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MINING AND MINERALS SECTOR SECTOR SKILLS PLAN 1 APRIL 2010 – 31 MARCH 2011. CONTENTS. Profile of the sector Profile of employers Profile of employees Factors influencing change The demand for labour The supply of labour Scarce and critical skills Skills development priorities.

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MINING AND MINERALS SECTOR

SECTOR SKILLS PLAN

1 APRIL 2010 – 31 MARCH 2011


Contents
CONTENTS

  • Profile of the sector

    • Profile of employers

    • Profile of employees

  • Factors influencing change

  • The demand for labour

  • The supply of labour

  • Scarce and critical skills

  • Skills development priorities



Profile of the sector employers provincial distribution
PROFILE OF THE SECTOREMPLOYERS – PROVINCIAL DISTRIBUTION

2 123 OPERATIONS


Profile of the sector employers subsector
PROFILE OF THE SECTOREMPLOYERS – SUBSECTOR


Profile of the sector employees subsector 556 000 employees
PROFILE OF THE SECTOREMPLOYEES – SUBSECTOR556 000 EMPLOYEES


Profile of the sector employees organisation size 556 000 employees
PROFILE OF THE SECTOREMPLOYEES – ORGANISATION SIZE556 000 EMPLOYEES


Profile of the sector employees provincial distribution 556 000 employees
PROFILE OF THE SECTOREMPLOYEES – PROVINCIAL DISTRIBUTION556 000 EMPLOYEES


Profile of the sector employees population group 556 000 employees
PROFILE OF THE SECTOREMPLOYEES – POPULATION GROUP556 000 EMPLOYEES


Profile of the sector employees gender 556 000 employees
PROFILE OF THE SECTOREMPLOYEES – GENDER556 000 EMPLOYEES


Economic trends change in output 1994 to 2008
ECONOMIC TRENDSCHANGE IN OUTPUT -1994 TO 2008


Factors influencing change in the sector
FACTORS INFLUENCING CHANGE IN THE SECTOR

Policy and legislation

Mineral rights and ownership of mining operations

Black economic empowerment and employment equity

Occupational health and safety

Environmental conservation and rehabilitation

The availability of mineral resources

Commodity markets and the exchange rate

Industry structure, work organisation and technology

Infrastructure and electricity supply

Social factors

HIV/Aids

Occupational diseases and injuries

Migrant labour

Local community involvement

Changes in the education and skills development environment



Current employment occupations
CURRENT EMPLOYMENT OCCUPATIONS


Current employment occupations1
CURRENT EMPLOYMENTOCCUPATIONS

Only 9 % of the total workforce is employed in occupations that require tertiary education

Professionals and Technicians are employed in the following technical skills areas:

Mining Engineering

Metallurgy

Chemical Engineering

Geology

Electrical Engineering

Mechanical Engineering

Analytical Chemistry

Mine Surveying

Jewellery Design and Manufacturing

Craft and related trades workers (including artisans) form 10% of the workforce

Diesel Mechanics

Electricians

Fitters

Fitters and Turners

Instrument Mechanicians

Millwrights

Plater/Boilermakers

Plater/Welders

Rigging Ropesmans

37 % of workforce work as Plant and Machine Operators and Assemblers – need industry specific training

35% of workforce are labourers and related occupation – most need industry specific training


Current employment educational levels
CURRENT EMPLOYMENTEDUCATIONAL LEVELS





Current economic recession
CURRENT ECONOMIC RECESSION

  • Effects only starting to come through in employment data

  • Study commissioned by MQA found that 48 000 jobs were at risk

  • Diamond mining and platinum mining affected

  • Provinces mostly affected – Limpopo and North West






Higher education entry level qualifications awarded 1999 2006
HIGHER EDUCATIONENTRY-LEVEL QUALIFICATIONS AWARDED 1999 - 2006


Higher education population group of new graduates 2006
HIGHER EDUCATIONPOPULATION GROUP OF NEW GRADUATES 2006


Higher education gender of new graduates 2006
HIGHER EDUCATIONGENDER OF NEW GRADUATES 2006


Higher education bursaries awarded by the mqa 2002 2009
HIGHER EDUCATIONBURSARIES AWARDED BY THE MQA 2002 - 2009


Learnerships
LEARNERSHIPS

  • More than 90 learnerships registered with the DoL – NQF Levels 1 to 4

  • In the 2006/2007 financial year the MQA awarded 1 365 qualifications through learnerships

  • In 2007/2008 year 4 284


Skills development of the existing workforce
SKILLS DEVELOPMENT OF THE EXISTING WORKFORCE

  • 35 qualifications developed and registered with SAQA

  • Management and supervisory development – various courses accessed by industry

  • Skills programmes

    • MQA has registered 66 skills programmes

    • In 2006/2007 the MQA awarded 38 196 skills certificates

    • In 2007/2008 the MQA awarded 41 639 skills certificates

  • ABET

    • In 2006/2007 employers reported that more than 14 000 workers had completed ABET programmes (6.7% of workers with educational qualifications below NQF level 1)

  • In-service training

    • Companies spend between 3.6% and 3.8% of payroll on training



Vacancies due to scarcity
VACANCIES DUE TO SCARCITY

  • Marked decline between 2008/2009 and 2009/2010

    • From 8 300 (1.4% of total employment) to 1 200 (0.3% of total employment)

  • Only 26% of scarcity ascribed to “absolute scarcity” while 60% were ascribed to “relative scarcity

    • Relative: geographical location of jobs

    • Race or gender preference of employer


Scarce skills occupations
SCARCE SKILLS OCCUPATIONS

  • Professionals (267 vacant positions)

    • Geologists

    • Mining Engineers

    • Mechanical Engineers

    • Electrical Engineers

    • Metallurgists

    • Surveyors

  • Technicians and trade workers (665 vacant positions)

    • Mining Technicians

    • Fitters

    • Electricians

    • Jewellers

    • Millwrights

    • Diesel Motor Mechanics

    • Fitters and Turners

    • Precision Instrument Makers and Repairers

    • Welders

  • Machine Operators and Drivers (227 vacant positions)

    • Miners

    • Drillers

    • Engineering Production Systems Workers

    • Stone Processing Machine Operators


Other skills development priorities
OTHER SKILLS DEVELOPMENT PRIORITIES

  • Mine health and safety

  • Development of mining communities and communities in labour sending areas

  • Beneficiation in local areas

  • Training and development of retrenched employees


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