“Working together for a skilled tomorrow”
INSETAWORKPLACE SKILLS PLAN
YEAR 7
(1 APRIL 2006 – 31 MARCH 2007) TEMPLATE GUIDELINES
All details provided by the organisation are strictly confidential and will be treated as such by INSETA
DUE DATE: 30 JUNE 2006
YOU ARE ADVISED THAT NO EXTENSIONS MAY BE GRANTED FOR THE SUBMISSION OF THE WSP YEAR 7 REPORTS – PLEASE REFER THE GOVERNMENT GAZETTE REGULATIONS, No. 8278, 18 July 2005
TABLE OF CONTENTS
SECTION / PAGEBEE Status / 3
1. Administrative Details / 5
2. Skills Development Facilitator Details / 6
3. Skills Development Consultation & Planning / 8
4. Annual Strategic Skills Priorities / 9
5. Workplace Skills Plan Profiles / 11
6. Workplace Skills Plan Profiles - Learnerships / 15
7. Provincial Breakdown / 16
8. Age Profile / 16
9. Educational Profile / 17
10. List of Vacancies that are Difficult to Fill / 18
11. Authorisation / 20
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COMPANY’S BEE STATUSTo determine your organisation’s BEE status, you may find this Scorecard as issued by the Department of Trade Industry helpful.
THE BEE SCORE CARD
BEE Elements / Weighting / Indicators / Indicator WeightingOwnership
All the entities in the chain of ownership with over 50% black voting rights are considered to be 100 % black.§ Control of the Enterprise, through the exercise of voting rights at shareholder meetings
§ Economic Interest: The entitlement of black people to dividends, capital gains and other economic rights of shareholders
§ Net Equity Interest: The accumulated net economic interest in the hands of the black shareholders, after the deduction of monies owed by these black shareholders. / 20% / Exercisable Voting Rights by black people / 5%
Economic Interest in the Enterprise to which Black people are entitled / 7%
Ownership Fulfillment / 1%
Net Equity Value / 7%
Bonus Points:
Involvement in the ownership of the Enterprise of:
- Black Women and/or
- Broad-based Ownership Schemes / 3%
Management Control
§ Representation of black people at executive board level§ Representation by black owners
§ Involvement of black people in daily operations and strategic decision-making at the most senior level
§ Black people represented in key financial and overall management positions / 10% / Black representation at Owner-Manager level / 20%
Bonus Points: Black Women representation at Owner-Manager / 2%
Employment Equity
/ 20% / Black representation at Manager - Controller level / 6%Black women representation at Manager - Controller level / 6%
Black employees as a percentage of total employees / 4%
Black women as a percentage of total employees / 4%
Skills Development
/ 20% / Application submitted to the National Skills Fund / 5%Quantifiable skills development spend on black employees in addition to Skills Development Levy as a percentage of the Leviable Amount (including amount spent on learnerships) / 15%
Preferential Procurement
/ 20% / BEE Procurement Spend from Suppliers based on the BEE Procurement Recognition Levels or Deemed MicroEnterprise Recognition Levels as a percentage of Total Measured Procurement Spend / 20%
Enterprise Development
/ 10% / Enterprise development contributions made by the Qualifying Small Enterprise / 20%Residual
/ 10% / Qualifying Residual Contributions, e.g. on social responsibility, made by the Enterprise measured as a percentage of net profit after tax / 20%TOTAL
/ 100%9
1. ADMINISTRATIVE DETAILSTHESE DETAILS ARE AUTOMATICALLY GENERATED ON YOUR ONLINE REPORT. PLEASE ENSURE THAT YOUR COMPANY DETAILS REMAIN UPDATED ON THE “ORGANISATION INFO’ TAB.
ORGANISATION DETAILSWe request that you provide us with the organisation’s:
§ Registered name (and/or “trading as” name if applicable)
§ Contact details
This must reflect the organisation’s registered physical address, including city and province.
§ Appropriate Standard Industrial Classification Code (SIC Code) (see below)
§ SARS Skills Development Levy (SDL) number:
This is your Skills Development Levy number, e.g. (L+ 9 digits)
Ensure that this section is completed in full and that this section remains updated. This is important for INSETA to maintain communication with the organisation.
SIC Code§ SIC is the acronym for Standard Industrial Classification Code.
§ In simpler terms, a SIC Code reflects the main business activity of your organisation. Please select an applicable SIC code from this list and fill it in the space provided. Please select one code only, (as per your company’s SARS SDL101 form), even if you feel that you belong to more than one business activity (the SIC code you select should indicate your MAIN business activity).
SUB-SECTOR (Main Activity) /SIC Code
Short-Term Insurance / 82191Life Insurance / 82110
Pension Funding / 82120
Insurance & Pension Funding / 82100
Risk Management / 81902
Health Care Benefits Administration / 82131
Unit Trusts / 81901
Funeral Insurance / 82192
Reinsurance / 82193
Activities auxiliary to Financial Intermediation (Broking services) / 83000
Payroll
Enter your organisation’s total annual payroll for the end of the previous financial year. This figure would be taken from your Organisation’s IT3 Tax Form that you submit annually to the Receiver of Revenue.
Number of EmployeesThis is defined as total workforce in respect of whom skills development levies have been paid to SARS. Please enter your employment profile as at 1 April 2006, or the latest information you have up to that date.
BANKING DETAILS§ Please ensure that the banking details are correct to ensure that grant payments are not rejected due to incorrect details.
§ A “CANCELLED” Company cheque must be forwarded to INSETA when requested or where details have changed.
§ INSETA transfer all payments into the bank accounts of employers electronically. Banking details of all companies are therefore required.
§ Please note:
Organisations completing a consolidated WSP must complete a separate organisation and banking details form for each subsidiary in the group where banking details differ per SDL number - A “CANCELLED” Company cheque must be forwarded to INSETA indicating the applicable levy number.
2. SKILLS DEVELOPMENT FACILITATOR DETAILSTHESE DETAILS ARE AUTOMATICALLY GENERATED ON YOUR ONLINE REPORT. PLEASE ENSURE THAT YOUR COMPANY DETAILS REMAIN UPDATED ON THE “SKILLS DEVELOPMENT FACILITATOR’ TAB.
Should a Skills Development Facilitator (SDF) leave the organisation, or for any other reason cease to perform this role, the employer should designate another Skills Development Facilitator (SDF). INSETA must be informed and a new SDF Registration Form completed.
Primary or Secondary Skills Development Facilitator (please tick the appropriate box)Primary Skills Development Facilitator / It is recommended that large companies with various business units elect a Primary SDF supported by Secondary SDFs for each business unit. Their details should be included in this section. SDF Registration Forms must be completed for both Primary and Secondary SDFs.
Secondary Skills Development Facilitator
Title / First Name / Initials / Surname
Mr, Mrs, Miss, Prof, Dr, Adv etc. / Self-explanatory / Self-explanatory / Self-explanatory
ID Number / Gender / Population Group / Disabled
Please enter your identity number here. We require this information in order to assign a unique code to each SDF on our Seta Management System (SMS) / · These details are self-explanatory.
· Information requested regarding gender, population group and disability status has been requested from SDFs for statistical purposes only.
· This will ensure that INSETA can keep you up-to-date on all the latest developments within the SETA.
Highest Level of Education / Please enter the highest level of education completed.
E.g. BCOMM
Current Occupation / This information will assist INSETA to compile a profile of SDFs in the Insurance Sector
Experience relevant to Skills Development Facilitator / Duration of total experience in years
Complete the type of function you have completed in your role as an SDF, e.g. trainer, HR specialist, skills audits, unit standard writing, implementation of education and training projects, compiling Workplace Skills Plans, Annual Training Reports, learnership implementation, training provider accreditation, liaison with SETAs etc. / Please be sure to include the duration in years relating to the experience specified. Complete in years the length of time you have been carrying out the various SDF roles and functions.
Contact Details
INSETA relies on the Skills Development Facilitator to ensure that all contact details remain relevant and current. Please ensure that the Skills Development Division is notified when any changes occur.
Consultant acting for employer / SDFs are required to align themselves to an organisation. Please indicate whether you are working as a consultant acting for an employer or not.
Internal SDFs are salaried employees of the organisation for whom the Workplace Skills Plan is being completed. In other words, the management division of that organisation would nominate a suitable person.
External SDFs are not salaried employees of a particular company e.g. consultants.
Will you perform your SDF functions in respect of (Please tick the applicable)
This section deals with the capacity in which the SDF is operating as well the appointment procedure of the SDF.
Single establishment / Single branch of an organisation / Multiple branches of an organisation / Multiple organisations / Group of organisations
SDF working for one entity / Primary/Secondary SDF working for a branch of an entity / Primary SDF for Group of companies / SDF working for different organisations that have no relationship with each other. / A SDF working for a group of organisations that are linked
Appointment Procedure - Please indicate method of appointment to SDF position
Please indicate method of appointment to SDF position (please tick the applicable box). Companies with more than 50 employees must follow a consultative process in the appointment of a Skills Development Facilitator in accordance with the regulations published in the Government Gazette on 7 February 2000.
Appointed by employer / Self-appointed / Nominated by employees / Other
If other, please specify
SDF SUPPORT
Training and development activities that would assist include
This information assists INSETA in planning workshops, Regional Forums etc to build SDF capacity in the Sector
3. SKILLS DEVELOPMENT CONSULTATION AND PLANNING
N/A for companies with less than 50 employees
3.1. What process was followed to develop the Workplace Skills Plan?
3.2. Explain how the Workplace Skills Planning process assists the organization with achieving its goals i.t.o. Employment Equity Planning and/or the Financial Sector Charter (where applicable)
3.3. What initiatives will be undertaken to align Employment Equity with Skills Development
3.4. Briefly comment on the work of the Training Committee in your organisation
3.5. How is the data contained in the WSP validated/quality assured or audited?
Please provide detailed comments in response to each of the above questions. This assists us with providing informed feedback in our Assessment of your report.
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4. ANNUAL STRATEGIC SKILLS PRIORITIESManagement & employees should have jointly determined the organisation’s Skills Development Priorities that will be addressed.
Reflect here the number of training interventions. E.g. If a training intervention was done at 3 different times in the organisation, this will be reflected as 3.
EXAMPLE:
Ranking of skills priority (in order of strategic importance) /Skills priorities
/ Level of planned education and training interventions / SAQA registered?List education and training priorities
E.g. / General / Further / Higher / SAQA ID No. (if SAQA registered)
Up to and including level 1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / Yes / No
1 / Computer skills -
In-house programme / 3 / X
2 / HR Development – Assessor Training / 1 / X / 115753
3 / Communication skills - Presentation skills / 2 / X
4 / Technical skills – Product Training / 2 / X
* We appreciate that the assigning of NQF levels to learning interventions may be in infancy stages at present. However, we also recognise that many organisations have already begun the process of aligning their learning interventions to the registered unit standards. In addition some employers have also had some of their interventions provisionally registered with SAQA. Please indicate if the education and training intervention is indicated with the South African Qualifications Authority (SAQA) and provide the SAQA ID number.
You may select from the following list of skills priorities:
Annual Strategic Skills Priority / Brief description of Education/Training interventions linked to this skills priority / Examples of types of interventionsManagement & Leadership skills / Includes all interventions that relate to the skilling of senior/middle/junior managers in management/leaderships skills / E.g. Management development,
Leadership development,
MBA course, Supervisor training.
Computer skills / Interventions that aim to introduce/improve computer skills / E.g. MS Word, Computer programming
Life skills/Personal Mastery skills / Interventions that seek to address behavioural competencies / E.g. Assertiveness training, Conflict management etc.
Communication skills / Interventions that seek to improve written and verbal communication skills / E.g. Writing skills, Presentation skills, Telephone etiquette etc.
Legislative Compliance skills / Interventions that assists employees with understanding and applying legal knowledge / E.g. training/workshops for FAIS, FICA, Tax compliance workshops etc.
Financial skills / Skills interventions that seek to address financial literacy and more advanced financial skills / E.g. Budgeting, Basic Financial skills, Financial Planning skills etc.
Administrative skills / These are interventions that relate to optimizing administrative processes / E.g. filing, typing, PA skills etc.
Customer Care skills / Interventions that aim to improve client relations and the retention of clients / E.g. effective selling skills, Call centre training etc.
ABET / Interventions that aim to increase the language/communication and numeracy skills of adults that have qualifications less than Std. 7. / I.e. interventions at/below ABET Level 4/NQF level 1 including mathematical literacy, communications literacy etc.
Diversity/Transformational skills / These are behavioural type skills development related to managing diversity, transformation and organizational change / E.g. diversity training etc.
Human Resource Development / Interventions that enhance the knowledge/skills required to enhance personnel /HR /training capacity. / I.e. Assessor /Moderator training, Train-the-trainer/Facilitator up-skilling etc.
Technical skills / Interventions that enhance the knowledge/skills of an employee’s technical area of operation. / Including product training, company specific systems/procedures etc.
Please retain detailed records of skills interventions linked to skills priorities for the Annual Training Report
NQF LEVELS, BANDS AND TYPES OF QUALIFICATIONS