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MICT SETA STAKEHOLDER ROADSHOW 28 January 2014

MICT SETA STAKEHOLDER ROADSHOW 28 January 2014. NSDS Target. Target. AGENDA. NSDS Target. Target. AGENDA. Oupa Mopaki Chief Executive Officer. NSDS Target. Target. REVISED FUNDING MODEL: GAZETTE NOTICE NO 35940.

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MICT SETA STAKEHOLDER ROADSHOW 28 January 2014

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  1. MICT SETA STAKEHOLDER ROADSHOW 28 January 2014

  2. NSDS Target Target AGENDA

  3. NSDS Target Target AGENDA

  4. Oupa Mopaki Chief Executive Officer

  5. NSDS Target Target REVISED FUNDING MODEL: GAZETTE NOTICE NO 35940

  6. The ICT Sector Skills Development commitmentsICT Sector Code, gazette no. 35423, 6 June 2012.

  7. THE ICT SECTOR CODE SKILLS DEVELOPMENT COMMITMENTS • Introduction and Background • Skills Development Scorecard • Sector Skills Development Commitments • Principles for Measuring Skills Development • Status of the Codes • Definition of ICT SECTOR • Signatories to the Codes

  8. Introduction and background • The purpose of this Gazette is to quantify the Rand value committed by the ICT Sector on the training of black employees. • In 2012, Minister of Trade and Industry, Dr. Rob Davis Gazettedthe ICT Sector Codes of Good Practice (ICT Sector Codes) in terms of section 9(1) of the Broad-Based Black Economic Empowerment Act (B-BBEE Act, Act no. 53 of 2003).This Gazette comes after a period of nine years (9) since the First Draft ICT Charter was released for public comment as part of the Sector’s commitments to B-BBEE. • The ICT Sector Code is binding to all stakeholders operating in the Sector. • Skills Development is one of the seven (7) elements of B-BBEE to promote skills development in the Sector.

  9. OVERVIEW Oupa Mopaki Chief Executive Officer

  10. SECTOR SKILLS DEVELOPMENT COMMITMENTS Skills Development Principle • The Skills Development Code defines the Sector’s financial commitment towards skills development spend on black employees, agreed targets and how skills development is calculated and measured. training OF black employees • The Sector committed to spending at least three percent (3%) of the total leaviable amount on training black employees in every year = R1.6 billion. • The Sector also committed to spending another 0.3% (point three percent) on disabled black employeesR162M.

  11. SECTOR SKILLS DEVELOPMENT COMMITMENTS Learnerships for black employees • The sector committed to spending at least five percent (5%) of the total leviable amount on training black employees participating in Learnerships programmes as a percentage of total employees in the Sector.This percentage translates to R2.8 billion spend on training black employees if, for example the total 5% compliance target was achieved during the 2012/13 fiscal period. • This is based on the MICT SETA’s total 1% Skills Development Levy income for period 2012/13 which amounts to R539M

  12. SECTOR SKILLS DEVELOPMENT COMMITMENTS • To claim contributions towards skills development a company must; • comply with the Skills Development Act • be registered with MICT SETA as an employer • have developed a Workplace Skills Plan; and implemented programmes targeted at Priority Skills in the Sector. • Black employees is defined as Africans, Indians and Coloureds who are South African by birth of naturalised before 1996. • Leviable amount the one percent (1%) SETA levy is derived from. The target amount is calculated by multiplying the SETA levy by the target. • R 539 733 000 is the sector income from the MICT SETA 2012/13 Annual report • R4.6 billion between April 2014-March 2015

  13. STATUS OF THE CODES ON STATE OWNED ENTITIES • In terms of the BEE BILL, state owned entities must take into account and apply any relevant code of good practice in terms of the Amended Act in – determining criteria for awarding of incentives, grants and investments schemes in support of broad-based black economic empowerment. • The BEE BILL was submitted to the President in November 2013 to sign into law.

  14. DEFINITION OF ICT SECTOR The “Information & Communications Technologies Sector” shall mean the sector in which employers and employees are associated for the carrying on of any one or more of the following activities: Marketing, manufacturing, assembling, servicing, installing, maintaining and/or repairing systems, software, equipment, machines, devices and apparatus, whether utilising manual, photographic, optical mechanical, electrical, electrostatic or electronic principles or any combination of such principles, that are primarily intended for the recording and/or processing and/or monitoring and/or transmission of voice and /or data and/or image and/or text or any combination thereof for use in any one or more of the following activities: • accounting, calculating, data processing, data transmission, duplicating, text processing, document reproduction, document transmission, record keeping and record retrieval, broadcasting or transmission for entertainment or information purposes of voice and/or image and/or text or any combination thereof and/or; the provision of services relating to the above.

  15. SIGNATORIES TO THE ICT SECTOR CODE Black IT Forum (BITF); Communications Cabling Association of South Africa (CCASA); Computer Society of South Africa(CSSA); Electronic Industry Federation (EIF); Independent Communications Authority (ICASA); Information Industry South Africa (IISA); Internet Service Providers Association (ISPA); Information Technology Association ( ITA); ISETT SETA; MAPPP SETA; National Association of Broadcasters (NAB); National Community Radio Forum ( NCRF); National Independent Telecommunications Organisations of S.A (NITOSA); NEDLAC- Community; NEDLAC – Labour; South African Communications Forum (SACF); South African Contact Centre Community (SACCCOM); South African SMME Forum (SMME Forum); South African VANS Associations (SAVA); Business Unity SA (BUSA).

  16. Sekgana Makhoba Senior Manager: Sector Skills Planning

  17. CONTENTS Sector Skills Plan (SSP) • Performance to date • Divisional Plan • Mandatory Grants processes • Challenges and opportunities

  18. NSDS Target Target SECTOR PROFILE

  19. NSDS Target Target NUMBER OF EMPLOYERS PER SUB-SECTOR

  20. NSDS Target Target SIZE OF EMPLOYERS PER SUB-SECTOR

  21. Target TOTAL NUMBER OF EMPLOYERS vs. LEVY-PAYING AND PARTICIPATING EMPLOYERS

  22. NSDS Target Target MONITORING AND EVALUATION Total: 107

  23. NSDS Target Target SSP DIVISIONAL PLAN • SDFs engagement through Skills Development Workshops and Fora • Ensure compliance with SDA & SDLA requirements • Introduction of a new SETA Management System (SMS) and support • Research to ensure a credible SSP • Career Guidance • Monitoring and Evaluation

  24. …CONTINUED • ATRs and WSPs submissions (February - April) • WSPs and ATRs approvals (April - June) • Research (March - July) • Production of the SSP (July to August) • Development and submission of Strategic Plan (August to November) • Production and distribution of Career Guide (September to October) • Mandatory Grants Approvals (Quarterly)

  25. MANDATORY GRANTS PROCESS Annual Training Reports (ATRs) and Workplace Skills Plans (WSPs) submissions Payment of skills development levies by employers to SARS ATRs and WSPs evaluation and approvals Receipt of Dept. of Higher Education and Training levy reports and upload on the MICT SETA Management System Mandatory Grants payment report from the SMS for verification and approval purposes Mandatory Grants payment on a quarterly basis

  26. NSDS Target Target CHALLENGES • Accounting for mandatory grants expenditure • Critical and scarce skills • Training Committees • Employers and I/SDF communication • WSP/ATR alignment • Records and information management

  27. NSDS Target Target OPPORTUNITIES • Learning Organisations • Effective and more accurate workplace planning and reporting (WSP/ATR) • Meaningful stakeholder participation, ownership and improved relations • Credible and reliable SSP • Productivity and competitiveness • Credibility of the MICT Seta

  28. Jabu Sibeko Senior Manager: Learning Programmes

  29. CONTENTS • Performance to date • Learning Programmes Plan • Discretionary Grants application process • Challenges and opportunities

  30. PERFORMANCE TO DATE

  31. LEARNING PROGRAMMES PLAN • Engage MICT stakeholders through focused group meetings/workshops • Establish effective collaborative partnerships with Universities and public FET Colleges • Align completion of learning programmes with graduations/issuing of Certificates • Market public FET graduates to MICT employers • Advance planning of graduations in partnership with the MICT SETA

  32. LEARNING PROGRAMMES PLAN

  33. DISCRETIONARY GRANTS APPLICATION PROCESS Submission of Letter of Intent (LoI) Desktop confirmation of accreditation of the training provider by ETQA (L/ship &Skills) Desktop verification of Levy Contribution by SSP Desktop approval of vetting process by Snr Manager - LPD

  34. DISCRETIONARY GRANTS APPLICATION PROCESS Site Vetting of Employer by LPD Advisor DG Committee recommend to CEO for approval Approval/Disapproval of recommendation by CEO Notification of application outcome. Budget allocation, drafting and signing of Service Level Agreement (SLA)

  35. DISCRETIONARY GRANT PAYMENT PROCESS FLOW 1st Disbursement: Submission of Roll out plan; Agreements; Uploading of learners on the MIS. 3rd Disbursement: Submission of progress report; Uploading of assessments; Site visit report. 2nd Disbursement: Submission of progress report; Uploading of assessments; Site visit report. 4th Disbursement: Submission of progress report; Uploading of assessments; Site visit report. 5th Disbursement: Submission of Moderation Report; Verification site visit by ETQA.

  36. CHALLENGES • Budgetary constraint • Few MICT companies in rural areas • Companies paying levies but not participating (WSP submissions) • Placement/jobs • Participating companies not submitting claims and reports

  37. OPPORTUNITIES • Increased number of companies participating in learning programmes • Levy paying companies serve as a platform to create employment for unemployed youth • Partnerships between Universities and Employers • Partnerships with Public FET Colleges to provide learning programmes in rural/township areas • Partnerships with Provincial and Local Municipalities to implement programmes in rural/township areas

  38. Charlton Philiso Senior Manager: ETQA

  39. CONTENTS • Performance to date • QCTO – qualifications review • Challenges • Opportunities

  40. ACCREDITED PROVIDERS AS AT JANUARY 2014

  41. PERFORMANCE TO DATEASSESSORS

  42. PERFORMANCE TO DATEMODERATORS

  43. PERFORMANCE TO DATECERTIFICATES PRINTED

  44. QUALIFICATIONS REVIEW • Expiry in 2015 • New qualifications • Mapping to occupations

  45. CHALLENGES AND OPPORTUNITIES

  46. QUALIFICATIONS REVIEW

  47. QUALIFICATIONS REVIEW

  48. QUALIFICATIONS REVIEW • Expiry in 2015 • New qualifications

  49. CHALLENGES AND OPPORTUNITIES Challenges • Certification turnaround times • Monitoring • Public perception about SETA qualifications • Provision of services at no cost • Maintain the compliance and performance standards whilst improving turnaround times • Increasing performance as opposed to compliance Opportunities • Improve the image of the ETQA and SETA • Improve evaluation turnaround times

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