Skills Development

Skills Development

Criteria

Weighting Points

Compliance Target

Skills Development Expenditure on any programme specified in the Learning Programme Matrix for Black People as a percentage of the Leviable Amount

Skills Development Expenditure on Learning Programmes specified in the Learning Programme Matrix for Black People in any of the following three Tourism sub-sectors as a percentage of Leviable Amount:                                                 Accommodation;                                              Hospitality and related services;                              Travel and related services.   

5

6%

 

 

 

Skills Development Expenditure on Learning Programmes specified in the Learning Programme Matrix for Black People with disabilities in any of the above three Tourism sub-sectors as a percentage of Leviable Amount.

3

0.3%

 

 

 

 

 

 

Learnerships, Apprenticeships, and Internships

Number of Black Employees participating in Learnerships, Apprenticeships and Internships paid for by the measured entity as a percentage of total Employees.

8

3.5%

 

Number of Black Unemployed Learners participating in Learnerships, Apprenticeships and Internships paid for by the measured entity as a percentage of number of total Employees.

4

 3%

 

Bonus points

 

Number of Black People absorbed by the Measured and/or Industry Entity at the end of the Learnerships/ Internship or Apprenticeship programme.

5

100%

 Key Principles:

Skills Development is a priority element and therefore a 40% sub minimum must be achieved in order to avoid the discounting principle. To avoid doubt, that is 8 points for Skills Development, excluding any bonus points.

  • Compliance targets must be met in accordance with the overall demographic representation of the black Economic Active Population (EAP).
  • Expenditure done on non-employees can be included.
  • Bonus points are only applicable if a trainee tracking tool has been developed.
  • Both Category F and Category G are capped to 20% of total Skills Development expenditure.
  • Accommodation, travel and catering costs are capped at 15% of total Skills Development expenditure.
  • Mandatory Sectorial Training does not qualify as Skills Development contributions.
  • International expenditure can be recognised if it is in line with the Learning Programme Matrix.

Definitions:

Absorption: means a measure of the Measured Entity's ability to have successfully secured formal permanent or long-term contract employment for the Learner, or to assist the Learners proceed with further education and training.

Skills Development Matrix Explained:

Training Classification Category A – G

Each training programme that is claimed, for B-BBEE verification purposes, will need to be classified under one of the seven categories (namely category A – G).  Depending on the category selected, certain training expenses (see below) may be limited.

 What costs may be included under training expenditure?

Legitimate training expenses include the following:

  • Costs of training materials
  • Costs of trainers
  • Costs of training facilities including costs of catering
  • Scholarships and bursaries
  • Course fees
  • Accommodation and travel
  • Administration costs such as the organisation of training, including the costs of employing a Skills Development Facilitator or a training manager, if applicable.
  • Salaries or wages paid to employees participating in a learnership or Category B, C and D (see below for explanation) of the Learning Programme Matrix

Explanation of categories 

  1. Category A– This training results in the achievement of a degree, diploma or a certificate and is only theoretically based.  Example: BA (Theology) degree.
  2. Category B– This training results in the achievement of a degree, diploma or certificate and includes both theoretical and practical work-based learning. The qualification can only be obtained after having completed both theorical knowledge and workplace experience with set requirements.  For this type of training, the salary paid to the trainee can be claimed as skills development spend.  Example: Engineering degree.
  3. Category C– This category of training leads to registration or licensing.  It includes practical work-based learning only and is conducted after the achievement of a qualification.  For this type of training, the salary paid to the trainee can be claimed as skills development spend.  Example: Candidate Attorneys and CTA students completing articles.
  4. Category D– This category of training leads to the achievement of a South African Qualification Authority registered qualification.  This type of training must be in accordance with a formal contract and includes both theoretical and practical work-based learning.  For this type of training, the salary paid to the trainee can be claimed as skills development spend.  Example: NQF Business Administration Learnership
  5. Category E– This category of training leads to credits which can be used towards unit standards.  This type of training does not need to be in accordance with a formal contract and is usually achieved by occupational directed instructions.  Example: Administer a local area computer network.
  6. Category F– This category of training leads to professional development and is usually conducted through seminars and meetings with professional bodies and experts and is limited to 25% of total skills development expenditure.  Example: Tax updates for accountants.
  7. Category G– This category of training is all internal training and leads to a better understanding of the job and work context and is limited to 25% of total skills development expenditure.  Example:  Induction and over the shoulder job training.

Learning Programme Matrix

Cat

Programme

Narrative Description

Delivery Mode

Learning Site

Learning Achievement

A

Bursaries

Institution-based theoretical instruction alone – formally assessed by educational institutions established by or registered with the Department of Basic Education or the Department of Higher Education & Training

Institutional instruction

 

Institutions such as universities and colleges, schools, ABET providers

Recognised theoretical knowledge resulting in the achievement of a degree, diploma or certificate issued by an accredited formal institution of learning

 

B

Internships

 

Institution-based theoretical instruction as well as some practical learning with an employer or in a simulated work environment – formally assessed through the institution

 

Mixed mode delivery with institutional instruction as well as supervised learning in an appropriate workplace or simulated work environment

 

Institutions such as universities and colleges, schools, ABET providers and workplace

 

Theoretical knowledge and workplace experience with set requirements resulting in the achievement of a degree, diploma or certificate issued by an accredited or registered formal institution of learning

 

C

Learnerships

 

 

 

Recognised or registered structured experiential learning in the workplace that is required after the achievement of a qualification – formally assessed by a statutory occupational or professional body

Structured learning in the workplace with mentoring or coaching

 

Workplace

 

Occupational or professional knowledge and experience formally recognised through registration or licensing

 

D

 

Learnerships or Apprenticeships

 

Occupationally directed instructional and work-based learning programme that requires a formal contract – formally assessed by an accredited body

Institutional instruction together with structured, supervised experiential learning in the workplace

 

Institution and workplace

 

 

 

 

 

Theoretical knowledge and workplace learning, resulting in the achievement of a South African Qualifications Authority (SAQA) registered qualification, a certificate or other similar occupational or professional qualification issued by an accredited or registered formal institution of learning

 

E

Work-integrated learning

 

Occupationally-directed instructional and work -based learning programme that does not require a formal contract – formally assessed by an accredited body

Structured, supervised experiential learning in the workplace which may include some institutional instruction

Workplace, institutional as well as ABET providers

 

 

Credits awarded for registered unit standards, continued professional development, improved performance or skills (e.g. evidence of outputs based on Performance Development Programme)

 

F

Informal Training

Occupationally-directed informal instructional programmes

 

 

 

 

Structured, information sharing or direct instruction involving workshops, seminars and conferences and short courses

 

Institutions, conferences and meetings

Continuing professional development, attendance certificates and credits against registered unit standards (in some instances)

G

Informal Training

 

Work-based informal programmes

 

Informal training

 

Workplace

Increased understand of job or work context or improved performance or skills

 

 

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