Thought leadership: The role of the SDF

presents

The Role of the SDF

&

Looming WSP and ATR Submissions

Omni HR Consulting (Pty) Ltd

Defining the Skills Development Facilitator

• A Skills Development Facilitator (SDF) is responsible for the planning,

implementation and reporting of training within an organisation, with SETA-

related duties.

• They are to ensure a culture of learning is established to support the staff

members individual quest for work and personal performance aligned to the

organisations strategic vision.

• SDF’s must be qualified and accredited by the relevant SETA.


The role of the SDF

Facilitate Facilitate the development of an employers Skills Development Strategy

Expert To serve as an expert resource for the implementation of Learnerships and Skills Programmes

Administrator To complete and submit Workplace Skills Plans (WSPs) and Annual Training Reports (ATRs)

Advisor Advise employers and employees on National Skills Development Strategies (NSDS)

Educator and Needs Evaluator Assess Skills Development needs of an organisation

Mediator Contact person between employer and relevant SDF


Acts that govern Skills Development:

Skills Development Act:

Promotes Education and Training in the workplace. It governs the National Skill

Authority, National Skills Fund, Skills Development Levies and Sector Education and

Training Authorities (SETA’s).

Skills Development Levy Act:

Compulsory levy scheme for the purpose of funding Education, Training and

Development as envisaged in the Skills Development Act. 1% of the total

remuneration paid to employees is collected by SARS for this purpose.

ROIᵛ = ROI + Value-add

In ETD we go for the maximum ‘Return on Investment’.

Why go for simple interest as a return on investment, if we can go for compound?


Levies, Rebates and Grants:

Registered companies are required to indicate their primary business with SARS, which aligns to their SETA. This SETA receives 80% of the 1% of the Skills Development Levy paid via SARS. 10% is used for the operational costs of the SETA; the remainder of the money translates into Grants.

There are 2 types of Grants:

• Mandatory Grants

Must be paid by the SETA if the company has submitted a completed WSP and ATR

by due date, which meets the SETA requirements. 50% of the levies paid can be

claimed back. (Subject to change and SETA specific)

• Discretionary Grants

Companies can apply for funding for priority training needs. 20% of the money

received from levies is paid to Discretionary Grants for Learnerships, Skills Programmes

and Sector priorities.

Learnerships

Companies can apply for funding; however it is limited.

There are 2 types:

- Grant for the cost of implementing a Learnership (Training costs)

- Grant to cover learner stipend (Subsidise learner salary, 18.2 learners)

Skills Programmes

Companies can apply for funding; however it is limited.

If a learner completes multi Skills Programmes adding up to a full qualification,

funding is capped.

Sector Priorities

- Includes research

- Develop training infrastructure

- Address Scarce and Critical Skills


Tax allowance:

• Section 12H of the Income Tax Act of 2002 grants additional tax allowances in respect of

recognised Learnerships entered into by employers. It is designed as an incentive for

employees to develop skills and create jobs.

• Tax allowance can equate to up to R20 000 for employed individuals and up to R30 000

for newly appointed.

• Comprises of both a commencement and completion allowance.

• Enhanced allowance for disabled learners introduced in July 2006 – up to R40 000 paid for

employed individuals and up to R50 000 for newly appointed.
