Expanding international executive horizons Expanding international

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					                                                                            VOLUME 7 : ISSUE 2 : JUNE 2006

Expanding international
executive horizons

Some of the International Executive Development Programme participants

The BANKSETA is proud to announce                        n Kholofelo Skosana, Solutions Strategist, First    welcoming speakers include the Deputy Mayor
that its 2 International Executive                       National Bank Ltd                                   of Toronto, the Charge d’Affaires from the SA
Development Prog ramme IEDP                                                                                  High Commission, the Chief Information Officer
commenced in A pril with the                             n Simphiwe Nghona, General Manager (Fiat            of CIBC and Frank Groenewald, CEO
participants leaving for Canada on the                   Financial Services), Wesbank                        BANKSETA.
9 June 2006. This very intense
programme will culminate in August                       n Batlhako Ntsime, Chief Operating Officer          This intervention has also been designed to
with presentations to a panel of senior                  (FNB On-line), First National Bank Ltd              support the requirements of the Financial
bankers.                                                                                                     Services Charter (FSC) by providing an
                                                         n Ziyaad Sarang, Infrastructure Finance Manager,    opportunity to the banks to accelerate the
This year’s high potential participants are drawn        Standard Bank Ltd                                   promotion of high potential HDI’s within the
from 10 banks with 6 women and 6 men having                                                                  industry.
been selected.                                           n Tshepo Dlamini, Audit Senior, Barclays
                                                         Bank Ltd                                            The first briefing session with this year’s
The participants are:                                                                                        successful candidates took place on 11 April
n Sharmila Govind, Head: Human Resources,                n Pravitha Govinden, Information Technology         2006, followed by a successful networking event.
ABN Amro Bank Ltd                                        Manager, Mercantile Bank Ltd                        Here, they had the opportunity of networking
                                                                                                             with the BANKSETA’s chairman, Mr. Sipho Ngidi,
n Thabo Mbeleki, Senior Manager (Financial               The BANKSETA IEDP provides an opportunity           as well as core function managers, Executive
Stability), South African Reserve Bank                   for 12 historically disadvantaged individuals       Leadership Development representatives from
                                                         (HDIs) who currently hold senior positions in       the Sector and the previous group of twelve
n Velmah Nzembela, Business Development                  SA banks to expand their knowledge and              that was sent to Canada in 2005.
Manager, ABSA Bank Ltd                                   experience by spending a period of 6 weeks in
                                                         Canada. During this time they will spend time       As part of their preparatory experience prior
n Thabo Manaka, Company Secretary, Teba                  with a variety of Canadian Financial Institutions   to the departure for Canada, the group has
Bank                                                     including The Bank of Montreal, TD Bank and         already been exposed to a series of “Action
                                                         Canadian Imperial Bank of Commence (CIBC).          Learning” workshops which has prepared them
n Chantal Naidoo, Senior Debt Originator                 In addition they will attend programmes at two      for working on the three research topics set
(Debt Capital Markets), Nedbank Ltd                      of the top Canadian Business Schools; Rotman        for them by the sector. The participants have
                                                         and Schulich. The programme will launch in          been split into three syndicates, each with their
n Anisha Gordhan, Business Development                   Toronto on the 12 June with a reception hosted      own distinct topics.
Manager, Investec Bank Ltd                               by the Toronto Financial Services Alliance. The

                                              the learners to a far greater number of              very specific data about race and gender per
                                              individuals who bring different perspectives.        job category.
                                              This will enable learners to speak as experts
                                              on South Africa in a number of areas, including      Annual Financial Statements
                                              the economy, the banking sector and the Finance
                                              Sector Charter.                                      We are in the process of finalising the annual
                                                                                                   financial statements for 2005/6. Indications are
                                              The planning has been completed and, what I          that financially, the BANKSETA has had a very
                                              would imagine to be the exciting part, is about      good year.The SETA has been able to decrease
                                              to begin. The learners will leave for Canada         cash on hand primarily due to a number of
                                              during the first week of June, and it is here that   additional mandatory grant payments. It is
                                              we believe the greatest part of the learning         important to make the statement that the
                                              will take place.                                     BANKSETA is in a sound financial state. The
                                                                                                   same trend evident over the last five years was
                                              The programme has already received excellent         repeated: the BANKSETA under-spent on its

            CEO’s                             recognition in the field of business driven action
                                              learning and as a result the BANKSETA has
                                                                                                   Operational Budget, which will result in
                                                                                                   approximately R5m being transferred to
           Message                            been invited to present on the programme at
                                              an International Conference on Action Learning
                                                                                                   Discretionary Grants for allocation to SETA
                                                                                                   projects. The financial statements will be
                                              in Montreal where we will be discussing this         presented to the sector during September
The BANKSETA continues to grow                programme, its value, and what we hope to            2006.
from strength to strength thanks to           achieve.
a committed and involved council and                                                               Planning for the Future
sector. It is also important to highlight     Skills Audit completed
a couple of important initiatives that                                                             The BANKSETA conducts an annual Strategic
will benefit the broader banking and          We have completed the first ever cross-              Planning Session with management and the
micro finance sector.                         organisational Skills Audit in the banking sector.   BANKSETA’s Council. The next session will
                                              Over 23 000 respondents from 5 banks, ranging        take place during the last week of July 2006.
The International Executive                   from clerical to management level, and touching      The session will address the SETA’s mandate
Development Programme                         on all the major functions in banking,               in terms of its three biggest stakeholders:
                                              participated. Initial indications are that           national government, registered employers and
The development and implementation of the     employees believe they are competent to              employees. The aim of the strategy session is
2 nd International Executive Development      perform their own jobs.As a result of the audit,     to review the SETA’s performance to date, to
Programme to Canada is going really well. A   participating companies now have the ability         assess the success of current strategies; to
number of lessons learnt from the previous    to analyse the level of competence of their          collect and interpret information about the
programme have been incorporated into the     own staff, far better than in the past. The Skills   world of learning, specifically as it pertains to
South African and Canadian components of      Audit data has been given to the Finance Sector      banking and microfinance; to re-affirm existing
the current programme. We have changed the    Charter Council for integration into                 strategies, and to create new strategies where
amount and the type of learning that takes    transformation initiatives.The BANKSETA will         appropriate.
place in South Africa. We have also exposed   mine the data to a greater depth to obtain

                                IMPORTANT NOTICE
 (For employers with more than 50 employees ONLY)                         regarding SMS or on the completion of the Templates, please
                                                                          contact Lynette Mentor ( or Thandiwe
 BANKSETA reminds stakeholders that the Implementation                    Mgwaba ( on 011 805 9661 or our
 Report (IR) 2005/6 and the Workplace Skills Plan (WSP) 2006/7            Call Centre on 086 102 0002.
 templates are now available on the SMS (Seta Management
 System) and the Templates and Guidelines are available in PDF            Stakeholders are reminded that hardcopy signed-
 format on our website. The IR and WSP are both due                       off Reports are to be posted/hand delivered to the
 30 June 2006 (PLEASE NOTE: no extensions may                             BANKSETA.
 be granted). Should you have any queries or need any support

The Bankseta focuses on scarce skills
The BANKSETA’s Scarce Skills
breakfast, which was held recently at
the Bryanston Country Club, was
attended by representatives from the
various banks, the Department of
Labour (DoL), and BANKSETA board
members. Guests were addressed by
two experts in the field, SAQA
Deputy Director: Research, Ronel
Blom, and UMALUSI Director:
R e s e a rc h a n d D e v e l o p m e n t ,
Stephanie Matseleng Alias.

“The purpose of the breakfast is to start a
dialogue so that we will be able to find common
ground as a sector. This will enable us to take        Stephanie Matseleng Alias,Trevor Rammitlwa, Ronel Blom and Lynette Mentor
action around scarce skills,” said BANKSETA
Skills Development and Learnership Manager,            the job. “The traditional banking or accounting         between education provision and skills needs,”
Trevor Rammitlwa. Blom said economic growth            qualifications do not meet the sector’s skills          she explained. She said people generally wanted
in South Africa was being constrained by scarce        needs adequately. The banking sector needs              education to solve the needs of the economy,
skills. She described Government’s solution of         people who have the potential to adjust and             but cautioned that programmes need to be
importing skills, as a “short-term solution”.          learn quickly within the work environment.              designed, people trained, and people recruited.
“The South African economy is undergoing               The banking sector does not need scarce skills,         “It is not a short term thing. It is a five year
major change as a result of dramatic political         but critical skills,” she informed. The six major       process,” she remarked. Matseleng Alias said
and social changes and the evolution of the            drivers for future skills needs in the sector           it was important to recognise that education
‘new economy’ throughout the world,” she               include: technological innovation, regulatory           cannot deliver to the immediate. The situation
recounted. Research conducted by the Human             requirements, conglomeration, provision to              was exacerbated by the fact that research
Sciences Research Council (HSRC) indicated             the unbanked, the initiation of new products,           worldwide indicates that while employers often
a shortage of between 350 000 to 500 000               and the education of existing and new clients.          say they want “one thing, these are often not
skilled workers in the managerial and technical        “The most likely skills needs are managerial            the type of people that they employ”.
sectors in South Africa.                               and leadership, IT and back office, supervision
                                                       and client services,” she noted.                        To her mind the policy environment that was
Blom explained that there is no common                                                                         set up to channel funding for training and
understanding currently as to what constitutes         The eight critical skills required in the new           education in South Africa, is far too complicated.
critical skills. She said it was important to          economy include: analytical and interpretative          “Funding is not going to the learners.We want
recognise that scarce skills and critical skills       skills, understanding of financial regulations,         the unemployed to go to FET colleges, but no-
are not synonymous. “Scarce skills are                 report writing, communication, general                  one is paying them to do so,” she observed.
associated with a group of occupations in which        management, leadership, customer service and            Matseleng Alias also felt too little funding was
there is a scarcity of qualified and experienced       computer literacy. Blom said the banking sector         being channelled to institutions, particularly, in
people. Critical skills in South Africa include        must ensure that learning does not simply               view of the fact that we wanted to channel
problem solving, learning to learn, language and       entail the mastery of technical expertise, but          people into specific areas. “One of the
literacy, mathematics and ICT, working in teams        develops individuals holistically. “Learning to         difficulties currently experienced in education
and technical top up skills,” she recounted.           learn is just as important as learning to work,”        was the fact that people want the education
She said the majority of employees in the              she observed. Blom concluded by saying that             system to do different things and this has
banking sector are not traditional bankers, but        the banking sector is well positioned “to make          implications for what is regarded as a quality
are drawn from categories such as IT                   an enormous difference to the South African             education,” she noted. In line with international
professionals, back office processors and              economy and individuals within the economy              trends, South Africans were “mad about”
operators, administrators and client service           as a whole”.                                            education for the economy. “With too much
personnel.                                                                                                     emphasis on education solving the problems
                                                       Matseleng Alias focused on the type of                  of the economy, we start losing sight of what
“A recent BANKSETA survey has identified               education that is required in South Africa. As          education is. It tends to lead to a narrowing
IT, customer interface skills, back office             far as she is concerned, the curriculum is              down of programmes and ironically, that is
processing and managerial and leadership skills        “probably the most neglected part of                    something that the economy does not want,”
as the most significant skills needs in the sector,”   educational policy in South Africa and also, the        she argued. Matseleng Alias believes one should
she revealed. The types of skills that were            most important”. “We shouldn’t fool ourselves           think about “education for education’s sake”.
required in the banking sector are learnt on           that there should be a one-to-one correlation           “Humans have developed stores of knowledge

                  T H E      B A N K I N G        S E C T O R    E D U C AT I O N           &    T R A I N I N G        A U T H O R I T Y

over centuries. Part of what humans do, is to            history and science. If we take the skills that     In order for education to be able to contribute
instruct their young into these systems of               we need in the sector seriously, it is the family   towards “solving the problems of the economy”
knowledge. When they do that, they find that             of general education,” she argued.                  five things are required: general education,
they help individuals to get ahead. It helps society                                                         funding for students who want to learn, funding
to be democratic, and it helps the economy to            To her mind, unit standards have not been very      for educational institutions, greater attention
grow. The purpose of education is to offer               useful “because they have created the perception    to curriculum development with important
access to knowledge. Knowledge must                      that you can buy little chunks of training”.        knowledge areas as the starting point; and better
determine the curriculum,” she explained.                As far as Matseleng Alias is concerned, outcomes    information around skills gaps. “This would
A subject such as mathematics is particularly            based education does not provide an adequate        enable us to start looking in the long-term at
important as it helps to develop high levels of          basis for standardisation. “It is our belief that   developing appropriate types of focused training
abstraction. “Knowledge develops cognitive               if we want standardisation, we need external        programmes,” Matseleng Alias concluded.
skills. If we want people with cognitive skills,         assessment. We believe this will contribute to
we need them to read literature, mathematics,            quality education,” she explained.

ROI Measurement in the Banking
and Finance Sector
Over the last decade we have heard                       ROI is therefore increasing in South                workshop since the learning covered will be
continuously that training should and                    African companies. It is for this reason that       relevant to my role in the organisation, since
must add more value to the business                      the BANKSETA decided to build the capacity          we are going to embark on ROI and its impacts
- that we must measure the impact                        of banking training staff by providing them with    and it affects my role directly.”
o f s k i l l s d e ve lo p m e n t i n t h e            workshops to learn about the practical
workplace. Furthermore, the banking                      application of ROI measurement for skills           Measuring ROI in training is a powerful way
sector is spending millions of rands                     development interventions in the banking            to show top management the value of training
o n t ra i n i n g s t a f f, f a c i l i t a t i n g    industry. ROIonline, a ROI and training             investments in financial terms. ROI answers
learnerships and paying training                         measurement consulting company was                  the question: “For every rand invested in
levies. But how much value does this                     contracted to present a series of 10 workshops      training, how many rands does the employer
training add to the banks? Does it                       during Februar y and March 2006 for                 get back?”
a f fect the bottom-line of the                          BANKSETA member organisations. Eight
business? Does training really make                      workshops were conducted at the BANKSETA            ROI can be determined through a scientific
a difference as we would like to                         offices in Midrand, one at Capitec in               and professional approach to measurement.
believe?                                                 Cape Town and one at Ithala in Durban. In           There are great rewards for such a
                                                         total, about 150 banking training staff             measurement, in fact it gives the skills
If a lack of measurement is the problem, what            representing all the banks, micro-finance           development facilitators (SDF) a powerful
is the solution? For more than 15 years                  companies and banking training providers have       tool to be able to report back to line
American companies have been inspired by                 been trained. The facilitators were                 management about the financial value of
the American Society for Training and                    Rina Opperman and Marius Meyer, authors of          training, and that is the language that line
Development to start measuring the bottom-               the first South African book on ROI training        management likes – hard, tangible, quantifiable
line impact of training. Return on investment            measurement published by Knowledge                  financial results – rands and cents.
(ROI) is a measure of the financial benefits             Resources.
obtained by an organisation over a                                                                           The purpose of ROI is to measure the impact
specified period in return for a given investment        Marius Meyer of ROIonline says: “This               of training on organisational performance
in a learning programme. In other words, it is           BANKSETA ROI initiative ensures that the            metrics such as higher productivity, less
the extent to which the benefits (outputs) of            BANKSETA is aligning training in the sector         rework, better quality products/services,
training exceed the costs (inputs). If you have          to international training measurement best          reduced costs, lower labour turnover, reduced
spent (invested) R100 000 in training, what              practices. It also ensures that the banking         absenteeism and increased market share. The
does the company get back for that investment?           sector is serious about adding real value to        challenge is to determine the benefits of
                                                         the sector, and thereby proactively addressing      learning programmes, such as a reduction in
Due to skills development legislation requiring          the criticism in the media that the SETAs are       credit card fraud, the cost of non-compliance
employers to invest in staff training, managers          merely bureaucratic organisations with a limited    to FAIS and FICA, increases in sales, the
are increasingly demanding not only                      focus on efficiency and bottom-line business        reduction of teller shortages, etc. Once this
accountability for skills development but also           improvement.”                                       measurable data is obtained, the next phase is
greater ar ticulation of how training                                                                        to convert these improvements in outputs to
interventions benefit their companies in terms           One of the delegates summarised the value           rand values so that the ROI can be calculated.
of financial impact. The pressure to measure             of the workshop as follows: “I enjoyed this

                        T H E      B A N K I N G        S E C T O R     E D U C AT I O N         &    T R A I N I N G    A U T H O R I T Y

Measuring the impact in training programmes in terms of ROI enables               If an SDF is able to calculate the ROI in training, it will promote his
skills development facilitators to provide line management with hard              or her credibility in the bank. It provides SDFs with a tool to quantify
evidence about the direct financial impact they receive from training             the value they add to their companies. Moreover, it will assist the
investments. Rina Opperman of ROIonline puts this in perspective                  banks that have subscribed to the Investors in People (IIP) Standard
when she states: “Your ability as a training manager to calculate and             to implement most of the performance indicators and evidence
report on ROI to line management will have a major impact on your                 requirements of the IIP standard, in particular those dealing with
credibility in the bank. Having an impact on the bottom-line of the               evaluating the impact of training on the company. What is important
company is far more important than reporting on how many people                   is that training managers must commit themselves to collecting all
attended training!”                                                               the necessary data - information that can be measured. To collect
                                                                                  this data, they will need to form sound relationships with line managers.
After data has been collected, it must be converted into financial                Once these results are available, the banks will be able to determine
terms. This requires a direct conversion of hard data such as quantity,           the financial value of training.
quality, cost or time. The next step is to calculate the costs of the
programme. The ROI formula is the net programme benefits divided                  This process can assist them to make important decisions about various
by programme costs, where the net benefits are the financial value                training interventions, such as the value of management development
of the benefits minus the costs of the programme.                                 programmes, whether to outsource training, whether to use e-learning,
                                                                                  whether to decentralise training, etc. Ultimately, ROI provides the
Doing the ROI calculation will answer the important question: Did                 banking SDF with an opportunity to become a financial business partner
the financial value of the training results exceed the cost of the training       – from merely a trainer offering training, to a manager producing tangible
programme? If there is a positive ROI, the SDF can clearly show the               business results that can be measured in financial terms – language the
financial benefits of the training intervention. Let us say that the ROI          banking industry can relate to. Now that so many banking staff members
from a teller training programme is calculated at 15%. This means                 have been trained in ROI measurement, it will be interesting to see which
that for every rand spent, there has been a return of R1,15 in net                bank will be the first one to report back on their ROI results!
benefit, after all costs are factored in. The exact form of that benefit
depends on the objectives of the learning programme. For example,                 More information about ROI is available on      or
if the training addressed measures to reduce fraud, then one key        
benefit should be a decrease in fraud in the bank.

SKILLS REPORTING REQUIREMENTS                          support initiatives include the following.           about the National Credit Act and the effect it
BANKSETA would like to commend all                                                                          will have on you business.You can log on to our
companies who submitted their 2005/6                   BANKSETA SME Training Voucher                        website to register:
Workplace Skills Plans before 30 September             Project 2006
2005 deadline. All our registered employers            Over the past two years BANKSETA has enabled         BANKSETA welcomes Sidewell Mnisi
tried hard to meet the deadline along with the         and developed more than 1120 SME employees           Sidewell joined BANKSETA in March 2006 as
other roles that come with being a Skills              have been trained. BANKSETA registered SME           the SME Specialist. He has a degree in Tourism
Development Facilitator.You are reminded that          companies who employ less than fifty staff and       Development and is currently completing his
the 2006/7 skills reporting is due on the 30th of      are up to date with skills development processes     Honours in Tourism and a Diploma in Advanced
June 2006. SME’s can download the Combined             are offered R10 000.00 training vouchers to          Business Management. Before joining
Simplified Template (Implementation Report             train and develop their staff. Once again, we        BANKSETA, Sidewell coordinated the SMME
2005/6 and Workplace Skills Plan 2006/7) from          would like to thank all employees who have           training project for South African Tourism
our website: Small and Micro Enterprises. Small        participated in the previous projects. The 2006      Institute and Tourism SETA (THETA). He has
companies employing less that 50 staff, who            Training Voucher Project was launched on the         excellent knowledge and passion for SMEs and
would like to participate in the skills development    07th April 2006 and employers are advised to         is enthusiastic to assist small businesses in Skills
process can contact either Melanie Mulholland          apply for vouchers before the 30th of September      Development within the Banking sector.
or Sidewell Mnisi at the BANKSETA for support          2006.
and for assistance with completion of the skills
development requirements for 2006. As part of          Continuous Professional Development
our ongoing initiatives in supporting SMEs,            Workshops 2006
employers can now submit their information             The BANKSETA in association with The Institute
online, telephonically or via fax.                     of Bankers in South Africa is pleased to advise
                                                       that we are offering four additional half day
INITIATIVES TO LOOK OUT FOR                            workshops to further promote a greater
All companies that submit their skills planning        awareness of the National Credit Act. This will
reporting information are able and eligible to         enable our small and micro enterprises (SME’s)
participate in a number of BANKSETA training           to understand the impact that the Act will have
support initiatives.This includes all our registered   on their business. The workshops present a
SMEs and it comes at no cost to you.The training       perfect opportunity to uplift skills and knowledge

                  T H E     B A N K I N G        S E C T O R    E D U C AT I O N          &    T R A I N I N G     A U T H O R I T Y
                                                                                                                   BANKING - YOUR
                                                                                                                   CAREER CHOICE
                                                                                                                   Through its Career Guidance Project,
                                                                                                                   the BANKSETA has produced and
                                                                                                                   launched the very first career guide for
                                                                                                                   the sector. This guide is aimed at people

The BANKSETA signs up two learners                                                                                 who are employed within the sector as
                                                                                                                   well as those who could be attracted
                                                                                                                   to the sector due to the varied career
The BANKSETA has signed two Letsema III learners onto learnership agreements.                                      options available.
“We are very excited about having these learners with us. Not only will the learners
be given an opportunity to learn, but the BANKSETA will be able to better understand                               This project was initiated to meet the
the practical implementation of learnerships.While the SETA has funded and supported                               National Skills Development Strategy
learnerships in the past, it has been removed from the actual implementation thereof,”                             objective of disseminating information
says BANKSETA Chief Operations Officer, Sandra Dunn.                                                               on critical skills needed in the sector
                                                                                                                   and advising employees/potential
Trevor Kekana and Sharon Mokgwatlheng joined the BANKSETA’s Corporate Services                                     employees of occupational/employment
Department in March. Both learners have been signed onto the SETA’s Post Graduate                                  trends. Seminars were conducted in
                                                                                          Trevor Kekana
Learnership for Unemployed Youth. After completing the National Diploma in                                         February 2006. Skills Development
Banking through Technikon Witwatersrand, Kekana completed a B Tech: Banking in                                     facilitators, some line managers, human
2005. His ambition is to become a senior manager of a government entity “in the                                    resource managers, Training Providers
near future”. “I believe by the time I complete this learnership, I will be in a position                          and other sector specialists were trained
to understand organisations as living organisms that are evolving at all times,” he
informs. Mokgwatlheng has a 3 year National Diploma in Credit Management from
the University of Johannesburg. After completing her learnership, she plans to
complete a B Tech degree in Credit Management. “I expect to leave the learnership
with adequate experience to prepare me for any challenge that I will have to overcome
in my career path,” she reveals.                                                          Sharon Mokgwatlheng

Letsema Learners add value
“Nedbank has benefited in a number of ways from                                         placement of these
the BANKSETA’S Letsema learnership. The                                                 learners, so we expect
learnership has enabled Nedbank to contribute to                                        Letsema III will be far
skills upliftment in the country by providing the                                       more challenging”.
bank with an opportunity to improve the skills                                          Illustrating the success
levels of underprivileged learners,” says Nedbank:                                      of the Letsema
Human Capital Development, Learnership Manager,                                         Project, Lennert says
Ronell Lennert.                                                                         Nedbank signed on
Lennert says the Letsema learners are generally of                                      186 Letsema I
a good quality and they are also “very eager to be                                      learners, and
there”. “Learners have seized this opportunity to                                       employed 115 of these
learn as much as possible. They really appreciate                                       learners. “Letsema II
the fact that they have been given an opportunity                                       learners are currently     on the use of the guide. An abridged
to gain workplace experience.They also appreciate                                       in the process of          version is also being developed which
the fact that they will obtain a qualification at the                                   applying for positions.    will be distributed to new entrants (high
end of the learnership,” she reveals.                                                   Lennert urges              school students) in due course.
From the employer’s perspective, Lennert says                                           employers, who may
                                                           Ronell Lennert                                          We would like to thank all our
Letsema learners have added real value in the                                           not yet have
workplace.                                                participated in learnerships, to consider the            stakeholders who participated in the
The BANKSETA has launched the third phase of              enormous benefit that these can have to their own        focus groups and who attended the
its Letsema Learnership. Nedbank has signed on            organisations. She also urges them to consider the       seminars held earlier this year.
170 Letsema III learners: 80 learners have been           difference they can make in the lives of individuals,
placed in Johannesburg, 16 in Pretoria, 20 in Cape        as well as the benefits to the community at large.       Please contact the Skills Development
Town, 20 in Durban, 8 in Bloemfontein, 2 in Kimberly,     “Government should consider continuous funding           Facilitator (SDF) in your organisation if
5 in Potchefstroom, 4 in Nelspruit, 5 in Polokwane,       for projects like these. These projects really make      you need copies of the Career Guide.
and 18 learners in Port Elisabeth.                        a huge difference to learners and participating          Your SDF will liaise with us to get a
“We have gone much wider in terms of the                  organisations,” Lennert concludes.                       copy to you!


Events for the year can now be       BANKSETA contact details:
found by visiting the BANKSETA       Thorhhill Office Park, Block No 15, 94 Bekker Road ,Vorna Valley Midrand, 1686
website:                             Telephone number :                  (011)805-9661 Fax number :(011)805-8348 Call Centre number : (086)102-0002 Website

                       T H E    B A N K I N G       S E C T O R      E D U C AT I O N          &    T R A I N I N G   A U T H O R I T Y