Critical & Scarce Skills List (CSS)

1. Critical & Scarce Skills List (CSS) Organising Framework for Occupations (OFO)

2. Definitions • ‘Scarce’ skills = • an absolute or relative demand (current or future); • measured in terms of occupation or qualification. • Related to industry • ‘Critical’ skills = • particular capabilities needed within an occupation, • Related to the workplace (individuals in the workplace)

3. Definitions • The Department of Higher Education and Training differentiation (between absolute and relative scarcity of skills), ie: • Absolute scarcity = suitably skilled persons not available in the labour market. • Examples where absolute scarcities may arise include: • A new or emerging occupation, • Firms / Government / national economy are unable to implement planned growth strategies. • Replacement demand reflect an absolute scarcity

4. Definitions • Relative scarcity = suitably skilled people are available in the labour market but do not meet other employment criteria, ie: • High-level work experience, e.g. project management of large manufacturing sites etc.; • Geographical location, eg. people unwilling to work outside of urban areas. • Equity considerations, eg. Few/if any candidates with the requisite skills from specific groups available to meet the skills requirements of firms and enterprises (DoL, 2006c).

5. Information on Scarce & Critical Skills • According to the Human Resources Development Strategy for South Africa (HRD-SA) we require : • Regularly updated industry scarce skills studies • Adequate responses from and to the demand for priority skills in the workplace -

6. Purpose of the SCS List • Assists SETAs to report on industry occupational data regarding skills needs and their level of scarcity • Informs the National Master Scarce and Critical Skills List • Provides for course development and career guidance for DHET and Public education and training institutions • Provides a basis for establishing the Work Permit Quota List and for employer-sponsored applications for work permits for the Dept of Home Affairs • Provides a platform for targeted interventions and the development of monitoring and evaluation mechanisms aimed at redressing particular industry scarcitiesfor the national government and national initiatives

7. An Example of the National Scarce and Critical Skills List

8. The Importance of Scarce and Critical Skills List • The Scarce Skills List : • Will assist us with addressing the imperatives of all key stakeholders and economic sectors • Ensure alignment to the Human Resources Development Strategy for South Africa • Inform SETA funding and training facilitation according to industry needs

9. The Process of Developing the Critical and Scarce Skills List • The SETA develops quantitative research tools • to draw occupation specific data from the employers & communicate such to stakeholders, incl. government. • The SETA develops tools to assist the workplace to align occupations to the Organising Framework for Occupations. • Utilising the OFO Framework and related tools will assist the different economic sectors in the FP&M to identify and forecast skills shortages at a sufficiently detailed and meaningful level for a variety of strategies to be designed to address any skills scarcity. • SETA identify scarcity, adding targeted numbers to address industry needs through a process of research and stakeholder consultation.

10. The Process (continued) • The SETA utilises researched information from government departments to fine tune strategic and implementation plans. • SETA draws information into Sector Skills Plans • in consultation with all stakeholders, including adapting the WSP/ATR templates.

11. Benefits of using the Organising Framework for Occupations (OFO) Is used to collect and report skills demand and supply: The OFO is updated annually. The information feeds into the development of the National Guide on occupational/employment trends. SETAs have the opportunity to develop strategies jointly across sub-sectors and with other economic sectors facing similar skills shortages (scarce and/or critical).

12. Job titles are consistent and specific to the output of a position. The profiles developed are used to inform position profiles and job descriptions. The occupations specifications inform performance assessment processes as a benchmark. Labour market consistency when advertising vacancies, ie. OFO codes linked to specific skill sets. Ease of generating legislated reports. Future link to Occupational Qualifications. Benefits for the Industry

13. Benefits of Linkage to Occupational Qualifications Occupational tasks form the starting point for occupational qualification development and assessment. Competence or workplace output is linked to specific tasks, for which curriculum components and unit standards can be developed. Career path models that have been developed by the Quality Council For Trades and Occupations could be used to inform career management of occupational groupings in the workplace.

14. Challenges A large proportion of scarce-skills areas are SETA-related. Currently there is : No real linkage to the academic processes Results in mismatch that has implications for the economic development of the country

15. THANK YOU: Any Questions? Contact Details Gauteng Tuscany Office Park, Building 2, 6 Coombe Place, Rivonia, 2128 PO Box 199, Rivonia, 2128, Phone: 011-234 2311 Fax: 011-234 2350 Kwazulu-Natal 3rd Floor, Umdoni Centre, 28 Crompton Street, Pinetown, 3610 PO Box 935, Pinetown, 3600 Phone: 031-702 4482 Fax: 031-702 4113 Western Cape 301 Premier Building, 451 Main Road, Observatory, 7925 PO Box 351, Woodstock, 7915 Phone: 021-447 3373 Fax: 021-447 3365 Website: www.fpmseta.org.zaEmail: info@fpmseta.org.za