With particular focus on sector specific skills shortages, additional funds are available in the form of Discretionary Grants
Stakeholders are invited to submit applications motivating reasons for funding assistance to develop staff in specific areas
This funding must be used for PIVOTAL Training - Professional, Vocational, Technical and Academic Learning that results in a full or part qualification listed on the National Qualifications Framework
Short Courses/Skills Programmes
Learnerships/Work Integrated Learning
One of the biggest challenges facing business in South Africa is the shortage of skills.
Historical inequalities in education have resulted in a substantial skills shortage among the majority of our population.
Much of the workforce lack fundamental skills in numeracy, literacy, communication and basic office skills.
This is a major barrier to Transformation as it limits the ability of Previously Disadvantaged Individuals to progress in further education, thereby reducing promotion prospects - particularly at upper Management Control levels.
It's for this reason that Skills Development receives so much focus in the new BBBEE Codes - It is vital that organizations create a culture of learning that is conducive to attracting, training and retaining skilled people from all sectors of society.
BBBEE compliance stipulates that 6% of annual payroll should be spent on training and development within the workforce.
This can be tricky and expensive!
We'll show you how to navigate the complex Skills Development landscape to ensure maximum ROI and BBBEE recognition.
Claim back your Money
WSP / ATR Submission
This is the first step in accessing funding from the SETA's. By submitting WSP/ATR reports annually, the organization becomes eligible to receive quarterly rebates (Mandatory Grants)
Workplace Skill Plans outline the organisation’s training planned for the upcoming year while the Annual Training Report is a record of all training completed the previous year
This funding must be used for training that addresses Scarce & Critical Skills identified within the organization and/or industry. Preference is generally given to Previously Disadvantaged Individuals, with the intention of development / advancement into higher management levels
Employers whose payroll exceeds R500 000 per annum, are required by law to pay 1% of total payroll towards the Skills Development Levy (SDL)
Employers may claim back a percentage of these funds for Training and Development purposes within the organization
In order to be eligible to claim back these funds, each organization must:
Be registered with SARS
Be registered with relevant SETA
Be up-to-date on levy payments
Appoint Skills Development Facilitator (SDF)
Submit a Workplace Skills Plan (WSP) and
Annual Training Report (ATR) annually