①②③④⑤
⑥⑦⑧⑨⑩
⑪⑫⑬⑭⑮
⑯⑰⑱⑲⑳
① Making your learnerships a success
BBBEE Current vs Target
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Headcount total
% of Learners
% Training spent
% Accredited training
Funding
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Plan
Finance
Identify Qualifications
No of learners/ unit
Calculate ROI
Get Budget approved
Start-up
Planning Meeting
Role Clarification
Scheduling
Signing of SLAs
Buy-in from line management
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Mobilise
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Skills Pipeline
Organise
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Where and when do we
hire?
What are scarce skills
Where do we have
attrition?
Align career & learning
ladder
Resourcing
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Any external grants?
Identify training provider
Who project manages?
Who is internal champion ?
What & who else?
…..
On Boarding
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Select learners
Contract learners
Launch & orientation
Learning
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Classroom training
Support in workplace
Collect workplace evidence
Assess & moderate
Remediation
Launch
Implement
Monitor
Close Out
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100% Upload
Complete ROI study
Certificate of completion
Close out report & meeting
SETA certificate
Update compliance docs
Close
Compliance
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Get all the docs for BEE
Docs for Tax Breaks
(Youth Subsidy &
Learnerships)
SETA uploads
Setting up POEs
Review
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Progress Reports
Learner Feedback
Tracking of ROI
Project Meetings
Reports to Funder
② Maximize
your BBBEE through skills development
What has changed
• You can now earn up to 25% of your BBBEE points
from training
• Total spending requirement has gone up from 3% to
6%
• Trainees do not need to be employees
• You can only use 15% of spend on internal/non
accredited training
• 5% of headcount on learnership, 100% gainful
employment = 5 points
To do:
• Analyse last years expenditure, how much did you
spend on training, in-house versus accredited training,
how much for disabled?
• Compare that against the new targets
• How many points do you want to earn through
training?
• What would you need to do to achieve that?
• How much would that costs you?
Tips
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Training is probably one of the easiest ways to
boost your BBBEE rating
Learnerships are great to increase your training
spend without increasing costs because
learner’s salaries count as training expense.
If you sponsor training outside company, you
can still still count it
Any grant funding received still become part of
your expenditures
If you plan to claim internal spend keep good
records
Read more ……
③
Skills Planning: Develop Your Own Talent
recruit
poach
train
Talent Management
• Attract, Retain, Develop
• Right people, right position, right time
• What do your employees look for , how
can learnerships help you
• Short term vs long –term horizon
Workforce Planning
• Poor workforce planning is probably a key
reason, we need people now
• How many people do you need, talk to
ops
• How long does it take you to bring them
aboard
• Be pro-active, not re-active
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Skills Pipeline
• Where and when do we hire?
• What are scarce skills
• Where do we have attrition?
• Align career & learning ladder
Ladder of Learning
• Align ladder of learning
• Career path
• Compare that against the new targets
• How many points do you want to earn through
training
• What would you need to do to achieve that
WSP / ATR
SETA Grants: Mandatory, Pivotal, Discretionary
Must have for BBBEEE
④ Tax Breaks
Learnership Tax Break
R 60 000
R 16 800
28%
R 100 000
Saving
R 28 000
Employment Tax Incentive
Monthly Salary:
< 2000
2000- 4000
4001-6000
50%
1000 > 0
1000
18-29 year old, 2 years, second year = 50%
④ Funding
Sources of Funding:
• Seta Grants, other Government Grants
• Company Spending:
• Buy BBBEE points
• Take advantage of tax incentives
• Salary Saving: Allowance not salary
Savings
Learnership Tax Break
Youth Incentive
Sub-Total
16 800
12000
28 800
Salary Saving (2000/m)
24 000
Total
52 000
• Allowances:
• Same allowance throughout or
• Stepped model to ensure better retention
• Costs of Attrition
• Recruitment costs: easily +R5000, +12%
placement fee
• On-boarding training: + 2 weeks
• Quality & productivity loss: it takes time to
get people up to speed, unable to bill fully,
customer complaints & retention, rework
Expenditure
Allowance (3000/m)
36 000
Training Provider
18 000
Total
54 000
⑤ Calculating your ROI for your learnership
Become a financial business partner
Shift from being a training manager offering training, to a becoming a manager
producing tangible business results that can be measured in financial terms.
⑤ Calculating your ROI for your learnership
Reduced Salary – Stipend
Reduced On-Board Costs
•Total saving R5,355 per learner
Tax Breaks - Full project • Total saving R6,795,000 project
Improvement in Operational Performance.
 AHT - >11.3%
 Quality - >3.2%
 KPIs Score - >1.6%
 Punctuality - >8%
 Attrition - <5.4%
BBBEE – Achieved annual target – 5%
EE – Met Employment Equity Plan
⑥ Partner with the right training provider
Internal
• Project Leader = Mother = Passion for People
• Leadership visibility: Launch & Graduation
What does the employer want?
• Don’t embarrass me
• Minimum headaches
• Help with paper work
• Want to be updated
• Adjust to operational needs
• Subject matter expertise of provider
• Willingness to go extra mile = passion
Requirements of Provider
• Up to date accreditation
• Excellent project management skills
• Track record: Other clients & having
passed recently external moderation =
certificate
• Good working relationship with SETA
What does the Provider need
• Scheduling: Release learners
• Project manager needs to be
accessible
• Please pay on time
• Each one carry their can
Both need
• Partner, no arms length relationship
• Listen & learn together
⑥ Partner with the right training provider
Logistics
ETQA
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Good training material is key, continuously
improve
It must be compliant yet practical
• Contact days
• Workplace evidence
• Limit homework
Cross the “t” and dot the “i”
Agree upfront on evidence needed
Schedule upfront remediation time
Assessment as you go ie not last minute
Store evidence centrally, don’t give it to
learners
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3 devils of training: not enough time,
venue, food = common complaints
Change of dates, informing everyone of
upcoming events
Keep line managers informed
It’s about love
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Clients have their preferred trainers, again its
all about love for the people, for the work
Learners smell from a mile whether your
heart is in it or not and will act accordingly
Workplace support ie coaching is important,
its more about attitude than skill
Upfront
18.2 & Depends on Qualification
Block Release
18.1
Block Release
18.1
Block Release
18.1
Block Release
18.1
⑦ Getting your learners on-board
Where to find learners
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Secret: Internal referrals by staff, alumnis
Inbox: must be recent because contact
details change
Partner with an agency
Linkages with schools, NGO’s
Online/physical advertisement
What are we looking for in learners
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Learnership is a selector = delayed gratification =
attracts a different person = highly motivated
Be clear re-non negotiable vs trainable
• Ie you can’t change accent
• But you can train computer skills
Orientation & Launch
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Important to get commitment of learners & manage
expectations properly
Get money clear, you can pay more but not less
Have line managers there so that they understand
Differently abled learners
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Recruitment is big challenge
Partner with NGOs
Referral from previous learners
Professional learners
Minimum allowance, R 4-5000/m
What is your commitment to learners?
⑦ Getting your learners on-board
Personal documents
Agreements
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Certified copy of ID
Certified copy of Matric results
Employment contracts with learners
Learnership agreement from the SETA
SLA with training provider
Documentation
Other
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Payslips for BBBEE & SARS
Attendance registers of training
Internal training: Name of trainers, proof of costs
incurred for training (ie travel, venue, books,
payment to provider
SARS: EMP 201, IT 180
For comprehensive list go to www.ifundi.co.za
SETA Documents
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Proof of enrolment & completion from the SETA
through training provider for SARS
Learnership agreement from the SETA
Proof of submission of WSP/ATR for BBBEE
Accreditation of training provider
Proof of registration of SDF