SASSETA SDF GUIDE

SECTOR GUIDE

1 APRIL 2010 – 31 MARCH 2011

Enquiries: Skills Planning and Research

Skills Planning Practitioner

Maki Modipane rmodipane@sasseta.org.za 011 347 0223

Administrator
Stancilla Freese sfreese@sasseta.org.za 011 347 0268

General Enquiries

Call Centre
www.sasseta.org.za callcentre@sasseta.org.za 086 110 2477

1
Contents

Foreword 1
Purpose of this Sector Guide 1
SASSETA 1

Section 1: Scarce and Top Up Skills 2

1.1 Scarce Skills 2
1.2 Top Up Skills 3

Section 2: Mandatory Grant Applications 4

2.1 Guidelines for allocation of mandatory grants 4
2.2 Guidelines for completing the WSP 4
2.3 Guidelines for completing the ATR 7
2.4 The role of the Skills Development Facilitator (SDF) 7

Section 3: Appendices 8
Appendix A: SASSETA Qualifications/Learnerships 8-9
Appendix B: Learning Programme Type Matrix 10-11

Notes: 12

2
 SASSETA SDF GUIDE

FOREWORD

Purpose of this Sector Guide

The purpose of this sector guide is to assist the South African:

• School leavers to find a career where demand exists within the Safety and
Security Sector of South Africa

• Tertiary graduates with the further development of their skills

• Unemployed persons to assess the career possibilities available within the

Safety and Security sector and what skills are seen by potential employers to
be scarce

• Employees to assess what skills are seen by employers in the industry require
top up to the occupation

• Employers and Skills Development Facilitators (SDFs) to assess the extent

to which various occupations suffer scarce skills and what skills the sector
perceives to be critical

• Skills Development training providers to determine where the needs of the

sector’s employers are in terms of occupations that are proving difficult to fill,
and what training programmes they should produce to address the need to
further skills development within employees.

SASSETA

SASSETA is an acronym that stands for Safety and Security Sector Education and
Training Authority. It is a public enterprise that reports to the Department of
Higher Education and Training, and its primary role is to stimulate and facilitate
skills development in the SAFETY AND SECURITY SECTOR in South Africa.

The SASSETA is one of 23 SETAs in South Africa. The details of the other Setas can
be obtained from the Department of Labour website www.labour.gov.za.

3
SECTION 1: SCARCE AND TOP UP SKILLS

1.1 Scarce and Top Up Skills

Scarce Skills refer to occupations in which there is a scarcity of qualified and

experienced people, currently or anticipated in the future, either (a) because
such skilled people are not available or (b) they are available but do not meet
employment criteria.

• Scarcity can arise as a result of absolute scarcity and/or relative scarcity.

• Absolute scarcity refers to when suitable people are not available at all.
- Examples: A new or emerging occupation; people have chosen not to
pursue training or careers in the occupation.

• Relative scarcity occurs when suitably qualified people are available but do
not meet other employment criteria.
- Examples: People are unwilling to work outside of urban areas
(geographical location); there are a few candidates with the requisite skills,
qualifications and experience from the designated groups available to
meet the skills requirements of the organizations (equity considerations)
or there are people in education and training who are in the process of
acquiring the necessary skills but where the lead time will mean that they
are not available in the short term to meet replacement demand (long
training lead time). Hereunder is the list of scarce and top up skills for
sector.

Scarce Skills for the Safety and Security Sector: 2009 – 2010
Occupation Code Occupation Need
232101 Architects 20
233106 Engineers 110
231104 Helicopter Pilots 40
253101 Medical Doctors 900
251101 Pharmacists 89
254401 Nurses 900
272301 Psychologists 300
272501 Social Workers 200
323102 Aircraft Mechanics 130
342302 Control Room Operators 500
342303 Alarm Technicians 30

4
 SASSETA SDF GUIDE

Scarce Skills for the Safety and Security Sector: 2009 – 2010
Occupation Code Occupation Need
441301 Forensic Analysts 350
441302 Police Officer 600
442101 Prison Officer 2000
442207 Security Officer 1000
452499 Rescue Divers 20
521202 Legal Secretaries 500
231102 Air Traffic Controllers 35
231902 Air Craft Navigators 20
221101 Accountants 123
231901 Airborne Electronics Analyst 40
231910 Ship Pursers 20
231202 Ship Surveyors 20
231203 Ship Masters 20
441101 Marine Safety Officers 8
233904 Marine engineers 6
271301 Patent Attorneys 30
272402 Court Interpreters 154
323101 Air Craft Technicians 130
334101 Plumbers/Artisans 50
271301 Solicitor/ Attorneys 20
132201 Finance Managers 50
132304 Human Resource Managers 10
272406 Criminologists 200
313101 ICT Consultants 20
551201 Accounting/HR Clerks 20
639301 Sales representative 50
351401 Food Technologists 30

5
1.2 Top up Skills

Top-up skills refers to skills within an occupation. There are two groups of top skills,
namely:

• Generic ‘top-up’ skills: These are top up cross-field skills. These include decision
making, team work, language proficiency and numeracy skills.

• Technical ‘top-up’ skills: These are the skills which are required on top of the
generally accepted skills associated with an occupation. These skills might have
emerged as a result of changing technology, new forms of work organisation
or the operational context in which the occupation is being applied.

Top up Skills List for the Safety and Security Sector: 2009 – 2010
Occupation Skills required
General Managers Leadership
Project Management
Financial Management
HR Management
Attorneys Business Skills
Legislative Drafting
Conflict Resolution
Foreign Languages
Computer Skills
Court procedures
Conveyancing
New areas of practice
Psychologists Hostage Negotiation
Control Room Operators Radio Technical Services
Forensic Detectives Scientific Analysis
Ballistics
Facial reconstruction
Explosives
VIP Protection
Conflict Management
Firearms Training
Legal Secretaries Conveyancing
Debt Collection

6
 SASSETA SDF GUIDE

Top up Skills List for the Safety and Security Sector: 2009 – 2010
Occupation Skills required
Litigation Procedures
Sales Consultants Security Industry Knowledge
Security Officers Advance driving skills
CCTV
VIP protection
Private investigation

7
SECTION 2: MANDATORY GRANT APPLICATIONS

2.1 Guidelines for allocation of mandatory grants

2.1.1 The Workplace Skills Plan and Annual Training Report duly completed
in the prescribed form must be submitted by:

a) 30 June 2010 for the financial year 2010/11; or

b) within 6 months of registration in the case of an employer who has registered
for the first time in terms of section 5(1) of the Skills Development Levies Act.
c) Employers must be up-to-date with their levy payments.
d) No extensions are allowed.

2.1.2 The mandatory grant is paid out quarterly in arrears.

2.2 Guidelines for completing the WSP

Section A: Administrative Details

Information Required Description
Indicate the name of your organisation as legally
Administrative Details registered with the South African Revenue Services
(SARS). Organisation Name Example: ABC Security
SDL Number Example: L123456789
The address to which all postal communication with
Postal Address
the organisation/company should be addressed.
The address in which the business is physically
Physical Address
located.
Province in which the main branch of the business is
Province
situated.
Municipality in which the main branch of the business
Municipality
is situated.

8
 SASSETA SDF GUIDE

Section A: Administrative Details

Information Required Description
MAIN BUSINESS ACTIVITY
SIC CODE is the acronym for Standard Industrial Code
which describes the main business activity or areas of
service delivery from the list provided in section A2.
1 of the WSP. Example:
SIC Code
9110A Policing
SIC CODE 88920 Private Security & Investigation Services
88110 Legal Practice
9110C Justice
9110B Correctional Service
9110D Defence
91105 Intelligence Activities
Other Specify

CONTACT DETAILS OF THE PERSON COMPLETED THIS FORM

Provide the details and contact information of the person who completed the form.
If your organisation/company has appointed and SDF, this person will complete and
submit the WSP/ATR and serve as the contact person with the SASSETA. Employers are
encouraged to appoint someone to perform the role of the SDF. The SDF could be an
employee or an external person contracted specifically to perform that role.

Section B: Financial Details

Information Required Description
CONTACT DETAILS OF THE CFO
Provide contact details of the Chief Financial Officer (or Finance Manager). This
information is required to liaise with the CFO when there are challenges pertaining
payment of the mandatory grant
BANK DETAILS
This is the account that the SASSETA will use for grant payments or any other payments in
respect of training/skills development.

This information is required to effect Electronic Funds Transfer (EFT) credit to the
organisation/company’s account on approval of the WSP/ATR. Please enclose a cancelled
cheque to the application for verification purposes if it is the first time these banking
details are provided to SASSETA.

Indicate the number of employees in each province in which your organisation/

company has employees.

9
Section C: Training Budget
Information Required
Total personnel budget for
current financial year
1% of the personnel budget
Additional funding planned
for the current financial year
Provincial Profile as at 01 April 2010
Employment figures by
province
Section D: Employment Summary
Information Required
Total Number of Employees Per Occupational Category, by Gender, Population
Group, Disability Status and Age Group
Code
Job Title or Specialisation
10
Description
Insert figures of total salaries for all employees in your
organisation for this financial year.
Calculate 1% of the total salaries for the skills levy.
This is funding that will be sourced outside of the
organisation/company over and above 50% of the
mandatory grant.
Indicate the number of employees in each province
in which your organization/ company has employees.
Description
Select occupations relevant to your organisation/
company and write the 6-digit OFO code
This should be a true reflection of your organizational
structure.
For each occupational category, provide the total
number of employees in terms of population group,
gender, disability, and age.
(Refer to Section 1 of the Basic Conditions of
Employment Act of 1997, as amended for the
definition of employee).

Section E: Scarce And Top up Skills
Information Required
Scarce Skills
OFO Code
Occupational Category
Reason/s for scarcity
Top Up Skills
Information Required
Code
Occupational Category
Key/Generic skills required
Type of training identified
SASSETA SDF GUIDE
Description
Select occupations that are scarce in your
organisation/company and write the 6-digit OFO
code.
Write the name of the identified scarce occupation.
State the reason/s why the occupation is considered
scarce.
Some reasons that may be provided for scarce
• There are no people with the necessary skills in this
occupation.
• There are people with the required skills in this
occupation but they do not wish to relocate to our
geographic location.
• There are people with the required skills in this
occupation but they do not fulfill our equity
requirements.
• This is a new and emerging occupation and
therefore no people are trained in this occupation
as yet.
• There are people currently in training but they are
not available in the short term.
Description
Select occupations in which there is a need for top up
skills within your organisation/company and write the
6-digit OFO codes.
Select only those occupations in which your
organisation/company is experiencing a critical skills
shortage
Describe the key/generic “top-up” skills required in
the occupations which you have identified as having
critical skills shortage.
Example: The occupation of an Advocate may have
top up skills shortage in the area of Legal Drafting.
Example 2: A General Manager may find it difficult
to work in teams, so team work is the generic “top-up”
skill attached to the occupation of General Manager.
Indicate the type of learning programme required to
address the critical skills
11
Section F: Skills Development
Information Required Description
Strategic objectives described in the entity’s strategic or business plan
Skills Development must be relevant in terms of both the business and the human
resource development (HRD) strategies. The purpose of the HRD strategy is to ensure
that the organisation has the right number of people in the right jobs in order to achieve
business objectives.
Strategic training priorities of the entity derived from the strategic objectives
Once the skills audit exercise is concluded, the organisation/company must make use
of such information to prioritize their training needs in respect of urgency, current and
future needs, affordability and employment equity.

Section G: Planned Training Interventions

Planned beneficiaries of training per occupational category by gender,
population group, disability status and age group
OFO Code Write the 6-digit OFO code.
Describe those occupations that need to be
capacitated.

Job Title or Specialisation Indicate the number of employees that you are
planning to train in the forthcoming year according
to population group, gender, disability, status and
age.

Section H: Planned training – employed (18.1)

OFO Code Write the 6-digit OFO code.
Select occupations that are scarce/critical in your
Job Title or Specialisation
entity to undergo proposed Training priorities.
Indicate the number of people to be trained at the
Number to be trained Basic (NQF Levels 1, 2, 3); Intermediate (NQF Levels 4,
5) and Advanced (NQF Levels 6, 7, 8)
Planned training – unemployed (18.2)
Follow the same guidelines as above. The only difference is that you are making training
plans for unemployed learners.

Section I: Number of planned ABET training

Indicate the number of employees to be trained on ABET levels 1 to 4.
Number of beneficiaries who completed ABET training
Indicate the number of employees who have successfully completed ABET levels 1 to 4.

12
 SASSETA SDF GUIDE

Section J: Development And Consultative Processes

Information Required Description
Workplace Skills Planning Process
These are the processes to be followed when completing the WSP, on completion please
specify with a yes.
Employment Equity – companies with more than 50 workers
The Employment Equity plan describes what the employer plans to do to promote equity
in respect of designated groups. The plan must include strategies to achieve equity goals.
Training Committee – companies with more than 50 workers
Any organisation or company with more than 50 employees needs to establish a
committee representing both employees and employers in a 50/50 ratio, to discuss
the training and development strategies and decide on the best ways to improve the
company’s skills profile.

13
2.3 GUIDELINES FOR COMPLETING THE ATR

Section K: Annual Training Report (Report on successful achievements of your

previous WSP)
Information Required Description
Number of actual beneficiaries of training per occupational category by gender,
population group, disability status and age groups.
OFO Code Write the 6-digit OFO code.

Names of the occupations that underwent training.

Provide the number of employees who participated

Job Title or Specialisation
in Training Interventions. These numbers must be
provided per occupational category and by gender,
population group, disability status and age group.

Section L: Summary of training interventions- Employed (18.1)

Information Required
OFO Code
Job Title or Specialisation
Type of Training Intervention
Number Trained at
Summary of training interventions- Unemployed (18.2)
OFO Code
Job Title or Specialisation
Type of Training Intervention
Number Trained at
Description
Write the 6-digit OFO code.
Provide occupations of persons who were trained.
Define the type of training intervention that was
successfully completed.
Indicated the number or persons who completed or
not completed training at different levels.
Write the 6-digit OFO code.
Provide occupations of persons who received
training.
Define the type of training intervention that was
successfully completed.
Indicated the number of persons who completed or
not completed training at different levels.

Section M: Expenditure of training budget

Provide the type of Training Interventions that was
Type of Training Interventions
delivered.
Specify actual cost that was spent on training
Actual cost – Employed
provision for employed learners
Specify actual cost that was spent on training
Actual cost – Unemployed
provision for unemployed learners
G6: Expenditure of additional funding
Give feedback on your additional funding as per your previous WSP.

14
 SASSETA SDF GUIDE

Authoristion And Stakeholder Support

Information Required Description
Signatures confirm that you have provided truthful and accurate information to the best
of your knowledge.

If you have submitted the WSP/ATR electronically, you must submit the authorization
page to the SASSETA by hand, post or fax, alternatively you can submit the entire
document at our offices or hand deliver them.

15
2.4 The role of the Skills Development Facilitator (SDF)

An employer must appoint a Skills Development Facilitator (SDF) who is either

an employee or a formally contracted external person to perform the following
functions:

• Assist the employer and workers with the development of a workplace skills
plan
• Submit the workplace skills plan to the SETA
• Advise the employer on the implementation of the workplace skills plan
• Assist the employer with the drafting of an annual training report against the
approved workplace skills plan
• Serve as a contact person between the employer and the SETA.

16
 SASSETA SDF GUIDE

SECTION 3: APPENDICES

Appendix A: SASSETA Qualifications/Learnerships

NQF NLRD Registration

Title of Qualification/Learnership
Level ID No Number
Law enforcementsheriffing 5 49336 19Q190016231205
National diploma: defensive mission control 5 49853 29Q290015432405
National dploma: joint& multi opertions 6 49783 29Q290014322426
National diploma: legal interpreting 5 50023 29Q290012282405
National diploma: applied milatary intelligence 5 49852 29Q290013272405
National certificate: multi-national safety & security operations management 5 49337 29Q29001619225
National certificate: paralegal practise 5 49597 Q290002231315
National certificate: resolving of crime 5 49118 Q290001301225
National diploma: in south african special forces operations 5 48879 Q290003XX2975
National diploma: in sattutory intelligence: counter level 6 6 49100 Q290006XX2586
National diploma: in statutory intelligence: analysis level 6 6 49102 Q290005XX2596
National diploma in statutory intelligence: collection level 6 6 49104 Q290004XX3766
National diploma: paralegal practise for commercial sector level 5 5 49598 Q290007393865
National diploma: paralegal practise for community based sector level 5 5 49598 Q290011393735
National diploma: paralegal practise for non-govermental sector level 5 5 49598 Q2900103937355
National diploma paralegal practise for private sector level 5 5 49598 Q290008382475
National diploma: paralegal practise for public sector level 5 5 49598 Q290009393695
Advanced electronic security technician level 5 5 23593 Q190011292405
Basic policing training level 5 5 20496 Q190009002407
Attorneys practice 7 29Q290034211367
Corrections science level 4 4 24197 Q19190014231204
Corrections science level 5 5 48553 Q19190015362405
Diploma in court services management level 5 5 Q190013532405
Electronic security technician level 4 190010 Q190010XX1204
General security officer’s learnership level 3(l) 3 22490 Q190005321353
Post graduate certificate:trade mark practise level 7 7 22254 Q190012001207
Futher education & training certificate statutory intelligence level 4 4 48868 Q060021XX157
National certificate:aircraft electrian level 5 5 Q06002000360
National certificate:aircraft instuments worker level 5 5 Q060019003605
National certificate;aircraft mechanic level 5

17
 NQF NLRD Registration
Title of Qualification/Learnership
Level ID No Number
National certificate: statutory intelligence level 5 5 48667 Q060022XX1495
Further education and training certificate (fetc): statutory intelligence 4 Q06060021XX1574
Further education and training certificate: use of firearms 4 21854 Q290017221524
Further education and training certificate: firearms maintenance 4 49739 Q290018221304
National certificate: family law 5 50265 Q290030231205
National certificate: criminology 5 49709 Q290019191345
Human resources management and practices support 4 49691 29Q290031331404
Human resources management and practices 5 49692 29Q290032402495
National certificate: navigation 5 49950 29Q290033261345
National diploma: electronic warfare 5 50500
National certificate: forensic science 5 57651 29Q290035341905
Aviation security specialist 4 29Q290024181534
Further education and training certificate: specialist security practices 4 29Q290020371434
Armed response security specialist 4 29Q290022181654
Patrol dog security specialist 4 29Q290027181604
Security supervisory specialist 4 29Q290021191484
Close protection specialist 4 29Q290025181854
Assets in transit specialist 4 29Q290023181634
Special events security specialist 4 22491 29Q290026201584
Control room operator specialist 4 29Q290028181484
Investigations specialist 4 29Q290029191434

18
 SASSETA SDF GUIDE

Appendix B: Learning Programme Type Matrix

Discretionary
Learning
Learning Type Learning Mode Learning Site NSDS Indicator Grant
Achievement
Possibilities
Recognised
theoretical Bursaries (Learner)
Institution-based
knowledge Indicator 2.7 ABET grants
theoretical Face-to-face Institutional,
provided by an Indicator 2.8 (Employer or
instruction instruction e.g. Universities
accredited or Indicator 4.1 Provider)
alone – formally Distance learning Colleges Schools
registered formal
assessed through eLearning ABET providers
institution of Indicator 5.1 Institutional
the institution
learning Degree capacity building
Diploma Certificate
Theoretical
knowledge
Mixed mode provided by an
Institution-based
delivery with Institutional and accredited or Bursaries (Learner)
theoretical
some face-to-face workplace, e.g. registered formal Scarce skill grants
instruction and
instruction Universities institution of Indicator 2.7 (Employer)
some practical
(or distance of technology learning and Indicator 2.8 ABET grants
learning with an
or eLearning) (previously workplace Indicator 4.1 (Employer or
employer or in a
and supervised technikons) experience with provider)
work simulated
learning in an Occupational set requirements
environment
appropriate learning Technical degree Indicator 4.2 Experiential
– formally
workplace institutions ABET Technical diploma learning grants
assessed through
or simulated providers Professional (Employer)
the institution
environment degree, e.g. social
work, medical
doctor
Recognised
or registered
workplace
structured Structured learning Occupational
experiential in the workplace or professional
Experiential
learning with mentoring knowledge
Workplace Indicator 4.2 learning grants
– formally or coaching and experience
(Employer)
assessed by Internship Articles Registration
a statutory Placements Licensing
occupational
or professional
body

19
 Discretionary
Learning
Learning Type Learning Mode Learning Site NSDS Indicator Grant
Achievement
Possibilities
Occupationally-
directed Institutional
instructional instruction
and work- plus structured, Institution Learnership
based learning supervised (face-to-face, Indicator 2.8 (18.1 and 18.2)
Trade certificates
programme that experiential distance or Indicator 4.1 grants (Employer)
Other (?)
requires a learning in eLearning) Indicator 4.3? Apprenticeship
formal contract the workplace and workplace grants (Employer)
– formally Learnership
assessed by an Apprenticeship
accredited body
Occupationally-
directed Structured,
instructional supervised
Workplace and
and work- experiential
some institution Skills programme
based learning learning in Credits against Indicator 2.7
(face-to-face, grants
programme that the workplace registered unit Indicator 2.8
distance or (Employer) ABET
does not require a which may include standards Indicator 4.1
eLearning) provider
formal contract some institutional
ABET provider
– formally instruction Skills
assessed by an programme
accredited body
Structured Continuing
Occupationally- information professional Skills programme
directed sharing or direct development grants (Employer)
Institution
instructional instruction Attendance – if applicable
Conferences
programmes Workshops certificates Credits Learning grants
Meetings
– not usually Seminars and against registered (Employer or
formally assessed conferences Short unit standards (in provider)
courses some instances)
Credits or
RPL assessment
exemption from
grants (Employer
some learning
or learner or
Work-based Informal training programme
provider)
only – not usually on the job requirements
Workplace Work experience
formally trained or other life – through RPL
grants for
or assessed experience assessment
unemployed
Trade certificate
persons
(Section 28 –
(Employer)
Apprenticeship)

20
 SASSETA SDF GUIDE

NOTES:

21
NOTES:

22
SASSETA SDF GUIDE

23