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FAQs for Skills Development
SIC Codes
The standard industrial classification codes are used around the world to classify economic sectors.
Cancelled Cheque
The SETA requires a cancelled cheque, a copy of a cancelled cheque or a letter on a company letterhead confirming the banking details as proof that the details provided are indeed the companies.
If a company changes name, or gets taken over by another company for any reason, the 'New" company must provide the SETA with a letter to this effect and a certificate of name change.
Credit Order Instructions
The section confirms that your organisation has instructed the SETA to deposit the companies grant payments into the bank account as per the details confirmed by the organisation.
Training Committee
A very important function of the SDF is to establish a Training Committee for the enterprise or company. Employers with more than 50 employees must establish an in-company forum for consultation with regard to skills development. Where a workplace is unionised, trade unions or management structures could fulfil this function. It is important that workplace consultative structures be consulted in the appointment of a Skills Development Facilitator.
Some of the functions that the Training Committee should assist with are:
  • Develop a Training Policy
  • Ensure that the development and implementation of the Workplace Skills Plan is aligned to the strategic Mission and Vision of the company
  • To keep the envisaged training and development of employees in the company abreast with the long-term transformation objectives of the company.
  • Ensure that the Workplace Skills Plan is aligned to the Employment Equity Plan and Business Plan of a company.
  • Establish training priorities for the company based on its short and long term needs.
  • Aligning training to the Sector Skills Plan, learnerships, career pathways, accredited national qualifications, etc.
  • Support the SDF in communicating the completed Workplace Skills Plan to other employees in the company.
  • Monitor the implementation of the Workplace Skills Plan.
  • Periodic revision of the Workplace Skills Plan is required. This will in most cases be carried out in conjunction with the Training Committee.
  • Compiling the annual Training Implementation Report.
Annual Business Priority
Companies are encouraged to train on training interventions that supports their strategic priorities. Training must be aligned to the business priorities.
Occupational Groups
The SETA has provided a list of Occupational groups applicable in the sector. Companies must try and match their occupations (job titles) as close as possible to the ones provided in cases where their own are not applicable.
Numbers of Employed Workers in Structured Programmes Leading towards NQF 1
The section refers to your learner participating in ABET learning programmes. Companies must supply the numbers of learners within the different race groups.
Adoption of National Standards
The section refers to the human resources development quality management system used within the company. Department of Labour supports "Investors in People" but it is not compulsory for organisations to use it. Companies must give us details of their quality management system.
Variance Report
Companies have to provide the SETA with reasons in respect of planned training not being met as per population group.
Development of a consultative Process
  1. Employer must describe the process used to develop the workplace skills plan
  2. How does the plan relate to the companies Employment Equity Plan?
  3. If a Skills Development Committee has been established, the company must outline its composition. Was the draft plan reviewed and considered by the Committee?
  4. If no committee exists companies must outline the steps taken to consult employees about the worlplace skills plan.
Before a company can submit the WSP/WSPIG three people, the company CEO/MD/Owner/HR Director, representative of the workforce of the company and the SDF must confirm that the information as presented is correct and true.
Representative of the workforce can be anybody working as a permanent employee of the company elected/appointed to represent the employees, except the MD/CEO/HR and SDF Director who has already signed for confirmation.