Skills Development Facilitation
The imposing of a levy on companies whose payroll exceeds R500 000 p.a is meant to fund training and development in various sectors of the economy in accordance to sectorial training needs. Sector Education And Training Authorities’ (SETA) carry a strategic mandate of ensuring productivity in various sectors of the economy by ensuring maximum participation by all citizens through education and training.
The triple challenge of unemployment, poverty and inequality remains persistent in South Africa in the designated groups specifically women, people living with disabilities and the youth and people living in rural areas. The country grapples with large numbers of unskilled labour while the numbers for skilled labour remains low. The country’s manufacturing index continues to depict a downwards spiral as the country has no capacity to respond to technological advancements of the fourth industrial revolution (4IR) that the global competition brings.
The imposed skills development levy (SDL) on organisations seeks to change this situation by turning workplaces into a training spaces. The levy should be viewed as an investment in skills development as opposed to being another tax deduction paid to the SETA.
By introducing SAQA/NQF aligned PIVOTAL programmes, you will also be answering to a call to transform social imbalances within organisations in a country with high poverty levels. STADI will help organisations optimise the utilisation of the levy by engaging with the relevant SETA in order to:
o Submit Workplace Skills/PIVOTAL Plans and Annual Training/PIVOTAL Reports
o Apply for mandatory grants due to you.
o Apply for and manage discretionary grants (Learnerships/Internships/Bursaries)
o Conduct learner recruitment and induction
o Liaison role between client employer and SETA
o Facilitate formation and management of training committees
o Source and manage training providers
o Support career-pathing and succession planning programmes
o Manage training and development records
o Evaluate training effectiveness.
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.
- 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.