2. PURPOSE OF LEGISLATION
The following acts affect training and education in South Africa:
• Skills Development Act
• Ensures that training takes place
• Training done according to industry requirements
• Makes training happen
• Provides and regulates employment in all sectors
• Skills Development Levies Act
• Make training affordable by a grant system
• SAQA Act
• Standardises training
• Monitor’s quality of training
• Ensure management of skills development information
3. PURPOSE OF LEGISLATION
• Employment Equity Act
• Makes training equitable and fair by affirmative action advancement
• Higher Education Act
• Watchdog over private education
• Ensures performance and quality
4. BENEFITS AND CHALLENGES
Benefits of legislation:
• The quality of training is monitored and accredited
• Training is standardized
• Training is made more affordable
• Training providers are governed
• Skills are developed in South Africa
• Skills shortages are identified and share within sectors
5. BENEFITS AND CHALLENGES
Challenges:
• Complexity of the various acts adds to the burdens on employers
• Additional resources are required to facilitate skills development
• Administration is quite cumbersome
• A facilitator must be appointed
• Training takes time and operations is affected
• Top management often does not buy in to the goals of the various acts
because of the complexity
• SETAs are sometimes not very effective and add to the complexity for
employers
• Employees also need to be educated to see the benefits of training
6. RESPONSIBILITIES
Employers need to address skills shortages
Employees should take responsibility for their own development
within organisations
SETAs play a critical role and service delivery is essential
Employers, SDFs and SETAs must create awareness and break down
the complexity associated with legislation
7. STRUCTURES AND ROLES OF ACTS
SAQA Skills Dev
NQF
SETA’s role
of ETQA (in
industry)
SETA’s Sector
education and
training
Authorities
Skills Dev
Levy Act %
of payroll
Workplace
skills plan
Sector skills
plan
National
Skills
Authority
creates:
The SA Qualifications
Authority
• Higher
Education
and
Training
• Further
Education
and
Training
• General
Education
and
Training
ETQA’s
Education and
Training Quality
Assurance Bodies
• Three bands
with
qualifications
unit standards
• Register all
national
qualifications
and unit
standards
• Accrediting the
quality
assurance
bodies
• Accredited
providers
• For education
and training
outside
industry
Levies
may be
recovered
based on
skills
plan
8. BARRIERS
Complexity may prohibit employers from implementing skills development
Inefficient SETA’s
Corporate culture – some organizations do not have a learning culture and
are only concerned with immediate profit margins
Employees are overloaded and cannot go on training or practice what they
have learnt in training
Incorrect training is provided
Sub standard training providers
Untrained SDFs who do not check training provider
credentials/accreditation
9. FORMAL AND INFORMAL MECHANISMS
AND SOURCES FOR LEARNING AND
ASSESSMENT
Formal:
• Accredited training providers and NQF rated courses
• Learnerships
• Internships
Informal
• Mentorships
• Informal on the job training
• In house training
• Day to day training and management
• Seminars
• Conferences
• Workshops
• Coaching
10. LEARNERSHIPS AND SKILLS
PROGRAMMES
A learnership is a qualification with a strong focus on experience in
the workplace.
• There is a contract between the employer, learner and training provider
• Learner achievements are formally assessed by an accredited skills development
provider
• Learning includes supervised, experiential learning in the workplace
11. LEARNERSHIPS AND SKILLS
PROGRAMMES
Benefits:
• Practical learning without total loss of income
• Based on NQF and thus launch pad to career
• Employers to not lose all productivity
• Graduates are better equipped
• Unemployed can also benefits – grants are provided which incentivize employers
• Apprenticeships and skills programmes are also included as per the Skills
Development Amendment Act (2008)
