Sustaining Energy Efficiency through Training and Capacity Building: A Case Study of the LEDET Mentorship Program

1. Sustaining Energy Efficiency through training and
capacity building
A case study of the LEDET mentorship program
Yolanda de Lange

2. Changing the world…

3. One youth at a time!

4. Limpopo Province,
South Africa
 Median household income
USD160/m
 Low levels of formal
employment due to the
former ‘homelands’ region
 71% of population lives in
‘homelands’
 High unemployment over
60%
 1996 water and electricity
only at 30-35% of households
(of whole province)
 Data 2015 ref REB provincial report

5. Green economy plan 2013
Assist LEDET with nurturing skills that can be lured back the Province
 Green skills shortages in Province
 Actively get youth participation in the energy industry
 Youth employability and job creation
 Enhance their career prospects

6. Background of the youth…
True upliftment
 Originated from the Province of Limpopo
 Be under the age of 35
 Basic problem solving and calculator skills
 A technical qualification/background preferably in the
disciplines of mechanical, electrical, industrial,
mechatronics, mining, chemical, or similar areas
 Have completed their studies completely

7. Theory training pathway
ENERGY FUNDAMENTALS
DATA ANALYSIS
BUILDING ENERGY
EFFICIENCY
ENERGY AUDITING
M&VT-SA
INTERNATIONAL
QUALIFICATIONS
RPL FOR SA QUALIFICATION
Across all vertical industries
Personnelhierarchy
In-class
assignment
kick-offs

8. Practical training
 Practical sessions matching the required
outcome
 Matching the theory
 Use equipment on actual site in the Province
 Province benefits
Site benefit from the work done
Students benefit from the experience gained
Assignment completion at practical sites

9. Workplaces
 Energy consultants, facilities management companies,
industry, etc
 AEE Certified Professionals are the mentors
 10-12 months industry work (should be 3 years)
 Work must relate to theory / AEE Certification
syllabus towards work experience requirements for
those that pass the exam

10. Typical work tasks
recommended as a start
 EnMS ISO 50001 implementation
 Energy audits
 Energy awareness activities
 Low hanging fruit projects
 Bill verification
 Tariff modelling
 Data collection and analysis

11. Mentorship visits
 Bi-annual mentorship visits to learners and mentors
at host sites to inspect progress
 Availability of trainer assistance at sites that
experience problems or requires equipment
 Availability of trainer to provide answers to questions
and challenges experienced by learners
 Quantifying initiatives and work completed by
learners in Rands and cents of energy efficiency and
savings achieved

12. OUTCOMES
Aligning to green
economy plan
Youth successes related to the green economy plan
 6 passed their CEM exams – 3 CEMs and 3 EMIT
 30% have jobs now
 Capacity building and skills transfer achieved
 Awareness around energy efficiency can be done
 Energy retrofits can be implemented under supervision
 Greening public buildings can be done up to a point
 Capabilities in renewable energy

13. OUTCOMES
Aligning to green
economy plan
Not achieved
 Provincial jobs still not created – jobs in other provinces
 No energy companies in the Province yet
Youth would need to become entrepreneurs but require more
mentorship and additional soft skills upliftment
Procurement processes within government hinders job allocation to
small start-ups at this stage
 Exams passrate remains low due to underestimation
 The program ends… and then what

14. Why AEE
CERTIFICATION
 Recognised in 105 countries
 33,000+ Certifications held by well over
18,000 professionals worldwide
Competitors: Canada just under 2,000 and
Europe less than 500

15. Presence:
South Africa
Egypt
Kenya
Zimbabwe
Zambia
Uganda
Nigeria
Tunisia
Trained:
Malawi
Namibia
Nigeria
Tanzania
Botswana
Brikena Faso
UAE
China
Mauritius
Swaziland
Lesotho
India

16. Staying up to date
 Networking and Conferences – SAEEC and in Africa
Kenya Chapter
 UNIDO courses
 Working in the industry
 Presenting papers
 Attending courses
 Energy meetings
 Win awards
 Mentor students

17. Networking creates
opportunity
 Getting the youngsters out to meet industry
at conferences/exhibitions
 Opportunities to speak in public
 Integrate into industry classroom settings to
learn from experienced candidates
 Excursions to learn about actual applications
from experts

20. Magnitude of administration
 Learner screening and monitoring;
 Workplace host site screening and monitoring;
 Training syllabus alignment;
 Trainer arrangements and contracts;
 Accommodation and conferencing logistics and
communication for all;
 Stipend and payroll management;
 Learner registration and contracts;
 Training coordination and facilitation
 Examination, certification and assessment services
 Practical sessions

21. Magnitude of administration
 Mentorship and mentorship management;
 Learner performance tracking;
 Quantification of completed work;
 Arranging and managing distribution of supplies and
equipment used by learners;
 Arranging out of town travel and excursions;
 Assistance to learners experiencing challenges with
accommodation, travel, financing, etc
 Human resource, ethics and workplace readiness
 Reports, financial audits and more reports

22. It does not happen without
challenges
 Learner non-compliance with the requirements of the
program
 AWOL from program for periods of time
 Deadlines that are ignored
 Disciplinary issues
 Workplaces withdrawing at short notice
 Distance travel costs for learners
 Relocation costs for learners
 Financial obstacles
 Personal challenges due to background
 Communication and peer pressure

23. Program protection
Full program introduction training and one-on-one
sessions
 Documentation, documentation, documentation…
all for signature
 Personal Particulars form
 Fixed Term Employment Contract
 Department of Labour Declaration Forms
 Declaration of Disability Status Form
 Code of Conduct and Business Ethics
 Disciplinary Code
 Leave Policy

24. Program protection

25. Program protection
Ethical work confirmations
 CEM Code of Conduct and Energy Ethics Undertaking
 AEE rules for examinations, certification and renewal
requirements
 Learner Acknowledgement of Responsibility
 EWSETA Declaration of Authenticity when completing
assignments
 EWSETA Appeals Policy on assignment assessment
results
 EWSETA requirements of Portfolio of Evidence
submissions

26. Program protection
Employment and payment confirmations
 Bank confirmation in the form of a bank stamped
letter/statement for payroll requirements
 Learners may not change bank accounts during the
duration of the program
 Certified copy of their ID
 Copies of Drivers licenses
 Latest CV with contactable references
 Copies of qualifications
 Income tax number or tax certificate

27. Benefits of good control
 For learners:
 security to the learner; employment security; rules and
regulations in which to operate; consequences clear
 For the Workplace Host Sites:
 burden or risk of HR matters with EnTF
 For LEDET:
 well-managed program; within the boundaries of the
law; protecting the integrity and credibility of
investment and reputation of the program
 For EnTF:
 assurances that all learners and workplaces receive fair
and appropriate labour relations services and human
resource management

28. Growth is guaranteed…

29. Yolanda de Lange
084 622 4770 or info@entf.co.za
www.energytrainingfoundation.co.za
Questions?