Use learnerships to up your companys BEE scorecard

Learnership Tracking


‘The Department of Trade and Industry is planning measures to incentivise manufacturers to enter into black economic empowerment (BEE) deals, acting director-general Garth Strachan told Parliament.’ This is according to an article published by the Business Day earlier this week. The reason? According to Strachan, the sector hasn’t done enough to implement BEE measures in the industry. If your company isn’t part of the manufacturing sector, it doesn’t mean you don’t have to implement plans to up your BEE scorecard. Here’s one easy way to do just that.
Skills development is one of the key features of the BEE Act. But skill development doesn’t only apply to your employees, you can also empower the industry by introducing skills development learnerships at work.

And the best part is, these learnerships will help you with your BEE scorecard.

Use learnerships to help you to achieve BEE status

Skills development contributes 20 points to the scorecard. These points are split between the level of investment in skills development as a percentage of payroll, as well as people employed through learnerships and internships

But before you set up a learnership in your company to enhance your BEE scorecard make sure it complies with these six criteria.

Fulfil these six learnership criteria if you’re looking for a boost in your BEE score

According to the Practical Guide to Human Resources Management, your company’s learnership programme must:

      Consist of a structured learning component;


      Include practical work experience;


      Be registered through a SETA;


      Be governed by a learnership agreement;


      Lead to a SAQA NQF registered qualification; and


    Relate to an occupation.

If it meets these criteria, you can use your company’s learnership programme to add an additional 20 points to your BEE scorecard as well as ensure you have a handful of well-trained recruits to pick from when hiring.

Why learnerships were established

Learnership Tracking


Why learnerships were established

The Skills Development Act, as amended, and the Skills Development Levies Act are designed to implement structures and processes that will transform skills development in South Africa. Historically, education and training provision did not always link the theory to the practice required in an occupation.

Learnerships are intended to address the gap between education and training provision and the needs of the labour market.

Learnerships seek to address the following labour market issues:

      the decline in levels of employment in South Africa;


      the unequal distribution of income;


      unequal access to education and training, and employment opportunities;


      the effects of race, gender and geographical location on advancement and;


    skills shortages.

The importance of learnerships

<p style=”text-align: center;”><strong>Learnership Tracking</strong></p>
<p style=”text-align: center;”><a href=”http://learnershiptracking.co.za/” target=”_blank”>www.learnershiptracking.co.za</a></p>
The importance of learnerships

Learnerships in Fasset’s sector:

      provide a programme which is outcomes-based;


      allow the learner access to a working environment (practical) that is pertinent to the theory;


      allow the learner to experience and understand the workplace dynamics;


      allow assessment to occur at various stages, based on the learners’ competence (learner centred) and;


    the qualification gained is recognised both nationally and in many instances is benchmarked against international standards.

Definitions of Learnerships, Internships and In-service training

Learnership Tracking


– an occupational qualification
– contract is set out in Skills Development Act (SDA)
– includes apprenticeships (included in definition in SDAct but many apprenticeships are still running under the terms of the old Manpower Training Act)
– consists of theory & work-based experience, with formal assessment and a qualification
– if already an employee when started s18(1) SDA – employment continues
– if unemployed when started s18(2) SDA, then contract ends once completed, but may lead to being offered employment, if good performance, and results, and reliability during programme.
Setas may offer grants to employers from discretionary grant funds. The 18(2) learners receive a stipend (allowance/payment) determined by the Learnership Sectoral Determination – paid from the Seta funds. Employers also receive tax incentives.

Internships – there are two types of internships
The Undergraduate Internship
– run by large national and multi-national organisations
– usually paid
– attendance during term holidays for undergraduates who are picked to attend
– short duration – of a few weeks
– may lead to organisation offering the best graduates a job, once they qualify.
All costs covered by the organisation.

The Graduate Internship
– work experience after qualification completed
– paid or unpaid
– of variable duration from a number of weeks to one or two years
– practical work experience in job that should be related to the qualification obtained
– preferably under supervision of a qualified practitioner
– should not be filling a core position that should be filled permanently
– contract ends at completion of Internship, may be offered employment if vacancy exists and performance has been acceptable.
Setas may offer grants to employers from discretionary grant funds.

In-service training
– practical work experience during studies and usually after one or two years of theory are successfully completed
– essential work experience that is part of the qualification and necessary to achieve the qualification
– may be paid or unpaid or a small allowance to cover travel costs
– duration usually 6 months to a year.
Setas may offer grants to employers from discretionary grant funds.