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programmes

Have you got learnerships and other BEE training programmes in place?

Learnership Tracking

www.learnershiptracking.co.za

All Companies/Organizations that have a wage bill (inclusive directors drawings) in excess of R500 000 per annum, must pay 1% of this wage bill as a training Levy (SDL). In order to get some of this money back, they need to have an qualified SDF – Skills Development Facilitator (either internal or external) to advice/assist them with various processes.

Why an Skills Development Facilitator?

  • Have you been getting your grants back from your SETA?
  • Is someone planning , monitoring  and ensuring that your training suits your BBBEE strategy ?
  • Have you got learnerships and other BEE training programmes in place?
 
If the answer no , then the chances are that you need help.
 
  • Your business is paying a monthly 1% skills  levy to the receiver of revenue .
  • This is 1% of your total payroll.
  • A portion thereof , 20% is allocated to the National Skills fund.
  • The balance is paid over to your  SETA – Sector  Education and Training authority.
  • The Seta is entitled to withold a small amount for administration costs.
  • You stand to recover at least 20% for basic compliancy and
  • another 50% by way of pre planned training grants from the SETA.

What is the purpose of a Workplace Skills Plan (WSP)? 

The Workplace Skills Plan serves to structure the type and amount of training for the year ahead, and is based on the skills needs of the organisation. A good WSP should consider current and future needs, taking into account gaps identified through a skills audit, the performance management system, succession planning initiatives, and any new process or technology changes planned for the year.

By when is the levy payable?

The levy must be paid to SARS not later than SEVEN days after the end of the month in respect of which the levy is payable, under cover of a SDL 201 return form.

The functions of a Skills Development Facilitator

  • Assist the employer and employees to develop a Workplace Skills Plan (WSP).
  • Submit the Workplace Skills Plan (WSP) to the relevant Seta.
  • Advise on the implementation of the Workplace Skills Plan.
  • Assist to draft an Annual Training Report (ATR) on the implementation of the Workplace Skills Plan.
  • Advice on the quality assurance requirements set by the Seta.
  • Act as a contact person between you and the Seta.
  • Serve as a resource for all aspects of skills development.

Companies/Organisations can either train their own internal person to become the represented SDF or contact any of our Top Students/Facilitators or Agents.

We at TRAINYOUCAN offer a free service where we create the opportunities for Companies / Organisations to get in contact directly with these qualified staff with no hidden cost. Simply another way that we support our learners and members of the group

 

Originally posted 2014-03-25 10:26:10. Republished by Blog Post Promoter

Seta Mandatory & Discretionary grant regulations declared invalid 21st Aug. 2015

On 3 December 2012, the SETA Grant Regulations were gazetted (Government Gazette no. 35940). These come into effect on 1 April 2013. There were many major substantial changes in the new regulations and these may have serious implications for skills development in our country.

Some of the main changes were:

  1. That the mandatory grant to employers is reduced from 50% to 20%.
  2. Any unclaimed mandatory grants must be transferred by the 15 August each financial year into the discretionary fund.
  3. Discretionary grants will mainly be paid for programmes offered by public FET colleges and universities.

As a result‚ these funds could be spent on national skills initiatives that were not related to workplace training.

Labour Court has set aside certain aspects of the 2012 Seta Grant Regulations‚ declaring them invalid!

The Labour Court’s judgment on Friday 21st of August 2015 declared both regulations to be invalid‚ and it set them aside with effect from March 31 2016.

The court found that Mr Nzimande had failed to consult the National Skills Authority as required by law.

The court also ruled that the minister had acted irrationally by reducing the mandatory grant to employers as set out in the Skills Development Act. The minister had exceeded his powers by prescribing that surplus Seta funds be moved to the National Skills Fund.

The minister was ordered to pay all costs of the application, and Seta’s now have a period of about six months to prepare for the return to the previous skills-funding regime effective in March 2016.

Busa said on Monday it viewed the judgment as a significant decision that reinforced the rule of law and that reasserted the importance of workplace skills training programmes in SA.

How are learnership programmes developed

Setas approve learnership programmes, before forwarding them to the Department of Labour for registration.
A learnership however have a number of development stages before it can be finalised.

These stages include:

    *Employers / employer bodies and SETA’s identifying skills shortages and/or opportunities.
    *Defining the occupation, together with the required skills and knowledge required for successful completion of the occupation.
    *Providing this information to a relevant Standards Generating Body (SGB). The SGB will then form work group which would consists of employers, providers, employee representatives and interested parties.
    *The work group would then analyse the occupation and identify outcomes and stages of the occupation.
    *The outcomes and stages would then be clustered so that Unit standards could be developed.
    *The Unit Standards would then be clustered into a logical format for the qualification.
    *Guideline learning materials and assessment guides is then developed by the Seta for each of the unit standards.

The following components are necessary for the acquisition of competencies needed for work readiness or combined structured learning and work experience.

Structured learning: The nature of the structured learning component differs from country to country, but in South Africa would need to include:
Fundamental learning: It cannot be assumed that all learners have achieved sufficient grounding (“learning-to-learn” capabilities) to undertake the training or further learning necessary. At lower levels it may include language and mathematics, while at higher levels it could include communications skills, self-management, team-working capabilities and so on.
Core learning: This component refers to those areas of contextual knowledge that are necessary for specialised to be effective such as an introduction to social development, the workings of the labour market, entrepreneurships or industrial issues including health as safety, all of which are subsumed under “core” below.
Elective learning: This pertains to the theoretical knowledge which underpins application in the area of specification. Structured practical components, in a workshop or simulated workplace, may also be included (but may not replace work experience). This learning can take place in an institution such as a technical college, at an accredited NGO, private or company training centre, through technologically enhanced sites or at combination of these.
Work experience: This needs to be related to the structured learning and prepare the learner for competence assessment. It may take place at a single workplace, or be spread across several work sites.

Small enterprises could also provide work experience for learners if they form groups of training companies, which between them are able to provide the range of work experience required. It may also take place within a job creation programme linked to services or construction, or a development programme. For new entrepreneurs, work experience could be acquired through the performance of a number of supervised contracts of work.

An important part of a learnership will be assessment that will serve to indicate successful completion of a learnership as well as readiness to progress to further learning.

123401 Design OBE Programmes

Design OBE Training Programmes

NOTE: This programme that consist out of 25 Credits was created with the intention of creating OBE – Accredited Learning Material during the learning process. 

COURSE SUMMARY

  • Short name: Design OBE Training Programmes
  • Full description: 123394 + 123401 Develop outcomes-based learning programmes
  • SETA Accredited: Yes, ETDP SETA NQF Accredited
  • SETA: Education, Training, Development & Practices Sector Education & Training Authority (ETDP Seta)  www.etdpseta.org.za
  • NQF: 5
  • Credits: 25
  • Duration: 5 days
  • Re-Assessment fees: None
  • Assignment extensions: Up to 18 months at no additional cost.
  • Hidden fees: None
  • Workshops: Weekly in Durban
  • Recognition: Based on the National Qualifications Framework that is Nationally Accepted in South Africa, Department of Labour and Microsoft Certified courses.
  • Success rate of learner: Currently we have a very high success rate due to the “one-price-policy” that include additional support at no additional cost.
  • POE Building: We don’t take any short-cuts such as POE building in the class and follow all the guidelines stipulated by SAQA and the SETA.
  • Location: Public courses in KZN Durban but we do from time to time schedule classes in Cape Town and Gauteng.
  • SUPPORTING STRUCTURESCurrently we have the following supporting structures in place for our members:
    • Telephone support 7 days a week.
    • Whatsapp –
      • Cell. 0825507946 Tel. 0867227014 English.
      • Cell. Zulu 0727372733 Tel. 0318115749 English/Zulu.
    • Helpdesk – www.trainyoucansupport.co.za – 7 days a week (integrated email and sms notifications).
    • Weekly workshops in Durban.
    • Skype support – contact helpdesk for details.
    • Members private forum with model answers to all  activities including JOB opportunities.
    • Private Members forum on www.trainyoucanforum.co.za.
    • FREE members video blog on Youtube. www.youcantrain.co.za
    • JOB opportunities for FREELANCERS. www.skillsjobs.co.za and www.trainingdirect.co.za

COURSE DETAIL

  •  This course is based on the Unit Standards 123394 and 123401  – click here to read more and here
  • People credited with this unit standard are able to:
    • Planning and prepare for development.
    • Developing learning materials.
    • Developing learning facilitation guidelines.
    • Piloting and evaluate the development.
    • Drafting learning outcomes for the programme.
    • Conducting analysis for learning design.
    • Designing the learning programme.
    • Drafting a brief for the development of the learning programme.
    • Evaluating learning design.
    • NOTE: Assessment Guide design not included but we will gladly provide samples.
  • Purpose of the course:
    • This Unit Standard is for those who design learning programmes to meet defined learning needs, thus producing a brief for the development of the learning programmes.
  • Each learner will receive a learner guide and workbook during the contact session that will assist them with the building of their POE (Portfolio of Evidence).
  • Learner will receive full instruction from us before the course to assist with the preparation of the course. Where possible additional resources will be provided to learners who are not able to get there resources.
  • Learners are required to apply skills and knowledge obtained on the course in the workplace. As learners apply these skills, they produce evidence, which needs to be compiled into a portfolio of evidence (POE). This POE is submitted to Trainyoucan for assessment. Learners will receive a workbook and portfolio guide, which will guide them through the process. Any additional resources required will be provided by Trainyoucan to the learner, free of charge.

WHO SHOULD ATTEND

  • Training Manager
  • Mentors & Coaches
  • HR Persons
  • Managers who need to assess their staff
  • Persons with no formal experience of the SETA and the NQF
  • Recruitment Staff
  • Learning material developers looking to enhance their programmes
  • Anyone else who can benefit from assessment methodologies
  • New training providers applying for accreditation
  • Employers running learnerships
  • Programme Designers
  • Training Providers
  • SETA Staff
  • External moderators
  • Verrifiers

Also learners who study towards their ODETDP SETA Qualification. Click here for more detail

ENROLMENT REQUIREMENTS

  • The credit calculation is based on the assumption that learners are already competent in the learning area in which they will provide training. (Have scope or experience to train in a specific field.)
  • Minimum of 14 days workplace experience in training or facilitation. (part time or full time)
  • Basic communication skills (English = reading and writing skills on a NQF level 4 (Grade 12 or equal))
  • Able to attend the contact session and any of our workshops offered.
  • Access to email and where possible to the internet for research.

Learner preparation for the contact session (Classroom Training)

a) COMPULSORY:

  • Attending the full contact session. (Classroom Session)
  • Copy of ID and CV for registration purposes. (Indicating previous workplace experience)
  • Pen and paper.
  • A4 lever arch file + 12 dividers. (Cheap dividers)
  • Organisation or Provider policies where available or at least knowledge of the organisations policies if any. These might include: Where possible will TRAINYOUCAN provide template policies to learners who do not have access to these policies.
  • Visit your SETA’s website and determine if they have any policies or rules of contact for their assessors available. Where not possible will TRAINYOUCAN provide a copy of this.
  • Visit any SETA of your choice and obtain a copy of the Assessors Registration template that you must complete on completion and submit to your SETA. This is very helpful if you have any questions or answers regarding the completion of this document. (Where possible will TRAINYOUCAN provide copies of this.

b) OPTIONAL: (Not required but for those who want to start with the research)

  • Laptop
  • Internet access to view additional support on our Forum

sdf notional hours

PROCESS FLOW

  • Enrol as a learner with Trainyoucan by completing the application form. (PDF document or the online enrolment)
  • Attend the contact session with Trainyoucan. (Each course starts with a 2 hour induction on the SETA’s and explaining the accreditation process. (Most of the learners find this very useful.)
  • We provide you with all the learning material that you need, including a workbook that you must complete. (Outside the classroom as required by the Unit Standard and OBE Learning)
  • You complete the workbook and submit this to our offices for assessments, or you can attend any of our FREE workshops for additional support. Any person who attended any of our courses can attend our workshops for FREE. One of the assessors can also evaluate your POE (Portfolio of Evidence) during the workshop and provide you feedback immediately.
  • Your POE is submitted to our Assessors that will complete the assessment process and provide directly feedback to you through our online tracking system.
  • Your file is scheduled for verification with the relevant SETA and uploaded on completion. Your final Certificate will only be issued once the SETA verified your POE for security reasons and a final SOR will be issues. (SOR, also called the “Statement of Results” will be issued by the relevant SETA once the process was completed). You MUST receive your SOR one completion from any provider as proof that you were registered. NO SOR = NO ACCREDITATION. (Bear in mind that this process can take up to 3 months to complete.
  • We provide you with all the guidance and resources to register with the relevant SETA of your choice.

ACCREDITATION AND QUESTIONS YOU SHOULD ASKThe criteria for the accreditation of training providers define a number of requirements that include:

  • Administrative procedures and record keeping and policies.
  • Management review
  • Authorization of affiliates
  • Tutor selection, training and performance review
  • Issuance of training certificates
  • Learner Support
  • Delivery, Assessment and Moderation practices

NOTE: There are basically two different types of accreditation:

  • The training provider or the institute must be accredited by a SETA. “ETQA” (Their offices, policies and procedures. This can be any SETA = does not matter what type of courses they offer.)
  • Each learning programme or qualification is accredited with the relevant SETA “ETQA” who is responsible for this programme. Also note that the word “accreditation” does not mean they SETA accredited. It must say “NQF Accredited”.

 Before you can start with any course you should ask the following questions:

  • Is the course accredited and with what SETA?
  • What is the process and duration from start to completion?
  • Are there any additional fees for support to re-submission?
  • Entry Requirements? Do you charge for registration and why?
  • What discount can I get if I do more courses with your institute?
  • What after support and resources to you offer?