In layman’s terms, an apprenticeship can be defined as the work-integrated training of a new practitioner of an artisan trade. However, this article will place the processes involved with an apprenticeship under a microscope and look at each stakeholder’s various responsibilities. As an employer, you could participate in Apprenticeships if you are willing to host unskilled candidates with the intention to upskill them.
There are two categories of apprenticeships, Toolkit trades apprenticeships and Competency-Based Modular Training apprenticeships (CBMT). The below, however, will only focus on the requirements of Toolkit trades apprenticeships.
As stated in the heading, there are two main stakeholders in the apprenticeship’s process, i.e. the apprentice and the employer; however, there is a third crucial stakeholder to be considered, namely the SETA, which acts as the overseer of the apprenticeship. SETA’s have funding windows available throughout the year in which an employer can apply for Discretionary Grants. Should the application be successful, the SETA will issue a contract, binding the employer to fulfil its commitment to upskilling the learner and outline the responsibilities involved. This contract is most commonly referred to as a Memorandum of Agreement.
For a company to implement an apprenticeship, they would require the following:
- A Qualified Mentor of the specific trade of the apprenticeship
The mentor would have to be in possession of a Trade Qualification and will have to be on the job of the trade. In other words, if the mentor is also the director, this will pose issues as he will not have time to train the learner actively. The mentor can, however, be the workshop manager. A mentor may not have more than three apprentices linked to them and must have a minimum of three years’ experience since receipt of their qualification. The SDF will help register the mentor to your company with the relevant SETA;
- Workplace approval
The company will be required to have the tools needed for the trade to ensure maximum exposure to the learner within a safe working environment. Most SETA’s understand that not all scopes of a trade will always be covered by an organisation. In that case, the company will use a host employer or a training provider to cover modules that speak of aspects not covered in their workshop. The SETA will have to conduct this workplace approval. The SDF will liaise with the SETA to obtain the necessary checklists and schedule the physical workplace approval.
Other responsibilities will include but are not limited to:
- Issuing required documents to the apprentice, such as employment contracts, logbooks, any training material if required;
- Issuing of PPE;
- The employer will be responsible for registering the apprentice at the SETA, with the assistance of the SDF;
- The employer will also be responsible for registering the learner at a suitable TVET college if theoretical training in the trade is required;
- The employer will register the apprentice when they qualify for their trade test.
An apprentice will successfully qualify for the enrolment of a trade test at the end of their Apprenticeship, if the following criteria are met; an N2 or equivalent, 100% completion of their logbook and a minimum of 18 months to a maximum of four years of workplace experience.
On the other hand, the apprentice is mainly responsible for ensuring they receive all the necessary training they require to qualify. The logbook indicates the scope of the trade and all aspects that need to be covered for an Apprentice to successfully pass a trade test. The logbook of the specific trade may be requested from the SETA by the SDF. The learner is responsible for completing the logbook along with their mentor. However, a mentor may refuse to sign off a section if the mentor feels that the apprentice is not yet competent in that area of the trade and may thus require the apprentice to undergo further training.
The SETA will keep the right to monitor the implementation of the apprenticeship and the progress. In most cases, the SETA’s will also conduct an induction with the apprentice. During the induction, the apprenticeship structure and the completion of the logbook are explained to the apprentice, what the employer and the SETA expect of the learner i.e. their responsibilities and expected trade testing date. The SETA will also check with the apprentice that they have received all required PPE and that their wage is in line with the Bargain Council Wage Schedule.
Apprenticeships are crucial in the greater scope of Skills Development in South Africa as it contributes to employment and the employability of previously unskilled individuals. In terms of what it entails for the business, there are many benefits to consider, such as upskilling of labour, BEE points, and building a good industry reputation by aiming to deliver artisans of a high standard to the industry.
Although the process of an apprenticeship might seem overwhelming at first, it is important to know that your SEESA Skills Development Facilitator will guide you through the process. This includes the application for the Discretionary Grant, the Project implementation Plan, registering of Learners and mentors, scheduling SETA site visits, and liaising with the SETA as required for any other aspects of the Apprenticeship.
Want to know more about Discretionary Grants? Leave your contact details on our website for a SEESA representative to contact you.
About the Author:
Juanell Mare started her career at SEESA in February 2016 and is currently a Skills Development Facilitator. Over the years she has developed a sincere passion for Skills Development and Employment Equity and is currently obtaining her B.Com Law degree.
Resources
- MERSETA. (2021, February 15). Grants Policy. DGD-PL-001, Rev 07.