How can municipalities develop their workforce for operational success?

Transcription

1 How can municipalities develop their workforce for operational success? Ms Mmaphefo Thwala Water Sector Specialist, Energy and Water Sector Education and Training Authority (EWSETA), South Africa

2 EXAMPLES OF FRESH WATER CHALLENGES Lack of adequate water and sanitation infrastructure presents enormous challenges to safe water supplies High population growth rates and high urbanization rates place additional pressure on existing urban water sources and infrastructure Poor water quality Skills shortage in key water institutions (e.g Municipalities) *Role of SETAs becomes critical

3 EWSETA PROFILE EWSETA: Energy and Water Sector Education and Training Authority One of 21 SETA s established in terms of Section 9 of the Skills Development Act, 97 of 1998 Reports to the Minister of the Department of Higher Education & Training Re-licensed in December 2016 for a further period of 5 years until March 2020 in line with the extension of the National Skills Development Strategy (NSDS) III period Our mandate is to anticipate, build & manage the skills development and training needs of the energy and water services sectors

4 HOW EWSETA FACILITATES SKILLS DEVELOPMENT By establishing & registering learning programmes Disbursement of mandatory grants to levy-paying employers Disbursement of discretionary grants to skills development providers, public education and training institutions, learners, NGO s, CBO s, Cooperatives and worker initiated programmes Monitoring & ensuring quality education and training in the Energy and Water sector Promoting learnerships, internships, apprenticeships and other training programmes

5 LEGAL MANDATE SETAs were established in terms of the Skills Development Act 97 of 1998 Currently the National Skills Development Strategy III in place National Skills Development Plan (NSDP) has been developed and it was gazetted for public comments in December 2017 Principles of the NSDP: Advancing an equitable and integrated system Greater inclusivity and collaboration across the system Focusing on support system for learners Strong Emphasis on Accountability

6 NATIONAL SKILLS DEVELOPMENT PLAN: FUTURE LANDSCAPE IN SETAs Statutory bodies with unlimited timespan Cost cutting mechanisms DHET to coordinate centrally: Learner registrations Skills planning system Central Application System Focus Understanding demand and supply implications Steer system to meet demand Ensure institutional capacity to meet demand Managing budgets, plans and partnerships Quality Assurance limited to workplaces

7 EWSETA VALUE CHAIN Research (Workplace Skills Plan) Employment creation Understanding skills demand and supply Contribute to growth policies Quality assurance (Skills Development Plan & qualifications) Establish a sector skills pipeline

8 WHAT MUNICIPALITIES CAN DO TO DEVELOP WORKFORCE FOR OPERATIONAL SUCCESS Participate in initiatives such as the Centres of Specialisation (CoS) programme Presentation guidelines

9 What s CoS? A national programme aimed at producing: A skilled and capable workforce to support inclusive economic growth Increased availability of intermediate technical skills Increased delivery of qualified artisans in 13 priority trades Increased capacity of public TVET colleges to train in skills

10 How does it work? Dual system apprenticeships that combine technical education at a TVET college with.. simulated practical training and lots of authentic work experience in a single, integrated learning programme, presented through a reiterative process With employers in the driver s seat!

11 What s new about CoS? Currently All public TVET colleges offer all approved programmes Qualifications not linked to occupational competence Many curricula outdated Trade theory front-loaded, with long intervals between theory and practice Most college students (even in N courses) get no practical training or work experience Most students selected by college without reference to employers Few linkages between public colleges and industry New Each college specialises in limited number of programmes relevant to local industry New qualifications reflect occupational competence New, industry-designed curricula Trade theory, simulated practice and work experience tightly interwoven All students enrolled for new qualifications get practical training and work experience Employers select and manage own apprentices Close interaction between college and employers

12 The Centres & their Trades Vuselela - Bricklayer Orbit Electrician & Diesel Mechanic Northern Cape Urban Carpenter and Joiner Mopani Diesel Mechanic & Pipe Fitter Tshwane South Mechanical Fitter & Fitter and Turner Ekurhuleni East - Boilermaker Flavius Mareka Electrician & Plumber Sekhukhune Carpenter and Joiner Gert Sibande - Millwright Umfolozi Millwright & Rigger Majuba - Boilermaker Westcoast Pipe Fitter North Link Fitter and Turner False Bay Rigger & Mechanical Fitter College of CT Plumber & Auto Motor Mechanic Boland - Welder South Cape - Bricklayer Port Elizabeth Automotive Motor Mechanic East Cape Midlands - Welder

13 APPLY TO YOUR SETA Prepare for the application process in advance! Employers should apply to their SETA for a grant Last application window closed 30 April 2018 Next funding window to open approximately in Aug/Sept 2018

14 GRANT CRITERIA TO BE USED Employer must be in a position to provide appropriate workplace exposure to the apprentice; qualified mentors Workplace approval is not a prerequisite for application (this can be finalised during the course of 2018) Apply on time within deadline date for application However for COS Programme an additional 3 criteria will apply: Located within 25 km (urban) and 50 km (rural) from the CoS for that trade Willing to work with the TVET College for the theory and practical component Participate in a limited number of planning and monitoring meetings between employers, the college, SETAs and DHET

15 KEY SUMMARY POINTS FOR MUNICIPALITIES Participate in initiatives such as the Centres of Specialisation programme Conduct Skills Audit Submit Workplace Skills Plans and Annual Training Reports by 31 April each year Engage Labour Unions Engage technical staff on skills needs Take ownership of skills planning process LGSETA: Annual Roadshows Highly Proactive Provincial Offices Skills Planning support through a Handbook & an Online system PLANNING IS KEY

16 SECTOR INDUSTRY CLASSIFICATION (SIC) CO EWSETA SIC CODE INDUSTRY SECTOR ENERGY (including gas) Generation of energy ENERGY Distribution of purchased electric energy only ENERGY Generation of renewable energy ENERGY Transmission of energy ENERGY Project management, maintenance and operation of electrical generation, transmission and distribution ENERGY plants, networks and systems Marketing of electricity ENERGY Presentation guidelines Manufacture of gas; distribution of gaseous fuels through mains ENERGY Steam and hot water supply ENERGY Construction of pylons for electric transmission lines ENERGY Industrial research for electrical energy ENERGY WATER (including sanitation and wastewater) Collection, purification and distribution of water WATER Public water enterprises: collection, purification and distribution of water, including potable water supply, domestic waste and sewage services, refuse and sanitation services WATER Private water companies: collection, purification and distribution of water, including potable water supply, WATER domestic waste and sewage services, refuse and sanitation services Irrigation boards: collection, purification and distribution of water, including potable water supply, WATER domestic waste and sewage services, refuse and sanitation services SDL Registere Water and sanitation services (potable water supply, domestic waste water and sewage systems) Sanitation and waste water

17 SECTOR INDUSTRY CLASSIFICATION (SIC) CO LGSETA Presentation guidelines

18 Website: Address: 32 Princess of Wales Terrace, Parktown, Johannesburg, Gauteng Tel: +27 (0)

19 CULTIVATING PARTNERSHIPS