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Skills Development Facilitation

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South Africa
Johannesburg
Skills Development Facilitation

The functions of an SDF are to
Assist the employer and employees to develop a Workplace Skills Plan (WSP) to acquire grants from the national skills levi

A Skills Development Facilitator (SDF)
training in an organisation, with Seta

1.1 Appointment of an SDF
In larger organisations, a currently employed training or
appointed as an internal SDF. professional fulfilling this role and so a manager or company owner will take it on
outsourced to a professional external SDF

Function of an SDF

The functions of an SDF are to:
• Assist the employer and em

ployees to develop a Workplace Skills Plan
with the requirements of the

Submit the WSP to the relevant SETA

Advise the employer on the implementation of the strategy and quality assurance system. Suggest equity and skills recommendations to boost the company

Assist the employer to draft an Annual Training Report

Advise the employer on the quality assurance requirements

Act as a contact person between divisions

Serve as a resource with regard to all aspects of skills development

Communicate SETA initiatives, grants and benefits to the employer

Communicate with branch offices, and all employees in the main office and branch offices,
concerning events and grants being offered and audit all individual needs

The employer must provide the SDF
functions set out. The stated purpose of the Skills Development Act (SDA) 1998

a) to develop the skills of the South African workforce

To improve the quality of life of workers, their prospects of work and labour mobility

To improve productivity in the workplace and the competitiveness of employers

To promote self-employment; and
iv to improve the delivery of social services

b) to increase the levels of investment in education and training in the labour market and
to improve the return on that investment

c) to encourage employers
i to use the workplace as
ii to provide employees with the oppor
iii to provide opportunities for new entrants to the labour market to gain work experience

iv to employ persons who find it difficult to be employed
d) to encourage workers to participate in learn
e) to improve the employment prospects of persons previously disadvantaged by unfair
discrimination and to redress those disadvantages through training and education
f) to ensure the quality of education and training in and
g) to assist
i work-seekers to find work
ii retrenched workers
iii employers to find qualified employees; and
iv to provide and regulate employment services.

Address

Johannesburg, Durban, Capetown
Johannesburg
2001

On site consultation

General information

Marcelle de Beer 060 789 4458 (SDF - Assesor - Training Manager - Etd in progress and assessment design) To improve the competence of employees and potential employees, thereby enhancing productivity in the sector • To increase the level of investment in education and training in this sector and to optimise the return of this investment • To encourage employers and employees to adopt a culture of life • To ensure the quality of training and standards in line with the NQF and to actively promote these standards • To expand the provision of education and training in the sector through sound partnerships with public and private providers o • To enhance co-operation between the public and private sectors • To support the objectives of the Employment Equity Act of 1998 • To enhance access to learning opportunities in the sector • To position the sector as the 'sector of ca entrants into the labour market. 2.5 Role of the Setas according to the SDA According to Section 10 the SDA 1. A Seta must, in accordance a. develop a sector skills plan within the framework of the national skills development strategy evelopment The Seta structure is currently under review following the move of the Setas from the DoL, to the o decision has been made concerning the future of the Setas who are licensed for 5 promulgated, on 5 February 2010, that the Setas will continue operating 2011. It is expected that during the 2010 calendar year, issues around Seta strategy and Seta licensing will be finalised. The Seta license extension for one year was made to allow for the DHET to fully understand the skills development environment before making any Setas, or policy i.e. the National Skills Development Strategy (NSDS). Influence the effective operation of the labour market, through effective skills development, so as to ensure the appropriate supply of competent labour necessary to compete in the global economy. To improve the competence of employees and potential employees, thereby enhancing in the sector To increase the level of investment in education and training in this sector and to optimise the return of this investment To encourage employers and employees to adopt a culture of life-long learning To ensure the quality of training and education in the sector and to support the development of standards in line with the NQF and to actively promote these standards To expand the provision of education and training in the sector through sound partnerships with public and private providers of education and training operation between the public and private sectors To support the objectives of the Employment Equity Act of 1998 To enhance access to learning opportunities in the sector To position the sector as the 'sector of career choice' for prospective learners and new

Telephone

+27 11 355 5000

Website

facebook.com

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