10th Mar 2019 at 4:44 pm #69899
From 1 April 2019, there will be a new agreement to be completed for all forms of work-based programmes.
The definition of programmes is now widened to include much more than learnership, apprenticeship, and skills programme. There will now also be: candidacy and internship – details of forms of these two types are included, to take account of students and graduates.
A key focus remains scarce and critical skills – and according to the previous posting – see the National Skills Development Plan (NSDP) – occupations and qualifications related to hard to fill vacancies will be important.
A point for training providers/skills development providers, confirms again that all applications for legacy qualification accredition must be done through the QCTO.
There are procedures for disputes – depending upon type – to the CCMA, or to the SETA, and if unresolved at the SETA – to the QCTO.
The Learnership Regulations, 2007 published in Government Notice R 519 in Government Gazette No. 30010 dated 29 June 2007 are repealed.
Please read attached regulations, which include the agreement, and forms.
- This topic was modified 1 week, 1 day ago by sylvia hammond.
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10th Mar 2019 at 6:55 pm #69905
Alcon Dube APRParticipant
11th Mar 2019 at 12:32 am #69909
11th Mar 2019 at 8:37 am #69911
11th Mar 2019 at 2:14 pm #69916
14th Mar 2019 at 9:57 am #69949
I am experiencing difficulty interpreting this document and I hope someone can clarify this for me. Below I have a few questions
1. If I have permanently employed staff and I enroll them on a Skills programme which the company will fund, should this documentation be completed and why?
2. If the answer to the above question is yes, and the SETA does not register the learner due to any number of reasons, should the learner be removed from the programme as per point 6.4 in the document, or is this only applicable to learners who were employed for just the period of the training?I can not think that this applies to permanently appointed staff as a SETA can not advise what a company should train if the programme is funded by the company.
3. Would one have to keep logbooks for the workplace component for this agreement as it is actually not a requirement for Skills programmes?
4. Will their be tax benefits in terms of the salary paid to the person while being employed for the duration of the training?
I might have the cat by the tail with my interpretation and assumptions.
14th Mar 2019 at 1:26 pm #69954
14th Mar 2019 at 9:27 pm #69959
Louis thank you for your posting – at a Foodbev workshop that I attended they said that they need the documentation even if the company is paying. I am still not entirely sure why – other than for statistical purposes.
At Services workshop I do not recall whether it was raised – mayb someone else could respond.
15th Mar 2019 at 9:56 am #69965
15th Mar 2019 at 3:23 pm #69971
I have just remembered about the latest document from dti, where the SETAs need to report on training to dti. I interpreted it as dti needing to verify against what is being submitted for B-BBEE purposes.
Also there is the question from EE point of who is being trained.
DHET = training and education – PSET
DoL = EE empowering within workplace via training and education previously disadvantaged persons
dti = B-BBEE – empowerment within the economy ito ownership and control.
Lots of dots – I am not sure that I/we can always join them up.
15th Mar 2019 at 7:55 pm #69972
Lettie S MabenaParticipant
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