Head of Human Resource Development Council of SA (HRDCSA) Secretariat STATUS REPORT ON THE IMPLEMENTATION OF THE HUMAN RESOURCE DEVELOPMENT STRATEGY Presented by Minister Head of Human Resource Development Council of SA (HRDCSA) Secretariat 14 November 2012

Presentation Outline HRDCSA Governance Structures Mandate of the HRDCSA Objectives of the Human Resource Development Strategy (HRDSA) Five Point Plan of Council Achievements of Council Progress on the HRDSA Progress on the work of the TTT’s Core features of the HRDSA New approach to the HRDSA Principles of the HRD Plan HRD Challenges in SA Priority areas of the draft plan Critical success factors Conclusion

HRD Technical Working Group HRDCSA Governance Structures Chaired by the Deputy President. Representatives include: Relevant Cabinet Ministers, senior leaders from organised business, organised labour, community, and research institutions HRDCSA HRD Technical Working Group HRD Secretariat Managed by DHET Consists of representatives from government, organised business, organised labour, research institutions and relevant experts. Technical Task Teams HRD Provincial Forum

Mandate Advise DP on the implementation of HRD policies and strategies; guide and shape the HRD agenda; Medium for constant dialogue and consensus building on HRD; Identify skills blockages and recommend solutions; Promote knowledge management and benchmarking at enterprise and national level; Monitoring and evaluation; and Advocacy and communication. The role of Council is not to implement the strategy, but to create a platform where social partners engage in coming up with solutions to address bottlenecks in the development of human resources in South Africa

Objectives of the HRDSA Increase responsiveness of training and education to social and economic development agenda; Address quality issues in the education and skills development pipeline; Address skills shortages in priority areas; Establish institutional mechanism for coordination, integration, coherence, accountability and reporting; and Optimise efficacy and outcomes of HRD in respect of SA development agenda.

Five Point Work Plan Strengthen and support FET Colleges to expand access; Production of intermediate skills (artisans in particular) and professionals; Production of academics and stronger industry-educational institutions partnerships in research and development; Foundational Learning; and Worker Education.

Human Resource Development Council of Achievements Human Resource Development Council of South Africa - ACHIEVEMENTS Launch of HRD Council; The adoption of the HRDSA; The establishment of a Technical Working Group (TWG); Establishment of the HRDC Secretariat; Establishment of the Provincial HRD Coordinating Forum; Adoption of the 5 – Point Plan premised on the National HRD Strategy’s eight commitments; 9 Technical Task Teams to identify and remove human resource and skills blockages Marketing and Communication Strategy and Brand Identity in place; Reporting template for HRD Provincial Coordinating Forums – report on 5 - Point Plan Three Provinces established their HRD Provincial Councils: KZN, E/Cape & N/Cape; Draft National Integrated HRD Plan developed

Progress made on the Strategy Stakeholders Issues COMMITMENT THREE: Department of Basic Education Strategy and Action Plan Annual National Assessments (ANA) Developed . COMMITMENT SIX: Department of Science and Technology COMMITMENT TWO: Economic Development Department New Growth Path and its impact on HRDCSA COMMITMENT FOUR: South African Maritime Safety Authority Maritime Skills Study COMMITMENT FOUR: South African Institute of Chartered Accountants Thuthuka Model to develop black Chartered Accountants COMMITMENT SIX: Department of Communications National E-Skills Strategy COMMITMENT THREE : Department of Higher Education and Training and Department of Basic Education Integrated Teacher Development Strategy COMMITMENT SIX: Google/Vodacom/DTI Launch of Woza online Websites for SMME’s; Partnership with Regenesys Business school COMMITMENT SEVEN: Department of Public Service and Administration The HRD Strategy of the Public Service and on Professionalizing the Public Service.

Progress: Technical Task Teams Commitment 1 Artisan & Technician Development Work Completed Alignment of HRDSA with NGP Alignment in process Foundational Learning In the process of commissioning study FET Colleges Study Commissioned: Continuous Lecturer Development Production of Academics and Industry Partnerships Production of Professionals Completed draft proposals to be tabled at Council early in 2013 Education & Entrepreneurship In process of completing its work, to be tabled at Council early in 2013 Just started – finalised t.o.r . to finalise work plan Worker Education Study just commissioned work to be completed by April 2013 Skills System Review In process of commissioning study

Core Features of the current HRDSA A performance indicator approach with many targets and strategic priorities; An approach which covered a wide array of priority areas; and A replication of the key performance demands facing the constituent departments participating in the HRDSA 2010-2030.

New approach for the National HRD Plan Ownership and buy-in from participating Departments and entities; A clear set of protocols that clarify roles of implementers; This model is based on the following key premises: Government has limited institutional capacity to resolve all socio-economic problems simultaneously; Only a limited set of priority interventions can be adopted at any one time; and Horizontal coordination within National and Provincial government is a crucial area of intervention in resolving persistent socio-economic problems.

Principles The HRD plan will be built on existing work; The New Growth Path, National Development Plan, Industrial Policy Action Plan will be considered, The plan must look ahead to anticipate the country’s HRD needs; Should be aimed at unpacking how the strategy will contribute to the development of critical skills across all sectors of the economy; Monitoring and evaluation of the plan’s implementation will be done; Secretariat will liaise with all partners to ensure that they provide regular reports; Reports will serve to review performance, evolve the plan and highlight success and challenges.

Challenges addressed on the plan Education’s decline as a share of the national budget Low provisioning for programmes such as ECD and AET Restraints in growth patterns of higher education enrolments Lower than aspired enrolments in Further Education and Training Colleges Inappropriate levels of industry development in rural areas Poor outputs of middle level skills, especially artisans Poor throughput rates at all levels, i.e. schools, colleges, university Low number of people doing Master’s and Doctoral Studies Slow growth in Science Engineering and Technology (SET) graduations Decline in the number of full-time researchers Zero growth in patent registrations High youth unemployment rate and a large pool of discouraged work seekers among this group Increased number of young people between ages 15 and 24 who are not in any form of education or employment (NEET) High levels of unemployment Planning at HEI’s not linked to industry and economy needs Low levels of teacher and lecturer expertise and development Social impact on the schooling and tertiary system (nutrition, drugs, prostitution etc.) Labour market opportunities of black Africans worse than other population groups Limited integration of science and technology in the education system Unemployment of black African women; Education and training institutions not channelling young people from school into post school activities No serious consideration of the Recognition of Prior Learning(RPL) Poor employment absorption of young people Inadequately resourced educational institutions Skills mismatch Apartheid legacy of unequal distribution of resources

Poverty; Inequality; Unemployment CHALLENGES Education’s decline as a share of the national budget Low provisioning for programmes such as ECD and AET Capping of higher education enrolments Lower than aspired enrolments in Further Education and Training Colleges Inappropriate levels of industry development in rural areas Poor outputs of middle level skills, especially artisans Poor throughput rates at all levels, i.e. schools, colleges, university A declining matric pass rate; Slow growth in Science Engineering and Technology (SET) graduations Decline in the number of full-time researchers Zero growth in patent registrations High youth unemployment rate and a large pool of discouraged work seekers among this group Increased number of young people between ages 15 and 24 who are not in any form of education or employment (NEET) High levels of unemployment Planning at HEI’s not linked to industry and economy needs Low levels of teacher and lecturer expertise and development Social impact on the schooling and tertiary system (nutrition, drugs, prostitution etc.) Labour market opportunities of black Africans worse than other population groups Limited integration of science and technology in the education system Unemployment of black African women; Education and training institutions not channelling young people from school into post school activities No serious consideration of the Recognition of Prior Learning(RPL) Poor employment absorption of young people Inadequately resourced educational institutions Skills mismatch Low number of people doing Master’s and Doctoral studies

ECONOMIC GROWTH CHALLENGES Education’s decline as a share of the national budget Low provisioning for programmes such as ECD and AET Capping of higher education enrolments Lower than aspired enrolments in Further Education and Training Colleges Inappropriate levels of industry development in rural areas Poor outputs of middle level skills, especially artisans Poor throughput rates at all levels, i.e. schools, colleges, university A declining matric pass rate; Slow growth in Science Engineering and Technology (SET) graduations Decline in the number of full-time researchers Zero growth in patent registrations High youth unemployment rate and a large pool of discouraged work seekers among this group Increased number of young people between ages 15 and 24 who are not in any form of education or employment (NEET) ECONOMIC GROWTH High levels of unemployment Planning at HEI’s not linked to industry and economy needs Low levels of teacher and lecturer expertise and development Social impact on the schooling and tertiary system (nutrition, drugs, prostitution etc.) Labour market opportunities of black Africans worse than other population groups Limited integration of science and technology in the education system Unemployment of black African women; Education and training institutions not channelling young people from school into post school activities No serious consideration of the Recognition of Prior Learning(RPL) Poor employment absorption of young people Inadequately resourced educational institutions Skills mismatch Low number of people doing Master’s and Doctoral studies

PRIORITY AREAS FOR NATIONAL HRD PLAN Foundation Schooling Post schooling Work place Quality ECD Practitioners Facilities Recognising the need Development Quality Schooling ; Competence and capacity of school principals; Teacher Development Resourcing FET Colleges Universities Universities of Technology Education <–> Industry Partnerships; Higher Education enrollment & throughput Production of Academics Recognition of Prior Learning Career Development Career Progression Every work place a training place CROSS-CUTTING ISSUES Social issues Rural Development Information and Communications Technology Enterprise Development / Enabling Entrepreneurship

Critical success factors Clear understanding of the role to be played by the Council and all partners; Adequate support from all partners; Sufficient resources in coordination, facilitation; monitoring and evaluation of the HRD Plan; No duplication of existing offerings by line departments or entities; Proper and thorough engagement with the appropriate strategic partners; The development of a database of all activities in the identified areas across the country; Deliberated and measured research; Development of proper processes, frameworks and methodologies; and Realistic and doable work packages with clear roles, responsibilities and accountabilities.

Ngiyabonga Thank You! The End Together we can achieve more PARTNERING TO INNOVATIVELY DEVELOP SA’s HUMAN POTENTIAL Ngiyabonga Thank You!