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    Criteria for the approval of an Assessment Quality Partner

    The QCTO will appoint an entity as an assessment quality partner only if it is satisfied that the entity has: i.      The necessary expertise, experience and standing in relation to the occupational qualifications or foundational learning for which the assessment quality partner is appointed; and ii.      the resources necessary to perform its functions In terms of clause of the QCTO Delegation Policy, 22 June 2011 the criteria have been defined in detail as follows: i.     be  recommended  to  the  QCTO  by  the  relevant      DQP  during  the occupational                           development  process at a point  when they submit  an occupational profile. Possible evidence: letter of recommendation from [...]


    Learnership Tracking Tool

    Learnership Tracking


    PLUMS = Project Learner Update Management System (PLUMS) is a projected created by the TRAINYOUCAN Accredited Training Network to assist private training providers and corporate companies to:

    • Track learner’s personal detail, record keeping and communication.
    • Track learner achievements on both short course and qualifications. (Multiple modules or Unit Standards)
    •  Assist with geeral report writing, executive reporting and SETA quarterly reporting.
    • Assist your company with South Africa BEE and SARS reporting.
    • Easy accessible, general operation including backup process.
    • Able to customize to specific needs.
    • Integration with other software packages
    • Export of information for alternative manipulation extensions, such as text and excel format.

    More detail regarding this project including support and a discussion forum will also be made available on our forum

    Project Learner Update Management System (PLUMS) also knows as LMS is a software application or Web-based technology used to manage a specific learning process.

    Different types of Learning Management Systems are available:

    1. Learning Management System that incorporates elearning delivery. Any standard elearning product will be able to offer this service and manages the learner achievements. We currently do not offer elearning solutions. NO
    2.Learning Management System that focuses on the delivery and interaction of a programme. This normally include learner details, class schedules, courses attended, grade books. We currently do not offer this function. NO
    3.Learner achievement records for reporting structures. This function is available on any major payroll system that also produces standard equity reports. Purpose of report writing in relation between staff current statistics and achievement records, many times by region, type, sex, race and similar criteria. NO
    4. Project Management Software that manage the progress of a short programme or learnership. Manage current project such as short courses and learnerships that may consist out of a various modules such as unit standards to track the progress of the project and learners for SETA, Equity, SARS and BEE reporting. YES


    Our Project Learner Update Management System (PLUMS)  is aimed as a simple and user friendly tracking system targeted for individual project managers, small and large training centres (from Training Providers and Corporate Companies) including NGO’s to track the progress of their learners on current projects.


    Our Goal:

    • To keep it simple, but also effective and very user friendly.
    • Easy accessibility, mobile, transferability,remote access and automatic backups.
    • Keep pricing very affordable.
    • Easy report writing and exporting to text, csv and excel for additional processing.

    Stay up to date with our development by subscribing to our newsletter here.

    Learnership Tracking Tool

    How Can I Implement a Learnership

    Learnership Tracking

    Read more on…. Learnership Tracking Tools in South Africa

    The following main steps have to be taken before implementing a learnership:

    • Choose a learnershipIniitially you have to decide which skills you need and if the training needed can be covered by a laernership you want to implement. A list of available learnerships can be found on the Department of Labour’s website. A list of learnerships is available at ever labour centre or can be obtained from the Learnership Support Service at the Department of Labour. Remember – you can choose any learnership irrespective of which SETA developed and registered it.
    • Apply for a learnership grantIn addition to the 60% of levy, which can be claimed for a workplace skills plan and the implementation report (learnerships are a very good way of implementing training) you may apply for a learnership grant once you have entered a learnership agreement.
    • Establish an employment contract for unemployed learnersMake sure that you have an employment contract that complies with the learnership determination published by the Minister of Labour for the period of the learnership. The learnership determination document can be found on the Department of Labour’s website, but a copy is also available at each labour centre or can be obtained from the Learnership Support Service.
    • Get copies of the learnership agreementA learnership agreement must be signed by the employer, learner and a training provider. Obtain copies of the format of the learnership agreement from SETAs, your nearest labour centre or the Learnership Support Service.
    • Identify a mentorIdentify the person who is going to be the learner’s mentor within your organisation. This person will guide the learner and help him/her deal with any problems.
    • Choose a providerDecide on a provider who will provide the theoretical part of the learnership. Make sure that the provider you choose is accredited by a SETA. If you need help with choosing a provider, contact your SETA.
    • Choose a learner
      • You can choose someone who is already in your employment – as described by the Skills Development Act in section 18(1) – “employed learner: if a learner was in the employment of the employer party to the learnership agreement concerned when the agreement was concluded, the learner’s contract of employment is not affected by the agreement” OR
      • You can choose someone as described by the Skills Development Act in section 18(2): “unemployed learner: if the learner was not in the employment of the employer party to the learnership agreement concerned when the agreement was concluded, the employer and learner must enter into a contract of employment.”

      For an employed learner, you will continue with their current employment contract and you will only have to sign a learnership agreement. For a previously unemployed person, you will have to sign both the learnership agreement and an employment contract. There are also differences in the grants and tax breaks as outlined above.

      If you are going to consider an unemployed learner, the nearest labour centre can assist you in selecting and recruiting the right person. A separate brochure is available from the Department on its recruitment and selection service and the ways in which it can assist you to recruit unemployed people into learnerships.

      Employers who provide training and work experience through a learnership to unemployed people are under no obligation to offer the qualified learner permanent employment once the training is completed. It is hoped that employers will be able to recruit at least some, but even if they cannot, the learners will have a qualification and work experience.

    • Sign the learnership agreementThere are two contracts that you will need to understand:
      • The learnership agreement
      • The employment contract

      a) A learnership agreement is a legal contract signed by an employer, a learner (or parents and guardians in the case of a minor) and a training provider.

      A learnership agreement specifies:

      • What the training is designed to achieve, for example the qualification that the learner will earn and the skills she/he should be able to perform.
      • What the responsibilities and rights are of the employer, the learner and the training provider.

      b) You will also have to sign an employment contract if you are taking on a previously unemployed learner (18(2)).

      A draft learnership agreement as well as other information on contracting can be obtained from your SETA, from a labour centre or from the Learnership Support Service.

    • Start the learnership Once the above arrangements are finalised, the implementation of the learnership can begin.
    • Employment and Skills Development Agencies (ESDAs)The Department of Labour will be implementing a pilot programme for ESDAs over a three-year period commencing late in 2003. The ESDA pilot programme aims to assist with the placement of learners into learnerships within the small, micro and medium enterprise (SMME) sector.ESDAs will be established and will act as the employer of learners. ESDAs perform all the duties of an employer, but they do not provide the work experience part of the training. The ESDA manages the placement of learners with host employers/on-the-job trainers and registered training providers. The hosts are usually SMMEs.The ESDA pilot programme is aimed at providing learnerships for unemployed young people (under 35).The ESDA undertakes a number of associated functions that are usually the responsibility of an employer. These functions include:
      • Direct dealing with government agencies
      • Entering into long-term employment and training contracts
      • Handling all government legislative requirements, such as taxation, payroll or other “red tape”
      • The selection of high quality learners
      • Arranging and monitoring the on and off-the-job training
      • Ensuring suitable on-the-job training by rotation through various employers
      • Counseling and problem-solving for both employers and learners.

      From an employer’s perspective, the flexibility to be able to participate in the training system without the administrative obligations normally associated with learnerships, is a major attraction.

    What is a learnership

    Learnership Tracking

    What is a learnership?

    A Learnership is a work-based approach to learning and gaining a qualification.  It includes structured work experience (practical) and structured institutional learning (theory).

    Criteria, as set out in the Skills Development Act, indicate that a learnership must:

    • include a structured learning component;
    • include practical work experience;
    • lead to a qualification and;
    • relate to an occupation.

    Why learnerships were established

    The Skills Development Act, as amended, and the Skills Development Levies Act are designed to implement structures and processes that will transform skills development in South Africa.  Historically, education and training provision did not always link the theory to the practice required in an occupation.

    Learnerships are intended to address the gap between education and training provision and the needs of the labour market.

    Learnerships seek to address the following labour market issues:

    • the decline in levels of employment in South Africa;
    • the unequal distribution of income;
    • unequal access to education and training, and employment opportunities;
    • the effects of race, gender and geographical location on advancement and;
    • skills shortages.

    The importance of learnerships

    Learnerships in Fasset’s sector:

    • provide a programme which is outcomes-based;
    • allow the learner access to a working environment (practical) that is pertinent to the theory;
    • allow the learner to experience and understand the workplace dynamics;
    • allow assessment to occur at various stages, based on the learners’ competence (learner centred)  and;
    • the qualification gained is recognised both nationally and in many instances is benchmarked against international standards.

    Participating in a learnership

    It is important to make an informed decision about which learnership to embark upon.  Learners should:

    • Plan their career path;
    • Identify the learnership that supports the chosen career path;
    • Gather as much information as possible about the learnership;
    • Enquire about the applicable criteria for entering the learnership and
    • Find an employer willing to provide practical work experience.

    SETA Learnership Tracking

    What is Learnership

    What is the difference between a Qualification and a learning programme?

    Qualifications and Unit Standards, governed by the NSB regulations and developed by expert stakeholder groupings, prescribe the outcomes, assessment criteria and other relevant detail for learner achievement. These guide the educator/assessor with regard to what the learner needs to know, do and apply.

    A learning programme consists of learning and assessment activities derived from the outcomes that make up the Qualification. This is what the provider designs, based on sound educational principles (for example, learner-centredness). This manual offers a systematic way of planning learning and assessment activities that will assist the learner to achieve the desired knowledge, skills, applications and attitudes.

    The learning programme is really the what, the when and the how of implementation. It is about what happens in the classroom: the teaching/ learning and assessment activities associated with achieving outcomes. It is clearly the task of providers to structure exciting, challenging and innovative learning and assessment experiences for learners, while it is the job of the ETQA to consider whether providers have offered learners a fair opportunity to acquire the outcomes by monitoring the learning programme and quality assuring the learning achievement.

    How are learnership programmes developed

    Setas approve learnership programmes, before forwarding them to the Department of Labour for registration.
    A learnership however have a number of development stages before it can be finalised.

    These stages include:

      *Employers / employer bodies and SETA’s identifying skills shortages and/or opportunities.
      *Defining the occupation, together with the required skills and knowledge required for successful completion of the occupation.
      *Providing this information to a relevant Standards Generating Body (SGB). The SGB will then form work group which would consists of employers, providers, employee representatives and interested parties.
      *The work group would then analyse the occupation and identify outcomes and stages of the occupation.
      *The outcomes and stages would then be clustered so that Unit standards could be developed.
      *The Unit Standards would then be clustered into a logical format for the qualification.
      *Guideline learning materials and assessment guides is then developed by the Seta for each of the unit standards.

    The following components are necessary for the acquisition of competencies needed for work readiness or combined structured learning and work experience.

    Structured learning: The nature of the structured learning component differs from country to country, but in South Africa would need to include:
    Fundamental learning: It cannot be assumed that all learners have achieved sufficient grounding (“learning-to-learn” capabilities) to undertake the training or further learning necessary. At lower levels it may include language and mathematics, while at higher levels it could include communications skills, self-management, team-working capabilities and so on.
    Core learning: This component refers to those areas of contextual knowledge that are necessary for specialised to be effective such as an introduction to social development, the workings of the labour market, entrepreneurships or industrial issues including health as safety, all of which are subsumed under “core” below.
    Elective learning: This pertains to the theoretical knowledge which underpins application in the area of specification. Structured practical components, in a workshop or simulated workplace, may also be included (but may not replace work experience). This learning can take place in an institution such as a technical college, at an accredited NGO, private or company training centre, through technologically enhanced sites or at combination of these.
    Work experience: This needs to be related to the structured learning and prepare the learner for competence assessment. It may take place at a single workplace, or be spread across several work sites.

    Small enterprises could also provide work experience for learners if they form groups of training companies, which between them are able to provide the range of work experience required. It may also take place within a job creation programme linked to services or construction, or a development programme. For new entrepreneurs, work experience could be acquired through the performance of a number of supervised contracts of work.

    An important part of a learnership will be assessment that will serve to indicate successful completion of a learnership as well as readiness to progress to further learning.