Skills Development - Definitions

Summary View – Summary View requires the user to manually input summary figures to generate the scores for the different skills development indicators.

Detailed View- In detailed view information can be added manually or via a spreadsheet (the skills development template is available for download from the system by clicking on the “From a Spreadsheet” button.  Please note that only spreadsheets downloaded from the system can be uploaded).

Skills Development Prerequisites : In order to score points under the Skills Development Element, the following prerequisites will need to be in place:

• • The company has to be registered with the applicable SETA;
  • Submit a Workplace Skills Plan and Annual Training Report and
  • Pivotal Report which are SETA approved. Pivotal Reports is defined as a report on ‘Professional, Vocational, Technical and Academic Learning’ programmes that meet the critical needs for economic growth and social development, generally combining course work at universities, universities technology and colleges with structured learning at work.
  • Implement Priority Skills programme generally and more specifically for black people. Priority Skills refer to Core, Critical and Scarce Skills as well as any skills specifically identified in the following documents:

(a) Sector Skills Plan issued by the Department of Labour of the Republic of South Africa;

(b) National Skills Development Strategy III;

(c) New Growth Path; and

(d) National Development Plan.

Critical Skills: refers to those skills identified as being critical by the relevant SETA.

Core Skills : Refer to skills that are:

(a) value-adding to the activities of the Measured Entity in line with its core business;

(b) in areas the Measured Entity cannot outsource; or

(c) within the production/operational part of the Measured Entity’s value-chain; as opposed to the supply side; services or downstream operations;

Scarce Skills: Refers to those skills identified as being scarce by any SETA.

Skills Development Expenditure: Refers to the money that a Measured Entity spends on skills development. It excludes the skills development levy payable by the Measured Entity under the Skills Development Levies Act.

Economically Active Population (EAP): Economically Active Population as determined and published by Stats SA. The operative EAP for the purposes of any calculation under the Codes will be the most recently published EAP. EAP targets are utilised in measuring skills development.

Learner Tracking Tool: The code has not included the definition for a learner tracking tool ,however it does remain a compulsory document to be provided by an entity that is claiming absorption. An acceptable tracking tool contains : Name & Surname of the learner, Start & End date of the programme, Name of the company that has offered permanent employment, Date of employment/absorption & applicable signatures.(It is advisable to check with your VA what is acceptable for a Tracking tool)

Training Manager’s Salary : Refers to the cost to an organisation for employing a skills development facilitator or training manager and any other staff employed solely for training

Training Overhead Costs : Refers to the costs associated with the running of a training facility or training room.  Please note that facility or room should only be used for training.  Any costs for facilities or rooms occasionally used for training should be captured in the training programs section.

Distributions : Means the distribution of the costs as they pertain to the different black categories.  This distribution can be calculated using the Employment Equity data or Skills development data (please confirm with your verification agent which method they prefer).

Absorption : Means a measure of the Measured Entity’s ability to successfully secure a long-term contract of employment for the Employee, Learner, Intern or Apprentice.

Certified Learning Programme : Means any Learning Programme for which the Measured Entity has:

• • Any form of independent written certificate as referred to in the “Learning Achievements” column of the Learning Programme Matrix; or If it does not have such certification:
  • An enrolment certificate issued by the independent person responsible for the issue of the certification referred to in statement 300 confirming the employee has:

(1) Enrolled for, is attending and is making satisfactory progress in the Learning Programme; or

(2) Enrolled for but not attended the Learning;

(3) Attended the Training Programme but has failed an evaluation of their learning progress

Higher Education Institution : means a higher education institution as defined under the Higher Education Act of 1997.

Long-term contract of employment – means a legal agreement between an individual and an entity that this individual would work for until his or her mandatory date of retirement.

Learning Programmes : means any learning programme set out in the Learning Programme Matrix.

Apprenticeship : Means an agreement between an apprentice and an employer for a set period during which the apprentice works and receives training in the workplace.

Employed Learner : In terms of the section 18 (1) of the Skills Development Act it means a learner that was in the employment of the employer party to the learnership agreement concerned when the agreement was concluded. The learner’s contract of employment is therefore not affected by the agreement.

Internship : Means an opportunity to integrate career related experience into an undergraduate education by participating in planned, supervised work.

Learnership : Means a work-based route to a qualification. It is a workplace education and training programme comprising both structured practical workplace (on the job) experience and structured theoretical training.

Learning Programme Matrix: means the Learning Programme Matrix annexed as Annexe “300A” in Statement 300 ( See Below )