Learnership

Q: What is a learnership?
A:

It is a structured learning programme during which the learner spends some time learning theory and some time learning practical skills in the workplace.

It leads to a qualification registered on the National Qualifications Framework. Such a qualification is designed to provide not only technical and work-specific skills, but lifeskills such as communication and teamwork.

Before the programme is implemented, a contract is drawn up by the employer, the learner and the training provider. Each agrees to specific conditions and the contract protects all parties for the duration of the programme.

Q: What is the difference between a learnership and a qualification?
A: A learnership leads to a qualification. However, to obtain a qualification, it is not necessary to enter into a learnership.

Q: Why is there a need for learnerships?
A: Learnerships help to redress the educational inequalities of the past. The government has developed the concept of learnerships to help alleviate unemployment, and has stipulated that 72 000 unemployed people must be enrolled on learnerships by May 2004. Some 300 of these learners will be in SASSETA’s sector. Previously disadvantage people, youth (up to age 35) and the disabled will receive particular attention in the design and implementation of learnerships.

Q: How does an employer become involved in learnerships?
A: For further information please contact our call centre – callcentre@sasseta.org.za

Q: What are the benefits of learnerships to employers?
A:

Involvement in learnerships enables employers to contribute to the country’s National Skills Development Strategy in the interests of a more productive and competitive nation. But there is so much more:

As training programmes that combine theory and relevant practical elements, learnerships create skilled people who:

• tend to work more independently, need less supervision and possess enhanced problem solving capabilities;
• are motivated and strive to add value to the business;
• are less likely to leave a company that takes an interest and invests in their personal and professional development.
• entering into learning contracts with unemployed people (so called 18.2 learners), contributes to building up the skills pool, from which employers may recruit relevant skills as needed.
• the more skills gained, the greater the productivity and the more meaningful the individual’s contribution to South Africa’s global competitiveness and to creating an environment conducive to investment.
• SASSETA pays cash grants for learnerships for both employed and unemployed learners, and the government offers tax incentives for ‘unemployed’ learnerships.

Q: ...and the benefits for employees?
A: Learnerships give employees and unemployed learners the opportunity to gain a qualification through a structured learning programme. This qualification is nationally recognised and portable from one company to another. Furthermore, a good qualification provides a basis for further personal development. Work standards and job satisfaction are improved the learner has a greater self image and self esteem.

Q: Are there any drawbacks to implementing learnerships?
A: Proper planning is required to ensure the success of a learnership. This encompasses everything from thorough communication with staff about the objectives of the programme to the selection and training of assessors, mentors and coaches, and the establishment of a suitable information system.

Q: As an employer, how can I fund a learnership?
A:

As mentioned above, SASSETA and the government offer incentives for this type of learning.

SASSETA pays cash grants for learnerships for both employed and unemployed learners, and the government offers tax incentives for unemployed learnerships.

In terms of the Taxation Laws Amendment Act 2002 employers qualify for the following:

• a registered learnership agreement entered between an employer and an existing employee entitles the employer to a deduction on taxable income of the lesser of:
• 70% of the annual remuneration of the learner entering the learnership, or
• R17 500.
• a registered learnership agreement entered with an unemployed person entitles the employer to a deduction in taxable income of the lesser of:
• the annual remuneration of the learner in terms of the learnership agreement, or
• R25 000.

Similar deductions apply once a learnership has been successfully completed.

Q: How can employers source unemployed learners?
A:

Unemployed learners may be sourced from:

• a list of staff an enterprise may have had to retrench;
• casual staff currently employed by the enterprise
• identified groups of unemployed people, selected by the Department of Labour (DoL) or some labour brokers.

First, assess the potential impact on your enterprise's productivity and resources as well as the capacity of management/ the departments concerned to support unemployed learners. Then identify areas which could benefit from having people trained - eg where there is high turnover, or a shortage of skills. Thirdly, consult with management and employee representatives before embarking on the selection and placement of unemployed learners.