Chapter Three 3. Strategic Objective One: Developing a culture of high quality lifelong learning Progress on Objective One 3.1 Details of the objective The objective of Developing a culture of high quality lifelong learning is aimed at ensuring that individuals have access to and take advantage of learning opportunities throughout their lives. The implementation of the NSDS is expected to improve both the quality and quantity of the education and training available to and undertaken by employers and workers. Therefore, the success indicators for this objective cover achievement of Level I qualifications on the National Qualifications Framework (NQF), as this provides the first step for many workers to accessing ongoing education and skills. Measures are also in place to ensure that workers embark on and achieve structured learning. Lastly, measures are in place to ensure that employers are going beyond compliance to law and are working towards an internationally recognised standard of people development practice. The NSDS sets out to measure success in relation to this objective through three success indicators: 3.2 Review of progress on indicator 1.1 By March 2005, 70% of all workers have at least a level 1 qualification on the National Qualifications Framework In order to reach the target of 70% of the workforce achieving an NQF Level 1 qualification, 904 993 workers need to have gained this qualification during the period April 2001 – March 2005. Figure 3.1 indicates that by 31 March 2005, 852 497 workers and a further 47 189 from the NSF contribution, giving a total of 899 686 (99,4% of the target) have achieved an NQF Level 1 qualification. 9 Success Indicator 1.1: By March 2005, 70% of all workers have at least a Level 1 qualification on the National Qualifications Framework. Success Indicator 1.2: By March 2005, a minimum of 15% of workers to have embarked on a structured learning programme, of whom, at least 50% have completed their programmes satisfactorily. Success Indicator 1.3: By March 2005, an average of 20 enterprises per sector (to includelarge, medium and small enterprises), and at least five national government departments, to be committed to, or have achieved, an agreed national standard for enterprise-based people development.
Transcript
Chapter Three
3. Strategic Objective One: Developing aculture of high quality lifelong learning
Progress on Objective One
3.1 Details of the objective
The objective of Developing a culture of high quality lifelong learning is aimed at ensuring thatindividuals have access to and take advantage of learning opportunities throughout their lives. Theimplementation of the NSDS is expected to improve both the quality and quantity of the education andtraining available to and undertaken by employers and workers. Therefore, the success indicators for thisobjective cover achievement of Level I qualifications on the National Qualifications Framework (NQF), asthis provides the first step for many workers to accessing ongoing education and skills. Measures are alsoin place to ensure that workers embark on and achieve structured learning. Lastly, measures are in placeto ensure that employers are going beyond compliance to law and are working towards an internationallyrecognised standard of people development practice.
The NSDS sets out to measure success in relation to this objective through three success indicators:
3.2 Review of progress on indicator 1.1
By March 2005, 70% of all workers have at least a level 1 qualification on the National QualificationsFramework
In order to reach the target of 70% of the workforce achieving an NQF Level 1 qualification, 904 993workers need to have gained this qualification during the period April 2001 – March 2005. Figure 3.1indicates that by 31 March 2005, 852 497 workers and a further 47 189 from the NSF contribution, giving atotal of 899 686 (99,4% of the target) have achieved an NQF Level 1 qualification.
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Success Indicator 1.1: By March 2005, 70% of all workers have at least a Level 1qualification on the National Qualifications Framework.
Success Indicator 1.2: By March 2005, a minimum of 15% of workers to have embarkedon a structured learning programme, of whom, at least 50% havecompleted their programmes satisfactorily.
Success Indicator 1.3: By March 2005, an average of 20 enterprises per sector (to includelarge,medium and small enterprises), and at least five national governmentdepartments, to be committed to, or have achieved, an agreed nationalstandard for enterprise-based people development.
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Figure 3.1 : Number of workers achieving NQF Level 1
Table 3.1 illustrates the number of workers who have achieved a Level I qualification on the NQF from April2001 to March 2005. There has been a significant increase from 433 437 in 2003/04 to 899 686 during theperiod of 2004/05.
Table 3.1: Number of workers receiving NQF Level 1 training
Performance to date
Target 904 993
0
100 000
200 000
300 000
400 000
500 000
600 000
700 000
800 000
900 000
1 000 000
2003/04 2004/05
904 993
433 437
904 993 899 686
Figure 3.1: Number of workers achieving Level 1 Qualification on the NQF
Baseline Information
SETA affiliatedemployment
Labour ForceSurvey February2001 estimatesof workers withNQF Level 1
NSDS target Estimatedworkers to betrained toachieve theNSDS target
Annual totals Cumulative total
9 320 220workersestimated
5 619 161=60,3% ofestimatedworkers had anNQF Level 1qualification inFebruary 2001
70% ofestimatedworkers =6 524 154
904 993(i.e. 6 524 154 –5 619 161)
2001/02 2001/02
5 079 5 079
2002/03 2002/03
111 367 116 446
2003/04 2003/04
316 991 433 437
2004/05 2004/05
419 060 852 597
NSF: 47 189
Total: 899 686
Source: SQMR, 2004\05
As reported in previous implementation reports, the NSF has implemented 17 strategic projects approvedby the Minister of Labour. These projects were all to be completed by March 2005. Table 3.2 indicates thatthrough these projects 51 861 learners have received ABET or NQF Level 1 structured training, of whom 47189 learners have completed their learning programmes.
Table 3.2: Beneficiaries of NSF projects on ABET or NQF Level 1 training
3.3 Review of progress on indicator 1.2
By March 2005, a minimum of 15% of workers to have embarked on a structured learningprogramme, of whom, at least 50% have completed their programmes satisfactorily
In March 2003/04, 3 067 192 workers (including NSF contributions) had embarked on structured learning ofwhich 2 495 610 have completed their programmes. From April 2004 to March 2005 a total of 3 239 365workers have embarked on structured learning programmes, of which 3 076 090 have completed theirrespective programmes. This leads to a cumulative total (from 2001 to 2005) of 6 306 557 participating and6 123 937 completing structured learning programmes. This indicates that these targets have beenexceeded by more than 451% of those participating. A total of 99% of those who have studied havefinished their programmes successfully, surpassing the 50% completion rate target.
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SETA Nature of intervention Number of beneficiaries
FASSET Maths and Accounting Clinics atschool level
A total of 36 138 have benefitedfrom the programme
CHIETA ABET training for the chemicalindustries 6 040 completed training
FOODBEV ABET training for employedworkers 1 099 completed training
MQAABET training for learners in themining sectorOther programmes
385 completed training.705 (of which 15 are people withdisablities) completed.3 226 learners in training.
PAETA ABET training for workers in theprimary agricultural sector 419 completed training
SETASA ABET training 1 791 completed training
THETA ABET learners in the tourismindustry
194 learners have completedtraining
CTFL ABET Learners 1 446 in training
TETA ABET programmes in the SmallBoat Fishing industry 418 learners completed ABET
Total51 861 participated47 189 completed training4 672 in training
Source: National Skills Fund
Figure 3.2: Number of workers to embark on structured learning programmes and tocomplete their structured learning programmes
Table 3.3 indicates the progress of workers that are engaged and completing structured learningprogrammes from 2001/02 to 2004/05. The table also illustrates that there has been a good increase everyyear in the total numbers of those participating and those completing the structured learning programmes inthe four years of this strategy. The target which is, 15% (1 398 033 ) of all workers to be provided withstructured learning and 50% (699 017 ) to have completed has been vastly exceeded.
Table 3.3: Workers enrolled on and completing structured learning programmes
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699 017
2 495 610
3 076 090
6 123 937
1 398 033
3 067 192 3 239 365
6 306 557
Target 2003/04 2004/05 2001-05
million
CompletionParticipation
0
1
2
3
4
5
6
7
Source: SQMR 2004/05
Baseline information NSDS completionrate target for thoseon learningprogrammes
Progress to date:Total number ofworkersparticipating instructured learningprogrammesannually
Progress to date:total number oflearners whocompletedstructured learningprogrammesannually
SETA affiliatedemployment
NSDS target toembark on learningprogrammes
9 320 220 workersestimated
15% =1 398 033workers estimated
50%(1 398 033) =699 017 workersestimated
2001/02 2001/02
760 916 570 615
2002/03 2002/03
1 398 461 330 192
2003/04 2003/04
3 067 192 2 495 610
2004/05 2004/05
6 261 416 6 079 736
NSF: 45 141 NSF: 44 201
Total: 6 306 557 Total: 6 123 937
Source: SQMR 2004/05
Table 3.4 indicates that through the NSF Strategic Projects in 2004/05 a total of 45 141 workers wereengaged in structured learning programmes of which 44 201 completed the training. This brings the totalnumber of workers in structured learning programmes to 6 306 557 and those completing to 6 123 937.
Table 3.4: Beneficiaries of NSF who have embarked/completed structured learning programmes
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SETA Nature of intervention Number. of beneficiaries
FASSET Improved financial management skillsfor educators and school managers
8 758 educators and school managerscompleted training
BANKSETAIndividual borrower trainingProvider training (SMME and MFI)Business support network
7 589 Individual borrower trainingcompleted245 MFI and SMME providers trained387 MFI and SMME business networksupport completed training.
ICT NQF6 and above (skillsprogramme)Internship programmesInternship programmes
340 completed ICT NQF6 skillsprogramme172 in training204 completed internships(115 placed)
MAPPP Skills programmes implementationUpgrade of providers
519 learners in training297 learners have completed theirprogrammes
137 providers upgraded
SERVICESMentor trainingSkills programmes in the domesticservices sector
298 mentors completed training7 932 have completed skills training incooking, cleaning and laundry
THETA Skills programmes in the hospitalitysector
5 338 completed training250 in training
3.4 Research findings on the impact and benefits of structuredlearning programmes
The study was commissioned by Southern Hemisphere for the LMSDP Project 2 in August 2004. Accordingto this study, it was found that :
� Respondents are more positive about their futures and are able to see more opportunities forthemselves
� The overarching experience is that their confidence has improved tremendously. This stemsfrom the greater sense of self-worth as well as the fact that they now have a much betterunderstanding of their jobs and how they fit into the overall process in their workplace
� The qualifications are also resulting in the increased professionalism, who because of thestructured learning programmes have a better understanding of their jobs
Almost all the respondents say that their families are proud of them. The support from their families hasbeen a crucial element of their success, and they are able to feed their positive experiences back into theirfamilies
� Respondents see their success in the structured learning programmes influencing otherworkers to take up the skills development challenge as well
� The majority of the respondents also agree that they are now more productive at work. This isbecause of their improved skills and knowledge, better understanding of their jobs and greaterconfidence
� With regard to career development and worker mobility, respondents are more certain thattheir qualifications will enhance their ability to gain employment in other enterprises than theyare, and that they will lead to promotion in their existing workplaces.
Success Indicator 1.3
By March 2005, an average of 20 enterprises per sector (to include large, medium and smallenterprises), and at least five national government departments, to be committed to, or haveachieved, an agreed national standard for enterprise-based people development.
The Investors in People standard is an international standard to benchmark good practice in skillsdevelopment. The standard is comprised of 12 indicators dealing with excellent people developmentpractices. These are divided into four phases or principles: commitment, planning, action and evaluation.Each has a number of indicators aligned to it, as illustrated in the diagram:
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TETA Skills programmes in the taxi industry2 032 beneficiaries completed training26 learners were trained andregistered
W&R SETAProvider capacity buildingSkills programme for unemployedlearners
181 providers trained1 089 learners completed training
Total45 141 participated in training44 201 completed training940 learners in training
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Investors in People Standard
3.5. Review of progress on indicator 1.3
In March 2003-04 the number of organisations that had committed to Investors in People was 304 of which57 gained recognition against the standard. Furthermore, 13 government departments had committed tothe standard.
By March 2005, a total of 650 organisations and business units of organisations had committed themselvesto achieving the international Investors in People standard, which benchmarks good practice in skillsdevelopment. Of the 650 organisations, 100 have gained recognition against the standard – that is theyhave met or exceeded all the criteria set. Of the recognised organisations, four were SETAs that succeededto achieve the standard. These SETAs are Bankseta, TETA, Fasset and CHIETA (see Table 3.5(b)).
The following table indicates the progress of commitment and achievement of the standard byorganisations since 2002. The process started slowly but has been steadily increasing over a period ofthree years as more and more companies committed to the standard.
Table3.5(a): Progress on commitment and achievement of the IiP
Commitment
Indicator 1:The organisation is committed to supportingthe development of its people.
Indicator 2:People are encouraged to improve their ownand other people’s performance
Indicator 3:People believe their contribution to theorganisation is recognised.
Indicator 4:The organisation is committed to ensuringequality of opportunity in its development ofits people.
Planning
Indicator 5:The organisation has a plan with clear aimsand objectives, which are understood byeveryone.
Indicator 6:The development of people is in line with theorganisations aims and objectives.
Indicator 7:People understand how they contribute toachieving the organisation’s aims andobjectives.
Evaluation
Indicator 10:The development of people improves theperformance of the organisation, teams andindividuals.
Indicator 11:People understand the impact of thedevelopment of people on the performance ofthe organisation, teams and individuals.
Indicator 12:The organisation gets better at developing itspeople.
Action
Indicator 8:Managers are effective in supporting thedevelopment of people.
Indicator 9:People learn and develop effectively.
2002/03 2003/04 2004/05
Total number of enterprises committed 93 304 650Total number of enterprises who haveachieved 8 57 100
A total of 14 (56%) of SETAs exceeded the target. Table 3.5(b) indicates the performance of each SETAagainst the set target of 20 enterprises per SETA.
Table 3.5(b): Performance per SETA
Although the aggregate target has been achieved and/or exceeded, there are SETAs who performed belowthe target as Table 3.5(b) indicates. Within Government, the Departments of Labour, Public Service andAdministration, Provincial and Local Government, Trade and Industry, Defence, Foreign Affairs, GautengDepartment of Education, SAPS (Training Division), Correctional Services (Bloemfontein), Office of thePremier of KwaZulu-Natal, National Port Authority (Portnet Academy) and Armscor have committedthemselves to achieving the standard.
Statistics from 2001 to 2005
SETA Number of committedenterprises
Number of enterprisesthat have achieved thestandard
Total
Bankseta 56 14 70
CETA 24 1 25
Chieta 31 1 32
CTFL Seta 9 0 9
DIDTETA 5 0 5
ESETA 1 0 1
ETDP SETA 24 25 49
Fasset 11 3 14
FIETA 1 0 1
H&W SETA 29 0 29
INSETA 47 14 61
ISETT 1 1 2
LGWSETA 0 0 0
MAPPP SETA 1 0 1
Merseta 17 2 19
MQA 22 1 23
PAETA 17 4 21
POSLEC SETA 24 1 25
PSETA 5 0 5
Services SETA 111 14 125
SETASA 9 0 9
TETA 25 1 26
THETA 21 1 22
WRSETA 36 0 36
Total 550 100 650
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3.6. Research findings on the impact of Investors in People inorganisations
A study based on the preliminary evaluation of the impact of Investors in People was conducted in 2003 byKNC and Associates. The objective of the study was to assess the impact of the Investor in Peoplestandard across the 39 participating organisations.
A review of the international experiences of the Investors in People standard reveals that the programmehas been linked to performance improvements with respect to ‘soft skills’ (e.g; job-satisfaction and morale).The programme has not been directly associated with ‘hard skills’ such as profit increase since it isbelieved that they may take longer to accrue, as they are the cumulative outcome of sustained success onsoft performance criteria.
The assessment reveals that the overall performance of Investors in People South Africa is on par withinternational performance. The key findings of this assessment are as follows:
� Participation in the programme is driven primarily by anticipated ‘soft’ improvements such asincreased morale, recognition and quality output. A total of 68% of the human resourcemanagers immediately associates the programme with people development. Human resourcemanagers regard Investors in People as a success. Accredited organisations are veryenthusiastic and note greater improvements with respect to training, morale, recognition,competitiveness and productivity than non-accredited organisations.
� The programme has a positive effect on performance. On a scale ranging from ‘no influence atall’ (1) to ‘influence a lot’ (5) the following were registered:
- Training received a rating of 4.1 for all firms- Productivity received a rating of 4.3 for firms already accredited
� Accredited organisations attributed greater performance improvement to Investors in Peoplethan those still pursuing accreditation
� 11.6% of all worker growth can be attributed to the Investors in People
� There is a definite indication that organisations pursue accreditation to exploit the public imagebenefits thereof. Human resource managers are attracted to the programme because it is aconsistent international standard that guides performance
� Over 85% of workers in accredited organisations are aware of the Investors in Peopleprogramme and over 80% have undergone training. However, worker’s understanding of theprogramme and its objectives can be improved
� Workers of the accredited organisations are highly satisfied with most aspects of their job andwork environment. The performance appraisal process, receipt of praise, supervisors,co-workers, job-satisfaction and commitment to the organisation were rated statisticallysignificantly higher than the mean rating for each variable.
These findings indicate that Investors in People created a favourable impression across the participatingorganisations. Accredited organisations appear to have benefited most with respect to the stimulus oftraining and job-satisfaction levels among their workers.
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3.7 Achievements and challenges
Indicator: 1.1
The number of workers that have completed NQF Level 1 has been increasing for the past four years ofthe strategy. The growth trend over the past four years is impressive. Only 5 079 learners acquired aqualification in 2001/02, and in 2002/03 this figure jumped (by over 20 times) to 111 367 and in 2003/04 itmore than tripled to 433 437.In 2004/05 it doubled to 899 686. This resulted in the target to be almostachieved at 99, 4%.
The challenge in this indicator has been that most of the learners are adults and there is a tendency ofdropping out of the programmes before completion, and others take very long to complete the programmes.
Indicator: 1.2
Targets related to the participation in and completion of structured learning (Success Indicator 1.2) havebeen exceeded extensively and this is a positive indicator of both the quantity and quality of training beingdelivered. Of particular note is that the completion rate of structured learning has exceeded the 50% targetwhich stands at 97% – thus indicating that learners are achieving competence through the training that isbeing offered.
Indicator 1.3
The target for Success Indicator 1.3 has been achieved and exceeded by March 2005. A total of 650organisations have committed themselves to the standard, of which 100 have achieved the standard.
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Chapter Four
4. Strategic Objective Two: Fostering skillsdevelopment in the formal economy forproductivity and employment growth
Progress on objective two
4.1 Details of the objective
Fostering skills development in the formal economy for productivity and employment growth addresses theneed for improved training and development in the first economy. Consequently targets have been set toensure that large and medium sized employers are engaged in increasing levels of training. The targets forgovernment departments link the skills of service providers to service delivery and social developmentobjectives. The targets also include, very importantly, that the benefits of these training interventions bemeasured to ensure their contribution to improving the effectiveness of public and private sector employers,as well as enhancing the lives of workers. The quality of training provided is also important. In thisobjective quality is measured by the availability and use of quality-assured-learnership programmes acrossall sectors of the economy.
Success in relation to this objective is measured through four success indicators, namely:
Success Indicator 2.1: By March 2005, 75% of enterprises with more than 150 workersare receiving skills development grants and the contributionstowards productivity and employer and worker benefits aremeasured.
Success Indicator 2.2: By March 2005, at least 40% of enterprises employing between 50and 150 workers are receiving skills development grants and thecontributions towards productivity and employer and workerbenefits are measured.
Success Indicator 2.3: By March 2005, learnerships are available in all sectors.
Success Indicator 2.4: By March 2005, all government departments assess and report onbudgeted skills expenditure for skills development relevant to thePublic Service, sector and departmental priorities.
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4.2. Review of progress on indicator 2.1.
Success Indicator 2.1
By March 2005, 75% of enterprises with more than 150 workers are receiving skills developmentgrants and the contributions towards productivity and employer and worker benefits are measured.
By March 2004 a number of employers with more than 150 workers paying skills development levy was4 461 and those claiming grants was 2 989. This represent 67% of the levy paying organisations. By March2005, the number of businesses employing more than 150 people and paying the levy was 4 364, andthose claiming grants increased to 3 189. This indicates that 73% of the levy paying organisations wereclaiming grants.
Figure 4.1: Number of employers employing more than 150 workers paying and claimingthe levy
Figure 4.1 and Table 4.1. indicate that there has been a decrease in the number of employers with morethan 150 workers paying the skills development levy for the year 2004/05 as compared to 2003/04 whilethere has been an increase of those receiving grants from 2 989 (67%) in 2003/04 to 3 185 (73%) in2004/05.
Number of employers claiming grants
75% of employers paying levy
Number of employers paying levy
2 9893 189
3 346 3 273
4 4614 364
2003/04 2004/050
500
1 000
1 500
2 000
2 500
3 000
3 500
4 000
4 500
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Table 4.1: Employers (employing more than 150 workers) paying levies and claiming grants
4.3. Review of progress on indicator 2.2.
Success Indicator 2.2
By March 2005, at least 40% of enterprises employing between 50 and 150 workers are receivingskills development grants and the contributions towards productivity and employer and workerbenefits are measured.
By March 2004, the number of enterprises employing between 50 and 150 people paying the skillsdevelopment levy was 7 882 of which 4 177 (53%) were claiming grants.
By March 2005 the number of enterprises employing between 50 and 150 people paying the skillsdevelopment levy was at 8 793 of which 3 396 (39%) were claiming grants.
Figure 4.2: Number of employers employing between 50 and 150 workers paying andclaiming the levy
Figure 4.2 and Table 4.2. indicate that the number of large firms paying the skills development levy hasincreased from 7 882 in 2003/04 to 8 793 in 2004/05. However, employers claiming the workplace skillsplans grant has decreased from 4 177 (53%) in 2003/04 to 3 396 (39%) in 2004/05. Although there seemsto be a fluctuation or decrease in the number of firms paying levy from 2003/04, the evidence in successivereports indicates a steady performance improvement on this indicator. The 2003/04 implementation reportreflects an increase of 872 levy paying firms and an increase of 386 firms claiming grants. In 2004/05 there
SETA
As at the end of March 2004 As at the end of March 2005
Activeemployerspaying levy
Employersclaiminggrants
% of activeemployersclaiminggrant
Activeemployerspaying levy
Employersclaiminggrants
% of activeemployersclaiminggrants
All SETAs 4 461 2 989 67% 4 364 3 189 73%
Source: SQMR
Number of employers claiminggrants
40% of employers paying levyNumber of employers paying levy
2003/04 2004/050
1 000
2 000
3 000
4 000
5 000
6 000
7 000
8 000
9 0007 882
3 153
4 177
8 793
3 517 3 39653%
39%
Source: 2005/SETA Scorecards
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has been a decrease of 97 firms paying the levy whilst those claiming grants have increased by 196,although the target of 75% appear not to have been met, there has been tremendous increase of largefirms over the four years. This indicates good performance on this indicator.
Progress made during 2004/05
Table 4.2: Employers (employing between 50 and 150 workers) paying levies and claiming grants
4.4. Research findings
KNC and associates have carried out a study on Measuring the Impact of NSDS and Training (ROTIStudy). The research was commissioned on a sample of companies where data from before and aftertraining was compared and a cost benefit analysis was performed. The net returns on investment per Randspent on training range from 36 cent (36%) to R32,60 (3 260%). For example in one company, the workersattended a three-day course called the Back-Up Training Programme (BUTP). The findings indicate thatbefore the workers attended the course, their average monthly commission was R19 519.18 and aftertraining it increased by R3 941.20 per month. The total cost of training was R114 400.00, the calculationsare as follows:
ROTI = benefits of training – costs of trainingCost of training
ROTI = R634 008.55 – R114 400.00R114 400.00
=R4.54
This means that for every R1 spent on the BUTP, the company makes at least R4.54.
4.5. Success Indicator 2.3
By March 2005, learnerships are available in all sectors
Learnership registration with the Department has increased from 666 in 2003/04 to 811 in 2004/05. Therewas also an increase in the number of active learnerships from 333 (50%) in 2003/04 to 522 (64%) in2004/05.
SETA
As at the end of March 2004 As at the end of March 2005
Activeemployerspaying levy
Employersclaiminggrants
% of activeemployersclaiminggrants
Activeemployerspaying levy
Employersclaiminggrants
% of activeemployersclaiminggrants
All SETAs 7 882 4 177 53% 8 793 3 396 39%
Source: SQMR
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Figure 4.3: Number of registered and active learnerships
Table 4.3: Learnerships registered and active
This indicator has therefore again been achieved, as the registration and implementation of learnershipshas occurred across all sectors. More information is provided on learnership implementation in Objective 5in Chapter 7.
4.6. Success indicator 2.4
By March 2005, all government departments assess and report on budgeted skills expenditure forskills development relevant to Public Service, sector and departmental priorities.
Government departments are expected to budget 1% of their personnel budget for training and maycontribute funds to a SETA that they are affliliated to (section 30 of the Skills Development Act, no 97 of1998). Government departments are therefore expected to send their Workplace Skills Plans (WSPs) andAnnual Training Reports (ATRs) on an annual basis to PSETA.
There has been significant growth in the number of national and provincial government departments whohave submitted workplace skills plans over the last three years. The number has increased from 75 (51%)in 2002/03 to 103 (70%) in 2003/04 and 111 (76%) in 2004/05 (see Figure 4.4)
Number of active learnershipsNumber of learnerships registered
335
522
666
811
0
100
200
300
400
500
600
700
800
900
50%
64%
2003/04 2004/05SQMR 2005/SETA Scorecards
SETAAs at the end of March 2004 As at the end of March 2005
All SETAsNumber oflearnershipsregistered
Number oflearnershipsregisteredthat areactive
% ofregisteredlearnershipsthat areactiveagainstthose not
Number oflearnershipsregistered
Number oflearnershipsregisteredthat areactive
% ofregisteredlearnershipsthat areactiveagainstthose not
666 335 50% 811 522 64%
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Figure 4.4: Number of government departments submitting workplace skills plans
Table 4.5: Workplace skills plans submitted by government departments 2001/02 -2004/05
Table 4.6 Summary of training expenditure: National government departments (R’000)
There has also been growth in the training expenditure of government departments. According to the ENE2006, national departments’ training expenditure is as follows: According to Table 4.6, in 2002/03R600 248 000 was spent and for 2003/04 R672 957 000 was spent on training. Table 4.6 further indicates2004/05, R764 695 000 was spent on training. When compared to the 1% of the funds for compensation ofthe employees for 2004/05 which was R414 472 000, the training budget (1%) was exceeded since it stoodat 1,84%.
4.7 Achievements and challenges
Indicator 2.1
The target for this indicator which is that 75% of the large companies are receiving grants is almost met asit stood at 73% at the end of March 2004. This is a great achievement when one looks back at the previousyears where the figures were not stable, for example in 2002/03 the percentage was 72%, and this wentdown in 2003/04 to 67%, and in the current year (2004/05) it has gone up again to 73%.
The challenge for this indicator is that some companies are just paying the levies so as to comply with thelegislation, but they do not claim the grants.
2002/03 2003/04 2004/05
Total training expenditure 600 248 672 957 849 535
Source: ENE 2006
In 2002/03 R600 248 000 was spent and for 2003/04 R672 957 000 was spent on training.
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Indicator 2.2.
The target for this indicator was achieved in 2002/03 at 50% and was exceeded in 2003/04 at 53%.However, by the end of March 2005 the figures of those claiming the grants has gone down and they stoodat 39%. This target has therefore not been achieved.
The challenge here could be that some companies have been very unstable with regard to knowing exactlyto which SETA they actually belong, and this has caused some movements of companies from one SETA toanother. The other challenge could be that some companies have merged or outsourced their training inorder to be able to manage the issues of registering, paying and claiming of levies. It is therefore hopedthat in the next strategy there will be some smooth sailing since most companies are now settled and arefamiliar with the processes and procedures required by the skills development legislation.
Indicator 2.3
The number of learnerships being registered and implemented has been growing steadily, and the targethas been met since all sectors have now registered learnerships. The growth in learnership implementationis also attributable to the emphasis given to them in the Growth and Development Summit Agreement – thisis discussed further in chapter seven. The number of registered learnerships has grown from 471 in2002/03 to 666 in 2003/04 and to 811 in 2004/05.
The challenge in this indicator is that most of the learnerships are just registered but are not active. Anotherchallenge is that there are more learnerships in the lower levels of the NQF and very few in the higherlevels of the NQF.
Indicator 2.4
This success indicator has not been met. Out of 148 government departments, only 111 have submittedtheir workplace skills plans. Even though the target has not been met, there is a general positive trend inthe implementation of the skills development legislation in the Public Service. The growth in submission ofworkplace skills plans in spite of government departments not being required to pay the Skills DevelopmentLevy, indicates that education and training is being taken seriously by this key employer.
