Standard Operating Processes For Skills Development Initiatives
Skills Development Initiatives have a very limited time frame. Both credibility and trust is important for all stakeholders to Skills Development Initiative Projects The beneficiary, employers, the funders and Training Providers have distinct priorities and skills development is least of their interest. As a skills development initiatives Project Manager a coordinated balance has to be forged to assist the parties to converge to a common point for a specific period with all the resources in place to seamlessly experience the initiatives, beneficiaries to experience the appropriate and necessary exposure in the economic sectors they inspire to add value in. Employers have to provide the appropriate platform for the beneficiaries to have an experience that will immerse them in the economic sector the seek to carve a future in. Funders have to see all the parties interest in the entire initiative to make it a success and realize the intended objective. The Training Providers have to be able to have a realistic knowledge of the type of beneficiaries that are going to benefit from the initiative and all this within budget and schedule.
Project Manager - Learning Programmes
Transport Education and Training Authority
March 2010 - March 2011
PERIOD: 8th March 2010 to 31 March 2011.
POSITION: Project Manager - Learning Programmes
KEY OBJECTIVES: Implement Learning Programmes for Success Indicators 2.8 and 4.1
Communicate the available initiatives to constituent Employers, Organized Labour and Accredited Training Providers.
Identify prospective beneficiaries as per equity targets.
Establish availability of initiatives for implementation as recorded in the previous Sector Skills Plans, collected data, both secondary and Primary in collaboration with the eight (8) chambers.
Record and register new learning initiatives with the Department of Higher Education and Training.
Negotiate with employers to accommodate and assist in the implementation of initiatives.
Identify and negotiate with prospective Training Providers for the initiatives for implementation.
Develop a project plan for implementation with Employers and procured Training Providers.
Achieved to Date: ABET funding policy framework
NSDS III consultative process, nationally with the CEO
Draft TETA SSP for submission on the 31 June 2010 (Accepted on first submission)
Consultation with prescribed social partners, the sector constituency, OrganizedLabour and Government.
Consultation with all the nine Premiers regarding the TETA Sector Skills Plan
Conducting research focus groups with the Primary researcher to inform the TETA five (5) year Sector Skills Plan.
Project Management of thefive (5) yearTETA Sector Sills Plan (SSP) (Accepted and approved)
Implementation of the Training Layoff Scheme
Construction Education and Training Authority
July 2009 - March 2010
PERIOD: 1st July 2009 to 5th March 2010.
POSITION: Project Manager
KEY OBJECTIVES: Identification of the Small and Medium Enterprises (SME) and Black Economic Empowerment (BEE) requirements within the National Skills Development Strategy (NSDS).
Develop implementation and monitoring tools for skills development.
AdviseCETA management of the impact of such initiatives.
Report to both internal and external constituent stakeholders including interested parties such as the Department of Labour and any other stakeholder directly or indirectly affected by the SME and/or BEE strategy.
Achieved to Date: Design, develop and optimize theProject Commitment Schedule.
Convening the Internal Project Evaluation Team (IPET)
Evaluate Project Proposals against set criteria and approved budget.
Convening the Project, Evaluation and Monitoring Team (PEM)
Presenting pre-evaluated project proposals for CETA Board approval.
Communicate Project Proposal outcomes to various applicants.
Assist in the preparation and accompanying the CEO and Chairperson to Parliament's Portfolio Committee.
Project Management ofall approved projects on the Project Commitment Schedule
Implementation of the Training Layoff Scheme.
Review of contracts and contractual documents and seek legal advice.
REPORTING STRUCTURE: CEO & COO
CONTACT: 011 265-5000
Education Training and Development Practices Sector Education and Training Authority
March 2008 - June 2009
(The ETDP SETA)
PERIOD: 1st March 2008 to 30th June 2009.
POSITION: Project Coordinator
KEY OBJECTIVES: Identification of the Small and Medium Enterprises (SME) and Black Economic Empowerment (BEE) requirements within the National Skills Development Strategy (NSDS). Conceptualisation, implementation and monitoring of initiatives that assist the enhancement of the above entities.
Advise the ETDP SETA management of the impact of such initiatives.
Report to both internal ETDP SETA and external constituent stakeholders including strategic interested parties such as other SETA's, Department of Labour and any other stakeholder directly or indirectly affected by the SME and/or BEE strategy.
Skills Advisor/Project Leader
April 2004 - February 2008
KEY OBJECTIVES: Facilitate the identification, development and registering of Learnerships with the Department of Labour, as per constituency needs within the ETD sector.
Identification and recording of skills programmes in line with ETD sector constituency needs.
Facilitate learner, provider and workplace (employer) readiness for effective Skills Development initiative experience.
Development of Service Level agreements with various prospective providers.
Development, negotiating contracts and facilitating signing of agreements by all appropriate parties to such agreements.
Interacting with various Divisions within the ETDP SETA to facilitate a seamless approach in addressing sector needs.
Managing and facilitating the implementation of Skills Development Interventions in line with the NSDS targets as per the Department of Labour.
Monitoring and the evaluation of implemented Skills Development initiatives to ensure best outcomes.
Providing periodic reports, on Skills Development Initiatives to stakeholders.
Marketing and Communication of Skills Development Initiatives to appropriate parties.
Education Training and Development Practices Sector Education and Training Authority
November 2001 - March 2004
REPORTING STRUCTURE: Dr. Clyde Maurice
NAME OF COMPANY: Education Training and Development Practices Sector Education and Training Authority (The ETDP SETA)
PERIOD: 1st November 2001 to 31st March 2004.
POSITION: Senior Clerk
KEY OBJECTIVES: To manage data gathered by internal and external researchers and work in close liaison with the Workplace Skills Plan Advisors and Workplace Place Skills Plan Evaluators.
Analysis of both primary and secondary research supporting Skills Planning and areas related to Education and Training and Development in the ETDP Sector.
The above analysis includes employment demographics and legislative provisions within the sector.
Support research around factors influencing change, employment skills needs and areas that inform the Sector Skills Plan
Assisting in the development of a comprehensive computerised database of information relevant to skills planning.
Maintaining a profile of the Skills development Facilitators in the sector, including their development requirements.
Working as part of a team in the Skills Planning and Research Division.
REPORTING STRUCTURE: Mr. MatimePapane
REASON FOR LEAVING: Promoted to Project Leader Position.
South African Breweries
July 1999 - October 2001
KEY OBJECTIVE: Maximising Beer Sales, Market Share Growth consequently positioning Company Brands with Customers and Consumers competitively.
OBJECTIVES: Sales Volume and Market Share Objectives
Sales Volume for Mainstream, Premium and AFB
Brand Availability, RSP's as per RSM
Key EVA drivers
Accurate, customer database and Call Schedules.
Planning, communicating, selling in and implementing of promotions.
Planning, maintain and reconcile all budgetary responsibilities.
REPORTING STRUCTURE: Mr. ThabisoMofokeng
Southern Healthcare JV
November 1996 - June 1999
KEY OBJECTIVE: Recruit and Increase the Southern HealthCare JV Provider Network.
OBJECTIVES: Recruit Healthcare Providers unto the SHC Network.
Train Healthcare Providers and office staff on SHC plan, Products, Policies, Procedures and Managed Care Goals.
Coordinate and execute site visits and medical record reviews.
Research and resolve HealthCare Provider concerns.
Handle special projects
Communicating proactively to HealthCare Providers and their staff regarding either legislative amendments and/or healthcare imperatives as per agreement.
REPORTING STRUCTURE: Christine Spraggett.
REASON FOR LEAVING: Joint Venture dissolved.
Nedcor Bank, Card Division
August 1994 - October 1996
KEY OBJECTIVE: Market, sell, implement and grow Smartcard Transacting.
OBJECTIVES: Presentations of distribution Smart card concepts to Corporate Clients.
Establish an implementation program with the Client's Management Team.
Provide appropriate training to strategic personnel.
Identify strategic Nedbank Branches and/or Permanent/People's Bank Branches where appropriate, to ease access for Nedcor's corporate client customers who are on smartcard.
Smartcard presentation to management and solicit support, identify staff training opportunities and implementation program.
Co-ordinate further training requirements, for both Commercial and Corporate Client personnel with the Nedcor's training Department.
Communicating to various stakeholders, through various methods.
REPORTING STRUCTURE: Mark Scheck
Sector Skills Plan for the Transport Education and Training Authority
Every five years Sector Education and Training Authorities (SETAs) have to re-look at their sector, identify and evaluate the changes in the sector, these changes vary from skills requirements and industry changes. SETAs further have to justify their future existence by further demonstrating their ability on delivering on their mandate. To accomplish this The Department of Higher Education and Training has to determine priorities in skills development and set the scene for the next five years and to that extent a consultative process has to be under taken with stakeholders nationally. For that a stakeholders have to be invited and be introduced to the priorities as determined and share their expectations, inputs and how they envisage themselves in the new skills development dispensation.
Qualifications & Certifications
Graduate School of Business Leadership
Bureau of Market Research
Marketing and Marketing Research
University Of South Africa