed for learners who have embarked on the ICB Learnerships. It
   enables them to compile evidence that they have gained during their work experience which
   meets the Learnership competence requirements. Practical experience should be recorded in
   the Training Record which must be reviewed and verified, wherever possible, by a qualified
   line manager (supervisor) at least four times a year. If the line manager (supervisor) is not
   qualified, the Institute of Certified Bookkeepers requires that arrangements be made for a
   qualified registered assessor, accountant or registered bookkeeper to countersign the Training
   Record forms. Information recorded in your training record, must be cross-referenced to the
   particular page in your portfolio of evidence.
o Record-keeping responsibilities
   The ICB believes that the following parties should be responsible for the functions indicated:
     Item Function                                                    Responsibility
     1       Learner details as appearing in Part B of the            Training Provider
             Learnership Agreement forming part of these              Employer

Learnership Guideline Information                                            Page 10 of 15
      2        Employer details as appearing in Part B of the          Training Provider
               Learnership Agreement forming part of these             Employer
      3        Training delivery and assessment details as set out     Training Provider
               under “Practical Training”                              Employer
      4        Education delivery and assessment details               Training Provider
      5        Assessment and certification details as set out under   ICB
               Summative Assessment and Certification”, below          Agent ETQA (ICB)

o Summative Assessment and Certification
  The ICB conducts summative assessment twice yearly for all learners who have registered for
  the theory assessments. Upon successful completion of both the theory and practical
  assessments, learners will be certificated for the learnership/qualification attained.
o Reporting Requirements and Frequency
  The ICB reports to FASSET when requested by FASSET
o Software Requirements
  In respect of reporting mechanisms to the ICB, it is recommended that Microsoft Excel be
  used as the standard.

o Introduction
  It is also important to note that the procedures surrounding Management Information
  Systems, Reporting Cycles and the Maintenance of a learner database, set out under the
  previous heading, are also required to be documented and empowered by the employer’s
  The purpose of any Quality Management System is broadly to:
       o Agree, define and record standards representing the best practice in terms of the areas
           covered by the QMS
       o Monitor and evaluate actual practice against the established standard, recording
           deviations and exceptions
       o Regularly review the standard with a view to continuous improvement in terms of
           relevance, scope, new developments, etc.
       o By definition, quality management systems are formal, recorded and capable of audit
           and verification. The approach of the ICB will be to expect participants in
           Learnerships to conduct a self-evaluation in terms of the adequacy of the QMS and to
           attend to any areas for development identified via this process, prior to engaging
           directly with the Institute.
       o QMS: Assessment
           Guidance in terms of the workplace assessment and summative assessment functions
           will be provided by the ICB, and are comprehensively described in the ICB’s Quality
           Assurance Policy and Procedures. These procedures must be empowered by the
           employer’s QMS.
       o Duties and Responsibilities
           Rules and Code of Conduct

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               o Learners are fully bound by the Institute’s Professional Rules, Code of
                   Conduct and By-laws.
               o Training records
                   It is the responsibility of the learner to keep all training records up to date and
                   to be available at each monitoring visit for perusal, clarification and evaluation
                   to/by an ICB assessor.
         o Assessment
               o Self Assessment
                   The learner should self assess his/her progress by using the training logbook as
                   a guide on a regular basis. This is done in order to assess any progress made
                   and identify any shortfalls that may exist.
               o Joint Assessment
                   It is advisable for the learner and the mentor to meet periodically to discuss
                   any progress made in the logbook. The purpose of this joint assessment to
                   highlight any additional short falls that need attention which then can be
                   addressed by the employer.
               o External Assessment
                   An external assessment by the ICB is required – this is the same as the
                   summative assessment referred to in the ICB assessment system.
         o QMS: Learner Induction Programme
            The learner induction component of the QMS should cover at least the following:
               o All appointment-related activities and procedures being finalised
               o The provision of identification/access cards to the learner
               o The provision of a set of company policies and procedures to the learner,
                   accompanied by an explanation of these during a question-and-answer session
               o Clearly outlining what represents acceptable norms, attitudes and behaviour,
                   as well as the associated sanctions and penalties for unacceptable norms,
                   attitudes and behaviour
               o Describing the objectives and purpose of the company, its services, products,
                   client base and markets
               o The provision of an organogram showing divisions/departments/functions,
                   incumbents and reporting lines
               o Explaining what the learner will be doing during the learnership as set out in
                   the contract, and how this will operate on a practical, day-to-day basis. An
                   explanation of the way practical learning will underpin and reinforce
                   theoretical learning is most important
               o The provision of all forms, records or books required to develop and maintain
                   a portfolio of evidence
               o The allocation of a workstation
               o Introducing the learner to his/her superiors, peers, subordinates and the
                   programme coordinator
               o The physical “walk-about” the premises to facilitate learner orientation
               o The provision of training in office technology the learner will be using
               o Information about who to contact should they have any learnership queries
         o QMS: Learner Support
           The ICB conceptually distinguishes learner support from mentorship, while
           recognising that areas of overlap do exist. Learner support is seen as a range of
           interventions dealing with supporting the learner to ensure that the experiential and

Learnership Guideline Information                                              Page 12 of 15
              academic outcomes of the learnership programmes are achieved and integrated.
              Mentorship is seen as a process which enhances the above by adding value in terms of
              personal and professional development, value systems and networking which ensure
              that a more holistic person emerges from the learnership.

           Learner support would typically include:
               o line staff coaching and assisting learners in terms of processes and procedures
                   involved in experiential dimensions of the learnership
               o educational staff being available to provide insight and academic support in
                   terms of the academic and experiential learning
               o Counselling being available to learners experiencing personal, workplace or
                   educational problems.
               o It is considered essential that learner support interventions be brought to the
                   attention of mentors, who can do much to provide perspective, insight and
                   intervention in the case of learners experiencing problems.
         o QMS: Mentorship
               o Organisations implementing learnerships are required to ensure that learners
                   are mentored during the practical component of the learnership.
               o Mentors need to be trained or qualified as mentors to undertake this function,
                   This training is the responsibility of the organisation implementing the
                   learnership and should include the following as a minimum requirement:
               o The origin, definition, objectives and evolving dynamics of mentorship
               o Various mentorship options
               o How mentorship can transform the organisation into a learning site
               o Various legislative and regulatory requirements
               o Roles and responsibilities of mentors
               o The skills required for successful mentorship
               o Communication in mentoring
               o There should be an ongoing input into the learner support process by the
         o QMS: Communication
           In learnerships there needs to be communication between a number of parties:
               o The learner
               o Other learners/employees
               o The training provider/employer
               o The education provider
               o The learnership manager/coordinator
               o The Institute
               o FASSET
               o The QMS should recognise the various official languages amongst learners
                   and the mode of delivery of the training.
               o The policy should be understood by all parties and updated should the need
         o QMS: Performance Management
           Performance management systems will vary and are organisation specific, but the
           following criteria should be universal in all systems:
               o Job descriptions/competency profiles
               o Workplace supervision, coaching and guidance

Learnership Guideline Information                                            Page 13 of 15
                  o Skills analysis/audit
                  o Performance evaluation
                  o Skills development


 Requirement                 Action                 Responsibility Cost
 Register with ICB           Complete               Learner        R 230.00
 as a Learner                registration form
 Tuition material            Register for tuition   Learner        Correspondence ranges
                             at an accredited                      between R 2 500.00
                             training provider                     and R 3 500.00
                                                                   Face-to-face tuition
                                                                   ranges from R 1 500.00
                                                                   – R 2 500.00 per
 Employment                  Enter into an          Employer and
 Contract                    employment             learner
 Learnership                 Complete and sign      Learner,
 Agreement                   the Learnership        provider and
                             agreement              employer
 Work-place                  Apply to the ICB       Employer       R 1 000.00 per
 provider                    to be an accredited                   learnership
 registration                work-place
 Register with               Submit all required    Employer
 SETA                        documentation to
                             your SETA
 Assessment of               Register with the      Learner        R 260.00 per
 Theory Component            ICB to write the                      subject/learning area
                             National                              entered or R 140.00 per
                             Examinations                          unit standard
 Assessment of               Register with ICB      Learner        R 250.00 per hour for
 practical                   to be assessed in                     an external assessor
 component                   the workplace                         (minimum of three

How to register learns on Learnership agreements for registered learnerships
o Learnership agreement for each learner – signed by the employer and learner. If the
  agreement is being signed for the practical component, then the employer and the training
  provider are the same organization. The employer and the learner must initial each page.
  The original agreement must be sent to your SETA .
o Signed copy of the employment contract for each learner is to be attached to the agreement.
o Proof of learner registration with the Professional Body (ICB).

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o Proof of employer accreditation status with the Professional Body (ICB Accreditation
o Proof of levy payments to SARS is up-to-date.
o Proof of Approval of workplace Skills Plan.

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