What are the 21 SETAs?

SETA, which stands for the Sector Education and Training Authority, is a South African body responsible for overseeing the development of skills and training in a specific industry sector. This body is a project of the National Skills Development Strategy (NSDS), and different SETAs have been developed for different industry sectors under the Skills Development Act 97 of 1998.

The current registered Skills Education Training Authorities (SETA) in South Africa.

AgriSETA 

The Agricultural Sector Education Training Authority (AgriSETA) is a broad and fairly complex organization that manages agriculture and forestry activities and food and beverages.

CetaSETA 

The Construction Education and Training Authority (CETA) are among the many Sector Education and Training Authorities (SETAs) to be re-certified by the Government with various reforms in 2011. The primary change would be that CETA would absorb the current sub-sector of electrical contractors (now part of ESETA’s energy SETA), which is, of course, a critical component of the construction industry.

CATHS SETA 

Culture, Arts, Tourism, Hospitality & Sport Sector Training Authority (SETA) is a merging of the Arts and Crafts sub-sector derived from the old MAPPP SETA, reinforced with an emphasis on sport and tourism.

ChietaSETA

CHIETA was formed under the Sill Development Act to promote the development of skills in the chemical industry sector. It is the duty of SETA to ensure that the needs of the chemical industry are clearly defined. Having properly marked these needs, it was the duty of CHIETA to adopt measures that will allow learners to obtain the required education and training. These duties will begin until the current SETA landscape has finally been accepted for 2011 to 2015.

ETDP SETA 

(ETDP SETA) is a crucial link in the numerous South African SETAs established between 1998 when the Skills Development Act was first promulgated, and SETAs began functioning in 2000. For this reason, the stated vision of the ETDP SETA was to encourage and facilitate the growth and enhancement of the skills profile of the education, training, and development sector to favor 

not only employers but also employees and the full range of staff.

EWSETA 

EWSETA focused on its unique sector, evaluating and designing the required qualifications and learning programs needed by the sector.

These apply to anything from a short course alternative to a much more complex college and university degree program.

FP&MSETA 

The SETA Fiber Processing and Manufacturing (FP&M) was founded by the Minister of Higher Education and Training on 1 April 2011, following a Government’s resolution on cluster sectors to reinforce value-chain relations between related industries.

FASSET SETA 

FASSET has been mandated to ensure that people who are (or will be) employed in specific sectors have the requisite education and training to carry out the needed jobs. In other words, if people are not properly educated, they cannot work within that sector of the economy.

HWSETA 

Initially set up to promote the development of skills in both the social development and health sectors, Health SETA focuses primarily on developing skills in the health sector. SETA ensures that the health sector’s skills needs are established and addressed only through a range of current and new programs that SETA and those working in the sector are responsible for.

InSETA 

INSETA’s vision is to encourage and facilitate quality skills by financing education and training in South Africa to fulfill the “national skills agenda.” It leads to the transformation of the sector.

BankSETA

Under its clear terms of reference, BANKSETA was mandated to develop a sector skills plan that would operate within the context of the national skills development strategy developed at that time for this specific SETA.

TetaSETA

The education and training authority of the transport sector, TETA, was formally formed along with all the initial SETAs in March 2000, 2 years after the Skills Development Act of 1998 was made law in South Africa.

Services SETA

As is more widely referred to, services SETA were initially formed in 2000 to see to it that the skills demands of the services sector were recognized and adequately addressed. Services SETA has dedicated itself to this mission by establishing relationships with different stakeholders and role-players and executing a focused business plan.

Other important SETAs include:

• MerSETA
• LGSETA
• MqaSETA 
• MictSETA
• PSETA 
• W&RSETA 

What is a SETA?

SETA, which stands for the Sector Education and Training Authority, is a South African body responsible for overseeing the development of skills and training in a specific industry sector. This body is a project of the National Skills Development Strategy (NSDS), and different SETAs have been developed for different industry sectors under the Skills Development Act 97 of 1998.

The acquisition of work-related skills via vocational training is a crucial gain for every young person today. The acquisition of skills enlarges their possibilities and equips them as individuals. The primary skills that students learn allow individuals to improve their time management, networking, and communication skills. Training skills also add value to economic development and growth.

Millions of young people across South Africa are seeking to acquire new skills and hone existing ones. SETAs help these young people who need further training or additional skills by creating a platform for them to improve their skills. Government agencies, Trade Unions, employers, and bargaining councils (where permissible) constitute SETA in each industrial sector. Today, 21 SETAs serve each economic sector, and these SETAs are accountable for both the private and public sectors.

The development of SETA aimed to encourage the adequate and careful planning of the sector’s skills within the established structure of the NSDS. Initially, 23 SETAs were formed in 2000 by the Minister of Labor at the time, each with sectors and sub-sectors.

SETAs are also answerable for the disbursement of training fees payable by all employers across South Africa. They are accredited as an educational and training quality assurance body (ETQA) by the South African Qualifications Authority (SAQA).

Before SETA was founded, thirty-three established industry training boards had carried out similar roles as SETA. However, SETAs are concerned with internships, learnerships, unit-based skills training, and learnerships, while previous training boards were mainly concerned with learnerships. The training boards did not cover all manufacturing industries, whereas the twenty-one SETAs do this.

With the funds raised from the employer’s skills levies received by SETA, the body can finance education and training programs and provide scholarships and grants to those registered. SETAs undergo a renewal period to enable them to work in their full capacity in an optimal condition.

The National Skills Authority (NSA) was influential in the creation and supervision of SETAs. In 2009, this department acquired full responsibility for the growth of skills. The Department of Labor had historically managed the development of skills. A year later, they announced that they would introduce a refined SETA system from 2011 to 2016. It also encouraged the reduction of SETAs from 23 to 21 due to obsolete and non-performing SETAs. They took legislative measures to ensure the efficient management and governance of SETAs.

Many college and high school graduates set out to look for jobs every year, but many find that their hunt is fruitless and does not deliver anything meaningful. The ratio of available jobs to job-seekers is significantly low, and SETA programs’ value is emphasized. People who want to run prosperous small businesses, people with disabilities, and people who need to improve their existing skills are some of the main beneficiaries of SETAs.

In a nation where more than 4 million people are unemployed, there is a strong demand for vocational skills. They are one of the roads to financial security, jobs, and better opportunities for young people.

How do SETAs work in South Africa?

There are many factors behind the establishment of SETA, but SETA’s primary goal is to improve and strengthen its industry skills. It also aims to define the skills development requirements and maintain the national standards referred to in the National Qualifications Framework (NQF). SETA is responsible for designing and implementing sectoral skills programs to accomplish these objectives. To do this, SETA also supervises education and training within its sector.

Once SAQA has accredited SETA as an ETQA, it audits and accredits training providers within its sector. SETAs also manage the accumulated funds raised in the form of the Skills Development Levy and encourage the establishment of learnerships within the sector involved.

SETA also functions to administer quality assurance tests to ensure that relevant standards are met and that learners and employees of the workforce have the skills needed by employers.

Under the Skills Development Act, 1998, SETA’s functions and obligations include the following:

Conception and execution of the Skills Sector Plan

The Sector Skills Plan relates to the emerging developments in the sector, the high demand for skills, and skill growth priority. SETA is responsible for the implementation of such proposals that should be carried out in different sectors. It is also vital to supervise the functions of the body itself in a sector-specific skill plan.

Development and Conducting of Learnerships;

In addition to developing sector skills plans, SETAs also establish and manage learnerships, which are result-based organized learning programs for theoretical knowledge and practical skills. It usually takes 18 months to begin and complete a learnership. People attend four learnerships to acquire an artisan equivalent qualification.

Facilitating the Implementation of the National Qualifications Framework (NQF)

NQFs, which have been core components of South Africa’s tertiary education system for almost 25 years, are regulated and enforced by the South African Qualifications Authority (SAQA). This integrated higher education system has been approved to register quality-assured national qualifications and part-qualification. The system’s key goals are to promote high-quality education and training and make a meaningful contribution to the learner’s overall progress.

Quality Assurance Management Based on The Requirements Of The Quality Council For Trades And Occupations (QCTO)

The key purpose of the QCTO is to efficiently administer the Sub-framework for Occupational Qualifications (OQSF) to set appropriate standards for national professional qualifications for those who wish to have a career or a job and for professions. They are also engaged in the creation of these quality assurance and professional qualifications.

The QCTO is among the Quality Councils accountable for part of the National Qualifications System (NQF). These QCs and the South African Qualifications Authority (SAQA) serve employers and learners.

The four criteria of the QCTO include:

• Register Assessors;

• Track the regulation to ensure that the programs are followed;

• Accreditation of education and training providers;

• Partner with other Education and Training Quality Assurers (ETQA);

Disbursement of levies earned from employers in their sector

SETA allocates the skills development levies earned from employers. Employers are expected to pay 1% of their salaries to the South African Revenue Services (SARS) every month. 80% of the monies paid are distributed to SETA and will ultimately be allocated to grants and administration expenses.

Report to the Minister

SETAs are created by the Act of Parliament and, therefore, carry out their public interest duties. As statutory bodies, they are accountable for public funds. They are also expected to report on the effective and meticulous use of these funds to the Department of Higher Education and Training Director. SETAs are also regulated by the Public Finance Management Act, allowing public bodies to work professionally and economically. SETAs are also answerable to the South African Qualifications Authority (SAQA) on how they perform their role as an educational training and quality assurance body (ETQA).

List of Setas in South Africa 2020

There are presently 21 SETAs, and these have been listed in alphabetical order below:

Seta Learnerships

Learnership, one of the non-PIVOTAL initiatives, refers to a standardized learning framework that helps learners develop learning and functional skills. This is one of the benefits that SETAs offer students. Learnerships give students access to qualifications registered under the National Qualifications Framework (NQF). These standardized learning processes work on an outcome-based basis and understand the need for prior learning. The length of the learnerships varies but usually lasts for 18 months. To acquire an artisan equivalent qualification, students must complete four separate learnerships (NQF level 4). This implies that qualifications at NQF levels 1, 2, 3, and 4 must be obtained to do this.

Learners must meet certain requirements before beginning a SETA learnerships, which include:

• Apprentices may be current workers or new entrants.

• Learners must comply with the selection criteria defined by the learnership organization.

• Learners must comply with the admission criteria for the particular learnership they wish to register for as defined by the qualification criteria on which the learnership process is based.

There are clear, step-by-step procedures to be followed by training providers, employers, and other learners to acquire learnership, including:

1. Employers are accredited at the workplace and are expected to comply with the pre-registration requirements.

2. Trained assessors are at the learnerships disposal. They may be either hired assessors or in-house assessors.

3. Training providers are accredited to provide ETQA with specific learnerships.

4. Companies advertise learnership programs in the media.

5. A trilateral learnership agreement is signed between the employer, the supplier, and the learner.

6. Applicants apply and are chosen by the recruitment process of the organization.

7. A short-term work agreement is signed between both the employer and the learner, assuming that the learner is unemployed.

8. The learnership curriculum and procedure shall be addressed and decided with the training provider.

9. Employers sponsor a learnership through SETA grants.

10. Training providers and employers provide appropriate learning and experience, working together to coordinate the training process.

11. Learners receive support through mentoring and feedback.

12. Learners are evaluated by certified assessors (formative and summative assessments)

13. A SETA Quality Assuror is called upon to moderate the evaluation. The provider must carry out internal moderation.

14. After completing the learnership, a national qualification is awarded to the learner.

15. Learners are given a statement of results for the unit standards achieved if the learnership is not completed.

16. Upon completing the learnership, the employer may sign up for a new learnership program for the learner or employ the learner. The employer may also choose to release the learner to another organization for future employment if the learner was initially unemployed.

A SETA also facilitates the employment of learners and the implementation of learnerships. They subsidize the cost of education and training by accredited training providers. They may subsidize the learners’ allowances, but they do not create the learnerships themselves or directly provide these learnerships.

For many learnership programs, the learner concerned must have at least a working-age of 15 years, as specified in the Basic Conditions of Employment Act. A Grade 12 certificate is acceptable for other programs. There are lots of advantages for learners who participate in a learnership program. These programs offer accessible opportunities for affordably priced learning and more career opportunities for learners. They also enjoy several employment opportunities due to the job experience they have gained and the people within their network.

Seta Funding

Certain regulations regulate the allocation of SETA income from employer tax in various sectors in the form of compulsory and discretionary grants. These guidelines also account for how funds are to be distributed. SETA was formed following the Skills Development Act, and the Department of Higher Education and Training (DHET) governs this funding process.

SETA has a framework that specifies how the body allocates funds to facilitate the implementation of the Sector Skills Plan (SSP), the Annual Performance Plan (APP), and the implementation of the objectives. The Sector Skills Plan was built based on comprehensive research and discussions with stakeholders in the sector. Therefore, it aims to improve job opportunities for those employed in the education, training, and development sectors. The strategy also aims to ensure that the particular sector’s growth meets its needs and adapts to the changing economy.

Grant policy ensures that the skills levy is tailored to meet the skills needed by employers and employees’ training needs. This policy also advises stakeholders and members of the Board of Trustees how grants will allow interested candidates’ broad participation. SETA is responsible for tracking the utilization of funds and determining the degree to which the grant policy’s goals are accomplished. The body will also use such standards to assess the effect of grants on learners (students), education personnel, institutions, and the education, training, and development sector.

Subject to the National Qualifications Framework, such training interventions are required to lead to qualifications or part-time qualifications as provided for in the Funding Regulations. SETA makes these funds available at a time when it accepts applications from employers. This time’s opening shall be made public on the SETA’s website and national radio stations and newspapers.

SETA also provides discretionary funds to non-PIVOTAL programs. These programs do not result in any recognized specific qualifications but are also geared towards expanding their sub-sectors. This includes research projects that the SETA and associated organizations could conduct.

Ten percent of the discretionary funding is used for particular programs covering the technical and vocational education and training (TVET) of college capacity building and public service training.

Discretionary grants can also be distributed based on SETA’s discretion. This depends on the availability of allocated funds, the approval of the SETA Accounting Authority (the Board), and compliance with the requirements set out in the SETA Discretionary Grants Policy and Guidelines.

SETA pays mandatory grants if the educational institution or training center fulfills the grant criteria and the employers have paid their levies. SETA pays mandatory grants quarterly.

The post SETA list appeared first on Business Optimization Training Institute.