In the chair: the

Mann from MLG

Graduating to

great things

WINTER 2008

movingMoving in

Your skills partner

Khotso Ndjwili-Potele is FoodBev’s new skills

development project manager.Khotso has worked in the fields

of engineering, management andinformation technology and hasbeen involved in development

and training with the PeaceSecretariat.

At FoodBev, his main objective isto ensure that the Seta meets itsNSDS targets through selectionof the right projects, ensuring

that these are completedaccording to plan and reviewing

the systems supporting theirimplementation.

He’s settling in comfortably aspart of the “driven team” he hasfound at FoodBev and says that

seeing skills developmentcontribute to South Africa’s

upliftment would give him thegreatest satisfaction.

Sithembiso Lushozi,who joined FoodBev at the

beginning of this year as assistantadministrator, was recently

appointed project administrator,responsible for the capture of

learner data and liaison withcompanies implementing

learnerships and other initiatives.

Sithembiso was studying economicmanagement analysis before he

joined FoodBev and plans tocomplete the course part-time now.

He values the chance to work in asmall organisation with “room for

growth”.

Puseletso Ditshegohas moved from reception to the

ETQA department as anadministrator. There she is keeping

busy evaluating applications foraccreditation and assessor and

moderator registration. She alsoschedules provider site visits and

handles apprenticeshipadministration.

Freddy Molatlhegi hasbeen promoted from learnershipadministrator to monitoring and

evaluation coordinator, responsiblefor ensuring that learnerships run

smoothly with the best results forall parties by scheduling sufficient

monitoring visits, verifying theaccuracy of data received and

identifying and resolving issues ofconcern.

up

Aaliya Minty, FoodBev’snew receptionist, is adept atdirecting calls efficiently and

pleasantly, having always been afront-line person. She finds the

Seta a welcome change from thebanking environment in which she

spent the last five years.

SHARE YOUR VIEWSDo you have something on your mind; a trainingsuccess story you would like to share or a queryon any aspect of the National Skills DevelopmentStrategy? Email Susan Unsworth, the editor ofFoodBev Focus, at wayneuns@iafrica.com.

Design, production: Image Design – 011 469 3029Repro and print: Remata iNathi

I would like to inform FoodBev

of the good service I received

from Llewellin regarding the re-

registration of our unit

standards and skills

programme.

With his kind of attitude,

helping us where things were

not clear, I would appreciate it

if you as management would

thank him on behalf of Tjeka

EMD.

With this kind of service, our

country will definitely become a

better place.

Sonja Holl

Project manager

Tjeka EMD

Good citations

Ravin’ on

3

This is the time of year when werealise just what we have achieved inthe past 12 months – the time whenwe are required to compile ourperformance record against theagreed targets in our service-levelagreement with the Department ofLabour.

Again, we have performed well,having met or exceeded all of ourobjectives. More details will appear inour annual report, which will beposted out with the spring issue ofFocus.

As we move through the early stagesof the 2008/9 year, our councilreconstitution process is ongoing.The current council has ratified therevised constitution and a call fornominations for representatives forour employer forum and organisedlabour forum has gone out.

Our conference is not far off and issure to attract the familiar faces and,hopefully, a host of newcomers. Ourmaster of ceremonies, Peter Ndoro,is a firm favourite with conference-goers, and we promise an excitinglineup of presenters well versed inthe challenges and rewards oftraining and development.

Register now.

A regular column byRavin Deonarain, the chief executiveofficer of FoodBevSeta, focusing onissues of importanceto the food andbeverages manu-facturing sector.

Ravin

The three programmes are:• office administration learnership

(in KwaZulu-Natal), delivered bytraining provider Sesto;

• confectionery baking learnership (in Gauteng), with MLG, and

• fitting and machining skills programme (in KwaZulu-Natal),through Thekwini FET college.

Sixteen candidates with dyslexiahave started the skills programmeand are eager to prove that their

challenges don’t affect theirenthusiasm and commitment, saysSimon Ntuli of Vulindlela HumanPerformance Technology, which isproviding support to the providersand participating companies.

Employers interested in hostingthese learners should contact Simonat: Tel: 011 484 7288Cell: 082 605 1076Email: ntulis@netactive.co.za

The people of FoodBev are known for firing on allcylinders, but now they are truly ready for anything.

All staff recently completed a firefighting coursethrough the Institute of Emergency First Aidersand know just what to do in the heat of themoment. Here, Darian Hutson (right) and PennyZuma get to grips with the flames.

Employers, FoodBev needs youFifty people with disabilities (PWD) are being recruited to take part in apilot learnership project that will put FoodBev’s PWD developmentstrategy to the test.

FIREDUP FIREDUP

Nominate nowFoodBev Seta invites nominations from employers for representatives toserve on the FoodBev Seta employer forum.

Nominating employers and organisations must abide by the guidelines andcomplete a nomination form, both available at www.foodbev.co.za or fromLara Gombart at 011 253 7317 or larag@foodbev.co.za.

FoodBev is looking for representatives from the following economic sub-sectors:• BCCS: baking cereals, snacks and confectionery• Beverages: manufacture of beverages • Dairy: manufacture of dairy products• FoodPrep: manufacture of food preparation

products• Processed: production, processing and

preservation of meat, fish, fruit and vegetables

Nominations may be sent to FoodBev Seta CEO Ravin Deonarain, c/o Lara Gombart

By hand: 13 Autumn Road, Rivonia 2128By mail: Box 245, Gallo Manor 2052By fax: 011 253 7333By email: larag@foodbev.co.za

Plans are coming together rapidlyfor the sixth FoodBev annualconference. It’s an event that shouldnot be missed, with presentationsby business luminaries such asCaesar Molebatsi and Paul Tomes,and proceedings in the hands of theever-popular Peter Ndoro.

The conference tees off on 29October with the traditional 18holes, this year at Sun City itself.The event is becoming increasinglypopular, having had the biggest fieldto date last year, so book yourfourball as soon as possible.

The next day, it’s down to businesswith a full day conference coveringtopics such as apprenticeships.Asgisa/Jipsa and NVC successes,followed by the gala dinner andpresentation of the Baobab awardsfor excellence in skillsdevelopment.

Dinner guests are invited to walk –and dress - like an Egyptian.

With departure after breakfast on 31 October, guests will make ithome in good time for a spot oftrick or treating.

It’s going to be the mummy ofall conferences and worthevery cent of the R4 000 fee.Register today at

www.foodbevevents.co.za.

Your skills partner

In line with its mission to generate,evaluate and review qualificationsand unit standards as required bythe needs indicated in the sectorskills plan, the food and beveragestandards generating body (SGB)has been extremely busy of late.

Among the many projects in whichit is involved currently is thedevelopment of a task team toreview the existing manufacturingmanagement diploma programmeon NQF level 6, the creation of anew general education and training

certificate programme on NQF 1 and areview of qualifications in brewingand beverages, wine and distilling,baking, dairy and food processing.

A brand new qualification – acertificate in fish and seafoodprocessing on NQF 2 - has beenapproved by Saqa, as havecertificates in meat processing andfresh meat processing on NQF 3. Thefish and seafood processingprogrammes on NQF levels 2 and 3will make way for a frozen fish orseafood processing qualification and

a fish or seafood canningqualification, both on NQF 2.

Apart from reviewing qualifications,the SGB aims to expand and refinethe sector’s ladder of learning asindicated by the sector skills planand scarce skills priorities. Sayschairperson Mike Davies: “Theremust be a clear careerpath foremployees and potential employeesof the sector and qualifications tosupport this. If we can achieve thiscost effectively and efficiently, wewill have satisfied our brief.”

Miss it

Busy body tackles qualifications

It took 10 000 Egyptians more than20 years to construct the GreatPyramid.

In little more than a day, FoodBevSeta will unlock the mysteries ofsuccessful skills development andgive stakeholders the building blocksof ‘leadership through learnerships’.

miss out!

Armed with certificates that prove that they are perfect fora career in the food and beverage manufacturing sector,hundreds of graduates headed into the wide world ofwork following the annual FoodBev graduationceremonies in April and May.

This year’s ceremonies, in Johannesburg and Cape Town,were a fitting climax to months of hard work by theseyoungsters in areas such as baking, food processing anddairy product manufacture.

At the Johannesburg event, guest of honour, theDepartment of Labour’s Nomsa Gumbi congratulatedthe more than 500 graduates present for making thegrade and helping to reinforce the value of

learnerships as a major contributor to SouthAfrica’s skills development success story.

“It’s another great leap towards the skills-richSouth Africa that all of us wish to build together,”said FoodBev chief executive officer RavinDeonarain (pictured left).

5

and raring to goSkilledSkilled Above: The

Joburg eventstarted with arousingrendition ofthe nationalanthem.

Thank you for the opportunity for our learners tobe part of the wine processing learnership in 2007.The certification function on Wednesday nightmeant so much to all of them. Thank you for yourhard work. It was a great evening.

Kind regards

Elmé Lloyd/Donette PillayOperations manager/general manager

Intercept

Your skills partner

I just wanted to thank the FoodBev team for thewell organised graduation last night. I particularlywanted to thank you for the superb design of thenational diplomas and the lovely framing work.When talking to the learners afterwards I couldsee that they really appreciated the thought andeffort that had gone into it and I am sure thecertificates will be hanging in pride of place inoffices and studies before the end of the weekend.It is a nice tribute to the three+ years of hard workthey invested to get the qualification.

Nick DaviesOptimum Learning Technologies (Pty) Ltd

Thank you for the wonderful graduation ceremony.

We are sincerely grateful for all the effort and time it took inarranging this function. Although it was a typical Cape Townwinter’s night, the ceremony warmed our hearts and souls. Krappie,your sense of humour was on “top” form as usual. Thanks also to allthose dignatories who contributed their words of wisdom.

We look forward to attending many, many more graduations in thefuture.

Genni EngelbrechtHRD managerPeninsula BeveragesCompany (Pty) Ltd

7

whilst there was 10%improvement for large firms;

• more than half of all permanent employees received some formof training. Training of non-permanent employees also rosein the period from 19% to 34%;

• the number of employees who received NQF-aligned trainingincreased from 9% in 2002/3 to22,1%;

• across all enterprises, training expenditure as a percentage ofpayroll increased from 2,1 per centin 2002/3 to 3%, a 43% increase;

• The number of enterprises claiming grants was 55%compared to 41% in 2002/3.

Findings on learnerships were asfollows:• Of all the 18.1 and 18.2 learners,

63% were employed aftercompletion or termination of their

learnerships. Some 53% of theselearners gained employment aftercompletion or termination oftheir learnership programmes. Atotal of 84% of completedlearners were employed withinone month or less of completionof their learnership programmes,94% of whom securedemployment related to thelearnership they completed;

• Some 75% of these learners are employed in positions that arefull-time and permanent, 9% inpositions that are full-time andcontract and 12% on a part-time,contract basis;

• Almost half (49%) were earning between R3 001 and R5 000 amonth and almost a third (30%)between R1 001 and R3 000.

“These are the fruits of our labour,for which celebrations are in order,”said the minister.

In his 2008/9 budget speech, delivered in May, Minister of Labour Membathisi Mdladlana had some good news for the skills development fraternity,

following a national skills

survey conducted by the Human

Sciences Research Council.

The survey revealed that during the2006/7 year:• about eight out of 10 private

sector companies provided someemployee training, 20% morethan in 2002/3. The margin ofimprovement for small andmedium firms was about 20%,

Reason to celebrate

Your skills partner

In your view, howsuccessful have theaccreditation and ETQAcomponents of the NSDSbeen in general and indissuading fly-by-nightoperations?

Havingoperated inthe Setaarena for thelast eightyears, Ibelieve theETQA andprovider accreditation systems andprocedures have improved year onyear. I have worked with many Setas,and FoodBev in particular has been aleader in the adaptation of ETQArulings regarding extension of scopeand implementation of qualifications.Clearly this sort of approach goes along way to ensure that ‘fly-by-night’operations have great difficulty inoffering their services. However alack of understanding among levy-paying companies of the Setas’ role,and of qualifications and theimplementation thereof, means thatunprofessional outfits still foolcompanies into using their services –these companies discover later thatthe programme implemented is notaccredited. Clearly Setas cannot beheld responsible for these projects ifthe customer does not query theprovider’s status.

Better communication of changes toprogramme and accreditationrequirements should be considered,as should more realisticimplementation timelines. It is unclearwhen changes need to be effectedand how far back external moderatorswill look for these changes.

What do you believe are theshortfalls and/or challenges in thesystem and how should these beaddressed?

Stayingabreast ofETQA changesandrequirementsof the variousmoderatorsneeds to be

addressed. External moderatorsoften have different interpretationsof the rules and regulationsgoverning a provider’s assessmentand moderation practices. This leavesproviders uncertain about theirapproaches to material developmentand to assessment methodologies.

Many of the necessary externalmoderation activities are notconducted - MLG has received onlytwo external moderation visits in thelast two years. During both thesevisits only exit moderation wasconducted and both timescorrections were required to theassessments conducted. Had theinduction moderation and concurrentmoderation visits been conductedwe would have been able to adjustthe approach as we went along. Exitmoderation is in essence too lateand the repercussions of correctionsare that learners and host employershave to redo certain aspects of theprogramme, which can also result insignificant additional costs.

It is difficult for a providerto stay in touch with thechanges made toassessment and moderationpractice. There is very little

communication on the changesand even if there is, providers aregiven limited time to make thechanges. When one aspect ofassessment has been altered itrequires us to redevelop thetraining and assessment materialsfor all programmes. MLG currentlyholds 10 full qualifications andchanges cannot happen overnight.Changes should be phased in sothat programmes do not have to bealtered mid-stream.

In comparison to other sectors,how does the food and beveragesector rate in terms of standardsof provision?

FoodBev iscertainly oneof the moreproactive andwell runSetas.However westill share

similar bureaucratic issues withother Setas, notably last-minuteactions that put unnecessarypressure on providers, employersand learners. Misinformation andlack of communication also hinderplanning and implementation.Nevertheless, I choose to focusmore on food and beveragemanufacturing companies andprogrammes than on activities inother sectors, as theimplementation thereof is betterwith FoodBev as a partner.

What needs to be done to aligntraining more closely with theworld of work?

Tough one. I see it from both sides– the Seta and employers/levy

In the chair

MLG Consultants is a well-established provider in the food and

beverages manufacturing sector,and works extensively with other

sectors as well. Last year it won theinaugural FoodBev Baobab award for

the top performer in secondaryfocus provision. Focus put MLG’s

Michael Mann in the chair for sometough questioning.

MLG Consultants’

Michael Mann

9

payers.Qualificationsare writtenwith an entire

industry in mind; invariably thismeans that all qualifications haveaspects (unit standards) that theemployer implementing theprogramme does not practice orhave equipment, machinery, recipesand processes to support. Nor dothey have the subject matterexpertise to oversee them.Employers look at qualifications withonly their own needs in mind andtherefore find the core unitstandards of qualificationsfrustrating as they do not want tospend the time or money on unitstandards that do not add value totheir training objectives, yet wantthe learners to complete theirlearnerships and achieve fullqualifications. Potentially thesolution is to provide more flexibilityto the qualification in terms of whatis listed as core and what is elective.Providing more electives (with clearrules of combination) allows theemployer to select more accuratelythe unit standards that apply to hisor her environment. I appreciate thisraises other issues aboutcomparable standards across aparticular qualification.

In general I believe employers needto spend a bit more time planningtraining interventions andresearching the qualifications theyintend to undertake. Often MLG isasked to implement a qualification(certificate or skills programme) witha number of unit standards that donot correspond to the activities onsite. This not only presents achallenge for the training but meansthe assessment is marred becausethe learner has not practiced the skillin the workplace. MLG will notundertake this sort of training andinsists that all training is supportedby clear workplace experience.

What needs to be done to ensurethat more graduates find jobs?

Eish. So manythings. SouthAfricancompaniesneed to look athow they planforrecruitment. As

the world becomes more and moreautomated (food processing is aprime candidate for this), it createsless opportunity for jobs. Nurturingof people and development of staffare severely lacking and whilst wehave made great progress in the last10 - 15 years we have a long way togo.

Generally, we need better run jobcentres that gain accurateinformation on positions to be filledand provide greater support to jobseekers.

What are the challenges facing theprivate provider in South Africatoday?

Relying on Setafunding forsustainability isa big mistake.Providers needto have abroader focusand develop

two or more income streams. MLGfocuses on its ability to offer high-

quality training and consulting, whichmeans professionalism, great subjectmatter expertise (all trainers havefulfilled managerial positions in theirarea of expertise) and a flexibleapproach to its projects. Providingone product for all clients is nevergoing to provide sustainable income.One needs to consider therequirements and objectives of theclient and offer the best solution.The solution does not always includelearnerships.

What is happening at MLGcurrently?

In theFoodBevsector we arecurrentlyprovidingbaking anddeli training toPick ‘n Pay and

Boxer Bakery, and plant andmanufacturing managementprogrammes to Pioneer Foods, butwe are also involved in construction,HR management, wholesale andretail, and project managementtraining, among others. New projectsinclude the provision of millingqualifications to companies in theSADC region.

In addition, we are privileged to bepart of the FoodBev pilot projectaimed at training people withdisabilities.

We are also expanding, havingopened a new office in Durban. Werecently relocated our head office toCape Town and moved ourJohannesburg base from Isando toSandton. Westlakes, our newrecruitment company, has opened itsdoors and we have revived ourhuman resources consulting divisionto offer HR services to a widernumber of clients across SouthAfrica.

...employers need to

spend a bit more time

planning training

interventions and

researching the

qualifications they

intend to undertake...

The Caprivi Butcheryteam: pictured (back)are Bastian van Voorstand Johan Marais and(front from left)Barbara Moja, MitaLebeloane and JohnMojo.

Your skills partner

Computer literacy, first aid,forklift driving…anything

goes with the FoodBev supportgrant for small and medium

enterprises (SMEs). In terms ofthe grant, companies

employing fewer than 50people, whether skills levy

payers or not, may completeany type of training identified

as important to the business.It doesn’t need to be food andbeverage related, nor alignedto the National Qualifications

Framework (NQF).

More than 300 companiestook up the offer in

the last financial year, frombaby food manufacturers and

nut processors to wineproducers.

C A P E P O I N T V I N E Y A R D Sis among the beneficiaries. Sixemployees completed a forklifttruck operator’s course and twoassistants in the cellar attended aprogramme in Xhosa on basicwinemaking. All eight earnedcertificates and the two aspiringvintners are ready for the next levelof the winemaking course.

Says the company’s Desiree Nazier:“I’m very impressed with theinitiative and we’ve made full use ofthe opportunity to empower ourstaff.”

I C Y H E R B S in the Free State hasconducted hygiene and food safetytraining in line with its bid for Haccpaccreditation needed to expandinto exports. “Skills are badlyneeded in platteland areas such asours,” says owner Riana Minnaar.

“We are expanding allthe time and need todevelop our people,some of whom have avery low formaleducation level. Withthe incentives ofgrants, this is moreachievable.”

Malcolm Wyper ofB E V T E C inJohannesburg, whichmanufacturesalcoholic fruit ale,

agrees. “Without financial help, ourtraining would be far lower key andwe would not be able to fund asmany refresher courses, which Ibelieve are essential,” says Malcolm,whose recent training interventionsinclude hygiene and qualityassurance.

For G R A N D Y P I E S , in Bellville,Cape Town, the grant has been usedto maximum advantage. “Our factorystaff – both day and night shifts -have done safety and hygiene, ourreceptionist telephone etiquetteand Excel, and management hascompleted a review of the OHS,”says owner Dr Andrew Boynton. “It’s thumbs upto FoodBev, as this is training wemay not otherwise have done.”

A L L D A Y E N E R G I F O O D S ’Luba Schotter believes that trainingplays a key role in retaining goodpeople in an increasingly competitivemarketplace.”The FoodBev grantgave us an opportunity to show ourstaff that we have their bestinterests at heart. They, in turn, werevery appreciative of the chance toimprove their skills and knowledge.We have noticed a greaterwillingness among them to takeresponsibility for and ownership oftheir jobs.”

At C A P R I V I B U T C H E R Y inGezina, Pretoria, training hasconcentrated on businessprofessionalism, HIV/Aidsawareness, customer care and foodhandling.

“It was particularly beneficial for ourstaff to learn from an externalsource about the procedures andstandards involved in maintaining thehygiene levels for a food business,”says owner Johan Marais.

Small companies scorewith support grant

EnerGI Foods’ factory staff have benefited fromFoodBev’s support.

A regular column highlighting the basics of the NSDS.

To ensure that we address issues of interest and importance to you,simply email your question to info@foodbev.co.za and watch thisspace.

11

FocusFAQs

Why were learnerships introducedinitially?To provide a means to deliver alearning programme that combinesworkplace experience and formallearning en route to a nationallyrecognised qualification.Learnerships provide a means foremployers to upgrade the skills oftheir employees as well as to assistpeople who are unemployed toacquire skills that are relevant to theworld of work and that will assistthem in securing employment.

Who may apply for a learnershipgrant and what are theprocedures?All levy paying companies in thefood and beverages sector, whoselevies are up to date, are eligible fora FoodBev learnership grant. This isan opportunity to upgrade the skillsand technical knowledge of existingemployees (18.1) and to giveunemployed people (18.2) a chanceto gain nationally recognisedqualifications. Additionally,participating companies quality fortax incentives and tax cuts fromSars, as in the table above.

Application forms for learnershipgrants are available atwww.foodbev.co.za. There are fiveevaluation periods for grant fundingapplication during the financial year.Applicants will be informed withinone month of each period of theoutcome of the grant fundingapplication.

How does a company implementlearnerships?The following are the basic steps ofpreparation:• Identify the learnership, learning

site and employee/s who canmentor the learner

• Identify a training provider accredited for the learnershipselected (if the training is to beoutsourced)

• Apply for accreditation with FoodBev Seta if your companywishes to train internally

• Enter into a contract with the outsourced supplier that clearlystipulates the deliverables andtimeframes for learnershipimplementation

• Identify and select learners, ensuring that they meet theminimum entry level requirementsof the learnership

• Establish a learning schedule in consultation with line managers,taking into account productionrequirements

• Apply for discretionary grant funding from FoodBev, referring tothe terms and conditionscontained in the Seta’s learnershipgrant funding policy

• Sign learnership agreement – this is a tripartite agreement involvingthe company, the learner and theaccredited provider that stipulatesthe rights and obligations of eachparty

• Submit learnership agreements to FoodBev for registration oflearners

• Implement the training programme and submit monthlyassessment results to FoodBev

• Claim grants as stipulated in the learnership grant funding policy.

• Apply to have learners certificated.

If a company takes onunemployed learners, is there anobligation to employ them oncethey have completed theprogramme?There is no obligation, but manycompanies find the acquisition ofnew skills a boost for theirbusinesses and elect to appointpreviously unemployed learnersonce they have completed theirprogrammes. Even if the companycannot accommodate new recruitspermanently, its willingness to hostand develop learners contributes tothe creation of a strong pool oftalented people whose skills andknowledge will benefit the industryas a whole.

Allowance 2002 Allowance- March 2006 2006 - 10

Existing employee R17 500 The lesser of 70% of the(on registration) learner’s annual salary or

R20 000

Previously unemployed R25 000 The lesser of annual person (on registration) salary or R30 000

R25 000 R30 000

Disabled learner: existing 150% of annual salary to employee (on registration) a maximum of R40 000

Disabled learner: previously 175% of annual salary to unemployed person a maximum of R50 000(on registration)

On completion 175% of annual salary to a maximum of R50 000

GRANTSGRANTSGGRRAANNTT TTYYPPEE VVAALLUUEE CCRRIITTEERRIIAA

Mandatory 50% of levy paid • Workplace skills plan implementation report (WSPIR) for past year and workplacegrant skills plan (WSP) for forthcoming year submitted

• Report submitted in the required format and approved• Employers registered with FoodBev and up to date with levy payments.

Work R36 000 per • Employers must be registered with FoodBevexperience learner for a one- • Students in higher education and training institutions in FoodBev specified scarcegrant year programme skills areas

• Equity profile of students - 85% black, 54% women and 4% disabled• Employers agree to help students find employment or self employment.

Apprentice- R60 000 for • Companies identify students from further education and training (FET) or other ship grant two years registered training institutions, select students in consultation with the Seta, and

subscribe to criteria for successful completion of artisan training. The employerreports on progress to FoodBev and FoodBev monitors and approves the reports

• Trainee artisans to have completed a minimum of N2• Successful completion of a trade test

Abet grant R2 000 per Abet • Applicant must be registered with FoodBevlevel and per • Applicants to agree to a FoodBev auditlearning area • Application for grants submitted on prescribed form

• Abet learners to be pre-assessed and assessment results to be submitted withR75 per Abet level learner enrolment formand learning area • Abet providers can apply on behalf of companies.

Learnerships R18 000 Applicants to:for the • be registered with FoodBevunemployed • agree to a FoodBev audit (induction moderation)

• contract only an accredited providerLearnerships R12 000 • comply with at least one of the NSDS equity targets (85% black, 54% women,for the 4% disabled persons) in the case of unemployed learnersemployed • submit signed learnership agreements within three months of notification of

grant approval.Where applicants require grant funding to implement the learnership, the learnershipagreement should be signed only once notification has been received of grantapproval.Grants pertain only to registered learnerships in any field. Learnerships forunemployed persons should not exceed 13 months and those for employees shouldnot exceed 18 months.

Skills R50 per NQF credit Applicants to:programme • be registered with FoodBevgrant • agree to a FoodBev audit

• contract only an accredited provider• comply with at least one of the NSDS equity targets (85% black, 54% women,

4% disabled persons) in the case of unemployed learners• submit learner enrolment forms within three months of notification of grant

approval.Where applicants require grant funding to implement the skills programme, theenrolment form should be submitted only once notification has been received of grantapproval.

Bursary R20 000 • Applicants to be registered with FoodBev and be up-to-date with levy paymentsgrant policy • Compliance with mandatory grant requirements

• Full- or part-time study in areas identified as scarce skills• Applicable to existing employees• Two tranches: 50% on registering learner; 50% on completion.

Small and R20 000 Available to companies, levy payers and non levy payers, for any training medium identified as important to the development of the company. Train first and then enterprise apply for the grant.(SME) grant FoodBev has contracted HPS and Bright Labour Solutions to coordinate this project

and assist SMEs to implement training. • High Performance Skills (HPS): (Gauteng, North West, Northern Cape; Mpumalanga,

KwaZulu-Natal, Limpopo and Free State). – Pieter Aucamp or Susan PetersTel: 012 333 1888 Fax: 012 333 3227 Email: susanpeters@mweb.co.za or zerapae@mweb.co.za or zerailda@mweb.co.za

• Bright Labour Solutions: (Western Cape and Eastern Cape) – Gillian WolpertTel 021 424 8640/082 491 1456 Fax 086 610 8932 Email: gillian@brightlabour.co.za

SMEs not using these providers must receive pre-approval from FoodBev to ensurethat funds are available.

Your skills partner12

Dis

cret

iona

ryFoodBev grants make it easier and more cost effective to implement skills developmentinitiatives, so take advantage of them. As a reminder, here is what’s available: GRANTS– A GOLDEN OPPORTUNITY

• The latest newson projects

In the next issue

For more information on grants, call 011 253 7300 or fax 011 253 7333