APPETD FET TURN
AROUND STRATEGY
PRESENTER : Dr Tholsia Naidoo
Chairperson: APPETD
DATE: 23 August 2013
WHAT IS FET
means of preparing for
occupational fields and
for effective
participation in the
world of work
(UNESCO/ILO)
equip people with
knowledge, know-how, skills
and/or competences
required on the labour
market’
vocational education prepares
participants for direct entry, without
further training, into specific
occupations. (OECD)
FORMS/ CLASSIFICATIONS OF FET: IVET AND CVET
•
Two forms can be distinguished:
IVET, which is defined as being formal, taking place in education and training
systems and is engaged in before entering working life;(SA: post school group)
and
CVET, which comprises all training activities after entry into working life and
can be formal, non-formal or informal. (SA: Workplace)
In SA : consider also the post grade 9.
WHEN WE WORK SMART
Does the national strategy encompass all dimensions of FET?
Are all dimensions considered in the DHET turnaround strategy? No
Are the needs of each dimension clearly understood and articulated so that the
strategy can focus on them more effectively
Which group focus on occupational qualifications and which on NCV and which group
are the apprenticeships?
TVET is designed to prepare individuals for a vocation or a specialised
occupation and so is directly linked with a nation’s productivity and
competitiveness.
SOME PLACES WE ARE TALKING!!!WE ALL DISCUSS?.... WE ALL GIVE
INPUT?.....
HRDC Special
Task Team on
FET
ETDPSETA
FET
Chamber
Conferences
and
workshops
Some dots are connected!!!!
APPETD
FET
Comm
DHET Forums
with the Public
FET colleges
CLASSIFYNG FET BENEFITS
FET benefits can be grouped using a classical typology based on the
nature of results. Two main categories can be identified: economic
benefits and social benefits. Both can be analysed on three different
levels: the micro level (the benefits for individuals); the meso level
(benefits for enterprises/groups); and the macro level (benefits for
society as a whole).
Figure 1 Types of VET benefits
Economic benefits
Social benefits
Economic growth
Crime reduction
Labour-market outcomes
Macro
Firms’ performance
Employees’ productivity
Social cohesion
Health
Meso
Employment opportunities
Intergenerational benefits
Inclusion disadvantaged
groups
Earnings
Life satisfaction
Micro
Professional status/
career development
Source: Cedefop
Individual motivation
LABOUR MARKET BENEFITS
The main outcomes stressed by countries are higher participation on the
labour market, lower unemployment, the opportunity to acquire a
qualification for all categories which did not previously have one, and the
chance to advance in a professional hierarchy.
Through lifelong learning, individuals can improve their work opportunities
and qualification levels. Higher remuneration offers new opportunities
which lead to further economic and social outputs, such as economic
autonomy, and can also enhance psychological well- being. All these
factors ultimately impact individual productivity.
.
Enterprise performance
Studies in European countries with the TVET focus showed:
•Most countries stressed the positive impact of training on company
performance.
•Improved company productivity
•Improved organisation culture and technological innovation.
•Professional identity enables individuals to take control of their work life and
also to influence conditions in the workplace due to the autonomy and
problem-solving competences gained from TVET.
•Spin off improvement by having TVET professional enhances the skills of the
colleagues around him.
SOCIAL BENEFITS
•
**** Low economic benefits can create insignificant social outcomes or even
negative ones. For example, a low participation rate in TVET can result in
high unemployment which creates an unstable society.
• A well- implemented TVET system, which connects labour-market needs to
TVET and considers new challenges in terms of changing job requirements,
leads to life satisfaction which is directly linked to a stable society.
(incredibly urgent and important that the SA TVET training should be targeted
to increase employment and economic participation? Can we measure
this?)
… leads to social integration, which can be defined as the movement of
disadvantaged groups of a society into its mainstream. Social integration is
seen as the main return on labour market participation.
SOCIAL BENEFITS
•
•
•
social returns: positive effects on intergenerational connections, better
general health, and a safer environment.
TVET can create a stimulating environment for children if their mothers
participate in TVET.
engaging youth in TVET programmes supports the prevention of unhealthy
behaviour, such as smoking, alcohol or drug addiction, and reduces the
incidence of delinquency
AGREEMENT THAT FET IS A MUST HAVE SOUTH AFRICAN STRATEGY
Individual
Employer
Society
Short Term
Benefits
Employment chances
Earning levels
Work satisfaction
Drop out less likely from
vocational than general
courses (US data)
Higher productivity from well
trained workforce
Saved costs from recruiting
external skilled workers (incl.
time for integration and risk of
hiring a person not known to
the company)
Saved expenses for social
benefits (unemployment as
consequence of failed
transition from education to
work)
Long Term
Benefits
Flexibility and mobility
Lifelong learning (more
likely to receive training
and upgrade skills later in
life)
Supply benefits (e.g.
image improvement)
Less turnover (no need
for re- training of new
workers)
Externalities from
productivity gain due to
better education
Increase in tax income from
higher earnings
COST BENEFIT ANALYSIS
• Are the millions being spent into TVET yielding the benefits it highlighted?
(SA measures: pass rates, drop out rate, ratio of enrollment to completing
exams, throughput from first year to final year, absorption into jobs……)
Great research in comparison studies in European countries on cost benefit
analysis. The critical point of departure is to maxise the intent of TVET
TVET is designed to prepare individuals for a vocation or a specialised
occupation and so is directly linked with a nation’s productivity and
competitiveness.
SO WHAT THEN IS THIS TURN AROUND STRATEGY
•
•
•
Across all research the effective strategy was to have an inclusive TVET –
embracing the strengths of public and private.
Whilst the intent is to build an effective public TVET should the strategy
exclude the private strengths that can reach the TVET objectives as a
country more efficiently and expediently.
If we want to achieve in all the dimensions of TVET the following key
concepts MUST be embraced:
– Relevance of content
– Relation to industry
– Quality focus
- Participation of industry
- Absoption from industry
- Mastery of teaching
WHAT DO YOU UNDERSTAND AS PRIVATE PROVIDERS?
WHO ARE THE PRIVATE PROVIDERS
Corporate
training
providers
Small
Consulting
providers
Full time FET
Colleges
Full time
higher
education
Private
Providers
Specialist
niche industry
focus
providers
THE STRATEGY
Why the Need?
•Recent regulatory changes and amendments
•The displacement of private providers in the above.
•The reduction of employer mandatory funding and the changes on pivotal
grants
•The urgent need to strengthen and grow the sector given the enormous need
for TVET in South Africa.
•Support our members and enhance their business growth through APPETD
•Support members in quality framework which has proven to be ineffective in
performing its function… the need to redefine quality of providers for business
success.
TURN AROUND AS FOLLOWS
•
•
•
•
The quality system as defined by the QC’s has failed us to date. How?
How frequently has the Minister berated our industry and condemned the
sector for misuse of funding. Should not all fingers be pointed at the QC’s
who should have monitored the effective delivery and quality monitoring.
Which country in the world would have invested millions of rands in a
“college” that was just established or accredited to train 100’s of learners in
seta funded programmes. This is the work of the SETA’s – we know of the
serious compromises – we report many of them….but they still go on. BUT
the biggest tragedy our industry gets blamed.
Blaming the Seta’s means pointing fingers inwards…a difficult pill to
swallow.
Would it improve in the QCTO framework?
WHAT ARE WE DOING ABOUT IT?
•
•
•
We going elitest!!! APPETD is creating its own quality standard that is based
on six sigma – internationally renowned for quality excellence. Task team
currently in training. This will be a quality label that sets the providers
streaks ahead in the industry.
This quality label will be worth having as it is based on driving business
growth. Having improvement in six sigma will mean lean strategies, almost
non existent defect.
It will become an industry market driven requirement to boost the market
share of member companies.
THE TURN AROUND STRATEGY
Creation of
private industry
bursary funds
Driving
competencies to
lead skills
development
Promote FET
training based on
recent provincial
and national
labour market
statistics
Promote PPP at
FET level?
Professionalizing
of the sector
Quality Standard
Promote business
links
Turn
Around
Strategy
Research and
DevelopmentBuilding capacity