Training Providers not Paying Facilitators…

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This topic contains 1 reply, has 4 voices, and was last updated by  Nigel Shipston 5 years, 5 months ago.

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  • #6581

    I have been unfortunate these days that I am not paid for my services rendered for Facilitation. One company went as far as telling me that I will be paid only when the client pays and the pay day never came. In most instance, i believe that Good Faith in rendering services like Facilitation does not work as in Good Faith you will deliver and be left knocking on the door. One have to CYA(in the words of my Management Lecturer) COVER YOUR A$$…..he used to say. I am sent an SLA and the terms and conditions always says….You will be paid upon submission of Administration and POEs and after that what you have as leverage to get paid….nothing but Good Faith. I am now getting info on my route of recourse as a Contract worker on not being paid. How does one ensure that they do not become part of the abuse of working and needing to negotiate and beg for payment. I need to know if other Facilitators send their conditions first to say 50% up front and the outstanding balance after Assessment. I need advise and also to know if there are other facilitators who are experiencing getting their payment….. I believe that we need to start naming and shaming such companies that abuse the facilitators!!!!!!!!!!!! 

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  • #6585

    Nigel Shipston

    Hi Nkhensani,

    Whatever you do, whether it is 50% up front and 50% on completion, or 100% on completion, always retain something important until the full amount has been paid.  For example, if a report is necessary for the provider to continue the assessment/moderation process, make it clear that this will not be provided until the full amount due is paid.  An alternative in dire circumstances is to report the issue to the relative SETA, in which you could cite the possible lack of financial resources of the provider to offer training and assessment services which is a factor in qualifying for accreditation.  The possibility of an accreditation review always gets their attention.


    Always bear in mind that once they have got what they need, there is no incentive to pay.  By making it clear up front that you will be withholding critical items until full payment is made will reduce the possibility of providers defaulting on payment.

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  • #6584

    Dear Nigel…


    Thank you very much for the response. I did try withholding the documents and that yielded no results…at the end I just gave up. I’ll follow up with SETA and the enquire on your point there.


    Thanking you kindly.

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  • #6583

    Kholofelo Mogane

    Hi Nkhesani

    I saw ur posting and i am so hurt to see how providers exploit facilitators and assessors.

    But we are here for you we are group of Facilitators, Assessors and Moderators based in Gauteng we have formed an organization called FAMsa, if you affiliate with us we can be of assistance to you,   when ever you are contacted by the service provider you tell them to talk to us about salaries then we assist you in getting a decent rate and we make sure you get paid at the end of project or training.

    We call upon all facilitators, assessors and moderators to join us. R150 p/a

    Contact me 0825447131

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  • #6582

    It is sad to hear such stories as i truly believe the Training company needs to take the risk of collecting payment from their client and not pass / share this risk with the facilitator. As a training company, we have failed to collect on a few of our ex clients but always paid our facilitators and yes, I believe the name and shame policy will ensure that Training companies don’t penalise the facilitator who has honoured his duty and such should get paid. Hope you come right and hopefully this is is not the new norm in the industry.

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  • Des Squire

    The Skills shortage we are experiencing is not unique to SA. Have a look at some of the quotes below

    UK had identified a need for 587,000 new skilled workers to meet increased demand. In a recent survey when asked what their top priority was, the majority of respondents said they wanted the government to ensure all young people leave university and school with the skills they need to succeed at work. Two thirds said the government should focus on basic literacy and numeracy, 42% wanted more high quality vocational options for students and 46% said raising overall education standards should be a priority. (Not unlike SA?)

    India’s surging growth over the next few years will be capped by inadequate infrastructure, a severe skills shortage and poor governance, several executives gathered in the country’s capital said this week. “For me, the single answer is good governance, which means better efficiency, less corruption,” said Rahul Bajaj, chairman of Bajaj Auto and a member of the parliament. ( Could also be applied to SA)

    Australia is again experiencing a national skills shortage, with builders, engineers and tradespeople in high demand, a report says. The research paper, launched today by leading recruitment company Clarius, will claim the surplus of skilled workers that formed during the global financial crisis has started to recede at an alarming pace, with 17 of the 20 skilled occupation categories experiencing a sharp drop in labour in the last three months of last year

    An expert report is demanding urgent action to address chronic skills shortages in Europe’s labour market, as unemployment in the euro zone hits 10%. One in three Europeans of working age has few or no formal qualifications, making them 40% less likely to be employed than those with medium-level qualifications, according to figures compiled by an expert group. Nearly a third of Europe’s population aged 25-64 have no, or only low, formal qualifications and only one quarter have high-level qualifications, according to the ‘New Skills for New Jobs’ report. (See we are not so bad in SA and certainly not alone)

    New Zealand’s workforce is growing collectively older, and the country needs to not only to adjust itself to that fact but also to get ready to face skills shortages as the current active population retires, leaving some professions short of enough qualified people to do the work required.

    The Canadian economy is strong. In 2004, eight provinces boasted increased employment rates. Subsequently, in a recent survey of Canadian businesses, 56 per cent reported that they were forced to hire people who weren’t suitable for the job. Another 30 per cent had to forego business opportunities. And it’s only going to get worse. A Conference Board of Canada report noted that by 2025, the country will face a skilled labour force deficit of 1.2 million people.

    Let’s take a closer look at the issue.

    Reasons for the skills shortage are well documented, starting with basic demographics. Fewer people are entering the workforce and a larger percentage are joining the ranks of the unemployed. Many of today’s skilled workers are baby boomers. Over the next decade a large percentage of our current workforce will retire. Currently a great number of our skilled workers are unemployed, have left SA or are in occupations for which they are unsuited – an this due directly to EE and other related legislation.

    For solutions we need to consider both the long term and short term needs of the country.
    In the short term we could, if Government would wake up and abolish EE, make us of skilled individuals, who are in occupations for which they are unsuited together with those who will retire in the near future, to mentor and coach young people, graduates, and those undergoing learnerships and technical qualifications as part of their practical and workplace based experience.

    We need to encourage more young people and in particular women to enter skilled trades and technical programs. This requires an extremely vibrant and exciting marketing programme for FET colleges and Universities of Technology. How many parents know that the trades and technology fields are not only lucrative, but can lead to careers in senior management, as a contractors, entrepreneur or even inventors?

    Many of our matriculants are female, few are attracted to careers in the trades. Women need to know that these careers are not about physical labour – they’re about advanced technology.

    Matric completion rates and pass rates must be increased and more students need to be encouraged to study math, science and technology. The challenge is for business and industry to support training at post – matric institutions, because it is the right thing to do, to do it now because it is the right time, and to do it for the right reasons. By working with our partners in business, industry, government and organised labour, we’re creating short and long-term solutions to the skills shortage.

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