A skills programme is a set or cluster of unit standards gathered or combined to form a short programme bearing credits on the National Qualifications Framework (NQF).

The skills programmes are often implemented to meet the needs of the employer to enhance employees’ knowledge for a particular skill. Skills programme can culminate into a qualification when an interested learner continues to pursue the completion of the remaining unit standards. Training is offered by an accredited provider like CBA. 

At the end of the training learners receive a Statement of Results. Like learnerships, skills programmes are implemented by employers for both employed and unemployed learners

A Skills Programme can take between 2 days to less than a year.

For the Learner:

• Provide easy access to learning;
• Increase access to employment opportunities;
• Assist in Career-Pathing and Self-development;
• Lead to the acquisition of a formal qualification; and
• Serve as an entrance into the industry for unemployed learners.

For the Employer:

• Provide skilled and experienced workers;
• Assist in the development of competent staff;
• Contribute to empowerment credentials and BB-BEE points for the company;
• Produce knowledgeable and competent employees who require less supervision;
• Lead to improved workplace productivity and quality outcomes;
• A vehicle to address employment equity targets; and
• Help fill identified skills gaps.

For the Industry:

• Help industry to become competitive in the global market;
• Build a pool of skilled, qualified and; more professional workforce; and
• Develop their people to world-class standards.

A learnership involves three main parties:

• The learner/s
• The training provider/s
• The employer/s

Who Does What?

The sponsor, host and the training provider (CBA) meet prior to the commencement of the Skills Programme to draw up and sign a Service Level Agreement. The agreement clearly outlines the roles and responsibilities of each party.

Sponsor Responsibilities:

• Manages the full employment relationship with the learners; including recruitment, disciplinary, grievance and dispute resolution procedures. Should the learner’s attendance and behaviour be flagged, it would be the sponsor’s responsibility to address this. The sponsor must have an employment contract in place with each learner. This would clearly state the rules of engagement and the consequences of misconduct.
• Covers the following costs (if applicable): the learner’s monthly stipend, recruitment costs, host fees and training fees.

Host Responsibilities:

• Provides the learner with appropriate practical training and work experience, in order to achieve the relevant outcomes required for the training.
• Provides a compatible workplace facility to help the learners (abled and disabled) effectively apply their learning outcomes.
• Induct the learners into their workplace, educate them on workplace policies and procedures
• Releases learners for their training interventions.
• Allocates experienced mentors to support and supervise the learners to achieve their workplace goals.
• Keeps records and provide feedback to the learner and other parties.

Training Provider Responsibilities:

• Inducts new learners into the training programme.
• Provides the necessary training at the agreed upon location (normally the host company).
• Assigns a Project Coordinator to manage and the successful implementation of the programme and to provide the host and sponsor with information and guidance.
• Assigns a Learning Coordinator to engage with and support the learners.
• Tracks the learners progress and provide regular reports and updates to the relevant parties.
• Sources and vets a reliable and compatible host company.
• Supplies the sponsor with possible learners, abled or disabled, that are correctly aligned with the chosen qualification.

Learner Responsibilities:

• Follows all policies and procedures applicable at the host company.
• Is dedicated to showing up and completing all training requirements.

TAX Benefits

Section 12H of the Income Tax Act No. 58 of 1962 grants an additional tax allowance of up to R120 000 in respect of recognised learnership agreements entered into by employers.

Tax Rebates – Get up to R80 000 back on a learner’s successful completion.

Mandatory Grants – Your Mandatory Grants can pay back your learnership fees.

Discretionary Grants – An additional “Extra” grant you can claim for.

Who is eligible for the learnership tax allowance?

All businesses that enter into a recognised learnership agreement are eligible for the Learnership Tax Allowance, provided that their tax is up-to-date with SARS.

When can you claim the learnership tax allowance?

You can claim up R5 000 per month for the duration of the Learnership, and up to R60 000 when the learner successfully completes the learnership.

Utilising learnerships, businesses can gain up to 25 points on skills development on their B-BBEE scorecard. A learnership allows you to claim the costs of the learnership and the full salary of all learners for a full 12 months towards your B-BBEE spend target. This can help you to get full and even bonus points for your B-BBEE.