SETA Forum: SP Managers

1. SETA Forum: SP Managers

2. That OFO - Outline • Why have an Organising Framework of Occupations • Where has this OFO come from • What is the OFO • How does this OFO work • How do we use this OFO Department of Labour supported by GTZ

3. Why have an OFO • Principal tool for having a common language for collecting and analysing labour market information • Defining needs and aligning strategies requires a common language to speak about and define occupations • Occupations can provide a link between SAQA learning fields and economic sectors responsible for identifying and addressing needs • ILO’s International Standard Classification of Occupations • South Africa adopted ISCO used by StatsSA for all national reporting, Labour force and household surveys • 2000 – 2005 Employers, SETAs and DoL using SASCO for • WSPs and SSPs • Employment Equity reporting Department of Labour supported by GTZ

4. Where has this OFO come from? • By 2003 clear that SASCO does not provide • Detail SETAs require for good skills analysis, development planning and labour market interventions • Major groups and occupation titles no longer consistent with labour market • DoL initiates process to refine and coordinate collection of information on scarce and critical skills • International review reveals • Australian Bureau of Statistics (ABS) and Statistics New Zealand initiate stakeholder-driven process with wide consultation – March 2001 • Outcome: Updated classification system, the Australian and New Zealand Standard Classification of Occupations (ANZSCO) – finalised June 2006 • From February 2005, South Africa leveraging off ANSCO • Refined over 3 consecutive years of SETA data collection processes and one cycle of HSRC verification process • Core tool for identification of scarce and critical skills • Core tool underpinning organising principles for proposed QCTO Department of Labour supported by GTZ

5. What is the OFO? System • A skills based, coded classification system • Captures all jobs in the form of occupations • Groups occupations based on similarity of - • skill specialisation and • skill level into successively broader categories or hierarchical levels that can be used for varying statistical and analysis purposes Department of Labour supported by GTZ

6. What is the OFO? Concepts • Occupation • Set of jobs that require the performance of similar or identical sets of tasks across a range of contexts • Skill Specialisation - defined in terms of • Range and complexity of the tasks • Field of knowledge required • Tools or equipment used • Materials worked on or information worked with • Goods or services provided • Skill level - determined by • Level or amount of formal education and training • Amount of previous experience in a related occupation • Amount of on-the-job training required to competently perform the set of tasks required for that occupation Department of Labour supported by GTZ

7. What is the OFO: Structure • Major groups (1) 8 • Sub-Major (2) 43 • Minor (3) 100 • Unit Groups (4) 374 • Occupations (6) 1233 • Alternative titles & Specialisations Numerous • Skills Levels 5 • NOT a grading system Department of Labour supported by GTZ

8. Major Group 1 Digit Technicians and Trades Workers Sub-major Group 2 Digits Automotive and Engineering Technicians and Trades Workers Minor Group 3 Digits Unit Group 323204 323201 32 3 323 3232 4 Digits Metal Fitters and Machinists Occupation Aircraft Machinist Automotive Machinist Metal Machine Setter Metal Turner Milling Machinist Radial Driller Computer Numeric Control Setter Diesel Mechanic Fitter-Machinist Fitter-Mechanic Plant Mechanic Maintenance Fitter 6 Digits Fitter (General) Metal Machinist (First Class) Mechanical Engineering Trades Workers Department of Labour supported by GTZ

9. How does this OFO work? • Bottom up • Identify occupational titles • Cluster by similarity of tasks, activities and levels • Identify similarities = alternative titles differences = specialisation • Descriptors: Previously employers developed matrices of job titles to match to SASCO Descriptors provide means to ensure occupational titles being used uniformly across employers and sectors Suggestion: Number of SETAs running through whole OFO with appropriate structures to “clean” up for their sector – customise OFO and make easier to use Department of Labour supported by GTZ

10. Collecting occupational titles Chief Financial Officer Finance Director Technical Training Manager Education Training and Skills Development Manager Human Resources Development Manager Labour Relations Manager Budgeting Manager Human Resources Development Manager Organisational Development Manager Chief Accountant Employee Relations Manager Organisational Performance Manager Department of Labour supported by GTZ

11. Grouping by Descriptors: Occupation level 132201 • AccountSystems Manager, • Budgeting Manager, • Chief Accountant, • Chief Financial Officer (CFO), • Finance Director, • Financial Administrator, • Financial Controller, • Foreign Exchange Manager, • Internal Revenue Controller, • Revenue Assessment Manager, • Revenue Fraud & Prosecutions Manager Finance manager Plans, organises, directs, controls and coordinates the financial and accounting activities within an organisation Department of Labour supported by GTZ

12. Grouping by Descriptors: Tasks or Skills • Advising on investment strategies, sources of funds and the distribution of earnings • Assessing capital finance proposals and the financial status of operational projects • Coordinating the development, implementation and monitoring of accounting systems • Delivering long range profit forecasts, budgeting & financial reporting • Determining, implementing, monitoring, reviewing and evaluating budgetary and accounting strategies, policies and plans in consultation with other managers • Directing the preparation of financial reports summarising & forecasting the organisation's financial position such as income statements, balance sheets and analyses of future earnings and income • Ensuring compliance with financial legislation and standards • Providing financial information and interpreting the implications for business performance and funding needs Department of Labour supported by GTZ

13. Grouping by Descriptors: Minor group 132 Business Administration Manager Plans, organises, directs, controls and coordinates the corporate, financial, personnel, policy and planning activities and guidelines within an organisation 1321 Corporate (Administration & Business) Services Managers 1322 Finance Managers 1323 Human Resources Managers 1324 Policy and Planning Managers 1325 Research and Development Managers Department of Labour supported by GTZ

14. Grouping by Descriptors: Sub-Major 13 Specialist Managers Plan, organise, direct, control and coordinate special functions within organisations such as advertising and sales, financial, personnel, production and distribution, education, health and welfare, or ICT 131 Advertising, Marketing and Sales Managers 132 Business Administration Managers 133 Construction, Distribution and Production / Operations Managers Education, Health and Welfare Services Managers 134 135 Information and Communication Technology Managers 136 Small Business, Office, Programme and Project Managers Department of Labour supported by GTZ

15. Skills Levels Department of Labour supported by GTZ