Learnership, one of the non-PIVOTAL initiatives, refers to a standardized learning framework that helps learners develop learning and functional skills. This is one of the benefits that SETAs offer students. Learnerships give students access to qualifications registered under the National Qualifications Framework (NQF). These standardized learning processes work on an outcome-based basis and understand the need for prior learning. The length of the learnerships varies but usually lasts for 18 months. To acquire an artisan equivalent qualification, students must complete four separate learnerships (NQF level 4). This implies that qualifications at NQF levels 1, 2, 3, and 4 must be obtained to do this.
Learners must meet certain requirements before beginning a SETA learnerships, which include:
• Apprentices may be current workers or new entrants.
• Learners must comply with the selection criteria defined by the learnership organization.
• Learners must comply with the admission criteria for the particular learnership they wish to register for as defined by the qualification criteria on which the learnership process is based.
There are clear, step-by-step procedures to be followed by training providers, employers, and other learners to acquire learnership, including:
1. Employers are accredited at the workplace and are expected to comply with the pre-registration requirements.
2. Trained assessors are at the learnerships disposal. They may be either hired assessors or in-house assessors.
3. Training providers are accredited to provide ETQA with specific learnerships.
4. Companies advertise learnership programs in the media.
5. A three-way learnership agreement is signed between the employer, the supplier, and the learner.
6. Applicants apply and are chosen by the recruitment process of the organization.
7. A short-term work agreement is signed between both the employer and the learner, assuming that the learner is unemployed.
8. The learnership curriculum and procedure shall be addressed and decided with the training provider.
9. Employers sponsor a learnership through SETA grants.
10. Training providers and employers provide appropriate learning and experience, working together to coordinate the training process.
11. Learners receive support through mentoring and feedback.
12. Learners are evaluated by certified assessors (formative and summative assessments)
13. A SETA Quality Assuror is called upon to moderate the evaluation. The provider must carry out internal moderation.
14. After completing the learnership, a national qualification is awarded to the learner.
15. Learners are given a statement of results for the unit standards achieved if the learnership is not completed.
16. Upon completing the learnership, the employer may sign up for a new learnership program for the learner or employ the learner. The employer may also choose to release the learner to another organization for future employment if the learner was initially unemployed.
A SETA also facilitates the employment of learners and the implementation of learnerships. They subsidize the cost of education and training by accredited training providers. They may subsidize the learners’ allowances, but they do not create the learnerships themselves or directly provide these learnerships.
For many learnership programs, the learner concerned must have at least a working-age of 15 years, as specified in the Basic Conditions of Employment Act. A Grade 12 certificate is acceptable for other programs. There are lots of advantages for learners who participate in a learnership program. These programs offer accessible opportunities for affordably priced learning and more career opportunities for learners. They also enjoy several employment opportunities due to the job experience they have gained and the people within their network.
What Does The SETA Do?
There are many factors behind the establishment of SETA, but SETA’s main goal is to improve and strengthen its industry skills. It also aims to define the skills development requirements and maintain the national standards referred to in the National Qualifications Framework (NQF). SETA is responsible for designing and implementing sectoral skills programs to accomplish these objectives. To do this, SETA also supervises education and training within its sector.
Once SAQA has accredited SETA as an ETQA, it audits and accredits training providers within its sector. Besides, SETAs also manage the accumulated funds raised in the form of the Skills Development Levy and encourage the establishment of learnerships within the sector involved.
SETA also functions to administer quality assurance tests to ensure that relevant standards are met and that learners and employees of the workforce have the skills needed by employers in the field.
Under the Skills Development Act, 1998, SETA’s functions and obligations include the following:
Conception and execution of the Skills Sector Plan
The Sector Skills Plan relates to the emerging developments in the sector, the high demand for skills, and skill growth priority. SETA is responsible for the implementation of such proposals that should be carried out in different sectors. It is also vital to supervise the functions of the body itself in a sector-specific skill plan.
Development and Conducting of Learnerships;
In addition to developing sector skills plans, SETAs also establish and manage learnerships, which are result-based organized learning programs for theoretical knowledge and practical skills. It normally takes 18 months to begin and complete a learnership. People attend four learnerships to acquire an artisan equivalent qualification.
Facilitating the Implementation of the National Qualifications Framework (NQF)
NQFs, which have been core components of South Africa’s tertiary education system for almost 25 years, are regulated and enforced by the South African Qualifications Authority (SAQA). This integrated higher education system has been approved to register quality-assured national qualifications and part-qualification. The system’s key goals are to promote high-quality education and training and make a meaningful contribution to the learner’s overall progress.
Quality Assurance Management Based on The Requirements Of The Quality Council For Trades And Occupations (QCTO)
The key purpose of the QCTO is to efficiently administer the Sub-framework for Occupational Qualifications (OQSF) to set appropriate standards for national professional qualifications for those who wish to have a career or a job and for professions. They are also engaged with the creation of these professional qualifications and quality assurance.
The QCTO is one of the Quality Councils (QCs) accountable for part of the National Qualifications System (NQF). These Quality Councils and the South African Qualifications Authority (SAQA) serve employers and learners.
The four criteria of the QCTO include:
• Track the regulation to ensure that the programs are followed;
• Collaborate with other Education and Training Quality Assurers (ETQA)Accreditation of education and training providers;
• Accreditation of education and training providers
• Register Assessors;
Disbursement of levies earned from employers in their sector
SETA allocates the skills development levies earned from employers. Employers are expected to pay 1% of their salaries to the South African Revenue Services (SARS) every month. 80% of the monies paid are distributed to SETA and will ultimately be allocated to grants and administration expenses.
Report to the Minister
SETAs are created by the Act of Parliament and, therefore, carry out their public interest duties. As statutory bodies, they are accountable for public funds. They are also expected to report on the effective and meticulous use of these funds to the Department of Higher Education and Training Director. SETAs are also regulated by the Public Finance Management Act, allowing public bodies to work professionally and economically. SETAs are also answerable to the South African Qualifications Authority (SAQA) on how they perform their educational training and quality assurance body (ETQA).
How Much Does a SETA Pay For a Learnership?
A learnership bursary is a substantive training module that encompasses workspace theory and practice. The curriculum lasts six months to one year and, once completed, the learner gets an NQF registered qualification. A monthly bursary is given during the learnership. Learnership support is about R45 500, and R2000 is offered to learners during the program.
The legislation of South Africa sets a minimum standard. Employers will select the final amount or the limit. It’s in the employer’s jurisdiction to determine how much they can pay, just like salaries vary from sector to sector and from employer to employer, including stipends.
Few learners receive the bare minimum because they accepted it and did not bargain on their real expenditure. They either have to quit the program or be thankful for what they signed up for and remain professional.
Visually-impaired learners require specialized accommodation in place. Amenities and full access for those who are blind or wheelchair-bound must be provided.
Visually-impaired learners get additional bursaries for aids such as transport because they may not readily have access to transportation – especially if they reside in rural areas. Most of them depend on private taxis or pay someone they know a monthly subscription fee for lifts.
Stipends are not performance-based incentives. Many employers cannot afford to pay their learners an hourly rate, typically provide stipends to help learners with costs that need to be covered during the learnership program. This includes expenses like:
• Food
• Housing
• Entertainment
• Travel
If employers settle on a stipend instead of a salary, details on the advertised internship should be available and included in the interview.
There are also advantages of learnerships for employers. Learnerships benefits not just employers and learners but also training providers. SETA funding provides the training provider with the funds required for the Learnership Program. The training provider ensures that learners gain realistic, hands-on experience by bringing what is learned into practice by enhancing learning quality. They partner with employers continuously to establish a positive partnership with businesses. The Labor Department helps them select and recruit learners who will be part of a learnership program.
Benefits of a learnership for employers
• Remote staff who require no supervision;
• The employer is in a position to raise the level of skills
• Skilled workers make fewer mistakes;
• Skilled employees can get their first job completed.
• They are driven by the understanding of the given task.
• Cash grant to be given to the employer by their SETA
• They are loyal and less likely to quit
A training provider will be in a position to help with the learnership grant process. If an employee is eligible for a learnership grant, you can receive a learnership grant. These grants are conditional and will only be paid out if sufficient funds are available.
Tax incentives
Employers are also eligible for tax benefits if a learnership arrangement is registered with SETA. Employers can earn two tax incentives: one at the beginning and one at the end of the training. Employers can consult the SARS representative or visit their website www.sars.gov.za or their SETAs for more details on tax incentives.
Who Qualifies For Learnership?
A learnership is a work-based educational program that results in a qualification enrolled in the National Qualifications Framework. Learnerships are linked to an occupation or the field of work, e.g., accounting or office administration. The objectives of learnerships are to tackle the issues of:
• Decline in employment.
• the effects of gender, race, and geographical area on the advancement of education.
• Unequal access to training and education and employment opportunities
Who Qualifies For A Learnership?
Learnerships are accessible to those who have finished school, college, university, or learning at other educational institutes or to those who are studying part-time. Unemployed South Africans may participate in a learnership program if an employer is willing to provide the necessary work experience.
What does the learner get upon completion of the course?
During a learnership, learners will be expected to complete assignments, tasks and projects, and practical tests. They will be expressly assessed in the classroom and the workplace.
If all tasks are completed, an NQF-registered qualification that is nationally recognized will be awarded. They will earn a certificate outlining the qualification and the field of skill creation.
What is required to start a learnership?
If the learner is admitted, he/she will have to sign two legal documents:
Learnership Agreement: it is an agreement signed by the learner, the organization that hires the learner, and the education provider that provides the theoretical training aspect of the learnership. This Agreement specifically sets out the rights and obligations of all three parties.
Job contract: this is a contract negotiated with the employer, which is only valid for the length of the learnership.
Can a Learnership be discontinued?
An employer can terminate a learnership contract if:
• The duration indicated in the Learnership Agreement has lapsed;
• The learner and the employer have agreed in writing to terminate the Learnership Agreement or, where there is no agreement of such nature, the SETA that endorsed the Agreement accepts the termination of the Learnership Agreement;
• The learner is legitimately sacked for a reason linked to the learner’s behavior or capacity as an employee.
Roles and Responsibilities
The functions and obligations of each group are set out below.
SETA’s
• Registration of learnership agreements
• Advocate learnership across all sectors and levels;
Learners
• Engage actively in induction programs
• Enter a learning arrangement between the employer and the skills development provider
• Complete and complete all documents relating to the learnership and apply a proof portfolio for assessment at the workplace.
• conformity to all policies and procedures in the workplace;
• Register with the provider of skills development for the theoretical part of the apprenticeship qualification
• To be responsible for and engage in all the theoretical training and formal work experience necessary to complete the learnership successfully.
• Work for the employer for the duration of the apprenticeship agreement;
Skills Development Provider
• Help in providing tuition in accordance with the results of the modules of the relevant qualifications
• Make sure that they are enrolled with the Department of Higher Education, Science and Technology;
Employer as a workplace provider
• Assign a mentor to the learner for the period of the structured work aspect;
• Induction of learners
• Introduce a quality management system to handle
• Oversee the learner for the duration of the learnership agreement
• Mentoring
• Learner support
• Performance management
• Sign an employment contract with the learner
• Release the learner for the evaluation and instruction of the learner.
• Comply with all relevant labor legislation
• Enter a learning agreement with the certified skills development provider and learner.
Learning is a positive initiative that improves education and the potential of those joining the workforce.
Learnerships in Gauteng.
Gauteng has a very high unemployment rate, but at the same time, there is a shortage of skilled people to fill a wide variety of vacancies in different fields. To resolve both of these concerns, the government found realistic ways of educating the population and organizing training systems for school leavers and unemployed adults. The implementation of learnership has made great strides towards doing this.
A learnership is a work-based learning program. This ensures that classroom studies at a college or training center are paired with realistic on-the-job experience. People learn a lot more when they can practice what they have been taught in the classroom in the workplace.
By doing physical exercises taught in the classroom at the workplace, they will see what they have learned and what they have not grasped. This helps them ask the instructor to clarify the lesson’s part until they have completely learned it.
Learnerships are part of a nationally recognized qualification that is specifically related to an occupation. This ensures that what a person learns from a learnership is for a specific work that they can get after completing their learnership; it is also part of a higher degree than they can further study through other short course learnerships.
Each learnership has a particular standard of qualification. An artisan like a beautician or a bricklayer, for example, is a Level 4 Qualification. This means that you would have to complete four different apprenticeships (levels 1, 2, 3 & 4). There is no fixed timeline for you to do this since each level certification will remain in the system and count towards the full qualification.
Who Benefits From Learnerships?
In summary, everybody!
The Learner:
• They have access to free learning and better career opportunities.
• Can make a living as they study
• Learnerships can help them get into a workplace or get a formal qualification.
The Employer:
• Gets professional, seasoned employees who will need less supervision
• Increased productivity
• Recognize and address gaps in training and skills
• Educates and empowers workers, generating a happier workforce
The Industry:
• Access to many more skilled and experienced workers
• Can improve workers according to world-class standards
• Becomes much more competitive on the global market
Seta Learnership Stipend
SETAs offers stipends to students who are qualified and interested in working in a specific field. Stipends cover school, food, lodging, textbooks, and related costs. SETAs funds qualified candidates with stipends of more than R70,000, and debt-ridden candidates from the previous academic year are deemed eligible for the stipend. SETAs assess students at various levels of study to reward qualifying students with discretionary grants.
For students to take advantage of this stipend, they do not necessarily need to be academically sound but need to pass the “means test.” This test includes the level of family income and certain academic knowledge. In addition to a scholarship, students can be awarded a stipend if they can show financial need evidence. It is customary for the stipend provider to request that the parents fill out the application form, provide information on their financial condition, and provide evidence in paper, including the assets for receiving such a stipend. The school will review the application in compliance with its stipend policy. Most of the time, the award will remain in place until the student sits for the next public review. Many schools reassess stipends every year to ensure that the grounds on which the student received the stipend are maintained.
Criteria of qualification for interested candidates:
• Must be a resident of South Africa.
• It must be accepted and enrolled to study in a specific academic year.
• Should be between 18 and 35 years of age.
• Must study at a public tertiary institution or technology university in South Africa.
• Has to be unemployed.
• Must have completed the previous year’s qualifications and awaiting results for graduation.
Interested applicants should apply the following documents to be eligible for the stipend:
• A completed application form.
• Certified ID document duplicate.
• University student account.
• Proof of registration as a student of the final year.
• Certificate of Tax Clearance.
• Records of the previous academic year.
• Verification of Tax Compliance Status PIN.
These documents are to be submitted via e-mail to the relevant SETA.
