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The development a Workplace Skills Plan

A Workplace Skills Plan is a strategic document that articulates how the employer is going to address the training and development needs in the workplace. This process should be an all-inclusive one. The employer should consult with all employees or representatives, irrespective of their levels or rank in the company.

It would be in the best interest for the Employers to appoint a registered Skills Development Facilitator (SDF) who will assist them with this process. Alternatively each Regional Services SETA Office will be able to assist with the process.

Appointment of a Skills Development Facilitator

A company has to appoint a Skills Development Facilitator (SDF). An SDF is a person who will ensure that the Company’s Workplace Skills Plan is implemented and also serve as a liaison person between the company and the SETA. An SDF is usually a person within the training division and/or Human Resources division. An independent SDF can also be roped in to assist the company with the implementation of the Skills Development at the workplace. Companies that pay five thousand or less per annum in Skills Development Levies, and who cannot afford the services of an independent person can consider the services of our independent SDF whose services are provided free of charge.

The functions of a Skills Development Facilitator

  • Assist the employer and employees to develop a Workplace Skills Plan (WSP).
  • Submit the Workplace Skills Plan (WSP) to the relevant SETA.
  • Advise on the implementation of the Workplace Skills Plan.
  • Assist to draft an Annual Training Report (ATR) on the implementation of the Workplace Skills Plan.
  • Advice on the quality assurance requirements set by the SETA.
  • Act as a contact person between you and the SETA.
  • Serve as a resource for all aspects of skills development.

The general objectives of the SETA are to –

  • Facilitate, coordinate and monitor the implementation of the NSDS in the Sector;
  • Identify skills shortages in the Sector;
  • Support the development of the skills of employees in the Sector;
  • Support the improvement of the quality of life and labour market prospects of employees in the Sector;
  • Strengthen the institutional capacity of the SETA, in order to improve productivity and the quality of the services it provides to its stakeholders;
  • Through the skills development levy, increase the levels of investment in skills development and improve returns on such investment;
  • Support improved performance and productivity in the work-places in the Sector, as well as the competitiveness of employers;
  • Support the improvement of the employment prospects of persons previously disadvantaged by unfair discrimination;
  • In liaison with employment services, assist work seekers to gain access to work experience;
  • In liaison with employment services, assist retrenched workers to re-enter the labour market;
  • Liaise with employers in respect of skills development programmes;
  • Promote the development of skills aimed at self-employment;
  • Support skills development in the informal sector, cooperatives and other income-generating initiatives for the unemployed;
  • Support and promote the development of artisans, technicians, professionals and persons in other categories;
  • Support, facilitate and promote the quality of occupation-based learning in the Sector;
  • Promote effective communication between, and participation by bodies involved in skills development – both inside and outside the Sector;
  • Co-operate with, and support the QCTO in such matters relating to QCTO functions and operations referred to in section 10 of the Act; and
  • To co-operate with, and support the functions of other agencies in matters related to skills development.