Tourism Sector Briefing Session 

  

• Formally known as Thabo Mbeki Development Trust for

Disabled People (TMDT). SADDT focuses on and provide

opportunities to ensure economic empowerment of disabled

people through its 3 programmes

• Facilitate skills development and employment for disabled

people

• Provision of assistive devices in support of employment

• Poverty alleviation programmes

South African Disability Development Trust(SADDT)

Aboutlearning is a Training Provider that specialises in disability

management. It focuses on the implementation and

management of Learnerships, Skills programmes and other

learning or training opportunities for the development of people

with disabilities.

 

A∙B∙O∙U∙Tlearning

CATHSETA Sector Skills Plan

The following sectorial skills needs have been identified:

Due to the fact that disability remains a challenge and the target of 4% is nowhere near being achieved and such a disabled Learnership has been proposed.

Sectorial contribution to equity impact in terms of skills development initiatives is to provide Learnership opportunities to disabled unemployed learners

300 unemployed disabled learners to be given an opportunity to obtain qualifications through Learnership

Why Learnerships for people with disabilities

• Inadequate basic education and training that cover the

fundamentals required for meaningful participation in any

environment.

• Inadequate and inaccessible provision for vocational rehabilitation

and training.

• Generally high levels of unemployment ( even with able bodied

people).

• The fact that menial labour is often the only option for poorly

skilled job-seekers.

• Inadequate access to information.

• Ignorance in society.

• Facilitating the integration of disabled learners into society, both

in workplace and community

• Further to the question of meeting the sector’s EE target is the

lack of clear statistics that record the learners with disability who

have participated in previous Learnerships concentrated in

specific economic regions and excluding those that are in the under

developed areas of the country

• Due to the successful implementation of such initiatives in other

sectors there has been a huge interest to know more about this

opportunity and how it could work within the tourism sector

Rationale for the project

• Employment Equity- Assisting employers in meeting

employment equity targets/claiming BEE scorecard points

• NSDS 3 Mission- To increase access to high quality and relevant

education and training and skills development opportunities,

including workplace learning and experience, to enable effective

participation in the economy and society by all South Africans

and reduce inequalities.

Objectives

With W&RSETA (In Phase 1: 2007/8)

•500 individuals screened

•300 assessed

•100 accepted and trained on a pre-learnership programme

•During Phase One - 19 learners received assistive devices

•100 learners were certificated

•85 learners qualified for Phase Two NQF Level 2

•10 left the programme (found work, furthering studies, etc)

•75 were available (due to delays in planning 25 dropped off)

•50 left were available for Phase 2

•50 more were recruited

Success indicators of our previous disability programmes

In Phase 2: (2009/2010)-in Gauteng only

•100 learners were trained on an NQF L2 Learnership programme

(58206):Wholesale and Retail Operations

•2 roll out groups of 50 learners each

•Group 1 (commenced in April 2009 and completed in March 2010)

o 45 learners graduated from the programme

•Group 2 (commenced in October 2009 and completed in August

2010)

o 37 learners graduated from the programme

o An 82% pass rate was achieved and an 60% placement rate

achieved.

Success indicators (cont…)

1. ESETA Bridging Skills programme (2007/8) – where 50 disabled learners were trained

on a customised skills programme to offer them knowledge and training within the

energy sector. Learners were taken on tours to Eskom and JHB Water power plants

and depots to gain an understanding of employment opportunities within the sector.

2. BankSeta Work Readiness Programme (WRP) – 2010 – where 30 disabled learners

were trained on a bridging programme to get them ready to enter the Letsema

learnership programme with BankSeta

Other successful Projects

Current ProjectsCurrent Projects

1.1. SADDT in partnership with ETDP SETA is currently implementing an SADDT in partnership with ETDP SETA is currently implementing an

Occupationally Directed Education, Training and Development Occupationally Directed Education, Training and Development

Programme (OD ETDP) Learnership for as 18.1 for 75 disabled people Programme (OD ETDP) Learnership for as 18.1 for 75 disabled people

in five provinces.(Gauteng, Western Cape, KwaZulu Natal, Eastern Cape in five provinces.(Gauteng, Western Cape, KwaZulu Natal, Eastern Cape

and Free State. Training completed waiting for resultsand Free State. Training completed waiting for results

2.2. Currently training 399 learners in these area Johannesburg and Currently training 399 learners in these area Johannesburg and

Pretoria, Durban, Bloemfontein, Cape Town and Port Elezabeth on Pretoria, Durban, Bloemfontein, Cape Town and Port Elezabeth on

NQF L2 Learnership programme (58206):Wholesale and Retail NQF L2 Learnership programme (58206):Wholesale and Retail

OperationsOperations

3.3. A Phase Bridging programme for 123 leaners in KZN 6 sites Kokstad, A Phase Bridging programme for 123 leaners in KZN 6 sites Kokstad,

Durban, Pietermaritzburg, Howick and Bamshela 50km from Tongaat Durban, Pietermaritzburg, Howick and Bamshela 50km from Tongaat

PROCESS TO BE FOLLOWED IN PROCESS TO BE FOLLOWED IN DELIVERING THE PROJECTDELIVERING THE PROJECT

• Capacity Building workshop per province

• Workplace sensitisation workshops (or once learners selected for

placement) and mentor training

• Recruitment and selection

• Pre-assessments

• Employer placement (sensitisations workshops could happen here

as well)

• Reasonable accommodation assessments

• Learner contracting and Reasonable accommodation provision

• Placement and training implementation

• Stakeholder forums

• Marketing and communication (graduations)

National Delivery Process

1. High Level Project Team (SADDT and SETA, other funders)

2. Project Management Implementation Team (SADDT, AL, TTBISA, Seta)

3. Provincial Co-ordinators (SADDT Reps)

4. Training Implementation Partner (AL) and Lead Training Provider(TTBISA)

5. Learners

6. Stakeholder Forum (all employers, industry reps, etc)

Stakeholders

5 categories:

•Physical (paraplegic, limping,

amputee, club foot, crutches, etc.)

•Chronic (epilepsy, arthritis,etc.)

•Hearing (hard of hearing, deaf)

•Visual (partially sighted, blind)

•Mental/Intellectual (slow learners)

Types of Disabilities

Selection Criteria

The stakeholders must identify and agree upon the selection

criteria for the recruitment and interviewing process.

The following Requirements may be considered: Applicants must have a grade 10-12 qualification with proof of

results Applicants must have a disability and provide proof thereof Applicants must be a South African citizen and present proof of

identification Applicants must be unemployed Applicants must be able to arrange own transport Applicants must agree undergo a process of assessment before

selection Reasonable accommodation needs will be assessed Applicants must agree to undergo Criminal and Credit checks

Agree on selection criteria according to

employer requirements at

capacity building

Advertise(usually takes about 2/3

months depending on target no)

Collect application forms. Perform

screening and pre-assessments

Stage 1: Entrance Questionnaire

Stage 2: Proficiency

Test

Stage 3: Structured Interview

placement with the employer

Candidates that do not qualify …

* allocated learners per

employer

Recruitment Process

• Shortlisted candidates from SADDT

• Conduct Entrance and Proficiency assessments and mark

• Set date for structured interviews with competent candidates

• Highly Recommended

• Recommended

• Recommended with reservations

• Generate database of recommended candidates for SADDT

Process for Pre-assessments

• In implementing the project successfully the project will embark on support

strategies through provision of Reasonable Accommodation that will

enable or make participation easy for disabled people and employers.

• After final placement, successful learners will undergo individual reasonable

accommodation assessments to ascertain the need for suitable assistive

devices required for training.

• Reasonable Accommodation will be addressed through provision of

assistive devices and training workshops on disability sensitization.

• LEARNERSHIP AGREEMENT AND FIXED TERM EMPLOYMENT CONTRACT WILL

BE SIGNED WITH ALL LEARNERS

Reasonable Accommodation

Application of the model (cont)

ETQAETQA

Project management - SADDT

Employer also signs employment contract with learner

Contracting Learners

TTBISA

Sensitisation workshopsSensitisation workshops

The workshop is offered to stakeholders staff and The workshop is offered to stakeholders staff and management in understanding the different types of management in understanding the different types of disabilities and how to manage and work with disabled disabilities and how to manage and work with disabled employeesemployees

The workshops address the followingThe workshops address the followingDisability etiquette (terminology, definitions, types of Disability etiquette (terminology, definitions, types of disabilities, attitudes, myths and disbeliefs, medical vs. social disabilities, attitudes, myths and disbeliefs, medical vs. social model) model)

Application of the model (cont) Mentor training

Process as follows:

•Will be combined with sensitisation training over a 2 day

period per province as per project plan project dates.

•Employers required to identify appropriate staff involved in

project to attend the session.

•Involves the understanding of disabilities and what is required

of the mentor to assist, guide and support the learner during

his/her experiential learning time.

•Customised specifically for this project and will be conducted

by the training provider together with the SADDT

representative.

TRAINING IMPLEMENTATION TRAINING IMPLEMENTATION PROCESSPROCESS

Aboutlearning will procure the services of The Tourism and

Training Business Institute of SA (TTBISA) to deliver the following

learning programmes as follows:

1. Accommodation Services – L22. Hospitality Reception – L43. Professional Cookery – L4

Training Delivery

Induction is divided into 2 types:

• Workplace induction

This includes workplace assessors, coaches/mentors and

managers of the learners that will participate in the learnership,

and inform the learner of the company rules, regulations,

policies and procedures, working conditions, uniform

requirements, etc. This will take place a month before training

commences.

• Training Provider Induction (on delivery, assessments, quality

assurance and process of training.) Here, learners will be

formally informed of what will happen, when, where , how and

be provided with details of training roll out, schedules,

assessments, collection of outstanding documentation, etc.

Induction

Recommendations with regards to structured training:

• Training roll out plan

• Bock release of a number of days a month

• Training on site / near workplace

• Accessible training venues – ramps, accessible toilets,

transport, etc.

• Adapted training material to accommodate disabilities – zoom

print, etc.

• Suitable and appropriate learning resources to accommodate

the various disabilities

Structured Training

• Scheduling in consultation with employers

• Inform employers of visits in advance

• Logbooks to be signed off

• Discuss learners performance at work, challenges,

opportunities

• Collect registers for attendance at work

• Some stores have more than 1 learner so time per store

dependent on that

• Ensure that mentors sign all areas required in the logbook

• Generate assessment report

Workplace site visits

Application of the model (cont)

All parties involved meet once every quarter to discuss the

following:

• Progress on projects

• Best practice in the industry

• Lessons learnt

This is done in order to ensure ongoing update of knowledge to

enhance the project.

Stakeholder forums

• Project Launch

• Marketing and Communication strategy and plan developed

and managed by SADDT and the SETA

• Includes graduation/certification ceremony for learners

• Includes marketing and promotional material/branded items

Marketing and Communication

Thank you

Discussion