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National Youth Service in the Built Environment as part of the EPWP. Report to Select Committee 13 June 2007. Community Service. Structured Learning & Individual Development. Exit Opportunities: Self or formal employment Further learning. +. +.

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national youth service in the built environment as part of the epwp

National Youth Service in the Built Environment as part of the EPWP

Report to Select Committee

13 June 2007


Community Service

Structured Learning & Individual Development

Exit Opportunities:

Self or formal employment

Further learning



Integrated model that harness the potential of youth to become active citizens that contribute to social development as they gain skills

National Youth Service Model

  • For young people to operate effectively in identified occupations, service activities are complemented by structured learning which covers:
    • Life skills
    • Technical skills
    • Entrepreneurship / Cooperative education
  • Aftercare support is provided for tracking & sustainability purposes
overall programme objectives
Overall Programme Objectives
  • Ensure participation of initial 10 000 youth in the National Youth Service and EPWP through service activities in the Built Environment
    • 5000 through National DPW
    • 5000 through Provincial DPW’s
  • Ensure that youth develop skills, understanding and aspirations for working in the built environment
  • Exit strategies:
    • Recruit 10% (1000) youth into DPW structures
    • Ensure remaining youth enter into employment with private sector or other departments/ spheres of government, entrepreneurship or cooperatives or further learning
provincial commitments
Provincial Commitments

Based on R8000 per youth for allowances while training and programme management, excludes cost of training, allowances while on projects, PR, launches etc

target groups
Target Groups
  • Unemployed youth, aged between 18-35, interest in built environment artisan career, resides close to project location, meets entry requirements for training (Grade 10/Std 8)
recruitment strategy
Recruitment Strategy
  • Decentralised
  • Local (based on project location)
  • Advertised (newspapers, radio, posters) with clear criteria for target groups
  • Use existing databases: labour centres, UYF database
  • Provinces to mobilise resources to manage the recruitment/ Selection process:
    • Plan, book briefings, inform UYF
    • Administration of applications
    • Shortlisting
    • Coordination with DOL for Speex Assessment
    • Split into trades required (plumbers, bricklayers)
    • Create final list and send to UYF
    • Call youth to inform them about induction
    • Identify venues for induction
programme management
Programme Management
  • Provinces to mobilise programme management resources
  • Overall Programme Management (including responsibility of management of youth
    • Recruitment and Selection
    • Payment of stipends to youth
    • Project identification and adaptation
    • Training needs analysis
    • Planning, scheduling and securing of providers training and life skills provision (with DOL & UYF)
    • Plan and schedule youth participation on site, including technical training and life-skills
    • Plan and trigger exit opportunities
  • Detailed Responsibility Matrix developed
agreed upon allowances
Agreed upon Allowances
  • As agreed on at the 2 March MINMEC:
  • Allowances while in training:
    • R 600 per month for food, transport and stipend (in line with NYS, Learnerships pay R500 per month)
  • Allowances while working
    • R1000 a month
  • Estimated Cost implications:
    • Training: 5000 x 5 months x R 600= R 15 million
    • Work 5000 x 7 x R 1000= R35 million (To be paid from project budget, 1.2% of submitted project values)
  • Orientation (2 weeks) NYS+ EPWP+ PDPW+ Built Environment
    • Provinces to be involved in the orientation and explain the service and training activities: arrange site visit, support contracting, disciplinary procedures
    • Afterwards youth commit or can drop out
  • Technical training (3-4 months): Artisan skills, foundational training (Maths & English)
  • Life skills (1 month spread over period)
  • Entrepreneurship/ Coops/ Additional Technical Skills/ Exit strategy
understanding the built environment
Understanding the Built Environment
  • DPW and its agencies: CIDB, CBE, IDT and Agrement have considerable in-house knowledge about the Built Environment
  • Internal programme has been developed to educate youth about the Built Environment, associated professions, career options, government programmes etc.
  • Modules could include
    • Government and Infrastructure: Eradicating backlogs, 2010 projects, Gautrain, EPWP, SOE investments
    • Site visits to key projects in the area
    • Related careers: professional, contractors, supervisors, artisans, building materials, maintenance, property, facility management
  • Objective: Enhance understanding of the industry and motivate youth the pursue careers in the sector
  • Status: First training being done with youth in Kimberley and Bloemfontein. Course to be improved from there on.
  • Can be scheduled as a breather
technical training skills programmes
Technical training – Skills Programmes

Provinces to determine which skills youth are to be trained in and how young people should be allocated to the various trades

Youth to be trained on Accredited skills programmes

The intention is to use the FET Colleges as much as possible

Provinces to finalise their own options with regards to Provincial DOL (in line with EPWP training processes and framework) or Critical Skills Funding Window (Premier’s Office)

life skills
Life Skills
  • NYS to provide training through its training providers
  • Training to be scheduled during project implementation
  • Programme managers to schedule into overall programme
  • Provinces to engage NYS whether they can fund the training
  • Youth will do their service in areas related to their training as well as in other areas as required by the project ie:
  • In trades in areas they have been trained: bricklaying, painting etc
  • As assistants to artisans in the trade (ie mixing adhesive for tilers)
  • As manual labourers (Moving bricks, cleaning site)
  • Youth who:
    • Understand value of work, productivity
    • Understand citizenship and democratic values
    • Are independent and self confident
    • Have good communication skills
    • Have basic competency in respective trades
    • Exit and have income through: PDPW employment, other private sector employment, self employment, cooperatives
key risks
Key Risks
  • Delays in project implementation due to misalignment of work and training plans due to:
    • Poor understanding of NYS and therefore poor planning
    • Delays in training (DOL, availability of providers, need for additional training, to many different providers)
    • Delays in projects (Docs not ready, delays in tendering/ procurement, delays in works)
  • Possible “blame game”: contractors/ project managers blame all problems, delays on cost overruns on NYS- EPWP