CODE 400 – SKILLS DEVELOPMENT

	Narrative description	Delivery mode	Learning achievement
A	Institution-based theoretical instruction alone – formally assessed by the institution	Institutional instruction – universities and colleges, schools, ABET providers	Degree, diploma or certificate issued by institution of learning
B	Institution-based theoretical instruction as well as some practical learning with an employer or in a simulated work environment – formally assessed through the institution	Institutional instruction or workplace or workplace environment – universities and colleges, schools, ABET providers and workplace	Degree, diploma or certificate issued by formal institution of learning
C	Recognised or registered structured experiential learning in the workplace that is required after the achievement of a qualification – formally assessed by a statutory occupational or professional body	Structured learning in the workplace with mentoring or coaching	Occupational or professional knowledge and experience formally recognised through registration or licensing
D	Occupationally-directed instructional and work-based learning programme that requires a formal contract – formally assessed by an accredited body	Institutional instruction together with structured, supervised experiential learning in the workplace	SAQA registered qualification, a certificate or other similar occupational or professional qualification issued by institution of learning
E	Occupationally-directed instructional and work-based learning programme that does not require a formal contract – formally assessed by an accredited body	Structured, supervised experiential learning in the workplace which may include some institutional instruction	Credits awarded for registered unit standards
F	Occupationally-directed informal instructional programmes	Structured information sharing or direct instruction involving workshops, seminars and conferences and short courses	Continuing professional development, attendance certificates and credits against registered unit standards (in some instances)
G	Work-based informal programmes	Informal training in workplace	Increased understanding of job or work context or improved performance or skills

Each entity will ensure that a plan is drawn up on an annual basis, providing for an amount to be allocated to skills development based on the required score in terms of the leviable amount (100% target prescribed by code, 3% of leviable amount) in each entity to be spent on skills development/learning programmes for black people. This will be in line with relevant business and individual needs and will be aligned to the annual Workplace Skills plan (WSP).
The adjustment for gender will be taken into account in planning for this spend, and it should be planned that as much of the agreed percentage in any year of the leviable amount will be spent on learning programmes for black women as is feasible, noting that the codes require half of the spend to be spent on black women, in order to gain the requisite points.
It must be noted that the amount allocated to skills development is over and above the1% paid in respect of the skills development levy. Claims will continue to be made for reimbursement of training spend as provided for under the skills development legislation.
All spend, including the cost of the training and development department (T&D) and all other permitted costs, as well as the cost of on-the-job training will be accurately recorded and monitored by the skills development facilitator/training department in each entity. This will allow accurate recording, and appropriate allocation of costs associated with skills development.
The permitted costs as set out in the CoGP include:
– Costs of training materials
– Costs of trainers
– Costs of training facilities including catering
– Scholarships and bursaries
– Course fees
– Accommodation and travel
– Administration costs such as the organisation of training including, where appropriate, the cost to the measured entity of employing a skills development facilitator or a training manager. These costs will include, but are not limited to:
- cost of employment of all T&D staff;
- annual/monthly T&D licence fees;
- cost of T&D office space;
- T&D telephone costs;
- T&D subscriptions;
- maintenance of T&D office equipment and facilities;
- data-processing hardware;
- courier/postage costs;
- service fees for consultants;
- depreciation costs of T&D equipment, furniture, etc.
The CoGP place a key focus on learnerships, and it is desired for the Group to similarly reflect this focus. All entities will endeavour to engage as many learnerships as is feasible, in relation to the target of 5% of the workforce as learners, on an annual basis.
The mechanism of engaging and maximising learnership opportunities will be as required by the SETA.
The CoGP places another core focus on the skills development of black disabled employees. Operational management must be aware of this provision and must endeavour to spend a portion of the leviable amount, where feasible, on the skills development of black disabled employees (the code target is 0,3% of amount allocated to skills development). Initially it is envisaged that this will be spent on, where feasible, black disabled learnerships but, as those learners are absorbed into the Company, every endeavour must be made to maintain their skills development path.
When costing learnership time for categories B, C and D learners, Empowerment has approved that the average hourly cost of employment rate per occupational category is used. This will ensure the confi dentiality of salaries and wages. This costing methodology applies equally to the costing of trainer time, where the trainers are also employees of the Company. When costing learnership time for categories B, C, and D employees Empowerdex requires actual salaries and will require copies of payslips. The costing methodology applies equally to the costing of trainer time, where the trainers are also employees of the Company.