Daniel Puchert | 18 June 2024 The new occupational engineering qualifications proposed by the Quality Council for Trades and Occupations (QCTO) are being phased in to improve graduates’ chances of securing employment. According to QCTO CEO Vijayen Naidoo, these new qualifications are meant to replace the older National Accredited Technical Education Diplomas (NATED), which are currently being phased out. An occupational qualification is a “qualification associated with a trade, occupation or profession resulting from work-based learning,” according to the QCTO. The QCTO says that these qualifications yield a high chance of employment due to the element of work experience and that they are industry demand-driven. This is why the organisation must ensure old qualifications are updated in line with an industry’s demands. “Our goal is to improve the overall quality and relevance of vocational education and training in South Africa,” Naidoo told MyBroadband. “New qualifications should provide graduates with a better chance of securing employment after graduation by equipping them with the specific skills employers are looking for.” Naidoo says that the QCTO and the Department of Higher Education and Training (DHET) aim to align industry demands and qualifications. Therefore, both bodies are working on a transition plan to shift towards a more current qualification system that aligns with industry needs. This includes replacing qualifications and reviewing and realigning old NATED curricula. The structure and content will be updated to reflect current industry requirements. The proposed qualifications are five electrical and two mechanical engineering qualifications, which are shown in the table below. The two mechanical engineering qualifications’ curriculums will be new and will not replace an older NATED programme. These are indicated in the table as NQR. Two electrical engineering qualifications, the electrical equipment maintenance specialist and the electrical engineering draftsperson, will also be new. The remaining engineering qualifications, which are occupational diplomas, will replace outdated NATED programmes, indicated as RROQ. These are the electronic engineering technician and the two electrical engineering technician qualifications. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://mybroadband.co.za/news/government/541095-south-africas-proposed-new-engineering-qualifications.html

Roland Innes, Leigh-Ann Revill | 20 June 2024 The Quality Council for Trades and Occupations (QCTO) stands ready to revolutionise vocational education in South Africa. Established to address South Africa's skills gap, the QCTO faces significant challenges that could make its success uncertain. However, by learning from international models and adapting to local contexts, the QCTO has the potential to empower individuals and propel the nation's workforce forward. Challenges on the path The QCTO's path to success is undoubtedly beset with hurdles. Under-resourcing and internal conflicts within SETAs are likely to hamper its ability to function effectively. Delays in its implementation since 2010 and scepticism about its ability to deliver cast a shadow over its mission. The most delicate challenge lies in balancing inclusivity with upholding professional standards and the QCTO will need to take care to ensure its qualifications are accessible while maintaining the integrity of established professions. Lessons from leaders around the world Overcoming these intricate issues demands innovative solutions and a collaborative spirit for the QCTO to navigate the road ahead. There are many examples of vocational training from abroad that we can use as inspiration in South Africa. Germany has a long history of successful vocational education, characterised by high levels of collaboration in which government, employers, and unions work together to ensure training meets industry needs. Theirs is a dual system of education, where students combine classroom learning with workplace apprenticeships, gaining practical skills alongside theoretical knowledge. They have an established culture of apprenticeship, in which employers value apprenticeships, and wages are stable, encouraging investment in training. The Netherlands emphasises lifelong learning, offering flexible vocational training programs that cater to various needs, usually through short courses for upskilling or reskilling workers or part-time programs for those already employed. The development of soft skills is emphasised, alongside technical skills in vocational training programs, including communication, teamwork, and problem-solving skills, all of which are highly valuable in today's workplace. Switzerland has a rigorous quality assurance system for vocational training in which independent bodies regularly monitor programs and assessments, ensuring high standards are maintained. Adapting these models for South Africa South Africa can benefit by adapting these features to its own context by ensuring high levels of collaboration between government, employers, and industry collaborate closely, ensuring training aligns with industry needs. It is essential that we address the educational baseline to ensure learners are prepared for the demands of formal assessments within the QCTO framework. Furthermore, the QCTO must ensure that a robust quality assurance framework is implemented to achieve consistency and credibility within the OQSF, which means that transparency in assessment processes will also be essential. South Africa must explore ways in which to revise learnership programs to provide long-term growth for employees as well as ways to address employer concerns about poaching skilled workers. Companies are to be encouraged to invest in workplace infrastructure such as training facilities and programs that create a supportive environment for practical learning. To facilitate life-long learning, the QCTO can integrate soft skills development into the OQSF, along with its micro-credentials, to ensure graduates possess the well-rounded skill sets that employers seek. The QCTO's commitment to skills development Despite its numerous challenges, the QCTO is steadfast in demonstrating its commitment to addressing the skills gap, by prioritising the developing relevant qualifications that directly translate to employment opportunities. This is evident in its focus on micro-credentials, which offer targeted skill development in specific areas, promoting lifelong learning in a manner that is accessible, and practical. The OQSF offers qualifications with various exit levels, allowing learners to gain valuable credentials even if they do not complete the entire programme. Additionally, the QCTO champions a change in basic assumptions in societal perceptions. This is evident in its intention to instil a parity of esteem, aiming to make vocational qualifications as valued as university degrees by promoting skills-based careers. While there is still much work to be done in this respect, a promising start has already been made. Prioritising efforts to tip the scale in favour of success In the immediate future, the QCTO and employers running skills development programs can take several steps to make measurable progress on the road to success. This includes greater attention to preparing learners for the transition by bridging the gap between portfolio-based learning and the more formal assessments within the QCTO framework. Employers and industry stakeholders must embrace the OQSF as a tool to develop relevant skills, moving away from change resistance and towards meaningful collaboration. From a policy development perspective, measures need to be taken to encourage and incentivise companies to invest in workplace infrastructure through training facilities and programs that support practical learning. By addressing these challenges and taking inspiration from successful models abroad, the QCTO has the potential to become a game changer in skills development for South Africa. Collaboration, a focus on practical skills, and a commitment to quality will be key to its success. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/article/revolutionising-skills-the-future-of-vocational-training-in-south-africa-903664a

Isabel van Gend | 17 June 2024 The South African government recently published a revised critical skills list. This register of 142 occupations includes those skills the government considers to be critically needed in the country and fundamental to stimulate economic growth and development. Compiled after extensive engagement between government departments, academic institutions, professional bodies and businesses, the intention of the critical skills list is to attract highly qualified foreign nationals to work in South Africa and fill the gaps in those listed occupations. But, while the focus is on foreign nationals, these critical skills also provide work and study opportunities for South Africans. Learners and their parents, job seekers, educators and employers all need to be aware of these skills shortages, as they make decisions about career paths, education resources and hiring strategies. The country’s official unemployment rate stands at 32.6% – the highest in the world, according to the World Bank. But to ensure that we build the skills base that South Africa so desperately needs, we can’t afford to focus on current job seekers. Learners in Grade 9 or preferably those even younger, must be guided in taking the right subjects to increase their opportunity to secure employment after leaving university. For a significant number of the occupations on the critical skills list, you need a background in maths and physical science. However, these subjects are perceived as difficult or having no tangible value in the real world, and so they are avoided by learners. In marginalised schools, if there are 250 Grade 12s, as few as 6-25 take physical science up to matric level. The percentage of learners in rural areas choosing physical science is even less than in urban areas, while some schools are phasing out maths and physical science completely, because of the low uptake by pupils and the pressure on schools to achieve pass rates. What many learners and parents are failing to realise is that maths and physical science are gateway subjects that can have a significant impact on what a learner can apply to study at university – and their future job prospects. In addition, the country needs skills in Science, Technology, Engineering and Maths (STEM) or it risks being left behind by all the other nations progressing with their Fourth Industrial Revolution initiatives. STEM in ACTION One of our missions at Nelson Mandela University is to create awareness of non-traditional STEM careers and provide support to learners and educators. By helping to promote and develop critical maths and physical science skills, our goal is to ultimately increase the number of learners who qualify to study science and technology in the Eastern Cape. Started 14 years ago, and sponsored by Sanral, STEM in ACTION is an education support programme within the Faculty of Engineering, the Built Environment and Technology, where learners and educators are taught by Mandela University facilitators, in laboratory sessions at our Missionvale Campus. We believe that you learn most effectively when more than one sense is involved, and so we take a “hands-on, brains-on” approach to learning. By using practical activities, you create a concrete experience for a very abstract subject. By experiencing science first-hand, our aim is to excite learners, make the subject memorable and motivate learners to start considering possible STEM career paths. STEM in ACTION includes a variety of education support projects including the Selected Learner Project, the Selected Schools Project, and Educator Development. The university works with marginalised but functional schools in the Nelson Mandela Bay metropole, transporting learners to and from the campus, and providing a light meal. With the Selected Learner Project (SLP), Grade 10 and 11 learners who achieve 65% or more in physical science and maths and have the potential to study for a degree in engineering are chosen. Learners take part in experiments that they would not have at their own schools, including exposure to coding and programming interventions. With the Selected Schools Project (SSP), schools in the metro are carefully chosen and invited to the university where they have access to sophisticated equipment to be able to perform curriculum-aligned experiments for Grades 8-12 in physical science. Selected learners are also identified and provided with the opportunity to attend extra weekly classes, where the most problematic physical science concepts are retaught. For many learners, there is immense pressure from their parents to enter the accounting, legal or medical fields, as these are perceived as careers where you make enough money to take care of your entire family. The intention of the SLP and SSP programmes is to inform the learners about non-traditional careers in the STEM fields and empower them to apply for these degrees. Transforming education begins with teaching teachers Learners come into the programmes and then leave. If you want to make more impact, you need to focus on teachers. Nelson Mandela University is one of six South African universities that form part of the University of the Free State (UFS) Collaboration. UFS has developed two programmes, Family Maths and Key Concepts in Science, that are being introduced to schools in the metro. The university also trains facilitators to teach teachers. Every year an average of 37 Grade 8 and 9 teachers are selected and exposed to teaching, learning and laboratory skills that they can then apply at their own schools. In addition, they are supplied with worksheets, resources, and equipment, to again reinforce the hands-on, brains-on teaching approach. It’s the fourth year that Mandela University has partnered with UFS, and the programme has been so successful that it is being expanded to areas outside of the metro such as Makhanda (Grahamstown) and Graaff-Reinet. STEM in ACTION has been running since 2010 and while the feedback from schools and learners is all resoundingly positive, its influence is a drop in the unemployment ocean. The impact on learners is dependent on numerous factors, including how motivated the learners are and how much support they get at home. Hardworking students with potential, who have a strong support network, will feel more confident in their own abilities, and can excel in physical science or maths. If a learner has a natural aptitude for these subjects, we encourage them to consider STEM careers as their chances of employment are far greater, and with it the ability to financially support themselves and their family. But it takes a team effort to inspire learners and to be the anchor they need to make good choices for themselves, their futures and that of the country. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://yiba.co.za/stem-subjects-key-getting-sas-youth-employed/

Bizcommunity | 21 June 2024 Despite traditionally not being considered fashionable as a career choice, an increasing number of young South Africans are pursuing farming, with many achieving not only survival but success in this critical economic sector. Statistics South Africa recently revealed that youth aged 15 to 34 constitute over one-third of the nation's population. However, unemployment rates among this demographic range from 40% to 50%. In sampled rural households, 51.5% are actively seeking employment, while only about 10% are self-employed. At the same time, Statistics South Africa also reflects that agriculture was among the few sectors showing employment gains last year, amid South Africa’s overall employment continuing to fall. Employment in agriculture grew by 27,000 (3.2%) in the first quarter of 2023, reaching 888,000. “Despite not being a sector that young professionals are typically drawn to, it is encouraging to see a growing number of young black entrepreneurs becoming actively involved in the agricultural sector. Not only is agriculture key to providing employment, but it is also critical to ensuring South Africa’s food security. Rise of young Black entrepreneurs in agriculture "As Land Bank, we are proud that for FY24 our disbursement to youth accounted for almost 11% of our loan book, which is a figure we are working towards increasing in this current FY,” says Themba Rikhotso from Land Bank. However, despite an increasing number of youth showing an interest in becoming farmers, AgriSA puts the average age for a farmer in South Africa at about 57. This is in line with worldwide trends as most young professionals would rather work in cities and have corporate jobs. “While it is encouraging to see that young entrepreneurs are being drawn to farming, it remains crucial to attract more young people to this industry, especially in a country such as South Africa that has a growing population and needs to ensure food security for future generations,” says Rikhotso. Despite more young people showing an interest in farming in recent years, Land Bank acknowledges that entry into the sector remains difficult for aspiring young farmers. A lack of land ownership, high input costs, access to credit, lack of market access, low returns, high cost of mechanisation and a lack of farming knowledge are some of the main barriers that hinder youth participation in agricultural activities. “Better land availability, financial support and the dissemination of information about rural development programmes are the main interventions that can improve youth participation in the agricultural sector,” says Rikhotso. BFS promotes youth participation In line with this, Land Bank’s Blended Financial Scheme (BFS) is a blended finance programme, established in partnership with the Department of Agriculture, Land Reform and Rural Development (DALRRD), to commercialise development farmers. The objective is to facilitate the meaningful participation of black producers and majority black-owned enterprises owning and controlling the agricultural value chains in South Africa. "The BFS is a 50% grant and 50% loan that is designed to support producers engaged in value chain and aggregation activities. It aims to assist farming projects achieve sustainability and growth with priority given to projects with high development impact," says Rikhotso. "Financial stability remains an important aspect of farming and key to encouraging more young entrepreneurs to enter the agricultural industry. Mechanisms such as the BFS are therefore extremely important to lowering the barriers of entry for aspiring professionals who would otherwise not be able to make it in this sector." Over and above financial support, Land Bank also provides access to a post-investment management services team that continues to support BFS beneficiaries in a variety of ways – from crop inspection to helping source leased equipment. Rikhotso notes that with the support of the BFS, Land Bank has seen many emerging farmers reach their dreams of becoming successful agripreneurs and active contributors to employment within their communities. Thriving young Black farmers across SA "It is extremely encouraging to see that young black farmers are thriving not just in one area, but in every province of South Africa and across all categories of farming, including cattle, poultry, mixed and crop farming. We will continue to actively support these young professionals and to encourage new entrants into this sector," says Rikhotso. “We wholeheartedly believe that supporting South Africa’s young agripreneurs will not only improve the succession prospects in the crucially important agricultural sector but will also act as a motivator to persuade more young professionals to come on board.” ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/article/land-bank-encouraged-by-surge-of-youth-farmers-in-sa-458389a

Staff Writer | 21 June 2024 The Media, Information and Communication Technologies Sector Education and Training Authority (MICT SETA) has opened applications for its discretionary grant for the 2025/26 financial year. More than 12 000 young students are expected to benefit during this funding window. The discretionary grant is aimed at encouraging stakeholders to contribute towards skills development, such as projects linked to scarce and critical skills within a relevant industry, like media, information and communication technology. It also offers funding opportunities to support programmes aligned with the MICT SETA’s strategic objectives. The grants are available to assist university, TVET and community college students get workplace training to complete their qualifications. The funding is also available for media and ICT-related companies that want to hire unemployed youth, to equip them with work experience. According to MICT SETA, past grant beneficiaries include the SABC, Huawei, Vodacom, MTN, Syspro, Dimension Data, Ogilvy, SAP, CSIR, Vox Telecom and eTV. Small, micro and medium businesses have also participated in the programme, says the authority. “We invite all eligible stakeholders within the media, ICT sub-sectors to apply for funding aimed at addressing sectoral skills needs as outlined in the Sector Skills Plan, Strategic Plan and the National Skills Development Plan.” MICT SETA CEO Matome Madibana adds: “We have very good support from the industry. Many of those who were employed as interns are today gainfully employed in the industry. Grant beneficiaries have trained young South Africans to embrace the digital economy. “We’ve provided training in operating drones, using 3D-printing and cyber security, among others, and we look forward to receiving even more innovative grant proposals.” The organisation explains the grants cover a range of education initiatives, including learner stipends and bursary programmes, to encourage existing businesses to offer training and learnership opportunities to address the skills gap in SA. The fund is accessible to all levy-paying companies of MICT SETA, while non-levy-paying companies must have at least 51% South African ownership. Furthermore, it says mandatory compliance documents required upon application include proof of company registration, valid tax clearance and a company profile. All applications must be submitted via the MICT-SETA Learner Management System by midnight on 4 July. Queries can be directed to DGqueries@mict.org.za . ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.itweb.co.za/article/mict-seta-invites-applications-for-discretionary-grant/JN1gP7OAk6YqjL6m

Setshaba Sthembiso Phalane | 23 June 2024 A YES Youth candidate from Mamelodi, Pretoria, Setshaba Sthembiso Phalane, who has made a winning start to his Nedbank career, said his passion to continue learning has made him a role model in his community. The 29-year-old joined Nedbank in 2022 as a service consultant after his year-long stint as a YES (Youth Employment Service) candidate. At the bank’s 2023 formal recognition awards, his enterprising nature earned him the prestigious Top 3 CEO Apprentice of the Year accolade. “People in the community keep asking how I made it into the corporate world, and now want to walk in my footsteps,” he said, recalling that he was unemployed for a year before getting the call that changed his life. Three months after applying for YES Youth, he got a call during load shedding informing him that he must do assessments, such as credit screening and fingerprints. “I live and breathe the Nedbank culture and values. I have acquired an incident reporter certificate, and during my tenure in the YES Programme Learnership, I was an auxiliary member of the Diversity Equity & Inclusion (DE&I) Forum, as well as a Well-being Champion,” he added. “I did not think they would hire me, because I have long dreadlocks. But they took me as I am, something which stood out for me. I appreciate their welcoming acceptance and feel at home,” he said. Phalane said he shares details of the Nedbank career site, which contains opportunities for YES Youth candidates, along with other helpful youth portals. “I have always done more than what my job description entailed. By taking part in events such as Youth X Awards, there are opportunities to network and build relationships and collaborate with others in the organisation.” Phalane said he believes in being “authentically myself” and not being afraid to ask questions or participate in engagement forums. “I always want to do more and learn more. It still feels like a dream. But as a message to fellow YES Youth, I say, if you are not learning every day, you are not growing,” Phalane said. “The Youth Employment Service is an important part of Nedbank’s overall young talent strategy. It is underscored by our commitment to be part of the solution to South Africa’s stubborn youth unemployment rates, and creating hope for our young people,” Deb Fuller, group executive for Human Resources at Nedbank, said. “The overarching benefit of this programme is that of poverty eradication and job creation for young people who have never worked. The lack of work experience can be a great barrier to building a successful career,” Fuller added. YES chief executive officer Ravi Naidoo said the initiative is the highest impact private sector youth employment programme in South Africa, working with more than 1 700 businesses to tackle the country’s youth unemployment crisis. “Through our long-standing partnership with Nedbank, we want to see the youth in this programme flourishing and creating a better tomorrow, today. Through partnership with businesses like Nedbank, which have integrated the YES programme into their ESG agenda by placing youth in roles ranging from IT, HR and marketing to waste management, solar PV installation and ecotourism, an economic ripple effect is triggered, which helps reignite communities and our economy.” Throughout South Africa, more than 145 000 quality work experiences have been created for youth in five years. To date, the YES initiative has injected R7.9 billion into the economy via youth salaries, without government funding. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/business-report/economy/nedbank-yes-youth-candidate-makes-winning-start-to-life-in-the-bank-4da26192-0f95-45c5-a889-bf97ab0d4f5d

Varsity Vibe | 25 June 2024 The future of the South African economy rests on the shoulders of our youth, making it crucial to address and illuminate the unemployment crisis they face. According to data from Stats SA for the fourth quarter of 2023, the number of unemployed youth increased, reaching a total of 4.7 million. Concurrently, the number of employed youth declined to 5.9 million. This shift has resulted in the youth unemployment rate climbing from 44.3% in 2023 to 45.5% in the first quarter of 2024. In December 2023, our annual Student Spend Survey, which received responses from over 11,300 Varsity Vibe users, aimed to understand the financial challenges students face. The survey revealed that 73% of youth and students are anxious about securing any form of employment in South Africa. Furthermore, 66% are worried about finding employment within their field of study, casting some uncertainty on the value of pursuing a tertiary education. The scarcity of paid internships and the increasing requirement for at least one year of experience for entry-level jobs have exacerbated these challenges. Consequently, 74.5% of youth and students expressed concern about being unemployed for an extended period. These statistics underscore the urgent need for initiatives that address youth unemployment and enhance economic opportunities. Varsity Vibe is committed to empowering young South Africans through entrepreneurship. In 2020, we launched our student business initiative to support business-minded students nationwide in growing their brands or businesses as Varsity Vibe partners. We strive to assist these students by offering guidance, mentorship and a platform that connects them with a nationwide student audience. Additionally, students can acquire valuable sales skills and generate income through our Vibe Agent program. Vibe Agents, known as the "voice of Varsity Vibe," are student promoters who increase awareness of Varsity Vibe and drive membership sign-ups on their respective campuses. Echoing the sentiments of the late Oliver Tambo, the youth are indeed our future. It is imperative to go above and beyond to empower the young minds in our communities, ensuring they have the tools and opportunities to succeed in a challenging economic landscape. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/article/addressing-the-youth-unemployment-crisis-varsity-vibes-commitment-to-empowering-sa-students-347288a

Marco Maree | 24 June 2024 Many South African school leavers have not been adequately equipped with the basic literacy and numeracy skills that they need to succeed in tertiary education. This is especially the case for students who attended poorly resourced schools and from lower socio-economic backgrounds. The result of this is a high university dropout rate that aggravates the skills shortages that are holding the country back. This includes the efficient adoption of Fourth Industrial Revolution technologies, all of which rely on sophisticated skills sets. It also hampers transformation and fuels inequality considering that many of these students are from previously disadvantaged backgrounds. So says Marco Maree, Expert Development & Training Advisor of Triple E Training , a specialist adult education and training (AET) provider which is appointed by industry to help develop a talent pipeline. The company’s General Education and Training Certificate: AET learnership has placed many learners on an academic path by equipping them with the skills that they need to complete “second chance” matric with a Bachelor Pass. “University dropout rates in the country are a concern especially considering the dire skills shortage. Also not to be over-looked is the average length of time that it takes South African students to complete their degrees and join the workforce because they struggle. According to the Department of Higher Education, only 6% of South African adults held a degree as their highest level of educational attainment in 2021. This is far below the norm in most countries, although the proportion of South African adults aged between 25 and 64 who held a degree increased almost 1% from 2011. This is about 500 000 citizens. However, with between 50% and 60% of first year university students currently dropping out, we are still struggling to develop a talent pipeline. Meanwhile, of the 2010 cohort, only 22% of students achieved a three-year degree within three years. Just 39% complete their degrees by the fourth year and only 56% finalised their studies by the sixth year. The extent of the challenge that we face is very clear,” Maree says. There are many reasons for the high university dropout rate. One of them is inadequate preparedness for the demands of tertiary education. This includes a lack solid basic-education skills, including literacy and numeracy. Maree says that many universities have found that school leavers generally had shortcomings in their reading comprehension skills that they needed to understand problems that they were asked to solve. In extenuating circumstances, they did not even have knowledge of vocabulary used for questioning. Some of these university students only started learning English, the formal language of learning and teaching, from grade 3, although they knew how to read some words before entering primary school. Many of the schools attended by these university students also stopped teaching English reading comprehension skills in grade 3 or grade 4. There are also flaws in the way in which reading skills are tested in poorly resourced secondary schools. These tests are mainly being done just to satisfy assessment requirements with scant regard given to encouraging continuous reading among learners. Reading as a pastime is also seldom urged and learners are, thus, not exposed to the range of available genres. Many of these university students also come from lower socio-economic backgrounds where reading is considered a luxury. Therefore, their parents never read to them in their fledgling years or encouraged them to read. In many instances, these families do not place much value on the written word, preferring oral storytelling. Certainly, parent involvement in learners’ schooling is also associated with academic success. When children are read to before they enter the school system , they are more likely to be successful in acquiring reading comprehension skills. This is considering that they are more likely to approach print with high expectations of its meaning. They also tend to already possess knowledge of and familiarity with story structure and language of text. “Working in many poor communities on behalf of our clients, we have found that the groups of learners who attend our AET classes dropped out of school in their younger years because their parents actually encouraged them to do so or showed very little interest in their education. This is because parents with low general literacy levels tend to not have high educational expectations and work-related aspiration for themselves and their children. Living in multi-dimensional poverty, there are other more important priorities to ensure survival,” Maree says. Sub-standard reading comprehension skills are also linked to the poor performance of university students in maths subjects. Without a solid understanding of problem statements, one cannot apply mathematical concepts and solve equations accurately. Even so, insufficient basic numeracy skills are also contributing to the high failure and attrition rate, and low throughputs at universities. Of particular concern are those learners who are struggling to transition from high school to mathematics-related subjects at university. Worryingly, university graduation in science, technology , engineering and maths (STEM)-related courses is about 20%. Already, there is barely a sufficient number of learners who take STEM subjects at school and of those who do, very few meet university-admission requirements for technical courses. This is contributing to the acute shortage of engineers in the country. South Africa only has one engineer for every 3 100 citizens. This is compared to one engineer for every 200 people in Germany. In Japan, as well as the UK and US, there is one engineer for every 310 people. It also manifests in the very low number of South African PhD graduates. Between 2020 and 2021, 56,7% of local doctoral qualifications were held by international students and only 43,4% by South African citizens. This is compared to undergraduate demographics where 96,6% of graduates were South African and 3,1% foreign. Worryingly, is the extent of the weaknesses that have been found in the mathematical literacy skills of entry-level students. Even learners who have been adequately exposed to mathematics curriculum have not been equipped with sufficient mathematical literacy to succeed in university. This has meant that lecturers have had to reexamine their assumptions about the competencies school leavers already possess. It has even been suggested that limitations be addressed by university curriculums. Notably, many motivated and industrious adults who progressed through Triple E Training ’s AET programmes have gone on to complete matric and then enrol at university. This is as part of company’s skills development programmes. “Certainly, a large number of employees or unemployed individuals who are placed in our programmes intend entering vocational and occupational training after completing AET. However, there are individuals who have been encouraged by their employers to pursue academic learning paths because they demonstrate leadership traits. Annually, about 6 000 individuals obtain their Senior Certificate. However, this is out of 100 000 citizens who write this exam every year. And, out of the those who pass it, only 16% of have achieved bachelor-level passes. It is clear that our education system needs a dire overhaul,” Maree concludes. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.engineeringnews.co.za/article/foundational-skills-gaps-fuel-university-dropout-rates-2024-06-25

Admire Moyo | 29 October 2024 The Competition Tribunal has today issued an order prohibiting the proposed transaction involving mobile operator Vodacom and fibre infrastructure company Maziv. Following the order, Vodacom issued a statement saying it is looking to appeal the ruling. The order comes after in August last year, the Competition Commission recommended the R14 billion merger be prohibited. This, after the competition watchdog found the proposed deal would likely prevent or lessen competition in several markets and that the conditions offered by the merging parties did not fully address the resultant harm to competition. The Commission then referred the matter to the Competition Tribunal, an independent adjudicative body and is one of three independent authorities established in terms of the Competition Act. Since then, Vodacom and Maziv, which is controlled by Remgro subsidiary Community Investment Ventures Holdings (CIVH), have been anticipating a favourable decision from the Competition Tribunal. In a statement today, the Tribunal says the proposed transaction would have combined the country’s largest mobile operator, Vodacom, with one of South Africa’s largest fibre infrastructure players, Maziv. It notes that Maziv is a wholly-owned subsidiary of CIVH, which has two main operating subsidiaries, Dark Fibre Africa and Vumatel. In terms of the proposed transaction, Vodacom intended to acquire a certain shareholding in Maziv and to sell certain assets to Maziv. “The Tribunal’s decision to prohibit the proposed merger follows an extensive hearing that took place over 26 days between 20 May to 27 September 2024. The parties also made further written submissions after this, the last of which was received by the Tribunal on 16 October 2024,” says the Tribunal. Interested parties During the hearing, it adds, the Tribunal heard evidence from various factual witnesses including from each of the merging parties; Frogfoot Networks, Telkom, MTN and Rain. At the Tribunal’s request, Hero Telecoms also provided factual testimony. In addition to the factual witnesses of the abovementioned firms, four economic experts presented evidence on behalf of the Competition Commission, the merging parties and MTN. The Department of Trade, Industry and Competition (DTIC) and the Communication Workers’ Union also participated in the proceedings. Smaller internet service providers were also concerned the proposed merger would elbow them out of the market. “The Tribunal’s reasons for its decision will be issued in due course,” says the regulator. Under the deal, Vodacom was looking to acquire a 30% stake in the newly-created Maziv, with an option to increase the stake by 10%. It said the proposed transaction would significantly propel South Africa’s social development and would be highly beneficial for the country, the economy and lower income households on a number of fronts, including: Maziv was committing to invest capex of at least R10 billion over a five-year period, including the commitment to pass at least one million new homes in lower income areas, such as Alexandra, with fibre infrastructure over a five-year period. The companies also made a commitment to create up to 10 000 new jobs, while at the same time providing job security and enhanced benefits for current employees potentially impacted by the transaction. They were also prioritising SMME development by establishing a new enterprise and supplier development fund of R300 million over three years, focused on increasing the level of localisation across the value chain. Vodacom also committed to invest in excess of R14 billion into South Africa though this transaction would come at a time when attracting capital investment is particularly challenging. Appeal consideration Vodacom says it has been informed by the Competition Tribunal that it has prohibited the proposed investment of up to R14 billion by Vodacom into Maziv. According to the telco, the proposed transaction was designed to assist Maziv in growing its fibre footprint into lower income areas and would have been highly beneficial for South Africa. It adds that during the Competition Tribunal proceedings, which concluded last month, the DTIC described the transaction as having “substantial positive public interest effects” on the basis that the merger parties committed to: Investing at least R10 billion over a 5-year period, predominantly in low-income areas. Passing at least one million new homes in lower income areas over a five-year period. Creating up to 10 000 new jobs. Establishing a R300 million enterprise and supplier development fund to prioritise SMME development. Providing high speed internet to over 600 adjacent schools and police stations at no cost; and Vodacom investing up to R14 billion into South Africa through the transaction. Commenting on the Competition Tribunal’s decision, Shameel Joosub, CEO of Vodacom Group said: “I am deeply surprised and disappointed by the Tribunal’s decision. South Africa desperately needs additional significant investment, especially in digital infrastructure in lower income areas. “Our investment of up to R14 billion would have changed millions of lives and created thousands of jobs. This comes after the concerns of our competitors, involved in the Competition Hearings process, and the DTIC were comprehensively addressed through remedies and commitments by the parties.” Vodacom says it awaits the Tribunal’s detailed reasons for prohibiting the transaction in due course, before considering all options to Vodacom, which may include an appeal in the Competition Appeal Court. Maziv says it acknowledges the decision by the Competition Tribunal. The company is disappointed by the outcome but respects the Tribunal’s process, it says in a statement. "We will await the reasons for the prohibition in order to consider our options and remain committed to driving innovation and economic growth through the power of connectivity." ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.itweb.co.za/article/competition-tribunal-prohibits-vodacom-maziv-r14bn-merger-deal/8OKdWMDXZG6MbznQ

IT- Online | 27 June 2024 While the draft South African Public Procurement Bill is a commendable attempt to overhaul the country’s procurement landscape, its success will depend heavily on the effectiveness of its implementation and the ability of institutions to adapt to new roles and responsibilities. That is the view of CIPS, the Chartered Institute for Procurement & Supply, the world’s largest professional body serving the procurement and supply profession. The Bill, touted as the solution to corruption and wasteful expenditure at a governmental level, is expected to be signed into law soon after being assented to by Parliament recently. CIPS Southern Africa GM Paul Vos says the procurement Bill marks a pivotal moment in the country’s efforts to reform procurement processes at all government levels. “It is vital if South Africa is to truly achieve its economic and social objectives and avoid a scenario where the country’s economic activity continues to shrink,” he says. “If it is to prove effective, it is imperative that there is careful monitoring, ongoing evaluation and willingness to adjust when the need arises.” One of the more significant changes introduced by the Bill is establishing a centralised Public Procurement Office (PPO) tasked with ensuring compliance, promoting standards and fostering transparency. While CIPS accepts that centralised oversight may lead to more standardised procurement practices, reducing discrepancies and promoting fairness, it also recognises the risks involved. “There is a danger of creating bureaucratic bottlenecks, where the PPO could become a choke point, slowing down procurement processes rather than streamlining them,” notes CIPS member Tsholofelo Tsholofelo. He also cautions that over-centralisation may stifle local agencies’ ability to tailor procurement strategies to specific needs. Tsholofelo points out that one of the fundamental challenges public procurement teams face today is the overregulation of the procurement landscape, which “not only creates rigidity but also stifles innovation.” Fellow CIPS member Vilochanee Naidoo says that she remains hopeful that the legislation will also drive the agenda for economic empowerment through organs of state and, more significantly, serve to grow small and medium-sized enterprises, exempted micro-enterprises, beneficial ownership, and black women-owned companies. “Even as acknowledged in Parliament during this election period, Black Economic Empowerment (B-BBEE) has served to make only a few citizens wealthy, while the rest of the people of this country suffer from hunger and poverty,” she says. “Where BEE should have economically empowered the vast majority of our people, public sector spending runs into billions of rand, and our people are not empowered.” Another issue CIPS raised was repealing the Preferential Procurement Act through the Public Procurement Bill. In this regard, the CIPS highlights two key provisions: the Minister is allowed to promote higher deviations on setting aside bids, and accounting officers at procuring institutions will, in the interim, manage the setting aside for preferential procurement. Naidoo says questions must, therefore, be raised about how the new preferential procurement framework will be rolled out and its intention to align with the BEE Act and B-BBEE Codes of Good Practice. While these issues must be addressed, CIPS welcomes sections 28-29 of the Bill, which advocates using technology to modernise procurement. This includes developing an ICT-based procurement system to enhance operational efficiency and accessibility. “This, if similar to the e-tendering system rolled out by Transnet, would be a game-changer,” says Tsholofelo. “Using digital platforms is a no-brainer way to streamline procurement processes, reduce paperwork, and make opportunities more accessible. Digitisation also has the potential to deliver on the integrity and best practices for all organs of state.” The expectation is that the availability of the correct data, coupled with smart analytics, will lead to the establishment of global framework agreements for homogenous spending categories across government departments. CIPS has identified Critical Success Factors (CSFs) that will need to be implemented and executed in the next two years if South Africa is to benefit from the legislation. These include: * The PPO should be established within the National Treasury to perform functions related to the legislation impartially and without fear, favour, or prejudice. * Every procuring institution must establish a procurement function to maintain this Act. * The accounting officer of a procurement institution is responsible for defining procurement needs, implementing an efficient and effective procurement system, and preventing non-compliance by investigating corruption and tampering. * No public officer bearer, including an employee of parliament, municipality, or provincial legislature, may submit a bid. * The minister must prescribe measures for the public, civil society, and media to monitor procurement processes with certain limitations. * Suppliers may be debarred on the database for corruption, fraud, collusion, price fixing, breach of confidentiality, or non-performance. * A person who commits an offence receives a fine, imprisonment not exceeding ten years, or both. In addition, the court may also order that the amount of loss incurred by the complainant must be compensated. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://it-online.co.za/2024/06/27/effective-implementation-key-for-public-procurement-legislation-success/

Nelly Mohale | 28 June 2024 As we celebrate Youth Month in South Africa, a critical question arises: are we truly doing enough to support and uplift the youth? While significant strides have been made since the advent of democracy, the complexities of youth development require an ongoing, multifaceted approach. To answer this question, it's crucial to explore the initiatives put in place, assess the opportunities available, and consider the role of awareness among the youth. Government initiatives for youth empowerment The South African government has introduced various programmes aimed at supporting young people in education, employment and entrepreneurship. Key initiatives include: National Youth Development Agency (NYDA): At the forefront of youth development, NYDA offers crucial support through funding for small businesses, skills development programmes, and career guidance. Its grants have provided vital financial assistance to budding young entrepreneurs. Youth Employment Service (YES): Established in 2018, YES represents a collaborative effort between government, business, and labour to generate job opportunities for the youth. By incentivising businesses to hire young talent, YES has successfully created over 55,000 work experiences in its inaugural year alone, significantly enhancing youth employability. Education and training: The government's commitment to education is evident through initiatives like the National Student Financial Aid Scheme (NSFAS), which provides financial support for tertiary education, and Technical and Vocational Education and Training (TVET) colleges, which equip students with practical skills essential for today's job market. Opportunities for the youth Despite these initiatives, many young South Africans remain unaware of the available opportunities. Increasing awareness and accessibility is paramount. Here are some of the key opportunities: Entrepreneurial support: Programmes such as NYDA's business grants, complemented by mentorship and training, serve as springboards for aspiring young entrepreneurs. Platforms like the Small Enterprise Finance Agency (SEFA) and the Industrial Development Corporation (IDC) also offer critical financial support. Internships and learnerships: Companies nationwide offer internships and learnerships designed to provide invaluable work experience and practical skills. For instance, initiatives within the banking sector, such as FNB's learnership programme, contribute significantly to grooming young professionals. Skills development programmes: The Skills Development Act mandates investment in skills development across sectors, leading to a proliferation of training opportunities in industries ranging from ICT to renewable energy. Youth should be aware of their ability to inquire about skills development opportunities with their employers, as these programmes often come with incentivised tax breaks. This knowledge empowers them to effectively advocate for such opportunities, fostering a mutually beneficial environment for both employers and employees. Currently, there are two main tax break incentives that employers can benefit from in relation to skills development in South Africa: Skills Development Levy (SDL) Deduction: Employers can claim a deduction from their income tax for paying the SDL, which is 1% of the total monthly salaries paid to employees. Employers submitting a workplace skills plan and an annual training report to their Sector Education and Training Authority (SETA) can claim up to 20% of their leviable amount as a deduction. SETAs manage skills development funds and provide training programmes and grants. Learnership allowance: Employers can claim an allowance from their income tax for registered learnership agreements with employees or unemployed persons. A learnership is a work-based programme leading to a recognised qualification on the National Qualifications Framework (NQF). The agreement, involving the employer, learner, and training provider, sets the learnership terms. Employers can claim two types of allowances for each agreement namely, a commencement allowance and completion allowance. Awareness and accessibility A significant challenge persists in ensuring that our youth are not only aware of these opportunities but can also readily access them. South Africa's youth comprise a third of our 62 million-strong population, yet studies show that only 32% of the youth are knowledgeable about initiatives and programmes designed to assist them. This lack of awareness is particularly critical amidst the high unemployment rates and economic challenges facing our youth. The way forward While commendable strides have been made, the journey towards youth empowerment remains unfinished. Effective implementation of existing initiatives hinges on bolstering awareness and accessibility. Strengthened collaboration among stakeholders, enhanced communication strategies, and improved information dissemination can narrow the gap between opportunities and our youth. Moreover, addressing systemic barriers — such as inequality, poverty, and inadequate infrastructure — remains pivotal. By dismantling these obstacles, we can amplify the impact of youth programmes, ensuring that every young South African has the chance to thrive. While our government and private sector partners have laid a robust foundation, achieving comprehensive youth empowerment demands sustained, collective effort. Let us honour the spirit of Youth Month by reaffirming our commitment to a future where every young South African can contribute to and benefit from our nation's prosperity. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/article/are-we-doing-enough-to-empower-sas-youth-670001a

Kabelo Khumalo | 1 July 2024 Increase in minimum pay does little to close gap between lender’s top 5% best-paid SA employees and bottom 5%. Investec, the niche private banking and wealth management group, has set minimum pay for its SA employees at just under R21,000 a month, becoming the latest company in the financial services sector to disclose its minimum pay. “We increased our minimum salary for employees in SA to R250,000 per annum, with effect from 1 June 2023,” the company said in its annual report released on Friday. The increase in minimum pay for the group’s lowest earners does little to close the gap between the top 5% best-paid SA employees and the bottom 5%. The annual report shows that average single-figure total remuneration of top 5% SA-based employees was R10.1m per annum in the 2024 financial year, while the top 5% pocketed just R297,000.  Investec is listed in London and Johannesburg. The Anglo-SA bank’s group CEO, Fani Titi, was paid £5.2m (R120m) in the year under review, down from the £7.5m in the prior year. Investec CFO Nishlan Samujh total pay came in at £3m, down £4.2m he was paid in the prior year. The decrease in Titi and Samujh total pay for the year was due to a 44.6% drop in long-term incentives in the period for both men. The lender’s chair, Philip Hourquebie, was paid £471 901 (R10.9m) in the period. In a change in remuneration policy, the company said Titi’s current fixed pay of £1m would drop to £750,000, while maximum fixed salaries for other executive directors would be reduced from £869,500 per annum to £600,000.  The group is also trying to close the gap in its gender pay.  At the SA business, which was founded 50 years ago, the mean hourly pay gap reduced from 28.3% to 27.3%, while the median hourly gap dropped from 23% to 22.6%.  Gender The gender bonus gap reduced from a mean figure of 72.6% to 64.9%, while the median rate reduced from 18.9% to 7.6%.  The mean figure represents the difference between the average of men’s and women’s pay expressed as a percentage of the average male pay, while median represents the difference between the midpoints in the ranges of men’s and women’s pay expressed as a percentage of the male midpoint. “We are confident that all our employees are paid fairly and equitably based on their role, skills and experience, and this is central to our reward philosophy,” the company said. “While we have actively tried to increase the diversity of our senior leadership, we recognise that across our organisation we have more work to do. We have thus put together our own set of diversity principles to help define the framework for that journey. These apply across the global business and apply to all our efforts, including transformation in SA.” Investec said its employment equity plan in SA would end during 2024, and the group was consulting with employees and other stakeholders to develop its next employment equity plan and “as at 31 March 2024, 50% of top management at Investec within SA were people of colour”. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.businesslive.co.za/bd/companies/financial-services/2024-07-01-investec-sets-minimum-pay-at-r21000-a-month/