Relevant Legislation

NSDS III, 2011

The National Skills Development Strategy III for the period 1 April 2011 to 31 March 2016 was issued by the Minister of Higher Education and Training, Dr Blade Nzimande, in 2010 and details the vision and mission of NSDS III as well as the purpose, goals and targets. This strategy is the over arching guideline for Seta’s in achieving the required skills development targets within each sector.

NSDS III – 2011

SETA GRANT REGULATIONS, 2012

These regulations state the intention to repeal the Sector Education and Training Authorities (SETAs) Grant Regulations regarding monies received by a SETA and related matters and the intention to make the Sector Education and Training Authorities (SETAs) Grant Regulations regarding monies received by a SETA and related matters, as contained in the Schedule, in terms of section 36 of the Skills Development Act, after consultation with the National Skills Authority.

Seta Grant Regulations, 2012 – PDF

GREEN PAPER FOR POST SCHOOL EDUCATION AND TRAINING

The Green Paper seeks to strengthen and integrate the post-school education and training system in South Africa. It also attempts to ensure a relationship to the country’s overall development agenda, and links to various development strategies such as the New Growth Path, the Industrial Policy Action Plan, the Human Resource Development Strategy for South Africa, and South Africa’s Ten-Year Innovation Plan.

Green Paper on Post School Education and Training – PDF

SKILLS DEVELOPMENT AMENDMENT ACT, 2008

To amend the Skills Development Act, 1998, however the amendment does not affect the broad purpose of the original Act. The amendments relate to Seta matters, additions to the institutional framework, the establishment of the QCTO and the NAMB as well as artisan development.

Skills Development Amendment Act 2008 – PDF

SKILLS DEVELOPMENT ACT, 1998

The Skills Development Act aims to develop the skills of the South African workforce and to improve the quality of life of workers and their prospects of work. To improve productivity in the workplace and the competitiveness of employers and to promote self-employment.

Skills Development Act – PDF

SKILLS DEVELOPMENT LEVIES ACT, 1999

The Skills Development Act was introduced in 1998. This Act gave rise to the Skills Development Levies Act in 1999.

Both Acts’ were instituted to develop the skills – through training and education – of the South African workforce. This is achieved by employers paying a 1% levy of their total wage bill, payable to SARS, for the training and development of people within South Africa.

Skills Development Levies Act – PDF

This act provides for the promotion and regulation of the training of manpower and details the purpose of establishing a National Training Board, a Manpower Development Fund and a Fund for the Training of Unemployed Persons.

It provides for the establishment, accreditation, functions and powers of training boards; the registration of regional training centres, private training centres and industry training centres; and the imposition on certain employers of a levy in aid of training; and to provide for any other relevant matters.

(In terms of apprentices, training centres, Section 30, 32, 35, 39, 45, 46 are not repealed and still in force until further notification by the Minister)

Manpower Training Act, 1981 – PDF

NATIONAL QUALIFICATION FRAMEWORK ACT, 2008

This act replaced the South African Qualifications Authority Act No 58 of 1995. The NQF Act has brought about various changes in the education and training sector – the levels of the NQF form part of these changes. There are now 10 levels on the NQF. SAQA in agreement with the three quality councils – Umalusi, Quality Council on Trades and Occupations (QCTO) and the Council on Higher Education (CHE) have developed level descriptors for the 10-level NQF.

National Qualifications Framework Act 2008 – PDF

PROPOSED OCCUPATIONAL TRAINER QUALIFICATION

In Government Gazette: 35957 dated 14 December 2012- Curriculum code 242402 was recommended for publication.

A training qualification suitable for occupational and technical training at NQF level 4 has been a long awaited need. Pilot Occupational Qualification projects were initiated by DoL/QCTO and supported by GTZ in preparation for the new skills development landscape that would be introduced by the Quality Council for Trades and Occupations (QCTO) and the Occupational Qualifications Framework (OQF). The development of the capacity of the Occupational Trainers through this qualification to deliver quality learning was recognised as a national priority by the DoL at the initiation of the QCTO and OQF.

The typical occupational trainer is a qualified technical or occupational expert who is equipped with the ability to deliver training in their specific field of expertise. The main aims of the training programmes linked to this qualification are to:

  • Build and maintain the quality of provision of workplace training, given the important role it has to play more broadly within occupational training,
  • In doing so raise the status of those who facilitate learning in an industry or trade context
  • Begin a process for the ongoing professional development of occupational education and training practioners.

Society and the economy will benefit through the added training opportunities that are now available for occupational subject matter experts at NQF level 3 and 4.

Occupational Trainer Comments December 2012 – pdf