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									 The Role of PSETA
PSTF Conference 2011

      27 September 2011
 Shamira Huluman: PSETA CEO
Outline of Presentation
 q   Background

 q   Legal mandate of PSETA

 q   Scope

 q   PSETA Repositioned

 q   Results of Administration

 q   Capacity and Organogram

 q   Strategic Plan, Strategic Objectives and Initiatives

 q   Sector and provider challenges
n   March 2010:          Decision taken to ensure PSETA
                         operational independence (Responsibility
                         for own admin)
                         PSETA to function fully in terms of the SDA
                         MOA signed between the PSETA and DPSA

n   August 2010:         PSETA Board appointed CEO and CFO

n   Sept 2010:           Minister: HET placed PSETA under
                         Ministers: HET, PSA and Finance created
                         Inter-Ministerial Committee
                         to address questions of the
                         viability of and an operational model for the

n   Nov 2010:     Minister: HET re-established PSETA for a year
q   Skills development strategy move to DHET has brought a new
    impetus to the National Skills Development Strategy

q   NSDS III has brought in imperatives that require fresh driving
    mechanisms from all stakeholders.

•   Industrial training, now driven by the New Growth Path through the
    National Skills Accord (signed in July 2011), entails the following:

    •   30 000 artisan learners to enter training in this financial year

    •   5 000 internships provided opportunities for work experience in
        this financial year and the two subsequent years

q   SSP to support growth and jobs in the sector

q   HET expected to lead skills planning research
Background…..NSDS III
1. Establishing a credible institutional mechanism for skills planning.
2. Increasing access to occupationally-directed programmes.
3. Promoting growth of a public FET college system that is responsive to
   sector, local, regional and national skills needs and priorities.
4. Addressing low levels of language and numeracy skills to provide access to
   additional training.
5. Encouraging better use of workplace-based skills development.
6. Support for small enterprises, non-profit organisations, co-operatives and
   worker-led training initiatives.
7. Increasing public sector capacity for improved service delivery and
   supporting the building of a developmental state.
8. Building career and vocational guidance.
9. Encouraging and supporting worker-led, NGO- and community training

Legal Mandate of PSETA
q   The PSETA was established in terms of Section(10) of the Skills
    Development Act 97 of 1998.
q   The main functions of a SETA include the following:
Ø   to equip South Africans with skills to succeed in the global market;
Ø   to offer opportunities to individuals and communities for self-
Ø   to implement the NSDS by:
ü   Develop the Sector Skills Plan and the Career Guide
ü   Implement the Sector Skills Plan
ü   Promote occupation-based learning programmes
ü   Register Agreements for learning programmes
ü   Perform quality assurance functions delegated to it by the QCTO.
ü   Liaise with provincial offices, Labour Centres and relevant education bodies
    to improve information about placement opportunities, and skills
    development providers and the labour market.
Scope – ‘Business of Government”
q   Transversal government occupations including:
Ø   Planning, incl. MTEF and MTSF Processes
Ø    Lawmaking; Policy Making, incl. Green Paper and White Paper Processes
Ø   Budgeting; Supply Chain Management; The PFMA; Auditing; Taxation;
    Business Registration
Ø   Intergovernmental Relations; Ministerial Services
Ø   Reporting, incl. Submissions, Cabinet Memos, Portfolio Committee
    Processes; Speechwriting
Ø   Social Dialogue; Social Cohesion; Public Participation; Human Rights
Ø   Electoral Processes; Home Affairs Services
Ø   Public Service and Administration; Batho Pele
Ø   International Relations and Cooperation, incl. Diplomacy
Ø   Labour Matters; SETA Services
Ø   Economic Development; Trade and Industry; Investment Promotion
Ø   Government Trades

PSETA Re-positioned
q   Gained complete independence from DPSA as of 1 April 2011

q   Structural Capacity

q   Board Approved Policies, Procedures and Systems

q   Funding model & NSF

q   Set up innovative projects
    Ø   Training co-operatives
    Ø   Empower unemployed youth through:
    Ø   Participating in pilot training interventions related to the Integrate Youth
        Rural Strategy (Learnerships/internships)
    Ø   North West unemployed youth project (Learnerships/internships)
    Ø   Capacitate FETs to provide trades and learnerships
    Ø   Partner with HET on innovative research
Results of Administration
§   Governance:
    Ø   Constitution finalised through consultation with stakeholders –   signed
        by MPSA, NEHAWU, PSA and POPCRU

    Ø   Board appointed by MHET – Independent Chairperson, 6 employer reps
        appointed by MPSA, 6 labour reps, 2 Ministerial appointees – gazetted
        18 April 2011 – senior reps from stakeholders

    Ø   Audit Committee – 2 independent members, 2 board reps

    Ø   Board Committees established and first meetings held

    Ø   Policies approved by Administrator: Finance and Procurement policies,
        HR Policies, Delegations of Authority Framework, Management
        Structures and Reporting Policy, Organogram

    Ø   Internal Auditors appointed for 12 months
n   HR – moved from 25 to 44 staff in new FY

n   New Executive management including COO/ CSE

n   New Projects Office

n   Administration Treasury Allocation of R21 million

n   NSF Funding of R 42 million

n   Grant Disbursement Account – levies – expansion of scope

n   IMTT process to be finalised end September – Cabinet Memo on
    short term funding model
    PSETA Strategic Plan
n   PSETA Strategic Plan informed by:

ü   Outcome 5: “A skilled and capable workforce to support an inclusive
    growth path”
ü   Outcome 12: “An efficient , effective and development oriented public
    service and an empowered , fair and inclusive citizenry”
ü   NSDS III – launched by MHET on 19 January 2011
ü   National Skills Accord signed in July 2011
ü   Sector Skills Plan
Ø   WSPs and ATRs
Ø   Labour Market Analysis
Ø   Sound research methodology – forecasting, supply/demand models
Strategic Objectives 2011-2016
1.   Understand the skills needs of the public service sector for improved
     service delivery

2.   A skilled and capable public service sector workforce

3.   Contribute to the alleviation of poverty and the reduction of unemployment

4.   Support the quality development of public FET colleges

5.   Establish strategic partnerships for research and innovation towards
     improved service delivery

6.   Establish effective and efficient governance and corporate services and
     systems to support the business of PSETA

7.   Fund the PSETA to carry out its legislative mandate
Strategic initiatives
q   QCTO quality partner - co-ordinate quality provision of occupation
    directed qualifications in the sector

q   Improve supply side challenges
    –   Encourage improved quality delivery (invigorate accreditation of

    –   Encourage providers to offer full qualifications

    –   Encourage sector providers to work together (develop standardised
        training material)

    –   Market the range sector of qualifications in all provinces

    –   Stimulate departments to put more effort on trades training and open
        work sites for experiential training
Strategic Initiatives cont...
q   Encourage young and unemployed to work in the public service
    sector (career guidance initiatives)

q   Capacitate and support stakeholders – report learning intervention
    appropriately (workshops for SDFs to be rolled in Oct and Nov)

q   Monitor and verify training interventions based on 1% payroll in a
    sustained manner

q   Capacitate workplace mentors

q   Proposal to use PS workplace for experiential learning – National
    Skills Accords expects government to take on learners, interns and
Sector Challenges
q   Develop WSPs that ensures national strategies are
q   Utilise between 3% & 5% of payroll
q   Training initiatives to:
Ø   locate more resources to employees at cold face of
    delivery (front-line offices)
Ø   Create opportunities for unemployed
Ø   Workplace placement for those on learnerships,
    internships or apprenticeships

Challenges of current training
n   Not delivering on credit bearing courses – qualification and unit
n   Too many short courses delivered by private providers
n   Too few accredited providers in provinces and rural areas
n   NSDSIII promoting public institutions: HEIs and FETs
n   PALAMA, Provincial academies, DIRCO Academy etc need to
    transform to QTCO standards of delivering on occupational
n   PSETA to facilitate and support providers on registration of
    occupational qualifications including those based on critical and
    scarce skills in PS e.g. Project Managers, Financial Management
n   MoUs with HEIs and FET Colleges – qualification development
    partners, trade and artisan training providers
 Just as the SETA system is integral to meeting the challenge
of reducing unemployment to below 15 percent by 2015, so too
  is the investment in training and skills development a non-
 negotiable imperative for developing an economically active
             and skilled workforce in South Africa.

                   Thank you


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