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FIRST HAND EXPERIENCES IN RUNNING A LEARNERSHIP

FIRST HAND EXPERIENCES IN RUNNING A LEARNERSHIP. By: Susan van Heerden & Riekie Delport. INTRODUCTION. Education is the great engine of personal development

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FIRST HAND EXPERIENCES IN RUNNING A LEARNERSHIP

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  1. FIRST HAND EXPERIENCES IN RUNNING A LEARNERSHIP By: Susan van Heerden & Riekie Delport

  2. INTRODUCTION

  3. Education is the great engine of personal development It is through education that the daughter of a peasant can become a doctor; that the son of a mineworker can become the president of a great nation. It is what we make out of what we have, not what we are given, that separates one person from another. Nelson Mandela – Former President of South Africa

  4. WATER – THE ESSENCE OF LIFE SA blessed in many ways, but alas not with water, Without water, no life could survive on our planet.

  5. WATER – THE ESSENCE OF LIFE We are running short of water because of: Climate Many more people needing more water Pollution Waste Control

  6. WATER, OUR MISSION, OUR PASSION Essence of life

  7. BACKGROUND OF SILULUMANZI • Nelspruit City Council decided to involve a private sector service provider in 1997 • Nelspruit Concession Agreement signed on 21 April 1999 • Commenced 01 November 1999 • Nelspruit City Council became Mbombela Local Municipality in 2001

  8. Legislation • Opportunity for classification and re-registration of plants & operators • Recoginised growing demand to comply to Schedule IV of the Water Act • Train Operators to become process controllers • Concession Agreement vs Council monitoring

  9. THE WATER ACT VS TRAININGAT SILULUMANZI • MLM mandate to Silulumanzi • To ensure equipped, competent staff who are responsible to maintain water and sewage plants as per legislation and SANS standards

  10. HOW DID WE START THE PROCESS (1) Mandate by MLM • Complete plant and operator’s re- registration and classification as per legislation • Sourced for a professional experienced person to lead and transform process • A task bigger than realised • Time consuming – dead ends everywhere

  11. HOW DID WE START THE PROCESS (2) FINALLY Susan van Heerden - Neochem Water Treatment Specialists • Lengthy process started to gather information • Final data submitted to DWAF • Classifications and registration certificates received

  12. RESULTS • Lack of the necessary skilled operating staff • Qualifications insufficient

  13. CHANGE • Plant Supervisors to Process Supervisors • Plant Operators to Process Controllers

  14. SCHEDULE IV MINIMUM CLASS OF PROCESS CONROLLER REQUIRED PER SHIFT, AND SUPERVISION, OPERATIONS AND MAINTENANCE SUPPORT SERVICES REQUIREMENT AT A WATERWORK

  15. SCHEDULE IV NOTES FOR SCHEDULES IV • *does not have to be at the works at all times but must be available at all times. • If the owner of a waterwork has no person of this class employed at that work, a • Contractor / consultant with the required qualifications as prescribed in Schedule III in • Respect of that particular class of persons, shall be appointed to visit the work weekly.

  16. REPORT BACK TO MANAGEMENT • Upgrade plant personnel to correct levels as per legislation • Negotiations with employees / Unions • Collecting information to implement the correct NQF Water & Sewage training

  17. DECISIONS!!! • Experience – previous Learnerships • Cost analysis • Funding • Provision of study material researched • Equipment

  18. MANAGEMENT APPROVED! • Cost implications!!!! • Learnership • ESETA contacted who directed us accordingly

  19. ADMINISTRATION • Declaration of Intent completed & submitted – ESETA • Approved • Contracts signed with all parties involved

  20. RESULTS LEARNERSHIP STARTED CERTIFICATE FOR WATER & SEWAGE PURIFICATION AND PROCESS OPERATIONS NQF 2 • 30 Water purification learners • 21 Sewage purification learners

  21. REALITY STRUCK • 2 headless chickens with a mission and vision - upsetting the carts of the organisation • no one could interfere with our excitement • Management awesomely overwhelmed • Supervisors grumpy – no more comfort • Structures disrupted

  22. REALITY • ………excitement not shared by all in company • …….serious woman persuasion – behind every “successful man”???? • …….. a determined woman!!! • …….. bend in all directions

  23. OUR GOAL • STAY COOL • AT THE END OF THE TUNNEL A LIGHT SHONE • EQUAL OPPORTUNITIES TO EVERYONE • BUILD TRUST

  24. People from all groups came together

  25. PROBLEMS EXPERIENCED • Time tables • Supervisors • Management • Man-hours vs training hours

  26. PERSONAL EXPERIENCES • Bravado goodbye - downhearted • Self-confidence down the drain • Fear = can we meet deadlines and expectations?????

  27. RE-EVALUATION • Blinking star dimmed – but did not disappear Decision • Although crippled by this – the will to excel pulled us through Cool! Cool! Cool!

  28. HOW?MEETING EXPECTATIONS • Responsibility towards ESETA • The Water Academy • Learners • Management • Financial implications

  29. THE SUCCESS STORY (1) • Placement of different levels • Growth • Group work • Trust • Motivation

  30. THE SUCCESS STORY (2) Coaching & mentoring !!!!!!! Important to reach our goal – to ensure that other who want to do Learnership have this in place

  31. THE SUCCESS STORY (3) • Learner eagerness to attend • Completion of Portfolio of Evidence • Peer competition • Posters • Experiments • Group work

  32. THE SUCCESS STORY (4) • Tests • Practical • Learner’s demands • Pride • Recognition • Logistics

  33. THE SUCCESS STORY (5) • Buy-in • Will-power to achieve and excel • Self-confidence • Comfort-zone

  34. THESUCCESS STORY (6) • Supervisors involvement • Sharing • Recognizing personal shortcomings • Initiative to change • Job growth

  35. THE SUCCESS STORY (7) • Relationship with facilitator • Letters from learners • Fun and laughter • Sharing grief

  36. Personal gain • Hair loss – but rewarding results • Vocabulary ?.!@f?@@@...&& • Personal growth • Totally drained – but expectations fulfilled

  37. ANOTHER ONE ???? YES! YES! YES!

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