CHIETA newsletter June 2004

					Volume 4 Issue 1 June 2004




CHIETA
    news


                                              Learnership
                                              Division Profile
                                              Train and Claim
                                              NSDS 2005 -
                                              2009

The newsletter of the Chemical Industries Education and Training Authority
        Editorial



       Congratulations to Mr MMS Mdladlana for re-
       election as Minister of Labour.




                                                                    Call for
                                                  Meet the new
                                                                    contributions
                                                  Marketing and
                                                  Communications Through this communication medium,and
                                                                    intend sharing with you our key events
                                                                                                            we

                                                                    activities. We are also interested in publi-
                                                  Specialist, Mpumi cising your achievements thatoryou would
                                                                    significant
                                                                                 success stories,     any other

                                                  Sithole           like to share with readers of the CHIETA
                                                                    News.
                                                                                                    Your comments and opinions regarding
    A lot has happened since the publication of our last quarter newsletter at the              this newsletter, any of our other publica-
    end of last year, including the appointment of a new Marketing and Communications           tions or our website are valuable to us. If
                                                                                                you would like to make any suggestions or
    Specialist. Mpumi Sithole is not new to CHIETA or to Skills Development: many will          contribute articles for future newsletters,
    remember her as a WSP Evaluator within the Skills Planning Division. She moved to           please e-mail the Marketing & Communi-
    the National Zoological Gardens of South Africa to do a stint as PR/Marketing Coor-         cation Specialist, Nompumelelo Sithole on:
                                                                                                nsithole@chieta.org.za
    dinator for about a year and now she’s back home at the CHIETA.                                 While every effort is made to ensure the
        CHIETA started the year on a high note with the launch of the Shutdown, Mainte-         accuracy of information published in
                                                                                                CHIETA News, views expressed are those
    nance and Construction Learnership Project (read more about this on page X),a
                                                                                                of the writers and do not necessarily reflect
    series of road shows (read more about this on page X) and HIV/AIDS and RPL                  those of the Governing Board of the
    Business Breakfasts in four regions.                                                        CHIETA.
                                                                                                    (The CHIETA cannot take responsibility
        As this is our very first newsletter for 2004, I would like to wish all our readers a
                                                                                                for lost, damaged, or incorrectly printed
    prosperous year ahead. With the take-off that we have experienced, we hope to               contributions.)
    bring many more skills development achievements for the chemical industries sec-
    tor.
        Please don’t hesitate to contact us should you require any assistance. We are
    here to serve You!
        Warm regards




                                                                                                Contact Details
    0860 244 382                                     CHIETA Strategic                           CHIETA
                                                                                                2 Clamart Road, Richmond, Johannesburg
    CHIETA Magic                                     Planning                                   PO Box 961 Auckland Park 2006
    Number, try it…it                                Glenburn Lodge
                                                                                                Call centre / Telephone: 0860CHIETA
                                                                                                Fax: (011) 726 7777
    works!                                           Muldersdrift 1-2 April 2004
                                                                                                e-mail: info@chieta.org.za

                                                     CHIETA staff went away for 2 days          Production team
                                                     to present and discuss the imple-
                                                                                                editor Mpumi Sithole
                                                     mentation strategies of projects to
                                                                                                editorial team Derek Peo / Raymond
                                                     fast track key strategic objectives        Patel
                                                     in the CHIETA Business Plan for            design m&m
                                                     the 2004-2005 financial year.              photographs Photodisc
                                                                                                printing The Bureau


    Don’t forget to visit the CHIETA website on www.chieta.org.za


2       June 2004
    CHIETA CEO


                                                                                             NSDS Objective 2: Fostering



The year                                                                                     skills development in the
                                                                                             formal economy for
                                                                                             productivity and employment
                                                                                             growth
                                                                                             G   100% of levy paying enterprises with




ahead
                                                                                                 more than 150 workers are receiving
                                                                                                 skills development grants
                                                                                             G   85% (140) levy paying enterprises
                                                                                                 employing between 50 and 150
                                                                                                 workers are receiving skills
                                                                                                 development grants
                                                                                             G   A total of 60 NQF L 1-8Learnerships
When Julius Caesar returned from his              the current NSDS and in fact the exist-
                                                                                                 are available to workers in the
conquest to take up the role of ruler of          ence of the CHIETA. We are indeed very
                                                                                                 Chemical Industries Sector
Rome, ordinary civilians shared in his tri-       confident that the CHIETA based on its
umph. However, as Shakespeare so                  past performance will exist for the next   NSDS Objective 3:
aptly sets it out in the epoch, there were a      five years.                                Stimulating and supporting
few that questioned those celebrating and                                                    skills development in small
referred to them as stones, blocks and                                                       businesses
worse than senseless things: “Why dost
                                                   NSDS targets
                                                                                             By March 2005, at least 520 (30%) of
thou not show any sign of thou trade upon                                                    new and existing levy paying small busi-
                                                  NSDS Objective 1:
this labouring day, What art thou trade                                                      nesses employing between 1 and 50
                                                  Developing a culture of high
thou knave, thou naughty knave?” The                                                         people will receive grants and be sup-
                                                  quality lifelong learning
knave responded by stating he is a                                                           ported in skills development initiatives
mender of soles, he mends you when                By March 2005, 98 400 workers (82%),
you are worn out. This knave could be             in the sector to have at least a level 1   NSDS Objective 4:
                                                  qualification on the NQF, the NSDS tar-    Promoting skills development
implying that he will repair the soles of
                                                  get is 70%.                                for employability and
your boots if they are worn out or he will
                                                      18 000 (15%) workers have em-
                                                                                             sustainable livelihoods
provide spiritual consolation should your
                                                                                             through social development
soul be worn out.                                 barked on a structured learning pro-
                                                                                             initiatives
    Like Caesar’s return to Rome, I re-           gramme of whom at least 9 000 (50%)
                                                  will have completed their programme        A total of R38.6 mil of the NSF allocation
gard my appointment as the beginning
                                                  satisfactorily.                            is spent on the following projects:
of a period to construct walls upon an
                                                                                             G SMMEs – 20 businesses
already strong foundation that was laid               The CHIETA and at least 28 compa-
                                                  nies in the Chemical Industries Sector     G   FET/HET Bridging programme. –
by my predecessor, Dr Julie Reddy. The
                                                  are committed to or have achieved the          120 mostly black learners
joy and song that is exuberated in the
                                                  Investors in People sites                  G   Capacity Building for 50 small
corridors of the CHIETA are sounds of
                                                                                                 businesses
exclamation of the wonderful achieve-
                                                                                             G   ABET programme for 4000 learners
ments of the CHIETA over the last four
                                                                                             G   150 companies get involve in the HIV/
years. I am convinced that unlike the cob-
                                                                                                 AIDS programme
bler in Shakespeare’s Caesar, the                 CHIETA CEO                                 G   765 learners go through RPL
CHIETA staff are very aware of their roles
                                                  Dr Raymond Patel
and most certainly will not play on the                                                      NSDS Objective 5:
dual meaning of words. The CHIETA staff                                                      Assisting new entrants into
are professional and only know one word                                                      employment
– and that is delivery!                                                                      By March 2005, a total of 3 475 (18.2)
   So what lies ahead for the term                                                           learners under the age of 30 have en-
CHIETA to become synonymous with                                                             tered Learnerships in the Chemical In-
delivery? The question is how much                                                           dustries Sector
more can an organisation achieve that                                                           A minimum of 510 of those who have
has met every target set by the National                                                     completed Learnerships in the Chemi-
Skills Development Strategy (NSDS). The                                                      cal Industries sector are, within 6 months
answer to this is to exceed on targets                                                       of completion, employed, in full-time
met previously. We should also not lose                                                      study or further training or are in a social
sight of the fact that this is the last year of                                              development programme.             >>> 4



                                                                                                                CHIETA news                 3
        CHIETA CEO




        “           The CHIETA staff are professional and only know one

                    word – and that is delivery!

    <<<4


    We are also convinced that the CHIETA        G
                                                                              ”
                                                     Responsiveness to a changing          Therefore, what are the Challenges that
    will achieve the above targets, however,         context                               face the CHIETA in the next 10 months? I
    I have to caution that the challenge of                                                am sure that you will agree with me that
                                                 G   Responding to HIV/AIDS
    achieving the complete life long learner                                               there are many, however the few that
    is enormous, thus for the CHIETA to          G   Maximising the benefit of IT/MIS in   come to my mind are:
    contribute to the Skills Revolution it has       enhancing the sectors performance     G Implement GDS by reaching the

    to find innovative ways of dealing with                                                    agreed learnership target
                                                 G   The changing arena of training and
    the following circumstances which de-                                                  G   Submitting report to Stakeholders
                                                     development
    mand an organisational response if the
                                                                                           G   Penetration of the SMME market
    CHIETA must perform efficiently              G   Deprived and inaccessible
                                                                                           G   Ensure Quality Assurance in the
                                                     communities and marginalised
    Internal Imperatives                                                                       sector
                                                     groups
    G   Penetration of constituencies                                                      G   Comply with Skills Amendments
                                                 G   Fragmentation in delivery
    G   Operational efficiency                                                                 Legislation and Regulations
    G   Integration of divisional efforts        G   Profile of providers and issues of
                                                     access                                With the centrality of duality in my open-
    G   Maximising performance
                                                                                           ing words “on mender of souls or is it
    G   Transforming the culture of work         G   The readiness of employers to
                                                                                           soles”, the CHIETA have set their sights
                                                     implement
    G   Transforming the culture of relations                                              on opening doors and improving the
                                                 G   Workplace Skills Development          skills of the Sector, and therefore is re-
    External Imperatives
                                                                                           garded as one of the best. It is in this
                                                 G   The readiness of learners to
    G   National policy           agenda    of                                             sense of excitement and anticipation that
                                                     participate in training
        transformation                                                                     I look forward to this year and in particu-
    G   Diversity of the sector                  G   The realization of RPL                lar the next five years.




4       June 2004
   Staff News




  On the move!

Sonwabile Xaba has been                 Mpho Mothapo has been                 Christancia Wangra has been
appointed Learnership                   appointed Skills Planning             appointed as the Receptionist.
Practitioner.                           Practitioner.
                                                                              Romiella Pillay has been appointed
Zanele Maseko has been                  Nonhlanhla Maseko has joined the      the Project Manager in the NSF
appointed Learnership                   CHIETA-NSF Programme Office as        Programme Office.
Administrator.                          the new Financial Controller.
                                                                              Ivy Msomi has been appointed
Palesa Mochongwane has been             Tshidi Magonare, previously ETQA      Operations Administrator.
appointed ETQA Administrator.           Specialist, has been appointed
                                        Accreditation and Audit Officer.      Lindiwe Zungu, previously
Marti Steyn, previously ETQA                                                  Receptionist, has been appointed
Administrator, has been appointed       We welcome Rene Diergaardt, a         Skills Planning Administrator.
Learner Enrolment and                   learner on the SAQA NLRD
Certification Practitioner.             Learnership, who will be with the
                                        CHIETA for the next two years, to
Munyaradzi Makota, previously the       gain practical experience.             Congratulations!
CHIETA-NSF Financial Controller,
has been appointed the CHIETA’s         Mpumi Sithole has re-joined             Doreen Mbodla, the HR Admin-
Accountant, following the               CHIETA as the Marketing and             istrator, gave birth to baby girl,
resignation of Simon Skosana.           Communication Specialist.               Demi, on 12 February 2004.




Upcoming Events
  BUSINESS PROCESS MANAGEMENT CONGRESS

  27-29 July 2004        Sandton Convention Centre                          Contact: IQPC South Africa
                         Telephone: 011 669 5000      Fax: 011 669 5069     e-mail: registration@iqpc.co.za

  DESIGNING EFFECTIVE TRAINING PROGRAMMES & LEARNERSHIPS

  28-30 July 2004        Sandton Convention Centre                          Contact: IQPC South Africa
                         Telephone: 011 707 9200      Fax: 011 707 9219     e-mail: registration@iqpc.co.za

  MINERALS & PETROLEUM RESOURCES DEVELOPMENT ACT

   28-30 July 2004       Sandton Convention Centre                          Contact: IQPC South Africa
                         Telephone: 011 669 5000      Fax: 011 669 5069     e-mail: registration@iqpc.co.za

  COATINGS FOR AFRICA

  8-10 September 2004    Champagne Sports Resort, Central Drakensburg.      Contact: Co-ordinated Agendas (COA)
                         Telephone: 031 762 1761      Fax: 031 762 1786     e-mail: info@coa.co.za

  SAITEX 2004

  5-8 October 2004       Gallagher Estate, Midrand                          Contact: Charmaine Schmahl
                         Telephone: 011 661 4018      Fax: 011 496 3881     e-mail: charmaine@kagisoexpo.co.za




                                                                                                CHIETA news          5
        News Briefs



                                                 Outcomes Based                                  Be careful when limiting one’s
                                                 Education at work!                              expectations of teenagers –
                                                 Whilst many are critical about outcomes         they will often surprise you!
                                                 based education and the implementa-
                                                 tion thereof in South Africa, there are ex-
                                                 amples of highly innovative and cost ef-
                                                 fective learning around! A brief was given
                                                 to learners in Grade 10 to design and
                                                 make a coffee table from recyclable
                                                 waste materials. Three girls made the
    e-Thekwini Isiqalo                           table from the boxes that the CHIETA’s
                                                 new photocopier and servers were
    Learnership                                  packed in.
    Exhibition
    The e-Thekwini Municipality and the Dur-
    ban Chamber of Commerce and Indus-
    try launched a Learnership Programme
                                                 CHIETA reaches out to
    in support of the National Skills Devel-
    opment Strategy. The CHIETA was in-
                                                 stakeholders
    vited to exhibit, and approximately 10 000
    learners attended the exhibition. The        The CHIETA embarked on a road                   G   Is there a sufficient mandate for
    CHIETA stand was inundated with learn-       show in six regions to encourage all                Regional Committees? If not, what
    ers interested in CHIETA Learnerships.       stakeholders to participate in the skills           needs to change?
        The Department of Labour’s General       development process and share valu-             G   What can be done to maximize
    Employment and Skills Development            able information with our registered                participation of all constituencies?
    Services Director: Ms Adrienne Bird, de-     stakeholders to assist them to claim
                                                                                                 G   The need for senior involvement
    livered a keynote address on the impor-      grants.
                                                                                                     within the sector across all regions
    tance of Learnerships to the country.            The proposed discretionary grant cri-
                                                                                                     for the implementation of the National
        The CHIETA would like to extend grati-   teria was also discussed and refined
                                                                                                     Skills Development Strategy.
    tude to the e-Thekwini Municipality for      through this process, and participants
                                                 were also updated on the draft amend-           What also emerged quite strongly from
    their commitment and support to skilling
                                                 ments to the Skills Development Fund-           the Road show was a need for consist-
    South Africa.
                                                 ing Regulations, and opportunities for          ent, timeous and effective Communica-
                                                 participating in the National Skills Fund       tion from the CHIETA staff and manage-
     The SAQA Audit                              (NSF) projects.                                 ment. The CHIETA CEO has therefore
                                                     During the road show the structure of       undertaken to strengthen the CHIETA’s
     SAQA audited the CHIETA for legisla-
                                                 regional committees was discussed,              presence in regions, by committing the
     tive compliance in February 2004.
                                                 and stakeholders considered such is-            CHIETA to visiting companies more
     They gave the CHIETA an unqualified
                                                 sues as:                                        regularly.
     audit. Congratulations to all the ETQA
     Team, and the CHIETA staff who con-
     tributed to a painless and successful          Good afternoon
     audit process.
                                                    I enjoyed meeting you and your team at the above roadshow on Thusrday, 11 March.
                                                    My critisism of the “ringing phone” and disrespectful late start were most sincerely
                                                    intended as constructive. The CHIETA is a professional body and I am confident that
                                                    such feedback can only improve your reputation in the future – if actioned.
                                                    We have worked very closely with Robin Archer (Huntsman Tioxide) for the last six years.
                                                    I was impressed with the informative nature of your roadshow and wish you (CHEETAH)
                                                    success in the JUNGLE.
                                                    Yours in growth
                                                    Derek Wilson
                                                    Dyna Training KZN (Pty) Ltd



6       June 2004
Finance



                                                                                   PROCEDURE FOR
                                                                                   WHEN A COMPANY
                                                                                   WANTS TO CHANGE
                                                                                   FROM ANOTHER
 News from Finance                                                                 SETA TO THE
 SARS recently informed SETAs of retrospective adjustments                         CHIETA
 to prior year levy records. SARS collects relevant levies from                    Step 1: The Company must complete the
 employers, of which the SETA receives 80%. The SETA
                                                                                   Annexure B Form (see below)
 refunds amounts to employers in the form of grants, based
 on information from SARS. Where SARS retrospectively                              Step 2: The form must be signed by the
 amends the information on levies collected, it means that                         CEO, HR Manager or Training Manager,
 grants have been paid to certain employers that are in excess                     NOT by the SDF. The DoL will not accept
 of the amount the SETA is permitted to have granted to these                      the form if it has been signed by the SDF.
 employers.
                                                                                   Step 3: Once the form is verified as cor-
 A SETA has a legal right to set off a receivable for the recovery                 rect, a letter is then sent to the other SETA,
 of an overpayment due by an employer against the provision                        which will confirm in writing if they agree
 for grant payments to that employer. The amounts owed by
 employers for grant overpayments are therefore set off                            with the envisaged change.
 against future grant payments to employers.                                       Step 4: Once they have agreed to the
                                                                                   change, they will fax back the signed letter
 The retrospective adjustment will therefore effect grant
 payments to employers during the current financial year.                          of agreement.
                                                                                   Step 5: The Levy / Grant Practitioner will
 For more information contact:
                                                                                   then fax the form and letter to DoL, who
 Farhad Motala: Chief Financial Officer                                            will then update their records, which will
 e-mail: fmotala@chieta.org.za                                                     be uploaded to SARS. (This procedure
                                                                                   takes a maximum of 4 - 8 weeks.)
                                                                                   Step 6: Once SARS have made the
                                                                                   changes they will download the informa-
Grant Disbursement Update                                                          tion.
                         2004 - 2005                                               Step 7: DoL will effect the final change,
                                                                                   which will enable the CHIETA to see how
TYPE OF GRANT             NUMBER               AMOUNT                  TOTAL       much levy has been paid to the relevant
WSP             Large            39       3,682,485.93                             SETA.
ETR             Large             1          25,592.33           3,708,078.26      Step 8: The Levy/Grant Practitioner pre-
                                                                                   pares a letter to the relevant SETA request-
WSP             Medium           32         239,637.62
                                                                                   ing them to transfer the relevant levies.
ETR             Medium                        9,637.56            249,275.18
                                                                                   Step 9: Once the levies have been trans-
WSP             Small            41         140,123.54            140,123.54       ferred, the CHIETA can then pay the grants
                                                                                   (if the company qualifies) to the company.

ANNEXURE B
                                                                  SOUTH AFRICAN REVENUESERVICES, P/Bag X923, PRETORIA 0001
SKILLS DEVELOPMENT LEVY – CHANGE OF SETA JURISDICTION

Trading Name or other name and address:


Telephone:                                Reference Number                            PAY:LEVY

From SETA                                 Chamber/ActivityCode                    State main sector


To SETA                                   Chamber/ActivityCode                   State main sector

Reason for Change                                                                State Core Business

Name:                                                    Signature:
Capacity:                                                Date:




                                                                                                       CHIETA news                  7
        ETQA



                                                                                                 What is programme




    ETQA
                                                                                                 approval?
                                                                                                 Many companies accredited by ETQA’s
                                                                                                 may wish to extend their scope to in-
                                                                                                 clude training on CHIETA qualifications
                                                                                                 or unit standards, such as training will be
                                                                                                 quality assured by the CHIETA-ETQA.
    What is Accreditation of                      education and training provision is of a
                                                                                                 Therefore, the CHIETA-ETQA will have
    Providers and what is                         high standard. Certificates are also be-
                                                                                                 to do a programme approval.
    Programme approval?                           ing issued for unit standards based edu-           Such companies should contact their
                                                  cation and training, and these certificates    accrediting ETQA and inform their ETQA
    Companies within the chemical indus-          carry national recognition.                    to formally contact the CHIETA-ETQA to
    tries sector are beginning to support the         To declare a learner competent to          do the programme approval. The latter
    National Skills Development Strategy as       obtain a certificate, the learning pro-        will then set the ball rolling
    well as the new requirements for provi-       gramme needs to be of the required                 The CHIETA accredits its providers
    sion for education and training. As this      standard, at the correct level, and the        for a specific qualification/s only, and this
    understanding grows, more and more            assessment (examination) has to be             does not allow them to offer other quali-
    companies are contacting the ETQA Di-         done by registered assessors. The              fication/s or unit standards (or the same
    vision to seek accreditation.                 company needs to have sufficient funds         qualification at another level). The ETQA
    Why Accreditation?                            to complete a training cycle, and the          needs to evaluate and confirm that the
                                                  competent learner obtains a certificate        resources, both personnel and educa-
    Whereas public education and training
                                                  from the SETA that is nationally recog-        tional, are in place for each qualification
    organisations are deemed to be accred-                                                       that a provider wishes to offer.
                                                  nised, just as the matriculation certificate
    ited to provide education and training,                                                          Where an accredited provider wants
                                                  is recognised.
    private providers and companies need                                                         to expand its scope of provision to in-
                                                      Companies can start off by meeting
    to become accredited. The question                                                           clude additional qualifications, the ETQA
                                                  the minimum criteria for accreditation for
    arises, why are public institutions already                                                  Division does not need to do a full ac-
                                                  a period of two years, and begin to train,
    accredited? The answer is simple.                                                            creditation evaluation, but only concen-
                                                  offer Learnerships, etc as provisionally
    Schools, colleges, technikons, etc have                                                      trate on approval of the learning pro-
                                                  accredited providers. However during
    a fully-fledged system in place to pro-                                                      gramme for the new qualification.
                                                  these two years they need to fulfil all the
    vide education and training. They have                                                           Some companies are accredited by
                                                  required criteria for full accreditation.
    policies to perform this function, as well                                                   other ETQAs. Often such companies
                                                      This is why it is important for a com-
    as procedures, trained staff, learning                                                       wish to offer qualifications or unit stand-
                                                  pany that wishes to have its training rec-
    materials, examination and certification                                                     ards that fall within the quality assurance
                                                  ognised, to use the services of accred-        scope of the CHIETA ETQA. These com-
    systems, funding, etc.
                                                  ited providers, or to become accred-           panies contact their accrediting ETQA
        Private companies have been train-
    ing their staff over many decades, but        ited. All accredited providers can offer       and request them to contact the Man-
    the National Qualifications Framework         education and training to their own staff,     ager of the CHIETA ETQA for pro-
    set up by SAQA now regulates the stand-       or even to other companies, and charge         gramme approval of the chemical indus-
    ards required in order to ensure that         them for the services rendered.                try related learning programmes that
                                                                                                 they wish to offer.
                                                                                                     The CHIETA ETQA’s programme
                                                                                                 approval requirements are that the learn-
                                                                                                 ing programme based on the relevant
                                                                                                 unit standards, as well as the assess-
                                                                                                 ment tools, the assessors and modera-
                                                                                                 tors for the learning programme must
                                                                                                 be in place. The CHIETA ETQA also ap-
                                                                                                 proves training centres and workplace
                                                                                                 sites where components of the CHIETA
                                                                                                 qualifications will be offered. We require
                                                                                                 compliance with Health and Safety regu-
                                                                                                 lations, and would confirm that the equip-
                                                                                                 ment used is fit for purpose, and other
                                                                                                 related issues. The CHIETA –ETQA how-
                                                                                                 ever, reserves the right to verify selected
                                                                                                 other accreditation criteria should this be
                                                                                                 deemed necessary.


8       June 2004
   ETQA




Proposed                                         Incentive Grants for Three New ETQA Incentives
                                                 Assessor and moderator training
                                                  Full course                                             R 3 000.00pp

new                                               Top-up course
                                                 Register constituent assessor/moderator
                                                 ETD Practitioner Training
                                                                                                          R 800.00pp
                                                                                                          R 2 000.00pp
                                                                                                          R 2 000.00pp


incentives                                   b. Added to this, there is also a need to       information can be found on the CHIETA


for                                             register already trained assessors
                                                and moderators as constituent
                                                assessors/moderators with the
                                                                                             website.
                                                                                                  The ETQA Division is currently busy
                                                                                             informing the sector via the CHIETA


quality
                                                CHIETA. It is only registered                website as well as e-mails, and provide
                                                assessors and moderators who can             all the criteria and guidelines around all
                                                assess learners for certification            three initiatives.
                                                purposes. In 2003-04, close to 400

promotion                                       assessors that were trained in
                                                CHIETA sponsored courses were                   ETQA Achievement!
                                                declared competent to Plan and
Trainers, supervisors, foremen, etc play        Conduct Assessments. These                      The new CHIETA
                                                people now have to register with the
a crucial role in production within the
chemical industries sector, and they de-        CHIETA as candidate assessors/                  certificates
serve recognition for the value that they       moderators, by fulfilling the subject
                                                                                                At last it has happened!
add to companies by training workers            matter expertise requirements, in               The new CHIETA
to do the work to a high standard. Many         order to become registered                      certificates as per the
of these people do training, without go-        constituent       assessors        or           SAQA specifications are
ing through any formal train-the-trainer        moderators.                                     now available. We have
                                             c. Many companies continue to contact              issued no less that 700
course, and some have expressed the
                                                the CHIETA to get their trainers                learner certificates in the
need to obtain training to do their train-
                                                                                                last 2 months, and are
ing jobs better.                                trained as assessors. We have
                                                                                                aiming to complete the
    The ETQA Division has budgeted              budgeted a further sum of money
                                                                                                backlog by the end of May
funds to assist CHIETA levy paying com-         for the 2004-05 financial year to assist
                                                                                                2004. A big thank you is
panies to participate in one or more of         companies to train their trainers as            due to all those
three initiatives in 2004-05:                   assessors, as the ETQA Division                 companies that waited
                                                recognises the need to promote the              patiently for their
a. Training ETD Practitioners                   quality of education and training.              certificates. From June
b. Registering    constituent                To this end the ETQA Division has re-              2004 the turn-around time
   assessors and moderators                  quested the CHIETA EXCO to make                    for the issuing of
                                                                                                certificates will be 6
c. Training additional assessors             available financial incentives to compa-
                                                                                                weeks, provided that the
   and moderators                            nies to “Train-and-Claim” their staff if they
                                                                                                accredited providers have
                                             meet specified CHIETA criteria. For both
                                                                                                submitted all the required
a. Companies that train their trainers,      the ETD Practitioner training, as well as          documents and
   supervisors, foremen, etc. on             assessor and moderator training. Com-              information.
   recognised Education, Training            panies are required to pay upfront for
   Development Practitioner (ETD             the training and claim back the money
   Practitioner) courses offered by          from the CHIETA after the candidates are
   ETDP Accredited Providers will obtain     declared competency. A number of
   a set amount of funding yet to be         SETA ETQAs have used this approach,
   approved by EXCO. This amount             and have found it to be highly success-
   should substantially subsidise the        ful in yielding results. Other ETQAs share
   company’s training bill for the           the CHIETA’s experience that if grant
   specified training. These categories      money is paid upfront for training, some
   of people are also ideal candidates       trainees do not bother to complete the
   for assessor and moderator                courses, and public funds are wasted.
   training.                                 All information for the Train-and-Claim



                                                                                                               CHIETA news                9
         Skills Planning




     Skills Planning Update
     The Division has been staffed up to han-            Planning, RPL and Provider                2004.The Submission date for the Year 5
     dle the volume of work caused by the                Accreditation needs                       WSP is planned for the 31 August 2004
     SSP review and to streamline the Dis-           The CHIETA Skills Planning Division has       and the Education and Training Report
     cretionary Grant process. It now in-            developed the Discretionary Grant             the 29 April 2005. Companies are not
     cludes:                                         Guideline Document and Application            encouraged to seek extensions against
     G Manager                                       Forms for the process. These docu-            these dates but in cases where that is
     G Skills Specialist                             ments are available from the Skills Plan-     inevitable such extension dates can only
     G Skills Practitioner                           ning page on our website or you can           be accepted when submitted in writing
     G Division Administrator                        contact the Division directly and ask to      to the relevant Skills Planning official.
     G Discretionary Grant Administrator             speak      to     Kenneth       Diseko
     G Discretionary Grant Project Manager           (kdiseko@chieta.org.za)                       The 2005-2009
         (contract)                                      The submission date has been con-         Sector Skills Plan
     G Data Capturer (contract)                      firmed as Friday, 16 July 2004.
                                                                                                   The CHIETA, in collaboration with the dti,
      2003-2004 Discretionary                         2004-2005 Mandatory                          commissioned research with the Human
      Grants Supports mainly                          Grant process is on course                   Sciences Research Council. The reports
      Accredited training                                                                          were presented at the last Governing
                                                                                                   Body meeting which was held in the first
     The Division has been extensively in-           The Joint Chamber Meeting on the 27
                                                                                                   week of December 2003 and in all the
     volved in the Discretionary Grant proc-         May 2004 agreed that, to review the tem-
                                                                                                   Chamber meetings of the first quarter of
     ess. This started with the Regional Con-        plates for the Mandatory Grant process,
                                                                                                   2004.
     sultations on the Discretionary Grant           a Task Team has to be set up between
                                                                                                       The Chambers accepted the core
     Contracts and the Grant Criteria. As part       the CHIETA Divisions and the Chamber
                                                                                                   findings of the respective sub-sector re-
     of the Roadshows all Regions were vis-          representatives. This team will look at re-
                                                                                                   ports. We have now commissioned a
     ited during the months of February and          viewing the Mandatory Grants Guideline        research organisation to format the re-
     March. The consultations were later fol-        Document, Workplace Skills Plan and the       ports according to the Sector Skills Plan
     lowed with the Chamber meetings and             Education and Training Report for Year        Guide of 2005-2009. The Draft Document
     finalised on the 19 April 2004 with the Joint   5. We would like to encourage all             will then be workshopped with NEDLAC
     Chamber Forum that even had Regional            stakeholders who have comments on             stakeholders, including the relevant
     representatives.                                the documents to contact the Division         Government Departments around the
         The Discretionary Grant Documents           by the end of June 2004 so that their         end of June 2004.
     have been finalised through the Govern-         views can be incorporated. The contact            During the last two weeks of July we
     ing Body meeting of the 26 May 20004            person for the comments is Mpho               will be asking our stakeholders to be on
     and by the time of reading this all SDF’s,      Mothapo (mmothapo@chieta.org.za).             the alert for the Sector Skills Plan Re-
     Providers, Employers Asoociations and               The Division has been receiving the       gional Roadshows. There will be six
     Employee Associations will be ready with        Education and Training Reports for Year       Roadshows, one for each of the CHIETA
     the applications trying to submit before        4 since the submission date was 31 May        Regions.
     the closing date.

      The core elements of the
      Discretionary Grant
      Criteria are:

     G   Support for Apprenticeship training
     G   Support for Learnerships of both the
         Employed and Unemployed
         learners
     G   Support of Skills Programmes
     G   Support for Sector Skills Needs
         which include ABET, HIV/Aids,
         SMME Development, Social



10       June 2004
    NSDS



    THE NATIONAL SKILLS DEVELOPMENT
    STRATEGY 2005-2009
    Consultation Document

About the NSA:                                                     Vision and principals
The National skills Authority was established by the Minister of   Vision:
Labour in terms of Section 4 of the Skills development Act of
1998.                                                              G   Skills for Growth and Development
Key constituencies represented on the NSA are:
                                                                   Guiding Principles:·
M Labour
M Business                                                         G   Support employment creation and poverty reduction
M Government
                                                                   G   Accelerate broad based Black economic empowerment
M Community (women, youth, people with disabilities)
                                                                       and employment equity (85% Black 54% Women 4%
M Providers (public and private, further & higher)
                                                                       people with disabilities to be retained as overriding targets)
M Non-voting members: SAQA, employment services
                                                                   G   Recognise, reward and celebrate excellent practice in skill
G   In terms of the Skills development Act, the National Skills        development, with at least one award per objective per
    Authority has the Responsibility of advising the Minister of
                                                                       year.
    Labour on the National Skills Development Strategy.
G   Once adopted by the Minister of Labour, the National Skills    Proposed objectives for NSDS 2005-2009
    Development strategy is used to focus the efforts of all
    who are engaged in advancing quality skills development        G   Objective 1: Prioritizing critical skills for growth and
    in the country.                                                    development
G   The National Skills Development Strategy is also used to       G   Objective 2: Stimulating quality training for all in the
    inform the spending of money collected from employers              workplace
    through the skills development levy.                           G   Objective 3: Promoting employability and sustainable
                                                                       livelihoods through skill development
Proposed NSDS 2005-2009                                            G   Objective 4: Assisting new entrants into the labour market
G   Consultative process                                               and self- employment

    M   Constituency consultations in 2003                         G   Objective 5: Improving the quality and relevance of
    M   Constituency presentations at 2003 Conference                  provision
    M   Mandated evaluation reports submitted end 2003
    M   SETA evaluation reports submitted early 2004               Presentation outline
    M   NSA/SETA/DOL 5-day retreat in February 2004                G   Problem: What problem is the indicator attempting to
Consolidated Consultation Draft prepared by the NSA in March           correct?·
2004                                                               G   Success Indicator: How will we know when we have
                                                                       succeeded? What will we use as a measure of our success?
Key issues considered at retreat
                                                                   G   Lever: How will we encourage people to work towards the
G   Discussion covered wide array of issues                            success indicator? What grants will be put into place? Or
    M   New Government policies, strategies and programmes             what policy rules need to be put into place?
        and their relevance to the skills strategy
    M   The challenge of ensuring that more small businesses       Key questions for you to consider
        (formal and informal) benefit from services and
                                                                   G   Have we identified the right problems and success
        incentives available through the NSDS
                                                                       indicators?·
    M   The crisis of youth unemployment
    M   Poor participation by people with disabilities and women   G   Do you think we have the right levers to solve the problem?
    M   The challenge of increasing the quality as well as the         If we put the levers in place are we likely to achieve the 2009
        number of education and training providers able to             success we have targeted?
        implement the National Skills development Strategy.        G   If we add together all the success indicators, do we have a
                                                                       strategy that uses our resources well and leads us towards
Proposed NSDS 2005-2004                                                our longer-term vision?
In principle, the size of the NSDS 2005-2009 must be similar to    Objective 1: Prioritising critical skills for
the 2001-2005 strategy, which has 5 objectives and 12 suc-
                                                                   growth and development
cess indicators
G   Balance between manageable number of indicators and            G   Problem: Skills development strategies are not sufficiently
    ensuring that the key challenges are addressed adequately          lined up with and supporting national growth and
                                                                       development priorities·
G   This Consultation Document has 5 Objectives and 222
    success indicators. Too many? If so what should we             G   Indicator 1.1: Skills development supports national growth
    exclude?                                                           and development strategies

                                                                                                    Consultation Document

                                                                                                              CHIETA news                11
         NSDS

         THE NATIONAL SKILLS DEVELOPMENT STRATEGY 2005-2009

     G   Lever: Relevant Government departments, in consultation               total levy income from small firms on the achievement of
         with their Provincial departments, sign off on Sector Skills          this indicator. (Equity to be a criterion for small firms with a
         Plans within agreed timeframes prior to finalisation of plans.        high turnover as set out in the Employment Equity Act.)
         National priorities identified may be translated in to NSF
                                                                           Objective 2: Stimulating quality training for all
         funded Strategic projects.
                                                                           in the workplace
     Objective 1: Prioritising critical skills for                         G   Problem: Although Government spent in excess of R600
     Growth and Development                                                    million on the training last year, the quality and the content
     G   Problem: People make subject and career choices without               of this training and its impact on delivery is not being fully
         having reliable labour market information and which, they             reported in the current strategy. This is key in itself as well
         get, they might be in a better position to find a job, get            as important if Government is to show leadership to the
         promotion or create a business                                        private sector.
     G   Indicator 1.2: Entry, intermediate and advanced critical          G   Indicator 2.3: Government departments achievements of
         skills identified                                                     EE targets and measurable service delivery improvements
                                                                               supported by skills development
     G   Lever: SETAs use their own funds to identify critical skills in
         the sector every two years using guidelines prepared by           G   Indicator 2.2: National, Provincial departments and Local
         the Department of Labour                                              Government spend at least 1% of personnel budget on
                                                                               training.
     Objective 1: Prioritising critical skills for
     growth and Development                                                Objective 2: Stimulating quality training for all
                                                                           in the workplace
     G   Problem: The same as above
                                                                           G   Problem: Not enough firms are reaching beyond legal
     G   Indicator 1.3: Information on priority skills widely available
                                                                               compliance to legislation and are aiming for excellent
         to learners making subject choices and career choices.
                                                                               practice with regard to training and development.
         Impact of information dissemination measured in terms of
         rising entry of learners into programmes leading to               G   Indicator 2.4: Number of enterprises achieving the Investors
         acquisition of skills in critical areas                               in People standard.
     G   Lever: DOL consolidates SETA inputs and National/generic          G   Lever: Firms achieving the IiP standard to automatically
         priorities and prepares a guide on occupational/                      get 50% of levy paid for period standard is maintained –
         employment trends every two years. The NSF will fund the              no plan or report required. SETAs to secure agreement on
         guide and the training of career guidance counselors and              information from such firms.
         Skills Development Facilitators in the use of the information.
                                                                           Objective 2: Stimulating quality training for all
     Objective 2: Stimulating quality training for all                     in the workplace
     in the workplace                                                      G   Problem: there are too few black owned firms in South
     G   Problem: (1) although we made good progress towards                   Africa and too few of these firms are successfully able to
         our targets for large and medium sized firms in the first             secure work from established firms.
         NSDS, we did not achieve our equity targets, hence the link       G   Indicator 2.5: Number of BEE firms and BEE cooperatives
         with EE. (2) SETA kept funds for firms that did not claim,            supported by skills development. Impact of support is
         and this contributed to the problem of unspent funds.·                measured.
     G   Indicator 2.1: 80% of large firms and 60% of medium firms’        G   Lever: Large and medium sized firms eligible for SETA
         employment equity targets supported by skills                         discretionary BEE grant (cash grant) if they submit
         development. Impact on overall equity profile of firms                evidence of support provided to a BEE firm in their sector
         measured.                                                             and the BEE firm receives SETA support.
     G   Lever: Firms to submit WSP aligned to EE plan. Firms
         claim mandatory grants on a quarterly basis, on the basis         Objective 2: Stimulating quality training for all
         of a simple report or invoice, up to a maximum of 50% of          in the workplace
         levy paid. Funds not claimed for a period of 6 months             G   Problem: The world over there is fierce competition to
         automatically transferred to discretionary grants. DOL to             attract new investment, especially foreign direct investment
         set reporting form.                                                   – as this investment brings jobs, new technology, access
                                                                               to new markets and for the country as a whole, another tax
     Objective 2: Stimulating quality training for all
                                                                               payer.
     in the workplace
                                                                           G   Indicator 2.6: Number of workers who benefit from training
     G   Problem: Only a small portion of small firms is currently             for placement in new investment initiatives.
         participating in the WSP grant scheme, however many more
         are being supported by more flexible SETA schemes and             G   Lever: NSF – Skills support programmes grants.
         these seem to be innovative and successful.
                                                                           Objective 2: Stimulating quality training for all
     G   Indicator 2.2: Skills development in at least 305 of small
                                                                           in the workplace
         levy-paying firms supported and the impact of the support
         measured.                                                         G   Problem: Low level of educational attainment of some
     G   Lever: The SETA determines the best form of intervention              members of the existing workforce limits their ability to
         and grant. E.g. WSP provide free courses etc. 30% of total            access further training opportunities and therefore limits
         population of small firms in sector to be reached by such             their job retention and prospects for increased earnings
         initiatives is the target. SETAS to spend at least 50% of the         and career progression.

                                                                                                           Consultation Document


12       June 2004
    NSDS

    THE NATIONAL SKILLS DEVELOPMENT STRATEGY 2005-2009

G   Indicator 2.7: 70% of workers have achieved National             Objective 3: Promoting employability and
    Qualifications Framework Level 1                                 sustainable livelyhoods through skills
G   Lever: SETA Discretionary ABET grants for current                development
    workforce.                                                       G   Problem: Low education attainment of many adults limits
Objective 2: Stimulating quality training for all                        their options for participating in the economy.
in the workplace                                                     G   Indicator 3.3: Rising number of adults are literate (target
                                                                         set per region in provinces, and aggregated first at
G   Problem: The skills level of current workers too often reflect
                                                                         Provincial level and then nationally)
    the past apartheid education policies – this means that
    many workers are poorly equipped to secure their current         G   Lever: NSF (sub-set of Social Development Funding
    jobs as well as to optimize the chance of getting promotion          Window) to compliment DoE funding of Capital Learning
    when opportunities arise. Learnerships are a good way of             Centers and funding to other public providers, as well as
    doing this, as workers do not have to leave the workplace            private and donor funding to other ABET initiatives.
    to get the skills.
                                                                     Objective 4: Assisting new entrants into the
G   Indicator 2.8: Number of current workers participating in        labour market and self-employment
    and currently completing Learnerships and                        G   Problem: There is a duel problem here – very high levels of
    Apprenticeships. Impact on workers lives measured.                   youth unemployment and the persistence of scarce skills·
G   Lever: SETA Discretionary 18.1 grants                            G   Indicator 4.1: Number of people assisted to enter and
                                                                         complete programs leading to high-level scarce skills.
Objective 2: Stimulating quality training for all
                                                                     G   Lever: SETAs provide bursaries/study support/ necessary
in the workplace                                                         experience grants to learners acquiring high-level scarce
G   Problem: Some skills cannot be learnt through                        skills as scarce skills in their sector. NSF provides
    Learnerships. In the current strategy there is no provision          bursaries/study support/ necessary experience grants to
    for different kinds of learning – and so this gap is being           learners acquiring high-level scarce skills of a more generic
    filled here.                                                         or cross cutting nature
G   Indicator 2.9: Number of workers assisted to enter and           Objective 4: Assisting new entrants into the
    apportion (%) completing programmes leading to high
                                                                     labour market and self-employment
    and intermediate level skills.
                                                                     G   Problem: As above, high levels of youth unemployment
G   Lever: SETAs provide bursaries/study support/necessary               and yet persistent scarcity of certain skills in the labour
    experience grants to learners acquiring high and                     market·
    intermediate-level scarce skills identified as scarce in their
                                                                     G   Indicator 4.2: No of young people participating in
    sector. NSF provides bursaries/study support/necessary
                                                                         learnerships and apprenticeships, successfully completing
    experience grants to learners acquiring high and
                                                                         these programs and finding placement thereafter
    intermediate scarce skills of a more generic or crosscutting
    nature.                                                          G   Lever: SETA 18.2 Learnership and Apprenticeship grants
                                                                         topped up by NSF.
Objective 3: Promoting employability and
                                                                     Objective 4: Assisting new entrants into the
sustainable livelyhoods through skills
                                                                     labour market and self-employment
development
                                                                     G   Problem: An increasing no of diploma students cannot
G   Problem: High level of unemployment
                                                                         complete their qualifications and graduates cannot find
G   Indicator 3.1: Number of unemployed people trained, of               employment due to a lack of work experience
    whom at least X% received accredited training. Of those          G   Indicator 4.3: Number of young students in sector relevant
    trained at least 70% placed. Placement categories agreed             programs from FET and HET institutions assisted to gain
    (to include EPWP), measured and sustainability assessed.             work experience, of whom at least Y% successfully find
G   Lever: NSF (Social development funding window) to fund               placement
    this training – including EPWP training. SETAs to contribute     G   Lever: SETA provides Work Experience grants to
    for 18.2 learnerships. NSF to fund evaluation studies.               employers in their sector that provide work experience
                                                                         opportunities to students/graduates in sector relevant
Objective 3: Promoting employability and                                 programs (levy paying only?)
sustainable livelyhoods through skills
                                                                     Objective 4: Assisting new entrants into the
development
                                                                     labour market and self-employment
G   Problem: Duel economy: there is a need to support informal
    economy entrepreneurs, as well as NGOs and CBOs for              G   Problem: The formal sector in not creating enough jobs
    community and social development.                                    for the no of young people entering the labour market
                                                                         every year. Some young people have the potential to be
G   Indicator 3.2: National target of x (made up of sector and           entrepreneurs, if assisted to do so
    provincial targets) of non-levy paying enterprises, NGOs,
    CBOs, and community-based cooperatives supported                 G   Indicator 4.4: Number of young people assisted to form
    by skills development. Impact of support on sustainability           new ventures and no of new ventures and no of new
    measured.                                                            ventures in operation at least six months after completion
                                                                         of program
G   Lever: 20% SETA funds and 80% NSF.                               G   Lever: SETA New Venture Creation grants (discretionary
                                                                         + NSF top up). Research required to define grant structure

                                                                                                    Consultation Document

                                                                                                              CHIETA news                13
         NSDS


         THE NATIONAL SKILLS DEVELOPMENT STRATEGY 2005-2009


     Objective 5: Improving the quality and                             Implications for the National Skills Fund
     relevance of provision                                             (NSF)
     G   Problem: There are not enough education and training           20% of the levy paid by the employers goes to the National
         providers able to deliver education and training programs      Skills Fund. The NSA is proposing that the following ‘funding
         to the scale required and with the required quality and        windows’ be created for the spending of this money:·
         relevance for the priority areas identified through the NSDS   Strategic projects
     G   Indicator 5.1: Each SETA recognizes and supports at least      G   Training of career guidance councilors in the use of scarce
         5 Institutes of Sectoral Excellence, spread as widely as           skills information
         possible geographically whose excellence is measured in        G   Skills Support Program grants
         the number of learners successfully placed in the sector
                                                                        G   Bursaries/study support/necessary experience grants to
         and employer satisfaction ratings of their training
                                                                            learners requiring high to intermediate-level scarce skills
     G   Lever: SETA Schools/ Institute of Sectoral Excellence Grant.       of a more generic or cross-cutting nature
         This grant to cover any or all of the following – and may be
         used to upgrade a facility in order that it can achieve the    Implications for the NSF
         status of excellence:                                          G   Social development to fund training linked to EPWP
         G   Physical upgrading (e.g. workshops)
         G   Equipment                                                  G   Informal economy entrepreneurs: 20% SETA funds and
         G   Educator + trainer up-skilling                                 80% NSF
         G   Curriculum and materials development                       G   NSF tops up available SETA 18.2 learnership and
         G   Learner support initiatives                                    apprenticeship grants
         G   Upgrading of satellite institutions (e.g. Emerging         G   National Skills Fund New Venture Creation Institution
             providers in partnership with excellent institution)           Upgrading Grant
         G   Other – by mutual agreement                                G   Quality and quality assurance problems identified in the
     Objective 5: Improving the quality and                                 SAQA report addressed, and improvements in the system
                                                                            funded by SETAs and NSF
     relevance of provision
                                                                        G   Capacity Development and Marketing. Do you think this is
     G   Problem: Existing education and training providers are not         reasonable or will the NSF funds be too thinly spread? If
         adequately equipped to support entrepreneurship                    so, what should be prioritized?
         development
     G   Indicator 5.2: Each province has at least 2 provider           FEEDBACK TO CHIETA
         institutions accredited to manage the delivery of the New      G   The CHIETA is currently presenting the NSDS Consultation
         Venture Creation Learnerships. The proportion if the new           Draft to stakeholders
         ventures still operating after 6 months will be used as a
                                                                        G   Comments needed by 25 June 2004
         measure of centers success.
                                                                        G   Submission to NSA 30 June 2004
     G   Lever: Nationals Skills Fund New Venture Creation
         Institution Upgrading Grant                                    G   Minister to launch new strategy at 2004 National Skills
                                                                            Conference
     Objective 5: Improving the quality and
     relevance of provision
                                                                        FEEDBACK TO CHIETA
     G   Problem: No formal mechanism exists to monitor quality
         assurance systems in place to support NSDS                     Comments to be submitted by 25 June to:
     G   Indicator 5.3: Measurable improvements in quality              The Chief Executive Officer
         assurance of ETQAs, providers, qualifications and              CHIETA
         standards responsive to the NSDS                               P O Box 961
     G   Lever: SAQA provides an annual report on the performance       Auckland Park 2006
         of ETQAs in quality assurance of providers, qualifications     e-mail: imsomi@chieta.org.za
         and standards. Problems identified in the report addressed
         and improvements in the systems funded by SETAs and
         NSF.
     Implications for SETA funding
     The SETA gets 80% of the levy paid by employers. The NSA is            This is a direct transcription of
     proposing that this money is divided:
     G  50% goes to Mandatory Grants to employers who submit                the National Skills Authority’s
        their Training Reports with EE (for success indicators2.1           Consultation Draft – National
        and 2.2)                                                            Skills Development Strategy
     G   20% Discretionary Grants for special grants e.g.
         Learnerships, provider upgrading, BEE support and so
                                                                            2005-2009
         on, in other words all of the other success indicators             Produced by the Chief Directorate of
         excluding those covered by the Nationals Skills Fund·              Communication, Department of Labour
     G   10% for their administration (unless the Director-General
         agrees to a higher percentage).

                                                                                                       Consultation Document


14       June 2004
    Phakamani Agency



                                                                                              Phakamani specialises in ABET, as-
                                                                                         sessor and moderator training, facilita-
                                                                                         tion of accreditation of organisations by
                                                                                         different SETAs, developing integrated
                                                                                         multiskilling programmes, developing
                                                                                         and implementing learnership pro-
                                                                                         grammes, conducting RPL, and facili-
                                                                                         tating the recruitment of unemployed
                                                                                         learners by different organisations.
                                                                                         Phakamani places a lot of emphasis on
                                                                                         ABET programmes to help employees
                                                                                         develop their literacy and numeracy
                                                                                         skills, and provides both pure ABET and
                                                                                         integrated ABET, which is fast gaining
                                                                                         popularity.
                                                                                              CHIETA Accreditation has opened the
                                                                                         doors to Phakamani and has given us
Micro education and                                                                      the opportunity to share in the CHIETA’s
                                                                                         vision of ensuring excellence in the

training provider achieves                                                               chemical industries sector through pro-
                                                                                         moting quality education and training.

CHIETA accreditation                                                                          We urge all companies to seek ac-
                                                                                         creditation, as most of the accreditation
                                                                                         criteria, serve to ensure that your com-
Phakamani Agency is a micro enterprise accredited by the CHIETA ETQA to                  pany will do its business better. Accredi-
provide education and training to companies within the chemical industries sector.       tation requires that you should have all
Phakamani agency was required to meet all the SAQA-CHIETA accreditation re-              the policies and procedures that com-
quirements, and we are proud to announce that we have made it! “Our experience           panies need in their everyday operations,
has put us in a good position to assist other small and large providers to develop       it requires you to do your financials, de-
towards accreditation” says Mr Banda.                                                    velop quality management systems, and
    Phakamani Agency started operating on August 2003 as a closed corporation.           it allows your company to provide edu-
Its founder member is JMW Banda, better known in the chemical sector as William          cation and training that is recognised in
Banda. Phakamani currently has twelve training facilitation and administration staff     South Africa, and indeed internationally,
with specialised experience and relevant qualifications ranging from teaching qualifi-   via the South African Qualifications Au-
cations up to engineering qualifications.                                                thority.




   News Briefs


TRAINRITE extends                                                                        Fraudulent
its scope of                                   KZN office                                Certificates
provision                                      finds a new                               Wide-awake companies within the chemi-
                                                                                         cal industries sector, as well as recruit-
Congratulations to TRAINRITE, a                home @ Suite                              ment agencies have contacted the
CHIETA Accredited constituent provider
for successfully extending its scope of        2015                                      CHIETA ETQA to verify the authenticity of
                                                                                         certificates of job seekers. We have found
provision to include assessor and
                                               Commercial                                at least 6 fraudulent certificates in as many
moderator training. The ETDP SETA has
now given TRAINRITE programme ap-              City, 40                                  months. We wish to warn companies to
proval for assessor and moderator                                                        be vigilant, and to contact Marti at
training as an ETDP SETA accredited
                                               Commercial                                msteyn@chieta.org.za should you need
training provider.                             Road, Durban                              to verify the authenticity of the certificates.




                                                                                                              CHIETA news                  15
     Learnerships




                    Learnership
                    Division
                    The Learnership Division                      What specific projects is the
                    comprises four members:                       Learnership Division directly
                    Janina Martin: Manager                        involved with?
                    Mariam Kwakwa-Christopher:                    1. Development of 10 learnerships
                    Learnerships Specialist                          based on qualifications registered by
                    Sonwabile Xaba: Learnerships &                   the CISGB
                    Skills Programmes Practitioner                2. 10 new learnerships developed
                                                                  3. Develop 50 new Skills Programmes
                    Zanele Maseko: Administrator
                                                                  4. Develop incentives for 5000 learner
                    What is the primary focus of                     completions of Skills Programmes
                    the Learnership division?                     5. 2500 people under the age of 30 have
                                                                     entered learnerships
                    The Learnership Division’s role is to en-     6. Learner Enrolment Campaign
                    sure that education, training and devel-      7. Curriculum Development
                    opment meet the labour market needs           8. To evaluate exit path of learners in
                    of the sector and that they are aligned          Learnerships administered by
                    with the priorities of redress, access and       CHIETA
                    transformation. In addition, particular at-
                    tention must be given to systems devel-       How will these projects
                    opment within CHIETA in order to co-          benefit the Sector?
                    ordinate these multiple processes within      Learnerships Division 1 April 2004 – 30
                    a clear project management framework.         March 2005
                    What are the strategic                        Programmes available to workers in
                    objectives of the learnership
                                                                  the Chemical Industries Sector
                    division?
                                                                  G   10 Learnerships based on CISGB
                    Develop and register Learnerships and             Qualifications Registered
                    Skills Programmes and ensure that
                    learner enrolment increase.                   G   10 New Learnerships identified by
                                                                      chambers as scarce skills
                    How does the learnership
                    team ensure that their                        G   50 New Skills Programmes
                    divisional objectives are                         Developed
                    met?
                                                                  Leaner Enrolment
                    Each member of the team has an area
                                                                  CHIETA initiative in which incentives are
                    that contributes to achieving the Divi-
                                                                  offered to companies which supports
                    sional Objective e.g. Learnership Devel-
                                                                  education and training and improves the
                    opment (Mirriam), Skills Programme and
                                                                  uptake of learners into all registered
                    Registration (Sonwabile) and Enrolment
                                                                  Learnerships and Skills Programmes
                    (Zanele). Creating delivery capacity in
                                                                  within the following targets:
                    terms of staff development, systems
                                                                  G 1000 unemployed (18.2) Learners
                    design and advocacy amongst
                                                                      Enrolled in Learnerships
                    stakeholders (Janina).



16   June 2004
    Learnerships



G   1000 Chemical Industries Sector
    Learners (18.1) enrolled in
    Learnerships                              CHIETA
G   1000 Completions of Skills
    Programmes
                                              accelerating
DoL Curriculum Development
                                              and meeting
Project                                       targets as set
Although this is not the SETAs core busi-
ness due to the development of brand
                                              out by the
new qualifications within the sectors,        Growth and
leadership and support are required in
the areas of curriculum development.          Development
The Department of Labour together with
GTZ is sponsoring the development of
                                              Summit…
SETA staff or consultants; we have se-
                                              Minister Mdladlana launched the
lected 2 CHIETA staff members, to im-
                                              CHIETA Learnership Programme
plement the programme. This project
                                              (Shutdown, Maintenance and Con-
will aim to implement curriculum devel-
                                              struction Project), accelerating the
opment across 3 new qualifications,
                                              enrolment of unemployed learners
chemical operations levels 2, 3 and 4.
                                              into Learnerships on April 5 2004 at
                                              the Park Hyatt Hotel in Rosebank.
Tracking of post programmes
status of (18.2) Learners                         The Shutdown, Maintenance and
                                              Construction Project is an investment
In order to ensure that 50% learners who      of R365 Billion in construction
have completed Learnerships will be           projects, which are spread across
employed or engaged in full time study        the Oil, Gas and Chemical Industries.
or further training or are in social devel-   The project’s “go factor” is about
opment programmes                             50%, which means likely construc-
                                              tion of approximately R170 Billion.
Individuals focus areas for
                                                  The Chemical Industries Sector is
contact (by stakeholders)
                                              central to this project in the provision
Learnerships Development & Special            of skilled labour to meet the above        Glossary of Terms
Projects: Marriam Kwakwa – Christopher        economic investment, due to the cur-       ABET Adult Basic Education and Training
                                                                                         CIM   Certificate in Management
Learnerships & Skills Programmes Reg-         rent under-supply of traditional trades,   CISBG Chemical Industries Standards
istration: Sonwabile Xaba                     compounded by the loss of shut-                  Generating Body
                                                                                         DoL Department of Labour
                                              down maintenance workers to the            ETQA Education and Training Quality
Learner Enrolment and Learnership             Construction Industry.                           Assurance
Agreements: Zanele Maseko                                                                FET   Further Education and Training
                                                  There is a demand for 6 000 skilled    GCC Government Certificate on
                                              workers to meet the needs of the Oil,            Competency
Strategic Planning and Management of                                                     GET General Education and Training
all Divisional Activities: Janina Martin      Gas and Chemicals Industry by              HET Higher Education and Training
                                                                                         HRDS Human Resource Development
                                              2006. The first 1 000 learners to be
                                                                                               Strategy
                                              enrolled in CHIETA Learnerships by         IiP   Investors in People
                                                                                         ILO   International Labour Organisation
                                              end of May 2004, is the beginning of       JIP   Joint Implementation Plan
                                              addressing this economic imperative.       MIS   Management Information System
                                                                                         MoU Memorandum of Understanding
                                                  In his address, the Minister of La-    NQF National Qualification Framework
                                              bour, Membathisi Mdladlana high-           NSB National Standards Body
                                                                                         NSDS National Skills Development Strategy
                                              lighted the national importance of this    QMS Quality Management System
                                              project in contributing towards the        RPL Recognition of Prior Learning
                                                                                         SAQA South African Qualifications Authority
                                              targets set at the Growth and Devel-       SDF Skills Development Facilitator
                                              opment Summit in June 2003.                SETA Sector Education and Training
                                                                                               Authority
                                                                                         SGB Standard Generating Body
                                              For more information                       SMME Small, Medium and Micro Enterprises
                                              please contact Janina                      SSP   Sector Skills Plan
                                              Martin at                                  WSP Workplace Skills Plan

                                              jmartin@chieta.org.za



                                                                                                            CHIETA news                17
         Learnerships



     OG and CM Skills                                  The OG and CM Skills Development
                                                   Project is an industry wide initiative and
                                                                                                  G   The identification of Regional Training
                                                                                                      Centers (RTC’s) – The following have
     Development                                   has been given a Skills Development                been identified: In Secunda the Sasol
                                                   grant through the CHIETA of R25 Million            Synfuels/Fluor are providing training
     On the 4 May 2004, the Caltex Refinery        to train 1000 learners in 2004.                    in an Alliance, in Sasolburg Skilltech
     hosted the OG and CM (Oil, Gas and                The project came about as a result of          (supported by Sasol Chemical
     Chemical Manufacturers) “Roadshow”            an initial study by NACI (National Advi-           Industries) and Sidibeng a local
     to roll out details of the OG and CM Skills   sory Council on Innovation) study which            college are in partnership, in Durban
     Development initiative in South Africa. The   identified that a serious skills shortage          the Durban South Training Trust is
     presentation was led by Neville Eve           would develop in the Construction In-              providing training (Supported by
     (Engen Refinery) the Project Manager          dustry South Africa as a result number             Engen, Sapref and Mondi Paper), in
     for the OG and CM Skills Development          of major projects planned between 2004             Mossel Bay the PetroSA Center of
     Project, assisted by Susanne Ambrose          and 2010. These projects include the               Excellence has been established and
     and Anelda Pretorious of Sasol Synthetic      Koega Project near Port Elizabeth, Re-             in the Western Cape, Northlink
     Fuels. Janina Martin the national             finery Clean Fuels projects, the Sasol             College (previously the Wingfield and
     Learnerships Manager for the CHIETA           Synfuels Turbo Project and others. The             Bellville Colleges plus others which
     (Chemical Industries Education and            Refinery Managers in South Africa com-             are now all merged under the
     Training Authority) provided the CHIETA                                                          Northlink College name) has been
                                                   missioned a corresponding study to
     and Department of Labour information                                                             appointed and the RTC and is
                                                   determine how this anticipated skills
     on their commitment to and involvement                                                           supported by Caltex.
                                                   shortage would impact the Oil, Gas and
     in the project.
                                                   Chemical Manufacturing Industry. The           G   Specialized Maintenance and
         Marianne Wagner and Phumeza
                                                   OG and CM study confirmed that there               Turnaround/Shutdown Learnerships
     Nobhongoza of the Calref Training De-
                                                   is an existing skills gap and that an addi-        and     Skills    development
     partment organized and coordinated the
                                                   tional skills shortage would develop in            Programmes have been developed
     event.
                                                   the maintenance and shutdown services
                                                                                                  G   OG&CM has embarked on an
     The presentation provided                     areas when existing skills move to the
                                                                                                      accelerated training process that
     details of the project and                    longer duration major construction
                                                                                                      involves all stakeholders
     was directed at stakeholder                   projects.
     segments representing:                                                                           A Lead Employer Learnership Train-
                                                   Three action steps were                        ing Model has been developed. (See
     G   Industry Management                       identified:                                    diagram). This will facilitate the training
     G   Training Providers                                                                       process whereby access to funding will
                                                   G   Set up a data base to identify and
     G   Major Contractors and Labour                                                             be easier. The CHIETA will fund the Lead
                                                       track the movement of personnel
         Brokers                                                                                  Employer and the Lead Employer will
                                                       currently in the OG and CM industry.
     G   Organized Labour                                                                         employ the Learners and pay for their
                                                       - A data base is being designed by
         Invitations were extended to major            the OG and CM Project Team and             training by paying the Regional Training
     process facilities, the power industry,           will be available for input of personnel   Centers and pay Learners allowances
     manufacturing facilities and engineering          details early in July 2004                 when in training. The OG and CM Indus-
     firms in the Western Cape.                                                                   try has selected the Shutdown Network
                                                   G   Facilitate movement of OG and CM
         Manufacturing and process facilities                                                     Forum (SNF), a non profit organization,
                                                       workers between OG and CM sites.
     included Iscor, Sappi, Mondi, Plascon                                                        as the Lead Employer for the Skills De-
                                                       – Generic Safety, Health and               velopment Project.
     Paints, Eskom and SA Nylon Spinners.
                                                       Environment (SHE) induction and                The target is to train 6000 artisans,
     Contractor invites included SA Five, the
                                                       medical examinations are being             (mechanical fitters and turners, welders,
     MEJV, SGB, Nautilus, Foster Wheeler,
                                                       developed to allow personnel to            boilermakers, riggers, electricians and
     Pioneer Mechanical, Globe Engineering,
                                                       move between sites using a card,           instrument mechanics) by 2010. This first
     DCD – Dorbyl, plus Labour Brokers,
                                                       which will be valid for a year, showing    group of 1000 learners targeted for 2004
     ASE, Capital and Ilitha. The Training Pro-
                                                       that they have undergone the generic       will be in the main selected from unem-
     vider representative invites included
                                                       (SHE) induction and medical                ployed school leavers with a Matricula-
     those from the training departments of
                                                       examinations. Standard safety              tion qualification including Mathematics
     the various companies plus Western
                                                       training is also to be provided, i.e.      and Science. They will be trained at NQF
     Cape Colleges such as the Northlink                                                          Level 2 over a period of almost a year
                                                       Safety Watchers, Permit Receivers,
     Colleges (including Wingfield and                                                            and then progress onto NQF Level 3
                                                       Confined Space Entry, etc.
     Bellville), the Cape College, Westlake and                                                   and up to Artisan Level which is NQF
                                                   G   Embark on a concerted training
     Boland College. Invites were also sent                                                       Level 4 subject to the successful com-
                                                       programme to close the skills gap.
     to the Unions representing members                                                           pletion of the theoretical, practical and in
     working at the Refinery, major Unions in      To close the skills gap the                    service training requirements as set out
     the Western Cape and the Regional Bar-        following actions are in                       in the Unit Standards of the applicable
     gaining Council for the Metal Industry.       progress.                                      Registered Learnerships.


18       June 2004
    CHIETA/NSF update



                FULLY FUNDED HIV/AIDS                                                      NSF Contact numbers:
                WORKPLACE PROJECT                                                          Project Administrator: France Motsepe
                                                                                           fmotsepe@chieta.org.za
To mitigate the impact of HIV/AIDS in the workplace, the CHIETA’s National Skills
                                                                                           Telephone 011 726 4026 /7 X 249
Fund Programme has developed a funded and multi-pronged approach to the
management of HIV/AIDS in the workplace making it possible to:                             Project Manager: Romiela Pillay
G reduce the incidence of HIV among employees                                              rpillay@chieta.org.za
G manage the impact of HIV+ employees on your bottom line ensuring no serious              Telephone 011 726 4026/7X 247
   impairment to productivity and profitability over time                                  Programme Manager: Derek Peo
G ensure that your company has appropriate HIV/AIDS-related programmes and
                                                                                           dpeo@chieta.org.za
   policies in place, i.e. that it is AIDS-ready and able to avoid serious productivity    Telephone 011 726 4026/7 X 209
   losses and industrial relations disputes.
The CHIETA’s consultants:
G conduct a cost impact assessment for every participating company or workplace

G conduct a comprehensive HR policies and procedures audit for compliance

   with best local and international practice in HIV/AIDS workplace management
G advise on appropriate workplace interventions

G facilitate company/community partnerships

G provide training for HIV coordinators in the workplace


Free HIV/AIDS Poster: “Breaking the Silence”
Contact France Motsepe on (011) 726 4026/7/8 to order your copies of “Breaking
the Silence” – a powerful anti-discrimination poster to use in your workplaces.


  FIRST MEDICAL SALES REPRESENTATIVE LEARNERS
  EMPLOYED BEFORE GRADUATIONS IN JUNE!

  The National Skills Fund Programme Office and its partners in piloting the Medi-
  cal Sales Representative Learnership, Innovex and Health Science Academy,
  are proud to announce that the first two learners have been permanently em-
  ployed as Medical Sales Representatives.
     Another 55 candidates skilled in all aspects of being Medical Sales Repre-
  sentatives, including the new legislation, await your call.
     We cordially invite pharmaceutical companies to come and meet the pioneer
  group on their Graduation Day.
     For more information on the graduations, or to arrange to interview candi-
  dates, please contact Romiela Pillay (rpillay@chieta.org.za) on (011) 726 4026/
  7 X 247.


                                             Fully funded Recognition of Prior
 WORKSHOP INVITATION
 TO LABOUR                                   Learning (RPL) project
 REPRESENTATIVES
                                             RPL is a process that enables a person to achieve credits for unit standards or
 The CHIETA-NSF Programme Office
                                             qualifications in recognition of the skills, knowledge and capabilities that they have
 is organizing a series of workshops
 for organised labour in six regions         gained through any combination of formal or informal education and training, work
 on its HIV/AIDS and RPL projects.           experience, community involvement, or general life experience.
 The workshops will aim to mobilize              Although the primary purpose of RPL is to award formal credits on the NQF, RPL
 and build support for HIV and RPL           can support a number of HR processes and activities such as Employment Equity,
 strategies in workplaces in the chemi-
                                             Workplace Skills Planning, and Performance review and management.
 cal industries sector.
                                                 Briefing sessions for senior management, workplace education and training com-
 For further information please
                                             mittees and organised labour can be arranged upon request. The CHIETA, together
 contact France Motsepe on (011)
 726 4026/7.                                 with its implementation agents will make the necessary logistical arrangements for
                                             training, and provide project support for implementation.



                                                                                                            CHIETA news               19
         Investors in People



                                                                                               Here are some of the
                                                                                               benefits organisations have
                                                                                               experienced when
                                                                                               implementing the Investors in
                                                                                               People Standard.

                                                                                                   Director
                                                                                               G    International Quality Standard that
                                                                                                    has been tried and tested
                                                                                               G    It can be integrated as part of
                                                                                                    business practice

          Investors in People                                                                  G

                                                                                               G

                                                                                               G
                                                                                                    It is aligned with labour legislation
                                                                                                    Increased profitability
                                                                                                    Productivity improved
                                                                                                    Reduced labour turnover
          project
                                                                                               G

                                                                                               G    A shared and common focus on
                                                                                                    company objectives
                                                                                               G    Cost effective Standard
     Astra Zeneca, Altana Madaus, Caltex, Consol, Dulux, Fume, First National Batteries,
     Glass Chem, Johnson and Johnson, Le-Sel Research, Melton Adhesives, Minova
                                                                                                   Middle Manager
     RSA, Quintiles Clin Data, Pfizer, SAPREF and SACWU for their commitment to work-          G    Performance Targets achieved
     ing towards achieving the Investors in People Standards.                                  G    Synergy with human resources
                                                                                                    strategies
     Congratulation on being Pioneers within the                                               G    Attracts and retain employees
     Chemical Sector!                                                                          G    Improves communication, builds
                                                                                                    rapport and trust
                                                                                               G    Employees understand business
     What is Investors in People?                                                                   strategy
                                                                                               G    Return on Investment (ROI) – Better
     Investors in People is an International best practice Standard that recognises or-
                                                                                                    utilisation and justification of results
     ganisations that is committed to enhancing its business through the development of
     its people.                                                                                   Employee
     The Standard is based on 4 principles:
                                                                                               G    Focuses on personal development
     G   Commitment: Commitment to developing its people in order to achieve its               G    Creates partnerships, a win-win
         aims and objectives                                                                        situation with employer and
                                                                                                    employee
     G   Planning: Having clear aims and objectives and an understanding of what its
                                                                                               G    Awareness and knowledge of results
         people need to do to achieve them                                                     G    Become competent
     G   Action: Taking action to develops its people to improve its business performance      G    Increased productivity
                                                                                               G    Focuses on the positive
     G   Evaluation: Understanding the impact of its investment in people on its
                                                                                               G    Improved and effective
         performance                                                                                communication
                                                                                               G    Recognition of contribution, input is
                                                                                                    valued
         Organisations may contact Mariam Sha or Ester Meyer on                                G    Better working environment
         (011) 726-4026 or e-mail msha@chieta.org.za or
         emeyer@chieta.org.za for information and assistance.                                  What is the process to commit
                                                                                               to working with the Investors
                                                                                               in People Standard?
                                                                                               G    Understanding the Standard and its

         Best practice tips                                                                         strategic implications for your
                                                                                                    organisation.
                                                                                               G    Signing a commitment certificate
         Go with the Flow                                                                      G    Undertaking a review against the
                                                                                                    Standard to identify any gaps in current
         Change is the only constant we have in life and work. It is as inevitable as the
                                                                                                    practice
         movement of waves and the changing of the tides. We need to learn to em-
                                                                                               G    Planning and taking action, to bring
         brace and accept its inevitability and learn to “go with the flow”. The alternative        about change
         is to behave like King Canute and try and hold back the waves but with this           G    Achievement or recognition as an
         option we need to also accept that we are very likely to drown in the process.             Investor in People
         Anne Cartwright – C.E.O. Family First Ltd (UK)                                        G    Working to keep the culture of
                                                                                                    continuous improvement alive



20       June 2004
    Company Profiles




   CASE STUDY                                                                               CHIETA
                                                                                            STAKEHOLDER
   The Glass Scribe International Ltd                                                       PROFILE
   Organisation Name:                The Glass Scribe International Ltd
   Organisation Size:                10
                                                                                            Shatterprufe Port
   Sector:                           Manufacturing                                          Elizabeth: PE
   Organisation Location:            Scotland                                               glassmaker in bid to
                                                                                            boost worker
                                                                                            education
                                              Scribe qualified for a grant and assist-
Investors in                                  ance from a local business advisory
                                                                                            National automotive glass manu-
                                                                                            facturer Shatterprufe in Port Eliza-
                                              agency and this underpinned the move          beth has launched an education
People is an                                  north.                                        campaign to improve the quality
                                                  “Local agencies want to see the busi-     of its employees’ education.
invaluable basis                              nesses they work with being successful,
                                              “ explains Simon Fletcher, “and the fact
                                                                                            The company says it has
                                                                                            launched the NQF levels 1 – 4
on which to run                               is that having Investors in People – and
                                              the working methods you adopt when
                                                                                            learnerships with the specific bias
                                                                                            towards the automotive sector to
and develop a                                 achieving it – are a mark of success.
                                                  “But it is not just a badge. We are all
                                                                                            enhance the levels as well as qual-
                                                                                            ity of its employees’ education.
                                              more productive, more cost-effective              “These Learnerships present a
business.                                     and more team-oriented – as well as           unique         opportunity       for
                                              being more capable of multi-tasking.”         Shatterprufe to shape the chang-
Simon Fletcher, Managing Director
                                                  As with many companies that fly the       ing face of education and training
                                              Investors in People flag, The Glass           in South Africa, with specific rel-
In early 1999 The Glass Scribe Interna-       Scribe cites the greater sense of team-       evance to industry. Our purpose
tional Ltd relocated from an over-            work as the most positive benefit.            is to develop workers to enable
crowded industrial estate in Feltham near         “The team gelled immediately in the       them to meet the challenges of
Heathrow to the altogether more beauti-       lead up to the Investors in People proc-      technological development and
ful rural setting of Dingwall, on the         ess,” enthuses Simon Fletcher. “There         for life-long learning,” said direc-
Cromarty Firth near Inverness. Not only       was no problem in getting them on board       tor of manufacturing Werner van
was this a radical change of location, it     with the project because our Investors        Rensburg. He said the launch of
also saw a new direction for the com-         in People adviser gave them a good            the Learnerships had been made
pany which now has the space to manu-         description of what it entailed and how       possible through strategic alli-
facture its own glass products, in addi-      we would all benefit. Everyone under-         ances with various stakeholders.
tion to importing and distributing spe-       stood their role from the outset.                 These include the CHIETA, in-
cialist glass and crystal for engraving.          “Investors in People inspired us to       dustry and education and training
    Managing director Simon Fletcher          communicate more effectively and this         providers. The initiative has also
founded the business in 1983 on his           has really helped. Our weekly meetings        been well received by workers
kitchen table. He and his team of 10          are very productive and each staff mem-       union CEPPWAWU. Union
employees now occupy a ¾ acre site.           ber contributes ideas to the development      spokesperson Kingwell Maleki
    “The majority of customers are glass      of the company. Because we are all more       congratulated union members
engravers in the UK and around Europe,        flexible we can implement good ideas          who were receiving education
though we also carry out our own en-          quickly and benefit from them immedi-         through the initiative.
graving,” he explains. “Because of the        ately.”
many functions within the company we              Each employee has their own job
need a team that is flexible enough to        matrix, which plots their development
respond to changes within the industry -      route, encompassing areas where they
and to suggest and deliver ways of im-        are already strong and points that re-
proving the business.                         quire extra effort or training.
    “We saw that Investors in People              ”The job matrix is a product of the
would deliver the formal structure that       Investors in People work and it directs
we had been lacking and, while it is diffi-   everything we all do,” says Simon
cult to measure precise improvements          Fletcher. “People do not all progress at
in monetary terms, the fact is that all of    the same rate but most excel in a number
us have seen great benefits from achiev-      of areas so we can see progression and
ing the Standard.                             improvement, which is reflected in their
    “A major benefit has been to develop      performance.
a clear route ahead for the company and           “Investors in People has brought us
for individuals, showing what they can        recognition within our sector and in the
achieve,” Simon Fletcher concludes.           region as a quality company with quality
    By deciding to work towards Inves-        people. That’s something very worth-
tors in People recognition, The Glass         while.”


                                                                                                           CHIETA news             21
         Chamber Update



     CISGB NEWS                                   JOINT CHAMBER IMPERATIVES
                                                  The key role of the Chambers is to provide advice to the CHIETA and monitor CHIETA
     The CISGB and the working                    activities from the view point of the sub-sectors.
                                                      The most significant development regarding the Chambers in recent months is
     groups convened by the SGB
                                                  the agreement between CHIETA Divisions and the Chambers on four Joint Chamber
     have diligently continued work.              Imperatives that will be used to carryout these functions effectively. These impera-
                                                  tives address matters of common interest.

                                                    Imperative                                   Current status and activities

                                                    Skills Planning and Discretionary Grants

                                                    Objective – To coordinate a valid process    The Chambers are contributing to the
                                                    for gathering reliable and valid             current SSP project.
                                                    information for the development of all
                                                    skills plans (SSPs, WSPs and CSPs) in the    Chamber recommendations were included
                                                    sector and to develop a clear plan for       in the recently published discretionary
                                                    discretionary grants 2004 as well as an      Grant Guideline
                                                    effective implementation plan.

     Highlights over the last 3 months include      MIS and Communication
     the increased staff capacity of the            Objective - To develop and maintain an       The Chamber coordinator is assisting IT
     CISGB. Ansa Lilian-Liebenberg joined           information system that will serve the       specialists to develop the MIS to produce
     the team on a fixed term contract in Janu-     needs of divisions, chambers and             additional reports needed to monitor
     ary 2004. She has made contributions in        stakeholders, as well as communication       learning taking place in the Sector.
                                                    systems that will serve the needs of
     both administrative affairs and the de-
                                                    divisions, chambers, stakeholders and
     velopment of qualifications. We look for-      regions.
     ward to further progress resulting from
     her contribution to the team.                  Learnerships / Skills Programmes /
                                                    Project Implementation
     Qualifications registered by                                                                The Chamber Specialist is working on the
     SAQA recently:                                 Objective - To expedite implementation of    concept of a ‘One Stop Shop’ document of
     National Certificate in Batch Mixing at        learning programmes (i.e. learnerships,      people to use when undertaking a learning
     NQF level 2                                    skills programmes and specific CHIETA        programme. This is to be piloted for Molten
                                                    programmes).                                 Glass Production
     National Certificate in Molten Glass
     Manufacture at NQF level 2                     ETQA
     National Certificate in Chemical                                                            The Chambers have followed up on the
     Manufacturing at NQF level 2                   Objective - To translate ETQA regulations    progress of learners participating in the
                                                    into meaningful / practical solutions.       recent Assessor Training Programme. The
     National Certificate in Explosives                                                          result indicates that many companies and
     Operations at NQF level 2                                                                   learners did not appreciate the work
                                                                                                 involved in the practical component that
     In addition, the following                                                                  leads to the Portfolios of Evidence.
     qualifications have been
     submitted to SAQA for
     registration:                                Responsible care/health, safety,
                                                  environment and quality
     National Certificate in Explosives                                                          Safe handling of
     Operations at NQF level 3                    Engineering (in co-operation with other
                                                  SGBs)                                          Fuels
     National Certificate in Chemical Liquid                                                     Preliminary scoping has been
     and/or Gas Storage                                                                          done to identify potential unit
                                                                                                 standards regarding the safe
     The following projects are                                                                  handling of fuels for micro dis-
     under development and will                                                                  tributors.
     be reported on as soon as
                                                                                                     In addition, the CISGB has
     progress is made:
                                                                                                 been requested by SAQA to
     Laboratory Assistant                                                                        manage the generation of unit
     Analyser Mechanicians                                                                       standards for physics and
     Gas distribution, transmission and                                                          chemistry.
     installation



22       June 2004
     Regional News




The Chemical                                                                                 Stakeholders in the region
                                                                                             are encouraged to make
                                                                                             use of this valuable

Industries Education                                                                         regional service and to
                                                                                             make contact with the
                                                                                             regional staff:

and Training Authority                                                                       The Regional Manager
                                                                                             Mzi Dube

in the Western and                                                                           e-mail: tdube@lantic.net

                                                                                             Telephone number

Northen Cape                                                                                 (021) 419-2675 or 082 804 7162

                                                                                             Fax number
                                                                                             (021) 419-2690
In its pursuit of service decentralisation,   up of representatives from labour un-          Or
the Chemical Industries Education and         ions, employers, private and public pro-       The Administrator
Training Authority (CHIETA) has re-estab-     viders.                                        Andiswa Nceke
lished its Regional Office in the Western         Other achievements that the Regional
Cape. The office servicing the Western        Office has achieved to date include the        e-mail: anceke@lantic.net
and Northern Cape Provinces is a “one         engagement of contract Skills Develop-         Or
stop shop” intended to promote the na-        ment Facilitators and Regional Officer.        Visit the CHIETA website
tional and sectoral skills development        The former to assist SMMEs in the de-          www.chieta.org.za or dial the call
strategy in the region through all round      velopment of skills development plans,         centre on 0860244382 or
support, accessibility, visibility and        implementation thereof and compiling           0860CHIETA
quicker response time.                        implementation reports. The latter to as-
    In the past five months of its re-es-     sist generally with the entire skills devel-
tablishment in the region the CHIETA re-      opment process.                                Changes to the
vived its Regional Committee, a                   The re-establishment of the Regional
                                                                                             CHIETA’s head
stakeholder comprised structure that          Office has generated a lot of enthusiasm
guides the activities of the CHIETA in the    with a number of stakeholders making           office in Gauteng
region. To ensure an intimate working         maximum use of this office. In response        The new office extensions
relationship with the CHIETA at regional      the Office has made a commitment to            are now operational.
level, the Regional Committee appointed       visit at least ten companies per month, a      Functions that have
a ten member Steering Committee made          process that has already started.              relocated to the lower
                                                                                             ground floor in the same
                                                                                             building are: Learnerships
                                                                                             Division, Chamber/SGB team
                                                                                             and the Gauteng Regional
                                                                                             Manager. This move has
                                                                                             relieved the pressure on
                                                                                             office accommodation on
                                                                                             the first floor and generally,
                                                                                             staff have been allocated
                                                                                             acceptable workstations.
                                                                                             One exception is the
                                                                                             contract staff, recently taken
                                                                                             on for Discretionary Grant
                                                                                             work, who have to share an
                                                                                             office. This eventuality was
                                                                                             not considered at the time
                                                                                             that the office layout was
                                                                                             planned.

                                                                                             Provision has been made for
                                                                                             seating occasional teams of
                                                                                             consultants / contractors –
                                                                                             e.g. SDFs, Internal and
                                                                                             External Audit teams, SGB
                                                                                             working groups etc.




                                                                                                              CHIETA news         23
     CHIETA STAFF gallery




                            CEO: Raymond Patel, NSF Project Manager: Derek Peo, Administrator: Zanele Maseko,
                            Information Technology: Samuel Adegbemle, CISGB Practitioner: Ansa Liebenberg,DG Ad-
                            ministrator: Happiness Mlambo, COO: Len Larson, Operations Administrator: Ivy Msomi,
                            Levy/Grant Practitioner: Louise Dos Santos, Levy/Grant Practitioner: Lydia Matsipe, Certifi-
                            cate Practitioner: Marti Steyn, GP Regional Manager: Moshe Mokgalane, Office Assistant:
                            Dorah Motaung, HR Administrator: Doreen Mbodla, Human Resource Practitioner: Ester Meyer,
                            CFO: Farhad Motala, Skills Planning Specialist: Kenny Diseko, Leanership Manager: Janina
                            Martin, Communication Specialist: Mpumi Sithole, Skills Planning Manager: BKM Nhlapo,
                            Executive Administrator: Claire Glover, Accountant: Munya Makota, Administrator:Palesa
                            Mochongwane, Rene Diergaardt, Data Capturer: Bongani Maduna, Chamber Practitioner:
                            Valerie Kwaramba -Ndou, Skills Planning Practitioner: Mpho Mothapo, ETQA Manager:
                            Ayesha Itzkin, NSF Accountant: Nonhlanhla Maseko, Project Coordinator: Romiela Pillay,
                            Learnership Practitioner: Sonwabile Xaba, Receptionist: Christancia Wangra, Learnership
                            Specialist: Marriam Christopher, CHAMBER/SGB Specialist: David Duke, Administrator:
                            Lindi Zungu, NSF Administrator: France Motsepe, AA Officer: Thsidi Magonare, Administra-
                            tor: Mpumi Mlambo



24   June 2004

				
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