The Skills Development Element

 

Skills Development
Measurement Category & Criteria		Weighting points	Compliance Target
2.1.1 Skills Development Expenditure	2.1.1.1 Skills Development Expenditure on Black People as a percentage of the Leviable Amount.	4	2% (2.5% - Year 3) (3% - Year 5)
	2.1.2.1 The portion of SD Expenditure using the Adjusted Recognition for Gender (ARG) on African People (as defined in the Stats SA EAP)	2	%Contribution of African People to EAP
	2.1.2.2 The portion of SD Expenditure using the Adjusted Recognition for Gender (ARG) on Black Executive, Senior and Middle Management.	2	15%
	2.1.2.3 The portion of SD Expenditure using the Adjusted Recognition for Gender (ARG) on Black Junior Management.	1	10%
	2.1.2.4 The portion of SD Expenditure using the Adjusted Recognition for Gender (ARG) on Bursaries or Scholarships for Black People.	2	15%
2.1.3 Learnerships, Apprenticeships, Internships and Professional Registration	2.1.3.1 Number of Black People participating in Category A, B, C or D learning programmes as per the Learning Programme Matrix, as a percentage of the total number of Employees.	3	2.5%
	2.1.3.2 Number of Black Employees registered as candidates with industry professional registration bodies as a % of the total number of such registered Employees.	3	60%
	2.1.3.3 Number of Black People with Disabilities on Category A, B, C, or D learning programmes as per the Learning Programme Matrix, as a percentage of black office based learners on those learning programmes.	1	5%
2.1.4 Mentorship	2.1.4.1 Implementation of an Approved and Verified Mentorship Programme (as per Annexe CSC300 C).	3	Yes
2.1.5 Bonus Points	2.1.5.1 Percentage of Black People Absorbed by the Measured Entity at the end of a Category A, B, C or D learning programme.	1	100%
	2.1.5.2 The number of black employees that completed a Mentorship Programme during the last 3 years (including the measurement period) that were promoted during the Measurement Period expressed as a percentage of all such employees during those 3 years.	2	15%
	2.1.5.3 The number of Black Employees who registered as a Professional with industry Professional Bodies as a percentage of all Employees who registered as such in the Measurement Period	2	60%
TOTAL		26	5 Bonus

 

The Learning Programme Matrix defines the training interventions that will be counted on the Scorecard.

 

Learning Programme Matrix Annexe 300(A)
Category	Programme	Narrative Description	Delivery Mode	Learning Site	Learning Achievement
A	Bursaries & Scholarships (this category includes Bursaries & Scholarships that are for school going children that do not exceed 50% of the target spend)	Institution-based theoretical instruction alone – formally assessed by the institution	Institutional instruction	Institutions such as universities and colleges, schools, AET providers	Recognised theoretical knowledge resulting in the achievement of a degree, diploma or certificate issued by an accredited or registered formal institution of learning
B	Mandatory Workbased Experience, Experiential training, In service training (P1 & P2); and/or Workplace experience modules for occupational certificate or part qualification.	Institution based theoretical instruction as well as some practical learning with an employer or in a simulated work environment - formally assessed through the institution	Mixed mode delivery with institutional instruction as well as supervised learning in an appropriate workplace or simulated work environment	Institutions such as universities and colleges, schools, ABET providers and workplace	Theoretical Knowledge and workplace experience with set requirements resulting in the achievement of a degree, diploma or certificate issued by an accredited or registered formal institution of learning
C	C1: Professional Registration (e.g. candidacy, articles etc.)	Recognised or registered structured experiential learning in the workplace that is required for professional registration – formally assessed by an industry professional registration body e.g. BEP Councils, ECSA, SACQSP, SAICA, SACPCMP etc.	Requirements as per prescribed by the industry professional registration body.	As prescribed by industry professional registration body.	Professional registration.
	C2: Continued Professional Development	Recognised learning that results in CPD points from an industry professional registration body.	Requirements as prescribed by the training body and approved by the industry professional registration body.	Learning site as prescribed by the industry professional registration body.	Continued professional development points or credits.
D	D1: Apprenticeships, Learnerships, Occupational Certificates	Occupationallydirected 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	Institutions and workplace	Theoretical knowledge and workplace learning, resulting in the achievement of a South African Qualifications Authority registered qualification, a certificate or other similar occupational or professional qualification issued by an accredited or registered formal institution of learning
	D2: Post Graduation short term (3 -12 months) Mentorship Programme	Work experience for graduates in order to make them employable	Structured workplace experience	Workplace	Employability in the case of graduates. Employability proven by CV and Mentorship Programme (Annexe CSC300(C))
E	Occupationally directed SAQA registered unit standards, skills programmes and knowledge and practical modules for occupational certifcates and part qualifications.	Occupationallydirected 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	Workplace, institutional as well as ABET providers	Credits awarded for registered unit standards or occupational modules.
F	External informal programmes	Occupationally directed informal instructional programmes	Structured, information sharing or direct instruction involving workshops, seminars and conferences and short courses	Institutions, conferences and meetings	Attendance register or completion certificates from training, conference or seminar organizer
G	Internal informal programmes	Work-based informal programmes	Informal training resulting in increased understanding of job or work context or improved performance or skills	Workplace	Attendance register or log book or instruction book

 

The Codes have defined the Skills Development element as a Priority Element in terms of transformation imperative.

 

The Entity is required to achieve the 40% subminimum in relation to the total points (excluding bonus points) available under the Skills Development element

 

ie 8.4 out of 21 points for contractors and 11.6 out of 29 points for BEPs

 

Should a Generic Entity not achieve the required 40% subminimum in relation to Skills Development total points its B-BBEE Status will be discounted by 1 level.

 

Bonus Points are totally excluded from the determination of the sub-minimums targets. In addition it appears that any bonus points earned will not be regarded when determining if the measured entity has met the sub-minimum targets.

 

For the Skills Development element the compliance targets are segmented based on the overall population demographic representation across the different race sub-groups as follows:

• African males
• African females
• Coloured males
• Coloured females
• Indian males
• Indian females

 

The targets and points awarded across the above race sub-groupings are calculated based on skills development expenditure per the population demographic representation, as per the EAP (Economically Active Population) Statistics as published in the Commission on Employment Equity Report.

 

Where an entity employs staff across more than one province, National Statistics are to be used.

 

The National EAP (Economically Active Population) Statistics as published in the Commission on Employment Equity Report were as follows:

 

Profile of the National EAP by race and gender
Male			Female
AM	African Male	42.70%	AF	African Female	35.80%
CM	Coloured Male	5.20%	CF	Coloured Female	4.40%
IM	Indian Male	1.70%	IF	Indian Female	1.10%
WM	White Male	5.10%	WF	White Female	4.00%
FM	Foreign Male	0%	FF	Foreign Female	0%
Total		54.70%	Total		45.30%
Source: Commission for Employment Equity Annual Report 2017-2018

 

Where an entity employs staff in one province only, Provincial Statistics are to be used based on the geographic location of the business.

 

The National EAP (Economically Active Population) Statistics as published in the Commission on Employment Equity Report were as follows:

 

Profile of the National EAP by race and gender
Province	Male				Female				Total
	A	C	I	W	A	C	I	W
Western Cape	20.90%	25.10%	0.60%	8.40%	16.80%	20.80%	0.30%	7.10%	100%
Eastern Cape	42.30%	4.80%	0.50%	3.70%	40.10%	4.70%	0.30%	3.60%	100%
Northern Cape	27.30%	22.90%	0.20%	4.40%	21.10%	20.80%	0.00%	3.20%	100%
Free State	49.20%	1.60%	0.70%	4.40%	40.30%	1.00%	0.10%	2.60%	100%
Kwazulu-Natal	43.70%	0.20%	5.30%	2.20%	42.90%	0.50%	3.50%	1.60%	100%
North West	54.80%	0.60%	0.40%	3.90%	36.20%	0.90%	0.10%	3.10%	100%
Gauteng	44.60%	2.00%	1.80%	7.10%	36.20%	1.50%	1.20%	5.60%	100%
Mpumalanga	52.00%	0.20%	0.60%	3.20%	41.70%	0.10%	0.30%	1.90%	100%
Limpopo	52.00%	0.20%	1.00%	2.10%	43.10%	0.40%	0.10%	1.00%	100%
Source: Commission for Employment Equity Annual Report 2017-2018

 

Interpretations may vary as to when an entity is to be assessed using the National or the Provincial EAP targets. Please consult your verification agency for their interpretation.

 

The Codes provide that in order to earn any points under this element, the entity must be in compliance with the following labour requirements:

 

Have produced Seta approved:

• Workplace Skills Plan
• Audited Training Report
• Pivotal Report

 

Have implemented a Priority Skills programme for employees generally, and more specifically for black people.

 

Skills Development

 

• 21 points for Contractors and 29 for BEPs(15 points for Contractors and 20 for BEPs on 2009 Codes)

• Race group sub categories added

• Priority Element*

• Adjusted Recognition for Gender removed

• Non-employees trained now counted under the Skills Development element

• New Labour compliance requirements:

  • Workplace Skills Plan

  • Audited Training Report

  • Pivotal Report

  • Have implemented a Priority Skills programme for employees generally, and more specifically for black people.

• Expenditure arising from Informal training or Category F and G Learning Programmes under the Learning Programmes Matrix cannot in aggregate represent more than 35% of the total value of Skills Development Expenditure.

• Learnerships expanded to include Apprenticeships and Internships
• Bonus points for Absorption of Learners, employees who completed a mentorship programme and Black Professionally registered employees