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The Role of PSETA PSTF Conference 2011 Bloemfontein

The Role of PSETA PSTF Conference 2011 Bloemfontein. 27 September 2011 Shamira Huluman: PSETA CEO. Outline of Presentation. Background Legal mandate of PSETA Scope PSETA Repositioned Results of Administration Capacity and Organogram Strategic Plan, Strategic Objectives and Initiatives

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The Role of PSETA PSTF Conference 2011 Bloemfontein

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  1. The Role of PSETAPSTF Conference 2011Bloemfontein 27 September 2011 Shamira Huluman: PSETA CEO

  2. Outline of Presentation Background Legal mandate of PSETA Scope PSETA Repositioned Results of Administration Capacity and Organogram Strategic Plan, Strategic Objectives and Initiatives Sector and provider challenges 2

  3. Background • March 2010: Decision taken to ensure PSETA operational independence (Responsibility for own admin) PSETA to function fully in terms of the SDA MOA signed between the PSETA and DPSA • August 2010: PSETA Board appointed CEO and CFO • Sept 2010: Minister: HET placed PSETA under Administration Ministers: HET, PSA and Finance created Inter-Ministerial Committee to address questions of the viability of and an operational model for the PSETA • Nov 2010: Minister: HET re-established PSETA for a year

  4. Background…. • Skills development strategy move to DHET has brought a new impetus to the National Skills Development Strategy • NSDS III has brought in imperatives that require fresh driving mechanisms from all stakeholders. • Industrial training, now driven by the New Growth Path through the National Skills Accord (signed in July 2011), entails the following: • 30 000 artisan learners to enter training in this financial year • 5 000 internships provided opportunities for work experience in this financial year and the two subsequent years • SSP to support growth and jobs in the sector • HET expected to lead skills planning research

  5. Background…..NSDS III 1. Establishing a credible institutional mechanism for skills planning. 2. Increasing access to occupationally-directed programmes. 3. Promoting growth of a public FET college system that is responsive to sector, local, regional and national skills needs and priorities. 4. Addressing low levels of language and numeracy skills to provide access to additional training. 5. Encouraging better use of workplace-based skills development. 6. Support for small enterprises, non-profit organisations, co-operatives and worker-led training initiatives. 7. Increasing public sector capacity for improved service delivery and supporting the building of a developmental state. 8. Building career and vocational guidance. 9. Encouraging and supporting worker-led, NGO- and community training initiatives.

  6. Legal Mandate of PSETA • The PSETA was established in terms of Section(10) of the Skills Development Act 97 of 1998. • The main functions of a SETA include the following: • to equip South Africans with skills to succeed in the global market; • to offer opportunities to individuals and communities for self-advancement; • to implement the NSDS by: • Develop the Sector Skills Plan and the Career Guide • Implement the Sector Skills Plan • Promote occupation-based learning programmes • Register Agreements for learning programmes • Perform quality assurance functions delegated to it by the QCTO. • Liaise with provincial offices, Labour Centres and relevant education bodies to improve information about placement opportunities, and skills development providers and the labour market.

  7. Scope – ‘Business of Government” • Transversal government occupations including: • Planning, incl. MTEF and MTSF Processes • Lawmaking; Policy Making, incl. Green Paper and White Paper Processes • Budgeting; Supply Chain Management; The PFMA; Auditing; Taxation; Business Registration • Intergovernmental Relations; Ministerial Services • Reporting, incl. Submissions, Cabinet Memos, Portfolio Committee Processes; Speechwriting • Social Dialogue; Social Cohesion; Public Participation; Human Rights • Electoral Processes; Home Affairs Services • Public Service and Administration; Batho Pele • International Relations and Cooperation, incl. Diplomacy • Labour Matters; SETA Services • Economic Development; Trade and Industry; Investment Promotion • Government Trades

  8. PSETA Re-positioned • Gained complete independence from DPSA as of 1 April 2011 • Structural Capacity • Board Approved Policies, Procedures and Systems • Funding model & NSF • Set up innovative projects • Training co-operatives • Empower unemployed youth through: • Participating in pilot training interventions related to the Integrate Youth Rural Strategy (Learnerships/internships) • North West unemployed youth project (Learnerships/internships) • Capacitate FETs to provide trades and learnerships • Partner with HET on innovative research

  9. Results of Administration • Governance: • Constitution finalised through consultation with stakeholders – signed by MPSA, NEHAWU, PSA and POPCRU • Board appointed by MHET – Independent Chairperson, 6 employer reps appointed by MPSA, 6 labour reps, 2 Ministerial appointees – gazetted 18 April 2011 – senior reps from stakeholders • Audit Committee – 2 independent members, 2 board reps • Board Committees established and first meetings held • Policies approved by Administrator: Finance and Procurement policies, HR Policies, Delegations of Authority Framework, Management Structures and Reporting Policy, Organogram • Internal Auditors appointed for 12 months

  10. Capacity • HR – moved from 25 to 44 staff in new FY • New Executive management including COO/ CSE • New Projects Office • Administration Treasury Allocation of R21 million • NSF Funding of R 42 million • Grant Disbursement Account – levies – expansion of scope • IMTT process to be finalised end September – Cabinet Memo on short term funding model

  11. Organogram

  12. PSETA Strategic Plan • PSETA Strategic Plan informed by: • Outcome 5: “A skilled and capable workforce to support an inclusive growth path” • Outcome 12: “An efficient , effective and development oriented public service and an empowered , fair and inclusive citizenry” • HSRDSA • NSDS III – launched by MHET on 19 January 2011 • National Skills Accord signed in July 2011 • Sector Skills Plan • WSPs and ATRs • Labour Market Analysis • Sound research methodology – forecasting, supply/demand models

  13. Strategic Objectives 2011-2016 • Understand the skills needs of the public service sector for improved service delivery • A skilled and capable public service sector workforce • Contribute to the alleviation of poverty and the reduction of unemployment • Support the quality development of public FET colleges • Establish strategic partnerships for research and innovation towards improved service delivery • Establish effective and efficient governance and corporate services and systems to support the business of PSETA • Fund the PSETA to carry out its legislative mandate

  14. Strategic initiatives • QCTO quality partner - co-ordinate quality provision of occupation directed qualifications in the sector • Improve supply side challenges • Encourage improved quality delivery (invigorate accreditation of providers) • Encourage providers to offer full qualifications • Encourage sector providers to work together (develop standardised training material) • Market the range sector of qualifications in all provinces • Stimulate departments to put more effort on trades training and open work sites for experiential training

  15. Strategic Initiatives cont... • Encourage young and unemployed to work in the public service sector (career guidance initiatives) • Capacitate and support stakeholders – report learning intervention appropriately (workshops for SDFs to be rolled in Oct and Nov) • Monitor and verify training interventions based on 1% payroll in a sustained manner • Capacitate workplace mentors • Proposal to use PS workplace for experiential learning – National Skills Accords expects government to take on learners, interns and apprentices

  16. Sector Challenges • Develop WSPs that ensures national strategies are addressed • Utilise between 3% & 5% of payroll • Training initiatives to: • locate more resources to employees at cold face of delivery (front-line offices) • Create opportunities for unemployed • Workplace placement for those on learnerships, internships or apprenticeships

  17. Challenges of current training providers • Not delivering on credit bearing courses – qualification and unit standards • Too many short courses delivered by private providers • Too few accredited providers in provinces and rural areas • NSDSIII promoting public institutions: HEIs and FETs • PALAMA, Provincial academies, DIRCO Academy etc need to transform to QTCO standards of delivering on occupational qualifications • PSETA to facilitate and support providers on registration of occupational qualifications including those based on critical and scarce skills in PS e.g. Project Managers, Financial Management • MoUs with HEIs and FET Colleges – qualification development partners, trade and artisan training providers

  18. Just as the SETA system is integral to meeting the challenge of reducing unemployment to below 15 percent by 2015, so too is the investment in training and skills development a non-negotiable imperative for developing an economically active and skilled workforce in South Africa. Thank you Ngiyabonga

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