APPRENTICESHIP GAME CHANGER - Welcome to MILE Brown Bag Seminar5... · Apprenticeship Game Changer Micro Level Strategy ... EPP WCG AGC Employer ... *** IESA = Integrated External

APPRENTICESHIP GAME CHANGER:

“NUTS AND BOLTS”

28 June 2017

Presentation to the SIP Forum

WCG Context

© Western Cape Government 2012 |

STRATEGIC GOAL 1:

Create opportunities for growth and jobs

STRATEGIC GOAL 2:

Improve education outcomes and

opportunities for youth development

STRATEGIC GOAL 3:

Increase wellness, safety and tackle

social ills

STRATEGIC GOAL 4:

Enable a resilient, sustainable, quality and inclusive living

environment

STRATEGIC GOAL 5: Embed good governance and integrated service

delivery through partnerships and spatial alignment

PSP 2014-2019:

Provincial Strategic Goals


Where are skills needed? Western Cape priority sectors

4 Cabinet Bosberaad - Skills Game Changer

Sector

focus

areas

Enablers required

SOURCE: SteerCo decisions

Horizon 2: Expand scope

5-10yrs

Horizon 3: Build on the

eco-system 10+ years

Horizon 1: Drive

impact 3-5 years

Oil and gas exploration – depends on finds

Water Skills

Energy

Regulation (e.g.,

Visas)

Agri-processing

Tourism

Oil, gas&

energy services

BPO

Film

ICT/Software?

Private

healthcare?

Infrastructure (e.g.,

public transport)


Western Cape Game Changers

5 Skills Game Changer Stocktake

It has become increasingly evident that we need a new way of delivery, one that is uncompromisingly results-focused and performance-driven.

Premier Zille, November 2014

• Focus on top priorities over the five-year term

• Focus on catalysts for major improvements in people’s lives

• Seven priority interventions selected = Game Changers

• Bold interventions

• Leveraging the best opportunities

• Tackling the greatest challenges

• Ambitious targets under each Game Changer to accelerate:

• Economic growth

• Job creation

• Social inclusion.

© Western Cape Government 2012 | 6 Skills Game Changer Stocktake

Delivery Associates

How to Run A Government: So that

Citizens Benefit and Taxpayers Don't

Go Crazy

AGC Context


Demand for vocational skills is intensifying and supply of

artisanal skills is limited

Cabinet Bosberaad - Skills Game Changer

Vocational Skills

Development is

critical to

economic growth

in the Western

Cape

It is a cross-cutting

mandate through

spheres of

government and

various

departments

Supply does not match demand

Industry demand for artisans is intensifying

Significant infrastructural and manufacturing projects identified through SIPs

Provincial economic growth sectors require trained artisans

Operation Phakisa (National) requires trained

artisans/ vocational skills

Demand

Provincial (and National) shortage of vocational skills

Through-put

Lack of foundational quality

Aging population (average age of 55 years)

Ineffective funding mechanisms

The artisan/ vocational development process is problematic

Supply

8

Why should Vocational skills be a Game Changer?


What would change the Game for Skills?

Game Changers

Sufficient, appropriately

qualified technical &

vocational skilled people to

meet the needs of prioritised

economic growth areas in the

Western Cape

9

How …? Apprenticeships

© Western Cape Government 2012 | 10 SETA Cluster

Learning Practice Purpose in South Africa

1. Apprenticeship To achieve a trade (artisan) qualification, e.g. Electrician,

Plumber (includes legacy and current qualifications)

2. Learnership /

Cadetship

To achieve a registered SETA/QCTO qualification, e.g

National Legacy or Occupation Certificates

3. Internship To achieve the NATED ‘N’ Diplomas offered by Colleges

e.g. National Diploma

4. Student Internship

Category A

To achieve a vocational qualification, e.g. Higher

Certificate, Diploma

5. Student Internship

Category B

To achieve a professional qualification, e.g. Nursing,

Teaching, Social Work

6. Graduate (or Pay)

internship

To gain work experience and improve employability, e.g.

Work exposure programmes, State Internships

7. Candidacy / Articles

/ Pupillage

To achieve a professional designation e.g Engineer,

Accountant, Lawyers.

8. Work Readiness

Programmes

To prepare a person for occupational learning at a

workplace e.g. CBMT Training, Harambee Programme,

International Youth Foundation etc

Learning Practises defined as “Apprenticeships” in AGC


Why Apprenticeships ?

11 Game Changers


Apprenticeship Game Changer MACRO Strategy

The Best Learners are those prepared for the Workplace

The Worlds Biggest and Best Classroom is the Workplace

Employer Participation & Involvement

AGC TAFs & A21s 12

© Western Cape Government 2012 | Game Changers 13

Apprenticeship Game Changer MESA Strategy

Lever 1 – Academic

Supply Side

Quality College &

School Learners

Lever 2 – Workplace

Supply Side

Competent Workplace

Based Learners

Knowledge Management of

employers, occupations, numbers,

workplace learning programmes,

learners, funding, specialisations.

Sectors:

• Oil and Gas (G)

• Tourism (G)

• Agri-Processing (G)

• Energy (E)

• ICT & Broadband (E)

Partnerships Coordination

Knowledge Management of

institutions, Maths, numbers,

risks, support, interventions

Institutions:

• TVET Colleges

• Technical High Schools

• Maths, Science & Technology

• Schools

• Academic Schools with

Technical Subjects

EMPLOYERS

OUTCOMES OUTCOMES

DATA

WCED DHET


Sectoral Approach towards priority Occupations

14 Game Changers


Sectoral Approach towards priority Occupations

15 Game Changers


Apprenticeship Game Changer Micro Level Strategy

Outcome A1

Career

Choices

Outcome A2 Outcome A3 Outcome W3

Maths

Support

TVET

Youth Access

Programmes

Lever 1 – Academic SUPPLY SIDE

Quality Learners Lever 2 – Workplace SUPPLY SIDE

Competent Workers

Outcome W4

Work

Readiness

Support

Outcome W5

Recognition of

Prior Learning

Outcome W6

Specialised

Learning

Outcome W1 Outcome W2

Employers

Drive AGC

Maths

Support

WCED

Dual

System

Pilots

Employer Participation & Involvement

AGC TAFs & A21s 16

Stakeholder Structures & Management


Game Changer Leadership and Management

18 Skills Game Changer Stocktake

PREMIER STOCKTAKES

Premier, Ministers, HOD's, DEDAT, WCED, DSU, DHET Regional Office, SETA Cluster

Chairperson

AGC EXECUTIVE STEERCOM

STOCKTAKE PREPARATION WITH DSU

CORE TEAM MEMBERS; DSU

AGC CORE TEAM MEETING

DEDAT (LEAD DEPT); OTHER DEPTS; DSU

LEVER 1: ACADEMIC SUPPLY

DAILY OPERATIONS LEVER 2: WORKPLACE SUPPLY

DAILY OPERATIONS

PREMIER'S COUNCIL ON

SKILLS

Ministers, HOD's, DEDAT, WCED, DSU, DHET

Regional Office, SETA Cluster Chairperson

DSU =

Delivery

Support

Unit


AGC Roadmap

19 Apprentice Game Changer Stock take

Apprenticeship Roadmap - 02 May 2017- final draft.pdf


6 Public

TVET 24 Private

TVET

22 TH Schools

22

Schools Of Skill

? State TCs

8

SOCs TCs ? Private

TCs

208 ??

Workplaces

? Informal

Sector

112 TTCs

17 SETAs/ NSF

? Rep Bodies

1 UoT

Partners

20

CRITICAL

FOCUS

AREAS

Game Changer TVET System including Artisan Development


AGC Employer Engagement Strategy

Plan Report

Staff

GC

TAF

EPP

WCG

AGC

Employer

Database

AGC TAFs & A21s 21


AGC TAF Sectors, Leadership, Regions, TVET Colleges and SETAs


Economic Growth

Sector

and

TAF

Administrator

OIL AND

GAS

Thobeka

Pongoma

TOURISM

Andrea

Philander

AGRI-

PROCESSING

Thobeka

Pongoma

ICT / BB

Andrea

Philander

ENERGY

Andrea

Philander

ASSESSMENT, RPL &

MENTORS

Thobeka

Pongoma

Chairperson and

Deputy Chair

Stanley Matthews

(West Coast

College)

Adrian Strydom

(SAOGA)

Theresia Boschoff

(South Cape

College)

Rema Wiese

(FEDHASA)

Ebrahim Peters

(Boland College)

Marius Paulse

(Dept of

Agriculture)

Deon Halls (College

of Cape Town)

Alethea Hageman

(Cape IT Initiative)

Bradley Schrikker

(False Bay College)

Ursula Wellmann

(Green Cape)

Dion Miller

(Northlink College)

Jan Smit (Imperial)

Broad Regions West Coast/ South

Cape/ Metro

South Cape /

Metro

Cape Winelands /

Overberg Metro West Coast / Metro All

Convening and Coordinating

TVET College

West Coast

College

South Cape

College

Boland

College

College of

Cape Town

False Bay

College

Northlink College

SETA Clusters per

WC Economic

Priority Sector

• MERSETA • CHIETA • TETA

• CATHSETA • SERVICES • SASSETA • HWSETA

• FOODBEV • AGRISETA • FP&MSETA

• MICT SETA • FASSET • BANK SETA • INSETA • PSETA • WRSETA

• EWSETA • CETA • MQA • LGSETA

• ETDP SETA • PSETA


A two tier system and process

WCG-PPT Slide Gallery-01112012.pptx

A technical operational level that involves stakeholders who as part of their day to day work are required to determine skills development needs and deliver on such needs.

Typically this includes relevant Government Departments and Providers of Education and Training and Development.

Necessary for successfully involving employers

Tier 1:

Technical Advisory

Forums (TAFs)

Tier 2:

Executive Guiding

Coalitions (EGCs)

An executive decision making level that involves stakeholders at highest levels within their relevant sectors that have a mandate to commit resources to that development of skills.

Typically this includes Chief Executive Officers, Association Leaders and Ministers with their Heads of Departments within Government Structures.

23


AGC Technical Advisory Forum Functions


1) The identification of the occupations needed in the sector;

2) The identification of the employers active in the sector;

3) The identification of the short courses and/or specialisation training

required by the sector;

4) The facilitation of sector employer participation on the Apprenticeship

Game Changer online portals;

5) The facilitation of recognition of prior learning candidates and

assessments;

6) The facilitation of the development of workplace based mentors in their

sectors;

7) Preparation of a report on skills development in the sector for discussion

and comment by the relevant Guiding Coalition.


Guiding Coalitions


A guiding coalition within the context of a Game Changer is defined by Sir Michael Barber*** as

“a shared understanding among seven to ten people in key positions about what needs to be

done and how”.

Barber expands on this definition in his book by explaining that a guiding coalition “could proceed

rapidly and effectively without needing endless conversations or meetings, {because} …. there is

an honest dialogue among this group so that problems of implementation are identified and

resolved”.

Applying the above principles to the Apprenticeship Game Changer, a small group of high level

decision makers within each of the five priority economy growth sectors in the Western Cape will

be identified to be engaged with on a regular basis by the HoD of DEDAT in consultation with the

Minister of Economic Opportunities. The format of each engagement will vary to allow for flexibility

in terms of time, venue and duration.

However, each engagement will be scheduled by the Office of the HoD at least once every six

months per priority economy growth sectors and discussions based on the report prepared for the

Guiding Coalition by the relevant TAF and the DEDAT Apprenticeship Game Changer Unit.

*** Barber, M. How to run a Government So that Citizens Benefit and Taxpayers Don’t Go Crazy. 2015. Penguin Publishing, UK.

© Western Cape Government 2012 | WCG-PPT Slide Gallery-01112012.pptx

Co-ordination and

facilitation of

collaborative

partnerships

TVET College WIL Forum

TVET College MIS Forum

DHET Regional

Office

TVET College CCC Forum

26

SETA Cluster

Other Stakeholder Platforms

DHET:

- SETA - CDS - NAD

Detailed Delivery Plan

© Western Cape Government 2012 | Delivery Chain

Core Delivery

Institutional partners

Actions

Control

Influence

Risks

Assumptions

28

EXAMPLE - Delivery Chain: Workplace Supply Side Outcome 3 :

Recognition of Prior Learning

50

Candidates

qualify for

IESA***

DEDAT P&P

Melissa

Assessment Centres

DEDAT S & P

Liz

QCTO AQPs

(NAMB)

EmployerS

and Candidates

Providers

1. Decide on Occupa –

tions 5. Apply for Assessment

2. Confirm Toolkit

Available

4. Contract

Provincial Departments

SECTOR TAFS

Engage

Engage

3. Facilitate

Knowledge Management

Partner (CHEC)

Toolkit Not

Available or Approved

No Employer Or

Candidate Buy in

Assessment Delays

*** IESA = Integrated External Summative Assessment (a Trade Test in the case of Trades)


Detailed Delivery Plan

Project Monitoring



Employers in five priority sectors

committed to Apprenticeship Game Changer (W1)

Apprenticeship Game Changer stock take

2017/18 REVISED DELIVERABLES

Employer

Engagement

Strategy &

Plan finalised

Employers

agree to take

on Learners

and / or

provide other

support

CRM

engagement

system

operational

Company

engagement

material

developed for

MEC/HOD

Quarterly

TAF’s

implemented

6/sector

ePortal

System

operational


No Milestone Responsibility Deadline Comment Status

D4.1 TAF schedule established for each

"sector"

DEDAT: Nisha Daya

30 Mar 2017

Completed

D4.2 Logistical and secretariat arrangements per TAF completed

DEDAT: Nisha Daya

30 Mar 2017

Completed

D4.3 Report on TAFs activities compiled

DEDAT: Nisha

Daya

31 Mar 2018

All 6 TAFS function with 11 meetings held to date

Traffic Lights: Employers in five priority sectors


Apprentice Game Changer Stock take 31

Deliverable 4 : Technical Advisory Forums


No Milestone Responsibility Deadline Comment Status

D5.1

Use-X review completed for e-

AGC(ex Skills Cape) portals and design change requirements issued

DEDAT: Joseph Jacobs

31 Mar 17

Company being

contracted to complete by 15 May

D5.2 Portals redesigned as per revised requirements, tested and "tweeked" as per USE-X design requirements

DEDAT: Joseph Jacobs

30 April 17

Company agreed to 14 days process

D5.3 E-AGC Portals launched at Premiers Skills Council

DEDAT: Elizabeth Walters

24 May 17

Launch date has been postponed.

Traffic Lights: Employers in five priority sectors



Deliverable 5 : eAGC Portal System


Assessment framework

Conditions

RED

Off track and no intervention required and no major

deviation from original intended outcome

Slightly behind schedule (one/two weeks on non critical

path items, proportional to impact on outcomes)

Done with imperfections which are being addressed

Off track and

- intervention required, or

- significant deviation from original intention

More than a few weeks behind

Done but with material imperfections

Completed (includes items completed late and items

95% complete, as long as there are no broader

consequences) or

On track for completion (assess milestones, avoid zones

of improbability, side with caution)

As amber red; but in addition:

- issue has broader consequences, or

- solution is not clear, or

- Problem cannot be solved within agreed timeframe

without Ministerial action (resources, structures, change

in target)

AMBER RED

GREEN

WHITE Undetermined or not started

PRINCIPLES

Give the leader an

honest picture of what

is happening

Focus on the outcome

not the activity (and

beneficiaries not actors)

Be consistent and non-

arbitrary at all costs

Change facts not

colours

Solve consequences

separately

Make exceptions

carefully and

collectively

Distinguish owners from

actors

AMBER GREEN

AGC MTEC October 2016 33


Traffic Light Summary


Apr 2017

49

10

29

3

0

91

Jun 2017

49

10

29

3

0

91

Data


Lever 2: Outcome 2 trajectory

Number of learners starting in the workplace

0

5000

10000

15000

20000

25000

30000

35000

40000

45000

Ju

n-1

6

Se

p-1

6

De

c-1

6

Ma

r-17

Ju

n-1

7

Se

p-1

7

De

c-1

7

Ma

r-18

Ju

n-1

8

Se

p-1

8

De

c-1

8

Ma

r-19

Lea

rne

rs

61% of

Target

1429 3039

65% of

Target

5994

85% of

Target

64% of

annual target

achieved


KPI: Trajectory of workplace supply

Competent learners conclude work placement

1161 3009

1875

3750

5625

7500

10000

12500

15000

17500

21250

25000

28750

32500

0

5000

10000

15000

20000

25000

30000

35000

Jun

-16

Se

p-1

6

De

c-1

6

Ma

r-17

Jun

-17

Se

p-1

7

De

c-1

7

Ma

r-18

Jun

-18

Se

p-1

8

De

c-1

8

Ma

r-19

Lea

rne

rs

61% of

Target

80% of

Target

80% of

Target

4508

60% of

annual target

achieved


39

ENGAGEMENT COMMITMENT PLACEMENT

Companies engaged

53

57% (30)

25% (13)

NEW LEARNERS PLACED: Jan/Feb:

184

Companies

signing

Expression

of Interest

Companies

taking

learners

=

Companies

engaged

No of

Engagements

Expressions of

interest:YES

Actual

placements:

learners total

Actual

placements:

companies

ICT 15 21 6 0 0

Oil & Gas 21 28 12 83 5

Tourism 9 11 5 49 3

Agri Processing 4 4 3 45 2

Energy 4 4 4 7 3

Total: Five sectors 53 68 30 184 13

Other (Health and Retail) 7 10 3 0 0

All 7 11 1 20 1

Total: Other + ALL 14 21 4 20 1

GRAND TOTAL 67 89 34 204 14

System in place

to record all

company

engagements

Employers in the priority growth sectors take learners

(Jan & Feb 2017)


Occupations in our priority sectors where learners have

been placed

This data is a signal of which occupations have learners placed currently. Building

and expanding on datasets

Agri Processing

Energy

ICT

Oil and Gas

Tourism

Occupations in which

learners place

Occupations in which no

learners place

5/15 (33%) 10/15 (67%)

3/15 (20%) 10/15 (80%)

11/15 (73%) 4/15 (27%)

14/15 (93%) 1/15 (7%)

6/13 (46%) 10/13 (54%)

0

+1 -1

0

0 0

0 0

+1 -1

SETA Cluster 40

Communication Campaigns


Career Awareness Communications Campaign


Career Awareness Campaign which is

aimed to attract learners to TVET

opportunities.

The idea is for various

communications methods to be used

to direct youth towards the trades

and occupations that are in high

demand, currently or potentially.

Influencers such as parents, Student

Governing Bodies (SGB’s) and various

champions will be targeted in

communities to direct learners

towards technical and vocational

learning.

CA VIDEO

../WGC TVET EDIT v12 FINAL ONLINE(3).mp4


Employer Communications Campaign


Employer Campaign to encourage

employers to open their workplaces for

apprentices.

This will be developed to target

employers to sell the benefits of the

Apprenticeship Model and encourage

employers to participate in the

implementation of the Game Changer.

One of the strategies is to engage

employers one-on-one will be utilised to

lobby and advocate for their

participation and to increase the

number of workplaces for learning. AGC

EMPLOYER

BOOKLET

Apprenticeship GC Booklet.pdf

Alignment to National Structures


National Alignment


Premier’s Council on Skills (PCS)

Technical Advisory Forums (TAFs)

Apprenticeship

Game Changer (AGC)

HRDCSA

PSDF

SIP Forum

Issues (ADWG) vs. Sector Approach

Reduce duplication

Improve co-ordination

Remain focused


Practical Implementation: Programme 7

Department of Economic Development and Tourism: Skills Development

WCG-PPT Slide Gallery-01112012.pptx

Skills Incentives

Artisan Development Programme

Work and Skills Programme

Funding sourced

Projects and Programmes

Training Programmes required by economic sectors i.e. CBMT, Blockman, ICT, Hospitality, Customer Service, RPL and Mentor Development

Strategy and Stakeholder Management

Strategy – AGC

Co-ordination

7.1

46

7.2

7.3

© Western Cape Government 2012 | 47 Apprentice Game Changer Stock take

QUESTIONS?

https://www.google.co.za/url?url=https://www.tumblr.com/tagged/now-accepting-questions&rct=j&frm=1&q=&esrc=s&sa=U&ved=0ahUKEwjpn7qLpdHUAhXCK8AKHQZ-A1MQwW4IFzAB&usg=AFQjCNFpwTzv8S9vIGtJKr9LxD11TJydNQ

Tel: Fax:

www.westerncape.gov.za

Contact Us

Skills Development and Innovation

Economic Development & Tourism

+27 (21) 483 9435 +27 (21) XXX XXXX

[email protected]

Documents

APPRENTICESHIP GAME CHANGER - Welcome to MILE Brown Bag Seminar5... · Apprenticeship Game Changer Micro Level Strategy ... EPP WCG AGC Employer ... *** IESA = Integrated External