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| Skills Planning |
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| Click here to
download the Sector Skills Planning document 2011 - 2016 . |
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| Skills Development Facilitator training |
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Click here to download the Skills Development Facilitator training manual 2011 - 2012 |
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| Functions of the Department |
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| The skills development department is responsible for: |
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Collecting and disbursing skills development levies;
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Developing and implementing the Sector Skills Plan;
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Facilitating Chamber Committee operations;
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Implementing the National Skills Development Strategy
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Liaising with the sector
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Monitoring and auditing skills development implementation
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| The Levies and Grants Section is responsible for: |
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Receiving levies from the Department of Labour
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Administering the grant disbursement schedules
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Receiving the Workplace Skills Plans (WSP) and Implementation Reports (IR)
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Conducting administrative validation of the WSP and IR
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Facilitating reallocation of any misallocated employers
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Administering Change of Jurisdiction applications
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Compiling a Skills Development Facilitators database
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Preparing Grant Disbursement Schedules for qualifying employer organisations
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Capturing WSP, IR, and other grants as required by CATHSSETA
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Administering queries on levies and grants
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| The Chamber Co-ordinators are responsible for: |
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Sector liaison on skill development in the respective sectors.
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Providing necessary strategic information to Chamber Committees and
facilitating implementation of Chamber initiatives.
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Supporting development of sub sector capacity building in implementing the
National Skills Development Strategy.
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Monitoring and auditing implementation of Skills Development initiatives by
employers in the respective CATHSSETA sub sectors.
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Participating in CATHSSETA committees as required by CATHSSETA management.
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Validating WSP and Implementation Reports from the respective sub sectors.
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Developing stakeholder databases.
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| CATHSSETA is responsible for developing a Sector Skills Plan (SSP), which is a
four-year strategic document. The SSP represents the implementation framework
for achieving the objectives and targets as set out in the National Skills
Development Strategy. The first Sector Skills Plans were developed for the
period 2000 – 2004. Currently CATHSSETA has begun a process of developing a SSP
document for the period 2005 – 2009, this document will be aligned to the
National Skills Development Objectives and Targets, which are under review. |
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| The Sector Skills Plan is a strategic vision of the SETA for implementation of
skills development in the sector, to be based on an assessment of economic and
development trends, and associated skills requirements. |
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| Avenues for compiling data include: |
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SETA commissioned research
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Ongoing research and surveys conducted by sub sectors
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Department of Labour research and other government research institutes
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Focus groups from the sector
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Analysis of Workplace Skills Plan and Implementation Reports from employers
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| NSDS Implementation |
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| There are specific NSDS objectives that the Skills Development Department is
directly responsible for implementing and the balance are implemented in
conjunction with other CATHSSETA core departments and projects. |
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The Skills Development Department is directly responsible for: |
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Fostering skills development in the formal economy for productivity and
employment growth. (Administering Levies and Grants)
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| Monitoring |
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| Through the Skills Development Act of 1998 and the Skills Development Levies
Act of 1999 SETAs are required to monitor, audit and inspect employer
organization, in implementing the Skills Development Strategy. In a bid to
implement and meet the NSDS targets, monitoring plays a crucial role in
ensuring quality management. This is achieved through the process of
verification of the implementation of the Workplace Skills Plan and putting
developmental programme where required. |
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| In a bid to implement and meet the NSDS targets, monitoring plays a crucial
role in ensuring quality management. This is achieved through the process of
verification of the implementation of the Workplace Skills Plan’s and putting
developmental programmes in place where required. |
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| Organogram |
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| Executive Manager: |
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| Operations: |
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| Administration Support: |
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