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8
REPORT TO THE PORTFOLIO COMMITTEE OF PROVINCIAL & LOCAL GOVERNMENT:
LGSETA 13 MARCH 2006
Chairperson s Foreword
We have entered the second phase of the skills development revolution with the recertification of the SETA to support the key initiatives of government and to support and build the capacity of municipalities.
This exercise in itself brought about a host of new challenges regarding the interpretation of the Government Gazette, No 27445, dated 31 March 2005 as to the status of Water as one of the functions of the LGSETA however, the Seta has embarked on a massive communication campaign to clarify any misinterpretation to all entities and utilities owned by municipalities including municipalities themselves as structures rendering water related services.
In terms of the above gazette, the Minister of Labour, Minister Membathisi Madladlana, defined the Local Government SETA (LGSETA SETA 14) scope of coverage to include the following Standard Industrial Classification (SIC) codes being:
SIC CODE:DESCRIPTION:50493Any utility or agency, wholly or partially owned by a municipality providing local government services under contractors or municipality91201All functions, services and facilities provided by a metropolitan council as determined by 84(1) ;( 2) and (3) of Act 117 of 1998 Local Government Municipal Structure Act of 1998.91202Category B municipalities: All functions, services and facilities provide3d by a local council as determined by 84(1), (2) and (3) of Act 117 of 1998.91203All functions, services and facilities provided by a district council and District Area management as determined by 84(1) ;( 2) and (3) of Act 117 of 1998 Local Government Municipal Structure Act of 1998.91204Organized local government any statutory or regulatory body assigned the function as per the Constitution of the RSA to deal with matters at Executive level within local government.
Major achievements during the period under review were the national graduations ceremonies of special projects like Community Development Workers Programme took place nationally and over 500 learners were placed in permanent positions. Such an effort of the LGSETA contributed to employment and enhancement of service delivery to communities.
At its strategic workshop of 2005 the LGSETA adopted the NSDS objectives for 2005-2010 which will enable the Seta to contribute positively to some of Government initiatives following various consultations with National Departments and relevant Setas by embarking on joint venture approach in participating and achieving results in the following:
ASGISA and JIPSA
Project consolidate
Expanded Public Works Programme
Discretionary grants for scarce skills particularly in rural areas and in small municipalities bursaries have been offered to both employees and students to pursue studies in technical areas (electricity, water management, municipal finance) to provide and sustain the required scarce skills in affected areas.
The year under review has been a challenging period not only for the Seta but the entire Local Government however despite the trying circumstances much has been achieved and the highlight of our achievements is the Community Development Workers Program whereby all the learners in phase one (1) were gainfully employed after successfully completing the Learnership program. What still remain as a major challenge for the LGSETA is being able to bring on board other government departments to consider the LGSETA as a valued strategic partner in facilitating skill development in support of government initiatives as achieved with Community Development Workers program in collaboration with Minister Geraldine Fraser Moleketi and the Department of Public Service and Administration.
The LGSETA is currently in discussion with the DPLG, National Treasury on various key programs within and outside project consolidate. A number of initiatives with various Provincial department s are emerging ranging from public works, sports arts and culture albeit on an ad hoc basis.
The LGSETA is poises to be the first amongst the best in skills development in the period 2005- 2010
M SEBEZO
CHAIRPERSON OF THE LGSETA
2. SECTOR SKILLS PLANING
In terms of the Skills Development Act each SETA is obliged, to prepare a Sector Skills Plan (SSP) and annual updates for submission to both DPLG and the Dept of Labour. The SSP provides an analysis of the labour market within the sector and an annual listing of skills requirements.
The SSP review process for 2005/6 was completed at the end of September 2005. Some significant findings of the review are:
Significantly high vacancy rates, coupled with high levels of staff turn over, within all categories of municipality, with municipalities averaging 35% vacancy rates, and spending only 84% of their approved salary budgets.
There are disproportionately high rates of vacancies among less skilled, less specialized occupations i.e. elementary occupations and clerical. Significantly, these are occupational categories which should be less affected by internal organizational restructuring.
High levels of vacancies in less skilled categories affect the efficiency of service delivery significantly particularly with respect to technical services, waste management, water services and maintenance and municipal billing.
The sector lacks guidelines on staffing, with respect to: minimum qualification requirements with respect to appointments in certain posts particularly professional posts, guidelines on ratios of numbers of employees per category (professionals to technicians to supervisors to general workers) employed, the number of employees to the number of households to be served.
Absolute shortages were identified in the following occupational areas:
Engineering: electrical and civil
Technicians and artisans: all types
Municipal planning: urban planners, development planners (including LED and IDP)
Environmental health
Emergency and disaster (including fire and rescue)
Significant skills gaps were noted in the following areas: strategic management and planning (including council), project and contract management (all types), financial management and basic financial systems, administration, human resources, and basic literacy and numeracy. These critical shortage are illustrated in the figures 1.1 -1.3 below
Figure 1.1
Figure 1.2
Figure 1.3
2.1.1 Workplace Skills Plans (WSPs) submitted:
Whilst the sector has a high compliance rate with the Skills Development Act and the Skills Levy Act, recording WSP submission rates of about 77%, and only 13 municipalities omitting to pay levies during the 2004/5 financial year, the gazetted cut off dates for the submission of documentation
(WSPs) whilst welcomed by the LGSETA provide a considerable challenge for local authorities. Evidence of this is the decline in submission rates of WSPs to 62% in the 2005/6 year. However, there are extensive provincial variations with the Western Cape recording a 100% submission rate, and KwaZulu Natal at 39% followed by the Free State at 44%.
WSP Comparative SubmissionsMunicipal Type2004/2005Percentage2005/2006PercentageMetropolitan6100%583%District3778%2757%Local17776%14562%Total220177
The table below re[presents the percentage of staff employed in local government trained classified by Province:
Province% of total provincial staff trainedLimpopo38%Western Cape35%Northern Cape32%North West 30%Eastern Cape28%Kwazulu Natal22%Free State22%Mpumalanga20%Gauteng12%
2.1.2 Projects SSP
The SSP review identified an acute shortage of skills in engineering and municipal technical services. The LGSETA response to this has been to initiate a bursary scheme for municipal employees, currently in possession of a national technical diploma in engineering who wish to upgrade their qualification to a B Tech degree in any of the engineering fields linked to municipal functions. Preference was given to historically disadvantaged individuals from smaller municipalities. The bursary scheme worth approximately R 500 000 p.a is administered by the SA Institution for Civil Engineers on behalf of the LGSETA. The bursary scheme currently has 20 beneficiaries.
Internships
Provision has been made for 90 recently graduated civil engineering interns to be supported by means of internship grants given to municipalities keen to receive such students. Placement is being done by the SA Institution for Civil Engineers in conjunction with the Municipal Infrastructure directorate at DPLG. To date applications have been received for 10 students.
Labour Intensive Construction: EPWP
The LGSETA, in support of the Expanded Public Works Programme led by the Dept of Public Works and implemented through the Municipal Infrastructure Grants, is training some 2100 senior technical officials within municipalities in the design and implementation of labour intensive construction processes. The labour intensive construction unit standards have been registered by the Construction SETA which is assuming responsibility for the quality assurance of the training and the certification of the successful learners. It is an 18 month project with a value of approximately R 7, 3 million. Approximately
1 300 learners have been trained on this programme to date.
ABET
The table below illustrates the number of learners employed within the local government sector, engaged in ABET programmes funded by the LGSETA discretionary grants.
ProvinceTotal No.Of.LearnersGauteng2 194Limpopo774Mpumalanga946Kwa-Zulu Natal3296Western Cape801North West1376Northern Cape651Free State1283Eastern Cape2074Total13 395
Equity in the labour market
The table below illustrates the percentages of employees, categorized by race by occupational category. It should be noted that whites are relatively over represented among senior officials and professionals. The sector is characterized by gender imbalances, with approximately 28% of employees being women.
Percentage distributions of employees for all municipalities by occupation
Occupation% Race%ACIWLeadership and governance 5.544.490.200.140.71Senior officials and managers3.341.400.200.151.58Professionals3.131.410.320.061.34Technicians/associated professionals8.253.561.070.603.02Skilled agric and fishery workers0.150.070.000.020.04Clerks11.936.461.300.973.20Service workers12.047.871.480.831.86Craft and related workers5.152.631.160.281.08Plant, machine operators6.614.900.650.090.97Elementary occupations43.8540.962.020.210.66Totals100.0073.788.393.3714.46
3. LEARNESHIPS
The LGSETA proposal for funding from the National Skills Fund (NSF) for the amount of R70, 100,000.00 to fund the implementation of the Community Development Workers Learnership was approved by the Department of Labour in November 2004. The abovementioned programme is still running and it envisaged that project will be completed towards the end of 2006 or early 2007, and to date an amount of R48,9 million of the abovementioned funds from NSF has been spend as reflected in the pie chart reflected below:
EMBED MSGraph.Chart.8 \s
Figure SEQ Figure \* ARABIC 1: Total expenditure chart, both phase one and phase two to date
3.1 Community Development Workers
The LGSETA recruited and trained a total of 1374 learners in the CDW Learnership Programme in phase one, which started in February 2004. All the 9 Provinces participated in the programme with the Western Cape recruiting 400 learners, almost tripling what the other Provinces recruited. About 1317 learners successfully completed the CDW Learnership in 2005, with 57 dropping out mainly due to gainful employment in other government departments. 731 learners graduated between November and December 2005, in the following Provinces:
Northern Cape 197
Western Cape 366
Eastern Cape 168
Other graduations are due in 2006 with Mpumalanga graduating on April 11th, 2006, North West on April 22nd 2006 and Gauteng later in April. The LGSETA spent approximately R14m on learner stipend and R10m on provider costs for the financial year 2004/5. Furthermore, the LGSETA invested over R2, 6m on learning material development and training of 401 EDTP practitioners.
Phase two of the CDW Learnership started in July 2005 and will end in July 2006. 2244 learners have been recruited in the nine Provinces already and learning is progressing extremely well! R43, 3m has been put aside for the smooth implementation of the phase two CDW Learnership programme for the 2005/6 financial year. A further 222 ETDP practitioners are being trained to support the learners on training and to ensure quality training in the workplace.
To date, Gauteng has employed 198 learners, Western Cape 200, Eastern Cape 168, and Northern Cape 196. Other Provinces are finalizing logistics in respect of placements.
3.2 Municipal Finance
With the advent of the Municipal Finance Management Act, the demand of the Municipal Finance Management Learnership has acutely increased, with the National Treasury signing an MoU with the LGSETA to implement the Level 6 Learnership. The LGSETA has developed and registered an NQF Level 5 two year National Diploma and a Level 4 qualification have gone on public comment phase.
There are 291 learners currently in the Basic Finance Level 5 Learnership in three Provinces nationwide. Western Cape, George has about 114 learners, Gauteng has a total of 117 and Mpumalanga has 60 learners. The Learnership in question started in 2004 and is at its final stages at this point. It is important to note that the Basic Municipal Finance Learnership is scheduled for 18 months. The LGSETA has invested R5, 7m in development and implementation of the Basic Municipal Finance Learnership, which is aimed at lower level of municipal employees.
3.3 Traditional Leaders
The LGSETA is currently involved in discussions with both the Department of Provincial and Local Government (DPLG) and CONTRALESA, over the development of a qualification framework for the training of Traditional Leaders. Traditional leaders are an important part of Local Government where delivery of the basic services to communities is of importance. Their training with enhance their efficiency and thus make them relevant to the Local Government.
3.4 Councilor Development & Ward Committee Training
The LGSETA jointly with DPLG and SALGA have embarked on a process of developing Standards and Qualification for training of both Municipal Councillors and Ward Committee members. The training will be rolled out in four phases with SALGA championing the induction program. An application of R139 Million has been submitted to the National Skills Fund to fund this program over a period of two and half years.
3.5 Local Economic Development (LED)
For LED a comprehensive qualifications framework has been developed, covering
NQF 4 (LED Officer)
NQF 5 (LED Coordinator)
NQF 6 (LED Manager)
In August 2004 the implementation commenced with the Learnership on NQF 4 and by now a total of 696 Learners have been enrolled covering all Provinces of which 270 Learners have completed their Learnership the learning programme.
Currently 165 Municipalities are participating in the training scheme and it is expected that by the end of the current financial year almost all Municipalities have been covered.
Up to date a budget of R8, 095,000 has been allocated of which R5, 300,000 has been disbursed. Follow up payment are made on an ongoing basis. New Learnerships on NQF 4 are commencing also on an ongoing basis, reflecting the needs of the Municipalities. In July 2006 the next roll out phase will start with the introduction of the Learnership on NQF 5 (LED Coordinator)
4. ETQA
Education Training Quality Assurance (ETQA)
The LGSETA has been re-accredited by South African Quality Authority (SAQA) on 27 September 2005 to fulfill the functions as contemplated in the ETQA Regulations (R 1127 of 1998) section 9, for the qualifications and standards outlined in the letter of accreditation to perform the following quality assurance functions:
Report to the South African Qualifications Authority (SAQA) as required :
Develop and register standards and qualification through the standards generating bodies (SGB)
Accredited providers and promote overall quality amongst the constituents providers
Support the emerging and BEE providers (especially rural)
Implementation of Quality assurance of learner achievements or results by Moderating and certificating all training in the primary focus of LGSETA.
Monitor and evaluate the quality of training and the impact thereof.
Promote and implement the recognition of prior learning ( RPL)
Supporting current and former Local government education and training professional bodies, or potential institute intending to carryout such functions
Continuous training and registration of assessors/Mentors , Moderators/Verifiers, coaches and RPL advisors
The outcome of SSP review indicated the need for the following areas to be supported and addressed
Identifying and supporting centers of excellence etc
The overall objective of the ETQA is to improve the quality of learning, teaching and assessment and ensure promotion of access to quality lifelong learning and RPL to all the employees in the LG sector as well as stakeholders.
5. SUPPORT FUNCTIONS
5.1 Marketing & Communications
Following the resignation of the Communications Officer, the post has now been filled and the following were activities for marketing and communication during the year under review.
Graduation Ceremonies took place in all provinces for Community Development Workers and most of the graduates have been placed in permanent positions
Skills Development Awards activities are currently taking place in various provinces recognizing both municipalities and skills development facilitators for active role played in promoting skills development within the sector
Various marketing and communication tools are continuously being developed and improved where necessary
The core business of the LGSETA for it to succeed is supported by both HR & Corporate and the Finance departments which are classified as follows:
5.2 Human Resources
The following organogram indicates the LGSETA staff structure that currently renders services nationally within the entire sector however, considering the number of employees to be trained and developed that amount to over two hundred and thirty thousand (230 000) and including eight thousand councilors. The ten percent (10%) income for administration as prescribed by the Skills Development Levies Act does not allow for the appointment of additional staff and therefore the seta will have to source additional funding from elsewhere to enable the seta to employ additional staff to ensure effective delivery of service in terms of its mandate.
APPROVED ORGANOGRAM OF THE LGSETA
6. LGSETA FINANCES AND INFORMATION TECHNOLOGY
The mandate of the Finance and Information Technology (IT) Department is to plan, execute and to efficiently manage the finances of the SETA to ensure that assets are properly safeguarded, a fair and transparent procurement system is implemented, that all revenue is accounted for and to ensure the development and implementation of a fully functional integrated management information system (MIS), secure and stable network and Information Technology (IT) environment in ensuring that the organisation delivers on its mandate.
The mission of the Finance and IT Department is to assist in making the organisation sustainable through the development, implementation and maintenance of an effective accounting system and administrative controls for record keeping and reporting, proper financial management policies and procedures in accordance with applicable legislation and internationally accepted accounting standards.
In order to streamline objectives in the day-to-day operations of the Finance and IT Department the Finance/Tender Committee plays a key role in ensuring effective and transparent control over financial processes and procedures which have been implemented to ensure that the finances of the LGSETA are efficiently managed. The Committee has met four times during the 2005/2006-Financial Year.
In accordance with the PFMA the Accounting Authority of a Public Entity must ensure that there are effective, efficient and transparent financial, risk management and internal control systems and an internal audit system controlled by an Audit Committee.
The Audit Committee is accountable to the Accounting Authority of the SETA and must, inter alia, ensure that the SETA has taken appropriate steps to prevent irregular expenditure, fruitless and wasteful expenditure, the implementation, evaluation and monitoring of policies and finance measures in compliance with Generally Accepted Accounting Principles (GAAP) and the Public Finance Management Act (PFMA) and that Treasury Regulations, which may be promulgated from time to time, are enforced.
A Business Risk Analysis workshop is scheduled in March 2006 which will form the basis for the development of an internal audit operational plan, audit execution timetable and a detailed audit coverage plan for the 2006/2007-Financial Year. The following internal audits were completed during the year under review:
Finance and administration
Governance and Regulatory
Marketing and Communications
Human Resources
Procurement and Programmes
Information Technology and Systems
.
Reports of the independent Internal Auditors are submitted to the Audit Committee. The Audit Committee has met three times during the 2005/2006-Financial Year and the interrogation of both internal and external audit reports were facilitated at these meetings. Quarterly reports on the activities of the Audit Committee and recommendations made are communicated to the Executive Committee.
At its meeting held on 24 November 2005, the EXCO resolved to align and extend the two year cycle of members serving on the LGSETA Audit Committee to 31 July in order to conclude the audit for the period in which members was involved with the business of the SETA. Currently, the LGWSETA Audit Committee consists of three non-executive independent members Mr. Mveleli Booi, Chairperson of the Audit Committee, Ms Busisiwe Dlamini and Mr. Titus Mchunu. In accordance with the terms of reference of the Audit Committee a fourth member should be appointed.
The LGSETA has received an unqualified audit opinion for the 2004/2005-Financial Year. Matters of Emphasis included in the Report of the Auditor-General on the Financial Statements for the year ended 31 March 2005 are currently receiving highest priority.
On the IT side, an integrated Management Information System (DATANET), national database of employers, providers, moderators, verifiers, learnerships and registered learners in the sector and a secure and effective system to track levies and disburse grants have been implemented. A stable and virus-free IT and network environment is being maintained.
OPERATIONAL BUDGET / LEVY/GRANT ADMINISTRATION
Skills Development Levy Income and Expenditure
In terms of section 3(1) and 3(4) of the Skills Development Levies Act, 1999 (Act No 9 of 1999), registered member companies of the SETA pay a skills development levy of 1% of the total payroll cost to the South African Revenue Services (SARS), who collects the levies on behalf of the Department of Labour. The Department of Labour transfers 80% of the total skills development levy paid by employers in the sector to the LGSETA and 20% to the National Skills Authority. Member employer company levy payments for Skills Development levies are recognised in respect of Administration 10% (2005:10%), the Employer Grant Fund 50% (2005: 60%) and the Discretionary Grant Fund 20% (2005: 10%).
There is a time lag of two (2) months between the time SARS receives the Skills Development Levies (SDL) paid by member companies in the sector and when the cash and financial data is received by the SETA. At the time of preparation of this report the income and data for January 2006 to March 2006 has not been received by the SETA. Accordingly an accrual has been raised based on an average of the actual income received for the nine (9) months. The projected total gross levies (100%) contributed by member companies in the sector for Skills Development Levies for the 2005/2006-Financial Year is R188, 9M.
Skills Development Levy Income and Operational Expenditure
The SETA operational expenses must be monitored to ensure that expenditure are within the prescribed limit of 10% and to prevent wasteful and fruitless expenditure. SETAs have been deregistered as VAT Vendors with effect from 1 April 2005. At the time of preparing this report the total SDL income received for the nine (9) months is R14,2M and operational expenditure incurred amounts to R13,2M.
Skills Development Levy Income and Disbursements - Mandatory Grants
During the 2005/2006-Financial Year the actual Mandatory Grant Income (50%) for the nine (9) months in the current financial year is R70, 9M. At the time of preparation of this report, Mandatory Grants disbursed in the current financial year amounts to R12, 2M. These grants have been distributed quarterly and have been transferred directly into employers bank accounts.
It is pointed out that Metropolitan Municipalities contribute approximately 61, 8% of the total income. Due to the fact that the Mandatory Grants for five (5) of the six (6) Metropolitan Municipalities have only recently been approved by the SSP Department but has not been through the Grant Disbursement approval system, it is anticipated that approximately R36,3M will be disbursed to the Metropolitan Municipalities prior to 31 March 2006..
Total skills development levy income (80%) paid by employers in the sector for levy year 2006 and actual Mandatory Grant disbursements by demarcation province is illustrated in the charts below. It should be noted that the LGSETA Database only makes provision for a demarcation code for employers within the local government sector. Therefore Other in the chart represents employers in the water and waste management sector including employers which have been incorrectly registered with the LGSETA.
Due to the fact that the accrual for levy income not yet received by the LGSETA can not be projected by demarcation province it has been excluded from the Mandatory Grants disbursed versus actual income for the nine (9) months by demarcation province as indicated in the following chart:
The chart below indicates the actual Mandatory Grants disbursed (all levy years) versus total actual income for all levy years (2001 2006) by employer category. The chart is based on actual income and does not include accruals for income not yet received or Mandatory Grants which will be paid prior to 31 March 2006.
Discretionary Grant Income & Expenditure
The Discretionary Fund comprise of 20% (2004: 10%) Discretionary Grant income from the Skills Development Levy, interest and penalties paid by employers in the sector, unspent income for administration from previous years, unclaimed Levy Grant funds which have been transferred to the Discretionary Fund and interest accrued.
The Executive Committee have approved funding to be utilized during the 2005 - 2010-Financial Years from the Discretionary Fund for Discretionary Grants and Special Projects with the aim of strengthening training activities in the sector through support to Learnerships, Skills Programmes and apprenticeships, to address the priorities identified in the LGSETA Sector Skills Plan and to meet NSDS targets in accordance with the MOU with the Department of Labour.
At the time of preparing this report an amount of R25; 8M has been disbursed by the LGSETA during the current financial year. The projects which have not been completed during the 2005/2006-Financial Year will continue in the 2006/2007-Financial Year.
Conclusion
The LGWSETA has gone a mile in ensuring that objectives of the skills development strategy is being embraced in the sector and the level of compliance to both the Skills Development Act and Skills Development Levies Act has increased.
7. LGSETA NSDS OBJECTIVES 2005/10
SETA
DEPTNo
NSDS
2005 - 2010
ObjectivesNSDS 2005 - 2010 Success Indicators, National Targets
And OutcomesSETA Plan for
2005 2010
Five Year Targets and OutcomesSETA Plan for
2005 2006
Annual Targets
and OutcomesAnnual Performance Assessment CriteriaProjected 2005 2006 Budget per Indicator aligned to PFMA multi year projections Means of Verification RequiredAssumptions
S S P
1
1. Prioritising and communicating critical skills for sustainable growth, development and equity
Indicator 1.1
Skills development supports national and sectoral growth, development and equity priorities.
Target is the same for each year from 2005 to 2010 as described under Annual Target
The SSP or Annual Update is signed of by the:
a) Director General of Department of D P L G
b) Executive Manager SETA Support
c) SETA Chairperson
The SSP or Annual update submitted on time as per DoL Guidelines.
1 = No SSP or update received at all within required time frame.
3 = SSP or update received on time with one signature.
5 = SSP or update received on time with both signatures.
R 650 000,00
A five year SSP or annual update based on a format provided by DoL.
Signatories have been made aware by the Director General - DoL of the reasons why their signatures are required.
S S P
(SDF)
LSHP
(Ass+ Mentor)
ETQA
(Moderators)
2
1. Prioritising and communicating critical skills for sustainable growth, development and equity
Indicator 1.2
Information on critical skills widely available to learners. Impact of information dissemination researched, measured and communicated in terms of rising entry, completion and placement of learners.
Target is the same for each year from 2005 to 2010 as described under Annual Target
Annual guide on critical skills needs for the sector developed and available to learners.
250SDFs or
Sector Specialists trained in sector for the year.
Sector specialist incl:
>ETD Practioners x 1000
1 = No guide developed and no SDFs or sector specialists trained
3 = Guide developed and SDFs or sector specials trained on annual critical skills needs.
5 = 80% of annual target for SDFs or sector specialists trained are competent and certificated.
R 6,9 million
A updated guide is submitted to DG by 31 March every year
List of learner trained as SDFs or Sector Specialist.
List of learner certificated SDFs or Sector Specialist.
Accredited training providers available for SDFs or Sector Specialists and learners certificated against NQF registered unit standard.
SSP quality assured and available.
S S P
3
2. Promoting and accelerating quality training for all in the workplace
Indicator 2.1
By March 2010 at least 80% of large firms and at least 60% of medium firms employment equity targets are supported by skills development.
Impact on overall equity profile assessed.
Target is set for each year from 2005 to 2010 as described under Annual Target.
The TARGET for the large firms is 4 Metros is large firms
The TARGET for medium firms is 5 districts (firms). 10 large local municipals
The average of the two percentages received will be the actual results.
Actual results assessed as per performance rating scale in Schedule 3
R 75 000,00
A mandatory grant disbursement REPORT verified by the CEO of the SETA is submitted by the 15th October each year.
The report gives the Names and SDL Numbers of large and medium firms that met the NSDS Criteria and that did not meet the NSDS criteria and received mandatory grants for each year and the date the WSP received.
The baseline total number of large and medium firms in the sector is accurately determined by the SETA before the start of each financial year.
S S P
4
2. Promoting and accelerating quality training for all in the workplace
Indicator 2.2
By March 2010 skills development in at least 40% of small levy paying firms supported and the impact of the support measured.
Target is set for each year from 2005 to 2010 as described under Annual Target.
The TARGET for the different number of small firms is 10 i.e. Small Local Municipalities
(with reference to number of small firms after 1st August 2005)
Actual results assessed as per performance rating scale in Schedule 3
R 75 000,00
A small levy paying business grants disbursement REPORT verified by the CEO of the SETA is submitted by the 30th April each year.
The report lists the Names and SDL Numbers of each small business that received skills development support for each year
The baseline total number of small firms in the sector is accurately determined by the SETA before the start of each financial year.
S S P
LSHP
CEO
5
2. Promoting and accelerating quality training for all in the workplace
Indicator 2.3 By March 2010 at least 80% govt dept spend at least 1% of personnel budget on training and impact of training on service delivery measured and reported on
One Govt department (DPLG)
One Govt Department (DPLG)
DPLG Submit a copy of WSP submitted to PSETA to LGSETA. An MOU to be signed.
IDP,LED LOGOLA
EPWP
Research
MIG
EPWP
Nil Subject to MOU
MOU ,WSP Quarterly Monitoring reports
That the cabinet Memo 2002 requesting Dept to align with setas is adhered to.
ETQA
6
2. Promoting and accelerating quality training for all in the workplace
Indicator 2.4
By March 2010, at least 500 enterprises achieve a national standard of good practice in skills development approved by the Minister of Labour.
Indicator becomes operative when Minister approves a standard.
Target for the sector for the period 2005 to 2010 is 10 enterprises.
DoL Target 14)
** Due to general lack of capacity within Municipalities restricts the number of any kind organisation within the sector that realistic hope to achieve any performance standard.
Target for the sector for the period 2005 to 2006 is 1 enterprise.
Actual results assessed as per performance rating scale in Schedule 3
R1 million
Validation: A National Standard Agency Certificate
a national standard will be recognised by the Minister as from 1st April 2006.l
S S P
Support
ETQA
7
2. Promoting and accelerating quality training for all in the workplace
Indicator 2.5
Annually increasing number of small BEE firms and BEE co-operatives supported by skills development. Progress measured through an annual survey of BEE firms and BEE co-operatives within the sector from the second year onwards. Impact of support measured
Target for the sector for the period 2006 2010 will be established after completion of first annual survey.
Target for the sector for the period 2005 to 2006 is 0.
Annual targets will only be set from 2006 2007 onwards.
Not applicable
**LGSETA to initiate advocacy program and identify (research) as proposed
R550 000,00
Although not applicable as a measure for 2005 2006 each LGSETA will allocate funds to conduct research to establish a sector baseline for future measurements.)
A REPORT verified by the CEO of the SETA is submitted by 30th April each year from 2007 onwards.
The report lists Names and Company or Reference Numbers of small BEE Firms and BEE Cooperatives that have been supported with skills development for each year.
BEE firms and BEE co-operatives exist and are developing in the sector.
** DoL supply LGSETA with guidelines
LSHP
8
2. Promoting and accelerating quality training for all in the workplace
Indicator 2.6 From April 2005 to March 2010 there is an annual increasing number of people who benefit from incentives e.g. EPWP
1200 Municipal Engineers
*** Seta Own Target.
600
Actual results assessed as per performance rating scale in Schedule 3
R4,7 millionA DoL format training report verified by the CEO of the SETA is submitted each quarter.
Validation: Learner records at SETA and/or Learner site visits
Employers participate in the process of developing employees and programmes types and providers required are available.
LSHIP
&
S S P
9
2. Promoting and accelerating quality training for all in the workplace
Indicator 2.7
By March 2010 at least 700 000 workers have achieved at least ABET Level 4.
Target for the sector for the period 2005 to 2010 is
15000 Learners.
** DoL Target of
84 127 unrealistic as sector employs 220 000 people only
.
Target for the sector for the period 2005 to 2006 is 2000 Learners, have been enrolled in customised ABET in the 9X provinces
** DoL Target of 13 258 is not realistic and achievable given the no sector employees
Actual results assessed as per performance rating scale in Schedule 3
R14,2 million ABET to
Municipal to Municipalities
A training REPORT verified by the CEO of the SETA is submitted each quarter.
The reports will include the Names, ID Number, Equity Profile and Achievements of learners trained for each quarter.
ABET training is required by employed persons in the sector.
LSHIP
10
2. Promoting and accelerating quality training for all in the workplace
Indicator 2.8
By March 2010 at least 125 000 workers assisted to enter and at least 50% successfully complete programmes,
Including Learnerships and apprenticeships, leading to basic entry, intermediate and high level scarce skills. Impact of assistance measured
Target for the sector for the period 2005 to 2010 is
6000 Learners.
** DoL Target 3546
Target for the sector for the period 2005 to 2006 is 1200 Learners.
Actual results assessed as per performance rating scale in Schedule 3
R 14,2 million
A training REPORT verified by the CEO of the SETA is submitted each quarter.
The reports will include the Names, ID Number, Equity Profile, Learning Programme Type and Achievements of Learners trained for each quarter.
Employers participate in the process of developing employees and programmes types and providers required are available.
LSHIP
11
Promoting employability and sustainable livelihoods through skills development
Indicator 3.1 By March 2010, at least 450 000 unemployed people are trained. The training should be incrementally quality assured and by March 2010 no less than 25% of trained people undergo accredited training. Of those trained at least 70 should placed in employment or self employment or social development programmes (including EPWP) or should be engaged in further studies
4000 18.2 learners in EPWP programs
Based on entry skills s programs
*** Setas Own Target
800
Actual results assessed as per performance rating scale in Schedule
To verify with DoL and provincial Depts of public works
R3,9 million
Learners Records and MIG projects plans for respective Municipalities
DoL format training report verified by the CEO of the SETA is submitted each quarter.
Validation: Learner records at SETA and/or Learner site visits
That Municipalities have adequate capacity to MIG & EPWP grants
Unemployed people participate in the process of developing their skills and programmes types and providers required are available.
NSF top funds available IF SETA does not have funds
S S P
12
Promoting employability and sustainable livelihoods through skills development
Indicator 3.2
By March 2010, at least 2000 non-levy paying enterprises, NGOs, CBOs, and community-based co-operatives supported by skills development. Impact of support on sustainability measured with a targeted 75% success rate.
Target for the sector for the period 2005 to 2010 57enterprises.
** DoL target 57.
Co-ops active in L. G Sector
CBOs active in L. G Sector
NGOs active in L. G Sector
Target for the sector for the period 2005 to 2006 is 2 enterprises.
Dora Tamana and others.
Actual results assessed as per performance rating scale in Schedule 3
R 250 000,00
A REPORT verified by the CEO of the SETA is submitted by 30th April each year.
The report lists Names and Company or Reference Numbers of each organisation supported with skills development.
Non-levy paying enterprises, NGOs, CBOs, and community-based co-operatives exist and are developing in the sector.
Outside
LGSET
SCOPE
No
revision
13
Promoting employability and sustainable livelihoods through skills development
Indicator 3.3 By March 2010,at least 100 000 unemployed people have participated in ABET level
***LGSETA Abet
is restricted only to employed workers.
In this respect Local government Seta cannot commit to this Targets as proposed
--
---
---
ETDP and DoE assume responsibility for training unemployed communities as part of the National Dept Legal mandate of GETC.** ETDP SETA is Supported to undertake national literacy program in collaboration with DoE
Approximately 42% of employees in the Sector need Abet to which activity the Seta has committed 14.2 million Rand. See indicator 2.7
LSHIP
14
Assisting designated groups, including new entrants to participate in accredited work, integrated learning and work based programmes to acquire critical skills to enter the labour market and self employment
Indicator 4.1
By March 2010 at least 125 000 unemployed people assisted to enter and at least 50% successfully complete programmes, including Learnerships and apprenticeships, leading to basic entry, intermediate and high level scarce skills. Impact of assistance measured.
Target for the sector for the period 2005 to 2010 is
3600 Learners.
** DoL target 3546
Target for the sector for the period 2005 to 2006 is 200 Learners.
Actual results assessed as per performance rating scale in Schedule 3
R 4,5 million
A training REPORT verified by the CEO of the SETA is submitted each quarter.
The reports will include the Names, ID Number, Equity Profile, Learning Programme Type and Achievements of Learners trained for each quarter.
Unemployed people participate in the process of developing their skills and programmes types and providers required are available.
LSHIP
15
Assisting designated groups, including new entrants to participate in accredited work, integrated learning and work based programmes to acquire critical skills to enter the labour market and self employment
Indicator 4.2
100% of learners in critical skills programmes covered by sector agreements from FET and HET institutions assisted to gain work experience locally or abroad, of whom at least 70% find placement in employment or self-employment
Target for the sector for the period 2005 to 2010 is 2250 Learners. i.e. 50 per province per year
*** Seta Own target
Target for the sector for the period 2005 to 2006 is 300 Learners.
Actual results assessed as per performance rating scale in Schedule 3
R 1,5 million internship grants
A training REPORT verified by the CEO of the SETA is submitted by 30th April each year.
The report includes the Names, ID Number and Equity Profile and Placement Status of each Learner assisted.
Employers local and abroad participate in making work places available.
Opportunities for employment or self employment are available.
LSHIP
No revision
16
Assisting designated groups, including new entrants to participate in accredited work, integrated learning and work based programmes to acquire critical skills to enter the labour market and self employment
Indicator 4.3
By march 2010, at least 10,000 young people trained and mentored to form sustainable new ventures and at least 70% of new ventures in operation in operation 12 months after completion of programme
Target for the sector for the period 2005 to 2010 is 450 young persons
** DoL target 284
Target for the sector for the period 2005 to 2006 is 35 young persons.
4 young individuals identified and supported per province
Actual results assessed as per performance rating scale in Schedule 3
R 950 000,00
A training REPORT verified by the CEO of the SETA is submitted by 30th April each year.
The report includes the Names, ID Number and Equity Profile and New Venture Status of each young person assisted.
Young people are available and have the basic educational requirements to be enrolled into new venture creation opportunities.
*Identified Municipalities commit to contracting new Ventures through MSP and LE D
ETQA
LSHIP
To
Id appropriate
interventions
17
Improving the quality and relevance of provision
Indicator 5.1
By March 2010 each SETA recognises and supports at least five Institutes of Sectoral or Occupational Excellence (ISOE) within public institutions and through Public Private Partnerships (PPPs) where appropriate, spread as widely as possible geographically for the development of people to attain identified critical occupational skills, whose excellence is measured in the number of learners successfully placed in the sector and employer satisfaction ratings of their training.
Target for the sector for the period 2005 to 2010 is 18 institutes.
** DoL target 5
Target for the sector for the period 2005 to 2006 is 3 Institutes.
Actual results assessed as per performance rating scale in Schedule 3
R 2,3million
A situation analysis REPORT verified by EO of the SETA is submitted by 30th April each year.
The report lists Names, Locations of the Institutes that the SETA is supporting and the related critical skills that each institute is assisting learners to achieve.
Institutes are available and agreeable to enter into agreements with SETAs.
ETQA
18
Improving the quality and relevance of provision
Indicator 5.2
By March 2010, each province has at least two provider institutions accredited to manage the delivery of the new venture creation qualification. 70% of new ventures still operating after 12 months will be used as a measure of the institutions success.
Target for the sector for the period 2005 to 2010 is 6 institutes.
** DoL target is 2.
Target for the sector for the period 2005 to 2006 is 1 institute.
Actual results assessed as per performance rating scale in Schedule 3
R 250,00.00 for preparation and planning
A situation analysis REPORT verified by CEO of the SETA is submitted by 30th April each year.
The report lists Names, Locations of the Institutes that the SETA is supporting.
Institutes are available and agreeable to enter into agreements with SETAs.
ETQA
19
Improving the quality and relevance of provision
Indicator 5.3
By March 2010 there are measurable improvements in the quality of the services delivered by skills development institutions and those institutions responsible for the implementation of the NQF in support of the NSDS.
Target is the same for each year from 2005 to 2010 as described under Annual Target
Each SETA submits by the 30th April each year a copy of the relevant accreditation bodys latest AUDIT REPORT.
1. **SGB Support program implemented.
2. Policies & procedures as per SAQA updated as per Annual Audit
1 = No audit report submitted.
3 = Audit report submitted with less than five audit findings that require corrective action.
5 = Audit report submitted with no audit findings that require corrective action
R 3 ,5 million
AUDIT REPORT is verified as accurate by the signatures of Chairperson and Vice Chairperson of the SETA Board as well as the relevant authority from Accreditation Body.
Accreditation bodies have been made aware by the Director General - DoL of the reasons why the audit report is to be submitted to the DoL.
C E O
Support
From
Board
20
Improving the quality and relevance of provision
Indicator 5.4
By March 2010, there is an NSA constituency based assessment of an improvement in stakeholder capacity and commitment to the National Skills Development Strategy.
Target is the same for each year from 2005 to 2010 as described under Annual Target
Each SETA submits by 30th April each year a REPORT giving the results of an NSA Constituency Customer Satisfaction Survey carried by each SETA.
Actual results assessed as per performance rating scale in Schedule 3
R 100,000.00 capacity building of Stakeholders.
LGSETA stakeholders are in dire need of capacity building to clarify and understand their role in the respective portfolios within the SETA.
REPORT is verified as accurate by the signatures of Chairperson and Vice Chairperson of the SETA Board.
Members of the NSA Constituencies participate and support the customer satisfaction survey.
FINANC
21
The NSDS contributes to sustainable development of skills growth, development and equity of skills development institutions by aligning their work and resources to the skills needs for effective delivery & implementation
Financial Management
Government and its social partners assess the contribution of the NSDS institutions and resources to the nationally agreed strategies for growth, development and equity.
Target is the same for each year from 2005 to 2010 as described under Annual Target
Actual cash & cash equivalent amount not less than four months of levy income receipts and not more than nine months of levy income receipts
Actual results assessed as per performance rating scale in Schedule 3
Costs incurred for the management and achievement of this indicator will be part of the SETA 12, 5% SETA Levy Income used for SETA Administration Costs.
Quarterly financial reports as per DoL Template, verified by DoL.
Annual SETA audited financial statements
SETA has a fully operational financial management system that will produce accurate and timeous quarterly cash flow reports and annual financial statements
C E O
22
The NSDS contributes to sustainable development of skills growth, development and equity of skills development institutions by aligning their work and resources to the skills needs for effective delivery and implementation
NSF Funded Projects
Government and its social partners assess the contribution of the NSDS institutions and resources to the nationally agreed strategies for growth, development and equity.
Target is the same for each year from 2005 to 2010 as described under Annual Target
The targets for assessing the performance of each SETA relative to the project funded will be established and utilised by the NSF to arrive at the performance ratings.
Actual results assessed as per performance rating scale in Schedule 3 as assessed by NSF.
Costs incurred for the management and achievement of this indicator will be part of the NSF Funds Allocation.
The NSF submits a quarterly REPORT to SETA Coordination that assesses the performance of each SETA that has entered into an NSF Funded project.
The SETA has received and is utilising NSF Funding.
C E O
23
The NSDS contributes to sustainable development of skills growth, development and equity of skills development institutions by aligning their work and resources to the skills needs for effective delivery and implementation
Board or Council Performance
Government and its social partners assess the contribution of the NSDS institutions and resources to the nationally agreed strategies for growth, development and equity.
Target is the same for each year from 2005 to 2010 as described under Annual Target
Board/Council performance assessment target set annually as part of annual Board Evaluation process.
Actual results assessed as per performance rating scale in Schedule 3 as assessed by the annual Board evaluation process.
R 150 000,00
Annual assessment process facilitated by an independent consultant nominated, appointed and remunerated by the SETA but approved by the Department.
Board Members support and participate on learning processes to improve Board Performance
C E O
BOARD
24
The NSDS contributes to sustainable development of skills growth, development and equity of skills development institutions by aligning their work and resources to the skills needs for effective delivery and implementation
Equity Profile of all Learners
Government and its social partners assess the contribution of the NSDS institutions and resources to the nationally agreed strategies for growth, development and equity.
Target is the same for each year from 2005 to 2010 as described under Annual Target
The target for the SETA for 2005 2006 will be
Black learners 65%
Women learners 31%
Disabled learners 4%
Youth in all categories.
Actual results assessed as per performance rating scale in Schedule 3.
Costs incurred for the management and achievement of this indicator will be part of the SETA 12,5% SETA Levy Income used for SETA Administration Costs
Each SETA submits for each quarter a CONSOLIDATED LEARNER EQUITY PROFILE REPORT verified by the CEO of the SETA.
The sector attracts learners from all three equity sectors that are being evaluated.
DEPTNo
NSDS Success IndicatorWeightingS S P1Indicator 1.1
Skills development supports national and sectoral growth, development and equity priorities. 5.00%S S P
LSHP
ETQA2Indicator 1.2
Information on critical skills widely available to learners. Impact of information dissemination researched, measured and communicated in terms of rising entry, completion and placement of learners.5.00%S S P
3Indicator 2.1
By March 2010 at least 80% of large firms and at least 60% of medium firms employment equity targets are supported by skills development. Impact on overall equity profile assessed.2.50%S S P4Indicator 2.2
By March 2010 skills development in at least 40% of small levy paying firms supported and the impact of the support measured.2.50%S S P
LSHP5Indicator 2.3
By March 2010 at least 80% spend at least 1% of personnel budget on training and impact of training on service delivery measured and reported on0%ETQA6Indicator 2.4
By March 2010, at least 500 enterprises achieve a national standard of good practice in skills development approved by the Minister of Labour. 2.50%S S P
ETQA7Indicator 2.5
Annually increasing number of small BEE firms and BEE co-operatives supported by skills development. Progress measured through an annual survey of BEE firms and BEE co-operatives within the sector from the second year onwards. Impact of support measured.0.00%LSHP8Indicator 2.6 From April 2005 to March 2010 there is an annual increasing number of people who benefit from incentivesLSHP
** SSP SUPPORT9Indicator 2.7
By March 2010 at least 700 000 workers have achieved at least ABET Level 4.5.00%LSHP10Indicator 2.8
By March 2010 at least 125 000 workers assisted to enter and at least 50% successfully complete programmes, including Learnerships and apprenticeships, leading to basic entry, intermediate and high level scarce skills. Impact of assistance measured.5.00%LSHP11Indicator 3.1
By March 2010, at least 450 000 unemployed people are trained. The training should be incrementally quality assured and by March 2010 no less than 25% of trained people undergo accredited training. Of those trained at least 70 should placed in employment or self employment or social development programmes (incl EPWP) or should be engaged in further studies2.50%SSP12Indicator 3.2
By March 2010, at least 2000 non-levy paying enterprises, NGOs, CBOs, and community-based co-operatives supported by skills development. Impact of support on sustainability measured with a targeted 75% success rate.2.50%N/A13Indicator 3.3 By March 2010, at least 100 000 unemployed people have participated in ABET level (NOT APPLICABLE TO LGSETA)0%LSHP14Indicator 4.1
By March 2010 at least 125 000 unemployed people assisted to enter and at least 50% successfully complete programmes, including Learnerships and apprenticeships, leading to basic entry, intermediate and high level scarce skills. Impact of assistance measured.2.50%LSHP15Indicator 4.2
100% of learners in critical skills programmes covered by sector agreements from FET and HET institutions assisted to gain work experience locally or abroad, of whom at least 70% find placement in employment or self-employment.2.50%LSHP16Indicator 4.3
By march 2010, at least 10,000 young people trained and mentored to form sustainable new ventures and at least 70% of new ventures in operation in operation 12 months after completion of programme.
5.00%
ETQA17Indicator 5.1
By March 2010 each SETA recognises and supports at least five Institutes of Sectoral or Occupational Excellence (ISOE) within public institutions and through Public Private Partnerships (PPPs) where appropriate, spread as widely as possible geographically for the development of people to attain identified critical occupational skills, whose excellence is measured in the number of learners successfully placed in the sector and employer satisfaction ratings of their training.5.00%
ETQA18Indicator 5.2
By March 2010, each province has at least two provider institutions accredited to manage the delivery of the new venture creation qualification. 70% of new ventures still operating after 12 months will be used as a measure of the institutions success2.50%
ETQA19Indicator 5.3
By March 2010 there are measurable improvements in the quality of the services delivered by skills development institutions and those institutions responsible for the implementation of the NQF in support of the NSDS. 2.50%
C E O20Indicator 5.4
By March 2010, there is an NSA constituency based assessment of an improvement in stakeholder capacity and commitment to the National Skills Development Strategy. 2.50%FINANC21
Mission Statement Indicator Financial Management
20.00%
C E O22
Mission Statement Indicator NSF Funded Projects
5.00% C E O
23
Mission Statement Indicator Board or Council Performance
10.00%BOARD24Mission Statement Indicator Equity Principle Indicator
Total of all Learners are at least 85% Black, 54% Women, 4% People with Disabilities including youth in all categories.10.00%Total =100.00%Additional attachments to Strategic Plan as required by the Treasury Regulations.
Three year projections of revenue and expenditure using the prescribed format (Regulation 30.1.3(a) and(c)
Materiality/Significant Framework (Regulation 28.3.1 as referred to in Regulation 30.1.3(e))
8. CO-OPERATION WITH OTHER GOVT DEPARTMENTS \AGENCIES AND DONORS
The Department of provincial and Local Government has now been officially offered a permanent member status in the LGSETA board in the Constitution of the LGSETA promulgated on the 3rd February 2006 by Minister of Labour Membathisi Madladlana, Gazette No. 8394 , Volume 488 N0 28457. A number of initiatives are currently under way with the following departments:
DPLG Community Based Participation (Training of Ward Committees) 40 000
Training of Ward Councillors 8000
Transformational Leadership (LOGOLA) 2000 Executive Councillors and Senior Municipal Officials
DPSA- 3505 Community Development Workers- ( 9 Provincial DLGs)
CDW Curriculum Indaba- Unisa, Rhodes, Western Cape and Emerging Providers
African Peer review Mechanism
DEPARTMENT OF PUBLIC WORKS (EPWP ) 200 Municipal Technicians
DEPARTMENT OF TRANSPORT
Development of the Transport Planning Qualifications
NATIONAL TREASURY
Implementation of the Municipal Finance Management Act
Training of the 256 internships
Interventions in Project Consolidate Municipalities
G T Z ( German Technical Assistance)
Development of training material for the Municipal Finance Learnership R380 000.00
AUSTRALIAN AID
Development of Training Material for the LED Learnership R80 000.00
9. CHALLENGES
Training committee structures at workplace level are often not functional, impacting on both the planning for, and delivery of training within municipalities
These are some of the encountered by the LGSETA during the process of delivery and development within the sector
The lack of readiness by workplaces to take up learners
The learner drop-out
Insufficient time given to learners for training by employers
Insufficient involvement of other workplace structures like the training committees etc
The insufficient understanding if the new outcome based education and training etc
The non compliance of Government Departments with the Cabinet memo of 2002 to contributing towards the funding of administration costs of the LGSETA.
10% threshold limitation imposed by the Skills Development Act on the funding of administration cost of Setas.
10. CONCLUSION
The challenges faced by the sector in the last phase Local Government transformation and the advent of the myriad of new Legislation for Local Government has necessitated a need for change by the LGSETA to priorities its intervention to focus on programs that can be delivered through short term turn around impact. Training will be geared toward improving the efficiency of municipalities and stimulating local Economic development for employment and self employment opportunities within municipalities.
The LGSETA is poised to live up to these challenges through its strategic partnership with other partners , donors and the Government Departments currently supporting the various national initiatives such as CDW, JIPSA(ASGISA), EPWP , Project Consolidate and LOGOLA.
PAGE
PAGE 1
ACCOUNTING AUTHORITY
EXECUTIVE COMMITTEE
AUDIT COMMITTEE
CHIEF EXECUTIVE OFFICER
INTERNAL AUDITORS
PERSONAL ASSISTANT
POLICY COMMITTEE
ETQA
POLICY COMMITTEE
SKILLS PLANNING
POLICY COMMITTEE
LEARNERSHIPS
POLICY COMMITTEE
HUMAN RESOURCES
POLICY COMMITTEE
FINANCE/TENDER
MANAGER
FINANCE & IT Mrs W Roberts
MANAGER:
HR & COPORATE AFFAIRS Mr E Mnyakeng
MANAGER:
ETQA
Ms P Mathlaela
MANAGER:
LEARNERSHIPS
Mr S Mofokeng
MANAGER:
SKILLS PLANNING Ms J Davies
FINANCE & IT
1 Officer (Filled)
2 Assistants (Filled)
1 IT Officer (Vacant)
HR & COPORATE AFFAIRS 3 Assistants (Filled)
1. Comm Officer (Vacant)
1 General Worker
SKILLS PLANNING 2 Assistants (Filled)
Co-Coordinator (Filled)
ETQA
2 Assistants (Contract)
LEARNERSHIPS
2 Assistants (Filled)
Provincial Manager
KwaZulu Natal:
Durban
Mr S Kunene
Provincial Manager
Western Cape:
Cape Town
Mr S Jappie
Provincial Manager
Eastern Cape:
East London
Mr P Nini
Provincial Manager
Mpumalanga/Limpopo/North West
Pretoria/ Tshwane
Ms M Kgatla
Provincial Manager
Free State/Northern Cape
Bloemfontein
Mrs N Tladi
Mpumalanga/Limpopo/North West
1 Assistant (Filled)
Free State/Northern Cape
1 Assistant (Filled)
Eastern Cape
1 Assistant (Filled)
Western Cape
1 Assistant (Filled)
KwaZulu Natal
1 Assistant (Filled)
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