1 / 57

WELCOME TO THE MICT SETA STAKEHOLDER ROADSHOW 6 February 2014

WELCOME TO THE MICT SETA STAKEHOLDER ROADSHOW 6 February 2014. NSDS Target. Target. AGENDA. NSDS Target. Target. AGENDA. Oupa Mopaki Chief Executive Officer. NSDS Target. Target. REVISED FUNDING MODEL: GAZETTE NOTICE NO 35940.

phuoc
Download Presentation

WELCOME TO THE MICT SETA STAKEHOLDER ROADSHOW 6 February 2014

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. WELCOME TO THE MICT SETA STAKEHOLDER ROADSHOW 6 February 2014

  2. NSDS Target Target AGENDA

  3. NSDS Target Target AGENDA

  4. Oupa Mopaki Chief Executive Officer

  5. NSDS Target Target REVISED FUNDING MODEL: GAZETTE NOTICE NO 35940

  6. The ICT Sector Skills Development commitmentsICT Sector Code, gazette no. 35423, 6 June 2012.

  7. THE ICT SECTOR CODE SKILLS DEVELOPMENT COMMITMENTS • Introduction and Background • Skills Development Scorecard • Sector Skills Development Commitments • Principles for Measuring Skills Development • Status of the Codes • Definition of ICT SECTOR • Signatories to the Codes

  8. Introduction and background • To claim contributions towards skills development a company must; • comply with the Skills Development Act • be registered with MICT SETA as an employer • have developed a Workplace Skills Plan and implemented programmes targeted at Priority Skills in the Sector.

  9. Introduction and background • The purpose of this Gazette is to quantify the Rand value committed by the ICT Sector on the training of black employees. • In 2012, Minister of Trade and Industry, Dr. Rob Davis Gazettedthe ICT Sector Codes of Good Practice (ICT Sector Codes) in terms of section 9(1) of the Broad-Based Black Economic Empowerment Act (B-BBEE Act, Act no. 53 of 2003). • This Gazette comes after a period of nine years (9) since the First Draft ICT Charter was released for public comment as part of the Sector’s commitments to B-BBEE. • The ICT Sector Code is binding to all stakeholders operating in the Sector. • Skills Development is one of the seven (7) elements of B-BBEE to promote skills development in the Sector.

  10. OVERVIEW Oupa Mopaki Chief Executive Officer 8 100 x R 35k = R 284m (284m/540m) x 1% = 0,53% of Leviable Amount 162 000 x 5% = 8 100 Black Employees

  11. SECTOR SKILLS DEVELOPMENT COMMITMENTS Skills Development Principle • The Skills Development Code defines the Sector’s financial commitment towards skills development spend on black employees, agreed targets and how skills development is calculated and measured. training OF black employees • Black employees are defined as Africans, Indians and Coloureds who are South African by birth or naturalised before 1996.

  12. SECTOR SKILLS DEVELOPMENT COMMITMENTS • The Sector committed to spending at least 3% of the total leviable amount on training black employees every year. This translates to R1.6b. • The Sector also committed to spending another 0.3% on disabled black employees. This translates to R162m. • The R1.6b and the R162m, between April 2014-March 2015,are based on the MICT SETA’s total 1% Skills Development Levy income for period 2012/13 which amounts to R540m.

  13. SECTOR SKILLS DEVELOPMENT COMMITMENTS • The Sector committed to have the number black employees participating in Learnerships or Category B, C and D Programmes as 5% of total employees. This translates to 8 100 black employees based on the total of 162 000 employees in the MICT sector. • In order to determine the percentage of Leviable Amount relating to the training of 8 100 black employees, an average training cost of R 35k per employee per year is envisaged. The total training cost of R 284m is assumed to include the employees’ salaries and training providers’ fees whilst they are undergoing training. The percentage of Leviable Amount then translates to 0.53% of the 1% of payroll. • The total ring-fence should then be R 1.6b + R 160m + R 284m = R 2b

  14. STATUS OF THE CODES ON STATE OWNED ENTITIES • In terms of the BEE BILL, state owned entities must take into account and apply any relevant code of good practice in terms of the Amended Act in – determining criteria for awarding of incentives, grants and investments schemes in support of broad-based black economic empowerment. • The BEE BILL was submitted to the President in November 2013 to sign into law.

  15. DEFINITION OF ICT SECTOR The “Information & Communications Technologies Sector” shall mean the sector in which employers and employees are associated for the carrying on of any one or more of the following activities: Marketing, manufacturing, assembling, servicing, installing, maintaining and/or repairing systems, software, equipment, machines, devices and apparatus, whether utilising manual, photographic, optical mechanical, electrical, electrostatic or electronic principles or any combination of such principles, that are primarily intended for the recording and/or processing and/or monitoring and/or transmission of voice and /or data and/or image and/or text or any combination thereof for use in any one or more of the following activities: • accounting, calculating, data processing, data transmission, duplicating, text processing, document reproduction, document transmission, record keeping and record retrieval, broadcasting or transmission for entertainment or information purposes of voice and/or image and/or text or any combination thereof and/or; the provision of services relating to the above.

  16. SIGNATORIES TO THE ICT SECTOR CODE Black IT Forum (BITF); Communications Cabling Association of South Africa (CCASA); Computer Society of South Africa(CSSA); Electronic Industry Federation (EIF); Independent Communications Authority (ICASA); Information Industry South Africa (IISA); Internet Service Providers Association (ISPA); Information Technology Association ( ITA); ISETT SETA; MAPPP SETA; National Association of Broadcasters (NAB); National Community Radio Forum ( NCRF); National Independent Telecommunications Organisations of S.A (NITOSA); NEDLAC- Community; NEDLAC – Labour; South African Communications Forum (SACF); South African Contact Centre Community (SACCCOM); South African SMME Forum (SMME Forum); South African VANS Associations (SAVA); Business Unity SA (BUSA).

  17. Sekgana Makhoba Senior Manager: Sector Skills Planning

  18. CONTENTS • Performance to date • Divisional Plan • Mandatory Grants processes • Challenges and opportunities

  19. NSDS Target Target SECTOR PROFILE

  20. NSDS Target Target NUMBER OF EMPLOYERS PER SUB-SECTOR

  21. Target TOTAL NUMBER OF EMPLOYERS vs. LEVY-PAYING AND PARTICIPATING EMPLOYERS

  22. NSDS Target Target MONITORING AND EVALUATION Total: 107

  23. NSDS Target Target SSP DIVISIONAL PLAN • SMEs and SDFs Skills Development Workshops and Fora • Introduction of a new SETA Management System (SMS) and support • Compliance with SDA & SDLA requirements • ATRs and WSPs submissions (February - April) • Mandatory Grants allocations • Equity • Training Committees • Research and development of a credible SSP • Development of Career Guide and meaningful Career Guidance • Monitoring and Evaluation

  24. MANDATORY GRANTS PROCESS Annual Training Reports (ATRs) and Workplace Skills Plans (WSPs) submissions (Feb-April) Payment of skills development levies by employers to SARS (Monthly) ATRs and WSPs evaluation and approvals (March-June) Receipt of levy reports from DHET and uploading on the SETA Management System (SMS) Mandatory Grants payment report from the SMS for verification and approval purposes Mandatory Grants payments (quarterly basis)

  25. NSDS Target Target CHALLENGES • Accounting for mandatory grants expenditure • Critical and scarce skills • Training Committees • Employers and I/SDF communication gaps • Employer records and information management

  26. NSDS Target Target OPPORTUNITIES • Learning Organisations • Meaningful stakeholder participation resulting in improved relations • Effective and more accurate workplace planning and reporting (WSP/ATR) • Credible and reliable SSP • Relevant and credible MICT SETA

  27. Jabu Sibeko Senior Manager: Learning Programmes

  28. CONTENTS • Performance to date • Learning Programmes Plan • Discretionary Grants (DG) application process • Challenges and opportunities

  29. PERFORMANCE TO DATE

  30. LEARNING PROGRAMMES PLAN • Engage MICT stakeholders through focused group meetings/workshops • Establish effective collaborative partnerships with Universities and public FET Colleges • Align completion of learning programmes with graduations/issuing of Certificates • Market public FET graduates to MICT employers • Advance planning of graduations in partnership with the MICT SETA

  31. LEARNING PROGRAMMES PLAN

  32. DISCRETIONARY GRANTS APPLICATION PROCESS Receipt of Letter of Intent (LoI) Day 1 Confirmation of accreditation status of the training provider by ETQA (L/ships & Skills Programmes)Day 2 Desktop verification of Levy Contribution by SSP Day 1 Approval to conduct site vetting by Snr Manager – LPD Day 3

  33. DISCRETIONARY GRANTS APPLICATION PROCESS Site Vetting of Employer by LPD Advisor. Day 4 - 7 DG Committee evaluates the application, allocates budget and recommends to the CEO for approval Day 8 Verification of Service Level Agreement (SLA) details Day 9 - 13 Drafting and signing of the SLA Day 13 - 15

  34. DISCRETIONARY GRANT PAYMENT PROCESS FLOW 1st Disbursement: Submission of roll-out plan; Agreements; Uploading of learners on the database. 3rd Disbursement: Submission of progress report; Uploading of assessments; Site visit report. 2nd Disbursement: Submission of progress report; Uploading of assessments; Site visit report. 4th Disbursement: Submission of progress report; Uploading of assessments; Site visit report. 5th Disbursement: Submission of Moderation Report; Verification site visit by ETQA. Issuing of Certificates by ETQA (L/ships) Issuing of Statement of Results (Skills Programmes) Verification of Placement by LPD

  35. SARS Tax Rebates • Employers can apply for Tax rebates to SARS for hosting learners on Learnerships • SARS Tax rebates for Learnerships • 18.1 learners up to R 50 000(R 25 000 commencement and completion allowances) • 18.2 learners up to R 60 000(R 30 000 commencement and completion allowances) • Disabled learners up to R 100 000(R 50 000 commencement and completion allowances) • Form IT 180 as per Section 12H of the Income Tax Act • www.sars.gov.za

  36. CHALLENGES • Budgetary constraints • Few MICT companies in rural areas • Companies paying levies but not participating (WSP submissions) • Placement/jobs • Participating companies not submitting claims and reports • Equity: 85% Black, 15% White, 54 women, 4% disability

  37. OPPORTUNITIES • Increased number of participating companies resulting in more learners being trained and employed • Partnerships (NSDS III) between FET colleges, universities and employers for integrated learning • Partnerships with Provincial and Local Municipalities to implement programmes in rural/township areas

  38. Charlton Philiso Senior Manager: ETQA

  39. CONTENTS • Performance to date • QCTO – qualifications review • Challenges • Opportunities

  40. ACCREDITED PROVIDERS AS AT JANUARY 2014 Total for the year: 335 Total since 2001: 2,267

  41. PERFORMANCE TO DATEASSESSORS

  42. PERFORMANCE TO DATEMODERATORS

  43. PERFORMANCE TO DATECERTIFICATES PRINTED

  44. PERFORMANCE AGAINST SCARCE AND CRITICAL SKILLS LIST

  45. Scarce Skills (Electronic Media and Film Subsector)

  46. Scarce Skills (IT and Electronics)

  47. Scarce Skills (Telecommunications)

  48. Scarce Skills (Advertising)

  49. QUALIFICATIONS REVIEW • Expiry in 2015 • New qualifications • Mapping to occupations

  50. CHALLENGES AND OPPORTUNITIES

More Related