Introduction Predicting the future is always risky, but not thinking about it is even more dangerous. . !!!
Organizational Structure DEPARTMENTS Corporate Services Community Facilitation & Marketing Sustainable Development & Planning City Engineer Parks, Sport & Recreation Community Services & Health City Electrical Engineer City Treasurer Management Services
1772 Permanent employees 119 Temporary employees 120 SERVICE DELIVERY AREAS Richards Bay Esikhawini Nseleni Vulindlela Empangeni Ngwelezane
CONTEXT OF TRAINING STRATEGY SDA LEGISLATION: SDLA SAQA Act ASGISA B/C Statement POLICY STATEMENT: JIPSA Bargaining Council
POLICIES TRAINING POLICY Objectives Mandates Roles & responsibilities BURSARY POLICY (EMPLOYEES & DEPENDENTS) Scope Conditions of bursary Repayment SECTION 28 TRAINING (RPL) Scope Responsibility Implementation ABET Policy Scope Responsibility Implementation
FUNDING SOURCES OF FUNDING: Training Fund (R 2 500 000) Council contribution Bursaries (R 1 000) LGSETA Mandatory Funding Discretionary Grants
WORKPLACE SKILLS PLAN - PROCESS JANUARY Review Skills Questionnaire FEBRUARY Arrange with shop stewards to assist with completion Make changes where necessary Copy questionnaire for every employee Distribute to all employees Liase with all Departments to submit on due date Populate Payday and develop matrix MARCH Set up roster for prioritization Book Supervisors to attend prioritization meeting APRIL Develop training matrix based on sups input MAY Populate Payday Populate LGSETA template Arrange TC meeting for final prioritization JUNE Arrange for signing of WSP by unions & Management Sign off and submit to LG SETA
WSP: IMPLEMENTATION – SOURCING AND APPOINTING TRAINING PROVIDERS Identify training interventions required in WSP Identify sector SETA Source training provider from SETA ETQA NO Request quotation for Training provider Sign Terms of Reference and send appointment letter Make logistical arrangements and effect payment More than R 10000 YES Requisition to Stores Get name of approved Training provider Make logistical arrangements & submit documents after completion to effect payment
WSP: LOGISTICAL ARRANGEMENTS Training course identified Open file YES NO In-house Confirm date Send training request forms to learners for completion & authority from supervisors Send training request forms to learners for completion and authority from supervisors Arrange venue, attendance registers & course evaluation forms Confirm registration with training provider Receive and distribute course results and certificates
COMPETENCY OF TRAINING AND DEVELOPMENT STAFF OUTCOMES of the WSP : 9 qualified ODETD Practitioners in various departments STAFF IN TRAINING AND DEVELOPMENT SECTION 3 OD ETD Practitioners 1 BA Administration Of the 4 staff members, 2 are qualified, registered Skills Development Facilitators
SCARCE SKILLS SECTION 28 TRAINING DEPT NR TRAINED COST LEVEL THEN LEVEL NOW City Engineer 31 R 651 000. 00 23 Handyman 4 plumbers 1 superintendent 18 Handyman City Electrical Engineer 6 R 126 000. 00 6 Artisan Aids 2 Artisan Aids 3 Electricians 1 Superintendent Lack of mentoring & coaching programmes? Keep 90% of technical work “in-house” to capacitate internal staff and restrict opportunities for skilled staff to leave Local Government and return as contractors and/or consultants
Challenges Support from management Support from employees Support from Unions Budget constraints DEALING WITH CHALLENGES Support from stakeholders – unions and councillors Functioning Training Committee COMMITTED STAFF MEMBERS IN TRAINING SECTION!
Conclusion A little push in the right direction can make a big difference.
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