Categories

Learning & Development – Work Skills Plan

Learning and Development - Work Skills Plan

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Blueprint Summary

The WSPATR refers to a collection of data, outlying the details of all training data in terms of planned and completed training for the current and past financial year. As the core driver to compliance with the Skills Development Act, and the main force for obtaining government funding, WSPATRS are plotted out, in a manageable format, in terms of data prior to submitting these to the applicable SETA in the required format.

Based on various exercises pertaining to training and development, employers find themselves with various sources indicative of training initiatives that should be conducted throughout the year. Should this information be communicated through to the employers’ assigned Sectoral Training and Education Authority (Statutory Body) as per the correct specifications, portions of paid Skills Development Levies can be reclaimed.

To adhere to the relevant Sectoral Training Authority’s requirements, the HR Department first needs to appoint a competent Skills Development Facilitator to act on their behalf. In the instance that no suitable candidate can be found internally, this role would either be outsourced, or capacity would need to be built internally, through training.

This person would register with the applicable Sectoral Education and Training Authority, submit a comprehensive list of training achieved and training planned, and monitor for Skills Development Levy Rebates. Ultimately, the Skills Development Facilitator acts as a contact person between the Employer and the SETA.

Process flow

Process Specification

Process Owner

Stakeholder(s)

Recording Requirements

Storage Requirements

The person that is accountable for this specific process.

All parties that have a vested interest in this process.

Requirements that need to be recorded during this process. What, How, Where.

Requirements that need to be reported on during this process. What, How, When, Where.

Reporting Requirements

Audit Requirements

Notifications

Reminders

Requirements that need to be stored during this process. What, How, When, Where.

Requirements that need to be met in to comply with Auditing Regulations.  What, How, When, Where & Type of Audit Requirement.

Any Notifications that need to be Generated and/ or Actioned During this Process.

Any Reminders that need to be Generated and/ or Actioned During this Process.

Transparency & Communication

Knowledge & Skills

System

Workflows

 Any Transparency, Communication & Distribution Requirements needed for this Process.

 Any Knowledge & Skills required to successfully complete this process.

Links and Process within a system that directly relates to this Process.

Are there any Workflows that drive this Process? This can be Manual or NFE Workflows.

Legislation & Governance

Templates, Forms, Guides and Work Instructions

S.A. Board for People Practices

Any Legislation, Bodies, Processes, Policies that Govern this Process.

Links to Templates, Forms Guides and Work Instructions that are either to be used for application or as Guidelines to meet minimum requirements for this Process

Does this Process Align with SABPP. This can either be Fully, Partially or Not at All.

The Process

Inputs are all of the Elements deemed necessary to complete the process successfully.

  • Appointed Skills Development Facilitator

Tasks are the Step-by-Step Actions to be taken to complete the Process.

  • WSPATR

The WSPATR refers to a collection of data, outlying the details of all training data in terms of planned and completed training for the current and past financial year. As the core driver to compliance with the Skills Development Act, and the main force for obtaining government funding, WSPATRS are plotted out, in a manageable format, in terms of data prior to submitting these to the applicable SETA in the required format.

Based on various exercises pertaining to training and development, employers find themselves with various sources indicative of training initiatives that should be conducted throughout the year. Should this information be communicated through to the employers’ assigned Sectoral Training and Education Authority (Statutory Body) as per the correct specifications, portions of paid Skills Development Levies can be reclaimed.

To adhere to the relevant Sectoral Training Authority’s requirements, the HR Department first needs to appoint a competent Skills Development Facilitator to act on their behalf. In the instance that no suitable candidate can be found internally, this role would either be outsourced, or capacity would need to be built internally, through training.

This person would register with the applicable Sectoral Education and Training Authority, submit a comprehensive list of training achieved and training planned, and monitor for Skills Development Levy Rebates. Ultimately, the Skills Development Facilitator acts as a contact person between the Employer and the SETA.

  • The first step in the process is for employers to appoint a qualified Skills Development Facilitator. If this person is not competent, a formal (SETA-Accredited) training intervention needs to be completed and assessed. This generally takes anywhere from 3 to 6 months- so it is advised that employers contract external professionals while building capacity.
  • After appointment and capacitation, the SDF would familiarize themselves with the numerous and detailed requirements of the applicable SETA
  • The SDF will then be involved with all learning and development related initiatives by the employer going forward
  • The SDF will advise the Training and HR Departments on the relevant requirements of the applicable SETA
  • The SDF will engage with the Training Department and HR Department to obtain detailed training records and logs of planned training records on a regular basis
  • Consultation with parties indicated by SETA for compliance needs to occur.
  • Prior to the legislative deadline, the SDF will ensure that they have access to all necessary records and will submit this information to SETA
  • The SDF should monitor and follow up with finance periodically to ensure that levies are being recouped.

END OF PROCESS