Skills Development Facilitation
The competitive advantage of high performing organizations lies in the degree to which there is investment in skills development and knowledge base of their workforce. Skills shortage in South Africa is fraught with compromised productivity levels in an environment where there is high global demand for goods and services of superior quality. Additionally, the triple challenge of poverty, unemployment, inequality remains high in South Africa when compared internationally. SETAs play a significant role in the economy of making funds available for training, for example mandatory and discretionary funds to support the various sectors in terms of skills training.
Companies whose payroll exceeds R500k per annum are mandated by law to pay a training levy referred to as a Skills Development Levy (SDL on SARS EMP201) every month to a relevant Sector Education Training Authority (SETA).
The imposed Skills Development Levy is illustrative of the implementation of state’s vision of transforming workplace into a learning space. The levy plays a vital role in ensuring that this vision realized. It should, therefore, be viewed as an “investment” for the delivery of SAQA/NQF aligned training programmes that provide a way of progression through the structure as learners acquire competence in chosen career fields and thereby promoting the ideals of the National Development Strategy and the National Development Plan 2030.
To qualify for these grants companies are required to submit a Workplace Skills (and PIVOTAL) Plan and Annual Training Report to the relevant SETA.
In addition to the above grants, companies that comply with the Skills Development Act are legible for Employment Tax Incentives (ETI) such as for a learnerships classified as Category C or D training on the Learner Programme Matrix (LPM).
Employers who comply with the provisions of the Skills Development Act are eligible for a deduction in addition to any other deductions allowable for any registered learnership agreement.
Two types of deductions:
the employer is entitled in any year of assessment in which a learner is a party to a registered learnership agreement
the employer is entitled during any year of assessment in which the learner successfully completes the learnership
What we do
-Training needs analysis – analytical process through which training needs of an organization are determined using empirical methods and merging these with overall corporate mission.
-Facilitate the establishment of training committees – compulsory for large companies employing more than 50 staff in terms of the Skills Development Act.
-Source out reputable and accredited training providers to render accredited training interventions in line with SAQA standards.
o Submit annually company’s Workplace Skills Plan and Annual Training Reports in compliance with the Skills Development Act and thereby acquire Mandatory grants due.
-Source out and apply for discretionary (PIVOTAL) funding through SETA.
-Implement and manage learnerships, apprenticeships, skills programmes, internship programmes on behalf of client organization.
-Interact with the SETA on behalf of our clients.
-Recruit learners (external/internal)
-Develop and Manage induction programmes.
-Evaluation of the entire training cycle to determine its efficacy and develop relevant report.