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Welcome to the Stakeholder Consultative Forum Johannesburg 10 June 2019

Welcome to the Stakeholder Consultative Forum Johannesburg 10 June 2019. Follow us on: #MICTSETAFORUM. Collaboration. Agenda. Collaboration. Agenda. Collaboration. Foreword by Chairperson of the Board. Collaboration. Chief Executive Officer: Mdu Zakwe. Collaboration.

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Welcome to the Stakeholder Consultative Forum Johannesburg 10 June 2019

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  1. Welcome to the Stakeholder Consultative Forum Johannesburg 10June 2019 Follow us on: #MICTSETAFORUM

  2. Collaboration Agenda

  3. Collaboration Agenda

  4. Collaboration Foreword by Chairperson of the Board

  5. Collaboration Chief Executive Officer: MduZakwe

  6. Collaboration Sector Skills Planning

  7. CONTENTS • Background and Approach to SSP Development • DHET Timelines • Chapter 1: Sector Profile • Chapter 2: Key Skills Issues • Chapter 3: Skills Demand and Supply • Chapter 4: Sector Partnerships • Chapter 5: SETA Monitoring and Evaluation • Chapter 6: Strategic Skills Priority Actions

  8. Approach to SSP Update Review of previous SSP and identification of gaps Field Research Desk Research Literature review Surveys Interviews Analysis by Focus Groups and consolidation Final review and sign off

  9. Chapter 1 Sector Profile

  10. Employers by Sub-Sector • Currently there are 30,727 employers in the sector • There has been a 16% increase in the employer base of the sector.

  11. Employers by Sub-Sector and Province • The vast majority of employers are located in the industrialised provinces • Gauteng has the largest share of employers at 61% • Western Cape 17% and KwaZulu-Natal 11%respectively

  12. Levy Contributions by Sub-Sector

  13. Levy Trends • The number of levy paying employers increased by 11.5 % (7,902 employers), up from 7,089 employers in the previous financial year.

  14. Employment by Sub-Sector • The IT sub-sector recorded the highest percentage (86%) of employees in 2019 while Advertising recorded the least with 1% of employees.

  15. Employment by Race • 43.5% black, 33.3% white, 12.4% coloured and 10.8% Indian/Asian. • Compared to 2018, the proportion of African and White employees remained fairly similar increasing by 0,5% and decreasing by • 0,7% respectively.

  16. Employment by Age • The sector employs slightly more people below the age of 35 (47%), than those between 35 and 55 years (46%). • Only 7% of employees in the sector are older than 55 years.

  17. Chapter 2 Key Skills Issues

  18. Drivers of Change • The list below should not be viewed as exclusive, but rather, a condensed view of the key drivers of change within the sector.

  19. Alignment with National Strategies The following are government’s key planning policies and priorities that impact the MICT sector: • National Development Plan • White Paper on Post Schooling Education and Training • National Skills Development Strategy (NSDS III) • New Growth Path (NGP) • Industrial Policy Action Plan (IPAP) • National Integrated ICT Policy White Paper • HRD Strategy • National Skills Accord • Strategic Integrated Projects

  20. Chapter 3 Skills Demand and Supply

  21. Scarce Skills Development Methodology The development of the Scarce Skills list follows a process that involves: • Analysis of submitted Workplace Skills Plans (WSPs) • Weighted against: • the number of times an occupation was identified as scarce • reasons for scarcity • Supplemented by: • Current and available research • Employer surveys • Employer interviews • Focus Groups sessions • Stakeholder sessions • Developments in the sector, emerging trends as well as future skills needs

  22. Advertising Scarce Skills

  23. Film and Electronic Media Scarce Skills

  24. ICT Scarce Skills

  25. Skills Supply • Universities and Universities of Technology remain the main sources of entry in the Sector (particularly into the higher skills bands – Professionals, Technicians and Associate Professionals) • Despite historical bias towards colleges, the placement of both private and public TVET graduates is gradually increasing across the MICT sub-sectors • Vendor programmes are gaining ground as a preferred route to addressing critical skills within employers using vendor specific systems • The 40 NQF registered qualifications are currently being reviewed to align to the QCTO framework.

  26. Chapter 3 Sectoral Priority Occupations List (former PIVOTAL List)

  27. Sectoral Priority Occupations

  28. Sectoral Priority Occupations

  29. 4IR Related Occupations

  30. 4IR Related Occupations

  31. 4IR Related Occupations Observations • Although some existing occupations can be related to the OFO - they need new specialisations that are relevant to 4IR (e.g. software developer skilled in Python) • Some occupations are relatively common but not represented in the OFO - these occupations would need to be formally described and aligned to the OFO (e.g. data analysts and scientists) • A few occupations are novel and not represented in the OFO - these occupations would need to be formally described and aligned to the OFO (e.g. Cloud Architect) Possible Interventions • The SETA needs to update the OFO codes to include emerging occupations • Current curricula need to be updated to be more relevant to 4IR • Engagement with training providers, industry and research institutions (e.g. universities) to map emerging occupations, recognize them in the OFO and develop relevant learning programmes

  32. Chapter 4 Sector Partnerships

  33. Sector Partnerships • TVET Partnerships

  34. Sector Partnerships University Partnerships

  35. Sector Partnerships

  36. Sector Partnerships

  37. Chapter 5 Sector Skills Planning Monitoring and Evaluation

  38. MICT SETA Approach to M&E

  39. Chapter 6 Strategic Skills Priority Actions

  40. Priority Actions

  41. Concluding Remarks

  42. Pending Activities TowardsFinalisingthe SSP • Interviews with industry bodies (Black Information Technology Forum, ITA, IITPSA, NAB, etc.) • Interviews with government (Department of Small Business, SITA, CSIR etc.) • Other critical interest groups (e.g. Black Business Council, National ICT SMME Chamber) • SME Development focused entities • The JCSE ICT Sector Skills Survey • MICT SETA employer survey (underway) • Sub-Sectoral Focus Groups

  43. ConcludingConsiderations • The MICT sector’s dynamism and constant technological flux require adept training and upskilling if the sector has to remain competitive • The high proportion of SME within the sector calls for renewed focus on SME development to support sustainable creation of employment and growth • Strengthening rural reach has become imperative to expanding inclusion and increasing access to occupationally-directed programmes to the previously disadvantaged communities.

  44. Collaboration Q & A

  45. Collaboration Learning Programmes

  46. Learning Programmes Mandates • Implementation of Sector Skills Plan • Allocation of Discretionary Grants ( 80% Pivotal and 20% Non-Pivotal)

  47. Pivotal Programmes

  48. Non-Pivotal Programmes

  49. Challenges • None Payment of Learner Stipend • None Payment of Training provider • Learning programmes treated as wage subsidy scheme • Recycling of learners • Training Job seekers not developing entrepreneur • Rural Development

  50. Invoices • Centralisation of incoming invoices • Invoices are submitted to DGINVOICES@MICT.ORG.ZA • MICT SETA endeavour to pay invoices within seven working provided all the deliverables are submitted as per the grant disbursement Schedule

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