1. EWSETA SP 2015 - 16 APP 2017 - 18 MR. ERROL GRADWELL
Presentation to the Portfolio Committee on Higher Education and Training
24 May 2017

2. Contents 1 What informs the Strategic Plan 2
Strategic Planning Process 3
Tracking and Monitoring 4
Budget

3. What informs the SETA Strategic Plan
NDP – An increase in skilled and professional people will be needed for construction of additional generation capacity. NSDS III – Framework within which SETAs must develop their strategies and plans. MTSF – Government’s Strategic Plan for the (2014 – 19) electoral term. EWSETA SSP – Recommends a set of skills development priorities for the EW sector drawn from research findings.

4. Strategic Issues
Strategic Issues – Skills demand in the sector is driven by the following change drivers:
Shift towards renewable energy sources
The Green Agenda
Nuclear Build Programme
Operation Phakisa
Strategic Infrastructure Projects
Sustainable resource development

5. EWSETA Strategic Plan Process
First draft SSP to DHET
mid June
Board Strategic Planning Session
Mid July
Final SSP to DHET
beginning of August
Draft SP and APP
end August
Final SP and APP
end November
Possible SP and APP revision
end January
Minister approves SP and APP
Mid March
SP and APP implementation commences
April
Continuous monitoring and tracking
April - March

6. EWSETA Strategic Outcome Oriented Goals
Goal 1: Effective and efficient SETA
Goal 2: Improve sector skills planning
Goal 3: Enhance skills for the workers, the unemployed and the informal sector
Goal 4: Build skills development provision capacity

7. Programmes The following four programmes respond to the EWSETA Goals
Programme 1 – Administration
Programme 2 – Skills Planning
Programme 3 – Learning Programmes and Projects
Programme 4 – Quality Assurance

8. 1. Effective and efficient Sector Education and Training Authority
Strategic Objectives
GOAL
STRATEGIC OBJECTIVE
OBJECTIVE STATEMENT
1. Effective and efficient Sector Education and Training Authority
1.1 To coordinate the development , monitoring and implementation of EWSETA Strategic and Annual Performance Plans and report progress.
To coordinate the development of EWSETA Strategic and Annual Performance Plans; and to monitor the implementation plans and report on progress on their implementation in line with all applicable laws.
1.2 Promote good corporate governance practices and management.
To conduct periodic risk assessment and audits on compliance with laws and regulations to identify and mitigate potential risks and governance weakness.
1.3 Attract, develop and retain the right people, in the right positions for the Authority throughout the planning period.
To recruit and retain appropriately skilled staff and maintenance of appropriate skills levels through training and development.
1.4 Optimal utilisation of ICT to enable the Authority to deliver on its mandate.
To provide ICT infrastructure, systems and business applications to support the Authority to deliver on its mandate.
1.5 Market and promote the work of the Authority to stakeholders through internal and external communication.
To increase knowledge and access to EWSETA’s services by developing a three-year communication strategy and annual plan for engagement of external and internal stakeholder liaison.

9. 2. Improve sector skills planning.
Strategic Objectives
GOAL
STRATEGIC OBJECTIVE
OBJECTIVE STATEMENT
2. Improve sector skills planning.
2.1 Catalyse the production of masters and doctoral graduates in the energy and water sectors.
To establish research chairs in energy and water sectors in order to provide an enhanced training environment for graduate students by exposing them to research challenges unique to energy and water industry.
2.2 Conduct research for planning of skills development in the energy and water sectors.
To conduct annual research that informs the Sector Skills Plan and reflect the current and future supply and demand for skills planning in the energy and water sectors.
2.3 Increase workplace learning through mandatory grants.
To disburse mandatory grants to compliant levy paying companies in order to encourage participation in skills development.

10. 3. Enhance skills of the workers and the unemployed.
Strategic Objectives
GOAL
STRATEGIC OBJECTIVE
OBJECTIVE STATEMENT
3. Enhance skills of the workers and the unemployed.
3.1 Increase workplace learning through discretionary grants.
To enable employed and unemployed learners to acquire learning programmes that are demand driven, by March 2020, through skills development framework that will respond to stakeholder needs of the energy and water sectors.
3.2 Implement special projects with strong partners to drive strategic sector goals.
To identify strategic partners in order to implement special sector projects to accomplish human and institutional capacity in the sector, especially to address socio-economic inequalities.
3.3 Ensure quality implementation of all projects and their timeous completion.
To conduct monitoring, evaluation and reporting of discretionary grant and special projects.
3.4 Increase awareness of energy and water occupations amongst youth.
To direct young people to programmes which will provide training in areas needed to contribute to the energy and water sector’s economic development.

11. 4. Build skills development provision capacity.
Strategic Objectives
GOAL
STRATEGIC OBJECTIVE
OBJECTIVE STATEMENT
4. Build skills development provision capacity.
4.1 Increase the number of accredited providers.
To increase the number of accredited Skills Development Providers (SDP)’s and maintain a 100% of all existing accredited providers.
4.2 Increase the number of implementation systems for lacking occupational qualifications.
To increase the number of implementation systems for lacking occupational qualifications which will enable SDP’s to utilise and benefit from QCTO qualifications.
4.3 Increase efficacy in the discharge of Quality Assurance functions.
To ensure an efficient response to competent applicants applying for certification, 100% of all applications must be processed within 30 days of application.
4.4 Develop qualifications informed by demand.
To introduce new qualifications to address identified skills gaps across the sector.

12. Income & Expenditure Trends
Steady increase in Levy income attributable to the following:
Increase in employers labor force and salary bill
Robust Interventions to identify non-levy paying employers
Income is expected to increase steadily over the coming periods

13. Income & Expenditure Trends
Types of Expenditure
Administration
Mandatory Grants
Discretionary Grants
Past Trends
Income trends directly influence the expenditure trends.
Total expenditure significantly increased in the past 3 years with admin expenditure noting a decrease in the last
Income is expected to increase steadily over the coming periods and increasing expenditure

14. Programme and sub-programme plans Programme 1
INDICATOR
BUDGET
(R’000)
Finance, Supply Chain Management and Assets
Development and Approval of Strategic and Annual Performance Plan; Timely Submission of Quarterly Monitoring Reports
R 12,176
Governance, Organisation, Audit & Risk
Approved Annual risk Plan; Submission of Internal Audit Plans to Audit and Risk Committee
R 15,880
Human Resources
Approval and implementation of the HR Strategy; Approved Employment Equity Plan; Implementation of Performance Management; Submission and Approval of Annual WSP and ATR
R 51,257

15. Programme and sub-programme plans Programme 1
INDICATOR
BUDGET
(R’000)
Information Technology
Approval and Implementation of the ICT strategy; Percentage of Systems Availability
R 9,982
Marketing & Communications
Approval and implementation of the Marketing & Communication Strategy; Approval and Implementation of the Stakeholder Engagement Strategy; Customer Satisfaction Index; Number of publications
R 4,780

16. Programme and sub-programme plans Programme 2
INDICATOR
ANNUAL TARGET
BUDGET
(R’000)
Research
No of research chairs appointed
2 research chairs
R 1,000
No of commissioned research projects
2 research projects
Sector Skills Plan
Annual updated SSP
Submitted by 01/08/17
R 2,500
Work Skills Plans and Annual Training Reports
No of firms supported with mandatory grants 95
R 36,268

17. Programme and sub-programme plans Programme 3
INDICATOR
ANNUAL TARGET
BUDGET
(R’000)
Implementation of learning programmes as per NSDS goals
Learnerships entered
1 800
R 55,470
Bursaries entered
525
R 22,575
Skills programmes entered
4 000
R 43,860
Internships/WIL entered
930
R 38,640
Artisan programmes entered
1 500
R 40,313
Career and vocational guidance
Number of career guides distributed
Number of career initiatives held
12 000 10
R 1,300

18. Programme and sub-programme plans Programme 4
INDICATOR
ANNUAL TARGET
BUDGET
(R’000)
Provider Accreditation
No of providers/assessment centres re/accredited
120
R 1’000
Learning Programmes
No of Qualification-Assessment Specification implementation frameworks developed 21
R 4,000
Certifications
% of applications received and processed within 30 days
70%
R 500
Qualification Development
No of qualifications developed and reviewed 6
R 2,000

19. Budget and MTEF Estimates
Budget
Medium Term Expenditure Estimates
INCOME
R’000
TOTAL
Admin
29 245
40 429
42 815
45 212
Government Levies
2 185
2 856
3 024
3 194
Mandatory Grants
58 807
75 052
79 480
83 931
Discretionary Grants
Investment Income
16 170
19 539
20 692
21 851
EXPENSES
Administration
63 496
94 074
97 944
Mandatory grants
34 151
63 794
67 558
71 341
Discretionary grants

20. PIVOTAL Skills List OCCUPATION CODE OCCUPATION
INTERVENTION PLANNED BY THE SETA
Programme or Project Manager
Advanced or Postgraduate Diploma in Project Management
Environmental Engineer
Bursary - Bachelor of Civil Engineering
Water Quality Analyst
Bursary - Bachelor of Science: Community Water Services and Sanitation
Energy Engineer
Bursary - Bachelor of Electrical Engineering
Civil Engineer
Electrical Engineer
Electrician
Apprenticeship/Learnership - Occupational Certificate: Electrician 
Concentrated Solar Power (CSP) Plant Process Controller
Learnership - Concentrated Solar Power (CSP) Plant Process Controller
Water Plant Operator
Learnership - National Certificate: Water and Wastewater Reticulation Services 
Solar Installer
Skills Programmes/Learnership - Occupational Certificate: Hot Water System Installer (Solar Water Installer)

21. Monitoring and tracking of plan
Staff performance agreements aligned to plan
Monthly reporting internally (strong variance focus)
Quarterly reporting to Board, DHET and National Treasury
Quarterly performance appraisals
Risk management framework and assessments
Internal audit

22. Thank You!