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FIRST HAND EXPERIENCES IN RUNNING A LEARNERSHIP
By: Susan van Heerden &
Riekie Delport
INTRODUCTION
Education is the great engine of personal development
It is through education that the daughter of a peasant can become a doctor; that the son of a mineworker can become the president of a great nation.
It is what we make out of what we have, not what we are given, that separates one person from another.
Nelson Mandela – Former President of South Africa
WATER – THE ESSENCE OF LIFESA blessed in many ways, but alas
not with water,
Without water, no life could survive on our planet.
WATER – THE ESSENCE OF LIFE
We are running short of water because of:
•Climate•Many more people needing
more water•Pollution
•Waste•Control
WATER, OUR MISSION, OUR PASSION
Essence of life
BACKGROUND OF SILULUMANZI
• Nelspruit City Council decided to involve a private sector service provider in 1997
• Nelspruit Concession Agreement signed on 21 April 1999
• Commenced 01 November 1999
• Nelspruit City Council became Mbombela Local Municipality in 2001
• Opportunity for classification and re-registration of plants & operators
• Recoginised growing demand to comply to Schedule IV of the Water Act
• Train Operators to become process controllers
• Concession Agreement vs Council monitoring
Legislation
THE WATER ACT VS TRAININGAT SILULUMANZI
• MLM mandate to Silulumanzi
• To ensure equipped, competent staff who are responsible to maintain water and sewage plants as per legislation and SANS standards
HOW DID WE START THE PROCESS (1)
Mandate by MLM
Complete plant and operator’s re-registration and classification as per legislation
Sourced for a professional experienced person to lead and transform process
A task bigger than realised Time consuming – dead ends everywhere
HOW DID WE START THE PROCESS (2)
FINALLYSusan van Heerden - Neochem Water
Treatment Specialists
Lengthy process started to gather information
Final data submitted to DWAF
Classifications and registration certificates received
RESULTS
Lack of the necessary skilled operating staff
Qualifications insufficient
CHANGE
Plant Supervisors to Process Supervisors
Plant Operators to Process Controllers
SCHEDULE IVMINIMUM CLASS OF PROCESS CONROLLER REQUIRED PER SHIFT, AND SUPERVISION, OPERATIONS AND MAINTENANCE SUPPORT SERVICES REQUIREMENT AT A WATERWORK
WORKS CLASS CLASS OF OPERATOR
PER SHIFT
SUPERVISION* OPERATIONS AND MAINTENANCE SUPPORT SERVICES REQUIREMENTS
E Class I Class V* These personnel must be available at all times but may be in-house or outsourced
D Class 11 Class V* - Electrician
C Class III Class V* - Fitter
B Class IV Class V - Instrumentation technician
A Class IV Class V
SCHEDULE IV
NOTES FOR SCHEDULES IV• *does not have to be at the works at all times but
must be available at all times. • If the owner of a waterwork has no person of this
class employed at that work, a• Contractor / consultant with the required
qualifications as prescribed in Schedule III in • Respect of that particular class of persons, shall
be appointed to visit the work weekly.
• Upgrade plant personnel to correct levels as per legislation
• Negotiations with employees / Unions
• Collecting information to implement the
correct NQF Water & Sewage training
REPORT BACK TO MANAGEMENT
DECISIONS!!!
• Experience – previous Learnerships
• Cost analysis
• Funding
• Provision of study material researched
• Equipment
MANAGEMENT APPROVED!
• Cost implications!!!!
• Learnership
• ESETA contacted who directed us accordingly
ADMINISTRATION
• Declaration of Intent completed & submitted – ESETA
• Approved
• Contracts signed with all parties involved
RESULTS
LEARNERSHIP STARTED
CERTIFICATE FOR WATER & SEWAGE PURIFICATION AND PROCESS
OPERATIONS NQF 2
• 30 Water purification learners
• 21 Sewage purification learners
REALITY STRUCK
• 2 headless chickens with a mission and vision - upsetting the carts of the organisation
• no one could interfere with our excitement
• Management awesomely overwhelmed
• Supervisors grumpy – no more comfort
• Structures disrupted
REALITY
• ………excitement not shared by all in company
• …….serious woman persuasion – behind every “successful man”????
• …….. a determined woman!!!
• …….. bend in all directions
OUR GOAL• STAY COOL
• AT THE END OF THE TUNNEL A LIGHT SHONE
• EQUAL OPPORTUNITIES TO EVERYONE
• BUILD TRUST
People from all groups came together
PROBLEMS EXPERIENCED
• Time tables
• Supervisors
• Management
• Man-hours vs training hours
PERSONAL EXPERIENCES
• Bravado goodbye - downhearted
• Self-confidence down the drain
• Fear = can we meet deadlines and expectations?????
RE-EVALUATION
• Blinking star dimmed – but did not disappear
Decision
• Although crippled by this – the will to excel pulled us through
Cool! Cool! Cool!
HOW?MEETING EXPECTATIONS
• Responsibility
towards ESETA
• The Water Academy
• Learners
• Management
• Financial implications
THE SUCCESS STORY (1)
• Placement of different levels
• Growth• Group work
• Trust• Motivation
THE SUCCESS STORY (2)
Coaching & mentoring !!!!!!!
Important to reach our goal – to ensure that other who want to do Learnership
have this in place
THE SUCCESS STORY (3)
• Learner eagerness to attend • Completion of Portfolio of Evidence• Peer competition• Posters• Experiments• Group work
THE SUCCESS STORY (4)
• Tests
• Practical
• Learner’s demands
• Pride
• Recognition
• Logistics
THE SUCCESS STORY (5)
• Buy-in
• Will-power to achieve and excel
• Self-confidence
• Comfort-zone
THE SUCCESS STORY (6)
• Supervisors involvement• Sharing• Recognizing personal
shortcomings• Initiative to change• Job growth
THE SUCCESS STORY (7)
• Relationship with facilitator
• Letters from learners
• Fun and laughter
• Sharing grief
Personal gain
• Hair loss – but rewarding results
• Vocabulary ?.!@f?@@@...&&
• Personal growth
• Totally drained – but expectations fulfilled
ANOTHER ONE ????
YES!
YES!
YES!