What is the SDF course

TrainYouCan Accredited Training Network offer the SDF course also known as the Skills Development Facilitator Course both online through elearning and classroom sessions. For pricing and bookings please visit www.coursesdirect.co.za or read the full course detail of the SDF course here.

What Is The Role Of An SDF?

SDFs shave many functions within the skills and development space; these include:

  • Assisting employers and employees in developing their workplace skills plan (WSP)
  • Submitting the WSP to the relevant SETA
  • Advising an employer on the implementation of their WSP.
  • Guiding the employer on how to implement the WSP.
  • Helping the employer to draft an annual training report on the WSP.
  • Advising on the quality assurance requirements set out by the SETA.
  • Acting as a contact person/liaison between the employer and the relevant SETA.
  • Serving as a skills development resource.
  • Conducts a Skills Audit in your workplace.
  • Assist in the alignment of skills against the National Qualification Framework
  • Source the correct Training Provider

Who can be appointed as a SDF?

In larger organisations, a currently employed training or Human Resource (HR) manager may take up the role of an internal SDF. In smaller organisations there is often no dedicated training or HR professional fulfilling that role, and so a manager or company owner will assume the responsibility. The role can also be outsourced to a professional external SDF.

The SDF is a fundamental and integral part of the company’s skills development and training process in that it is that person’s role to ensure that not only the submissions are submitted but also to ensure that the training that is provided is done in such a way as to maximise the company’s grant application, meets the criteria for the employee as well as the company’s objectives, vision and mission and supports the growth of the company and its employees in a holistic way, within legislative requires.

Which companies should appoint an SDF?

As per the Skills Development Levies Act, all employers of organisations that are registered for skills development levy purposes with SARS have to appoint an SDF who must co-ordinate all skills related activities of an organisation.

What are the roles of an SDF?

The employer must provide the SDF with resources, facilities and training necessary to perform the functions set out above.

Roles of an SDF:

  • Facilitator: To facilitate the development of an employer’s skills development strategy
  • Expert: To serve as an expert resource for accrediting the employer as a training provider and for the implementation of appropriate learnerships and skills programmes.
  • Administrator: To complete and submit the
  • Advisor: To advise the employers and employees on the National Skills Development Strategy (NSDS) and on the implementation of the WSP
  • Education and needs evaluator: To assess the skills development needs of the organisation
  • Mediator: To serve as a contact person between the employer and the relevant Seta

Importance of the SDF course

TrainYouCan Accredited Training Network offer the SDF course also known as the Skills Development Facilitator Course both online through elearning and classroom sessions. For pricing and bookings please visit www.coursesdirect.co.za or read the full course detail of the SDF course here.

What Is A Skills Development Facilitator?

Firstly, what exactly is a Skills Development Facilitator (SDF)?

An SDF is an individual who works to ensure that your company’s Workplace Skills Plan/Implementation Report is developed and implemented, while also serving as a liaison between you and your SETA.

SDF’s who study the unit standards advocated would be more qualified to complete the functions of a professional SDF which I believe should be recognised by HR practitioners as  

  • Advising on and implementation of Quality management Systems for skills development
  • Conducting analysis to determine outcomes of training
  • Conducting skills development administration
  • Coordinating skills development interventions
  • Utilising their skills in advising others on outcomes based education within the context of the NQF
  • Developing the organisations training and development plans

A Skills Development Facilitator (SDF) is responsible for the planning, implementations and reporting of training in an organisation, with SETA related duties.    The function of your SDF, be it an internal SDF, and external (outsourced) SDF or Secondary SDF (Union representative elected to assist with the submission of the grant) is to assist the company with developing and executing the WSP and submitting it to the SETA during the grant submission reporting period. In conjunction the SDF must report on the ATR for the past year which is also submitting during the reporting season.

What do SDF’s do?

SDF’s work out what the training gaps are in an organisation’s workforce. They then draw up training plans to address those gaps. They consult and advise on all aspects of people development. They interact with appropriate authorities (Seta’s) and claim back cash (grants) for training.

Assisting Workplaces in Developing a Workplace Skills Plan (WSP)

A WSP is a document in which a company’s skills needs and the various skills development interventions needed to address these needs are listed.

Your SDF should develop and submit a yearly WSP to comply with the current Skills Development legislation in South Africa. A qualified and experienced SDF should do this.

By complying with these requirements, a company can access numerous skills training SETA grants. Yet, to qualify, your company will also have to submit your Annual Training Reports (ATR).

Roles of an SDF:

  • Facilitator: To facilitate the development of an employer’s skills development strategy
  • Expert: To serve as an expert resource for accrediting the employer as a training provider and for the implementation of appropriate learnerships and skills programmes.
  • Administrator: To complete and submit the
  • Advisor: To advise the employers and employees on the National Skills Development Strategy (NSDS) and on the implementation of the WSP
  • Education and needs evaluator: To assess the skills development needs of the organisation
  • Mediator: To serve as a contact person between the employer and the relevant Seta

Does an SDF need to be registered?

A Skills Development Facilitator must be registered with the relevant SETA. The SDF can perform these duties for more than one employer, but must be registered for every employer at the same or at a different SETA. Although SDF’s are not required to have any formal qualifications to register, organisations will normally appoint a SDF who has an ETD qualification.

Assessors Course

Introduction to the Assessors Course.

In order to become an Assessor, you need both an Assessor course 115753 and occupational competence through TrainYouCan Accredited Training Network.

PURPOSE OF THE UNIT STANDARD
This generic Assessors Course is for those who assess people for their achievement of learning outcomes in terms of specified criteria using pre-designed assessment instruments. The outcomes and criteria of the assessors course may be defined in a range of documents including but not limited to Assessors Courses, exit level outcomes, assessment standards, curriculum statements and qualifications.

Those who achieve this assessors course will be able to conduct assessments within their fields of expertise. This assessors course will contribute towards the achievement of a variety of qualifications, particularly within the fields of Education Training and Development Practices and Human Resource Development. Continued professional development is important in order to improve the skills and knowledge that you have.

People credited with this assessors course are able to carry out assessments in a fair, valid, reliable and practicable manner that is free of all bias and discrimination, paying particular attention to the three groups targeted for redress: race, gender and disability.

In particular, people credited with this Assessors Course will be able to:

  • Demonstrate understanding of outcomes-based assessment;
  • Prepare for assessments;
  • Conduct assessments;
  • Provide feedback on assessments; and
  • Review assessments.

They are responsible for making a decision if a learner is competent or not yet competent in a specific topic or learning objective. The varied role of an Assessor will mean that no two days will be the same. Whether you are recording achievements, running through evidence or marking work, you will soon develop a wide range of skills. You will be regularly communicating with your learners, and time management is also important when running your own diary.

They are great decision-makers and judges and are intuitively built and trained to ensure and see to it that learners are learnt and trained adequately.

They evaluate the skills and competencies demonstrated and provided by the learner and directly engage in providing constructive feedback by means of support and remediation to ensure the learner understands what it takes to reach the desired learning outcome.

Assessors are the glue which holds the learner and the end-result together.

115753 Assessor Course

Importance of the facilitator course

TrainYouCan Accredited Training Network in South Africa who also offer the Train the Trainer Course also known as Facilitator course is aimed to accredit you as the Trainer or Facilitator to be SETA certified that is also nationally and internationally recognised by most countries.

Facilitators often teach courses that require reflection and application of information to a job, such as communications, leadership, problem-solving, and more.

Good facilitation helps a group achieve your purpose by hearing each other, coming to understandings, pooling your wisdom and making wise decisions. The facilitator focuses on both purpose and process. The purpose is what the group has agreed to discuss or make a decision around.

The facilitator’s job is to support everyone to do their best thinking. They create an environment where everyone is encouraged to participate, understand one another’s point of view and share responsibility.

Conflict can help teams and organisations to take an innovative approach to products, services, processes and solutions.

Facilitation skills are the abilities you use to provide opportunities and resources to a group of people that enable them to make progress and succeed. Some examples include being prepared, setting guidelines, being flexible, active listening and managing time.

Why is Facilitation Important? Facilitation is important because meetings of large groups of people can be very hard to organize as well as to control when they are in progress. First of all, a facilitator can help members of a group get to know each other and learn to cooperate.

117871 Train the Trainer Course

What is the SDF course

What Is The Role Of An SDF?

SDFs shave many functions within the skills and development space; these include:

  • Assisting employers and employees in developing their workplace skills plan (WSP)
  • Submitting the WSP to the relevant SETA
  • Advising an employer on the implementation of their WSP.
  • Guiding the employer on how to implement the WSP.
  • Helping the employer to draft an annual training report on the WSP.
  • Advising on the quality assurance requirements set out by the SETA.
  • Acting as a contact person/liaison between the employer and the relevant SETA.
  • Serving as a skills development resource.
  • Conducts a Skills Audit in your workplace.
  • Assist in the alignment of skills against the National Qualification Framework
  • Source the correct Training Provider

What are the roles of an SDF?

The employer must provide the SDF with resources, facilities and training necessary to perform the functions set out above.

A Skills Development Facilitator (SDF) is responsible for the planning, implementations and reporting of training in an organisation, with SETA related duties.    The function of your SDF, be it an internal SDF, and external (outsourced) SDF or Secondary SDF (Union representative elected to assist with the submission of the grant) is to assist the company with developing and executing the WSP and submitting it to the SETA during the grant submission reporting period. In conjunction the SDF must report on the ATR for the past year which is also submitting during the reporting season.

Roles of an SDF:

  • Facilitator: To facilitate the development of an employer’s skills development strategy
  • Expert: To serve as an expert resource for accrediting the employer as a training provider and for the implementation of appropriate learnerships and skills programmes.
  • Administrator: To complete and submit the
  • Advisor: To advise the employers and employees on the National Skills Development Strategy (NSDS) and on the implementation of the WSP
  • Education and needs evaluator: To assess the skills development needs of the organisation
  • Mediator: To serve as a contact person between the employer and the relevant Seta

Does an SDF need to be registered?

A Skills Development Facilitator must be registered with the relevant SETA. The SDF can perform these duties for more than one employer, but must be registered for every employer at the same or at a different SETA. Although SDF’s are not required to have any formal qualifications to register, organisations will normally appoint a SDF who has an ETD qualification.

Who can be appointed as a SDF?

In larger organisations, a currently employed training or Human Resource (HR) manager may take up the role of an internal SDF. In smaller organisations there is often no dedicated training or HR professional fulfilling that role, and so a manager or company owner will assume the responsibility. The role can also be outsourced to a professional external SDF.

TrainYouCan Accredited Training Network offer the SDF course also known as the Skills Development Facilitator Course both online through elearning and classroom sessions. For pricing and bookings please visit www.coursesdirect.co.za or read the full course detail of the SDF course here.

The facilitator course introduction

TrainYouCan Accredited Training Network in South Africa who also offer the Train the Trainer Course also known as Facilitator course is aimed to accredit you as the Trainer or Facilitator to be SETA certified that is also nationally and internationally recognised by most countries.

Good facilitation helps a group achieve your purpose by hearing each other, coming to understandings, pooling your wisdom and making wise decisions. The facilitator focuses on both purpose and process. The purpose is what the group has agreed to discuss or make a decision around.

Conflict is a natural part of working in a team. While conflict may at first seem destructive and may not feel very comfortable, it can be creative.

The facilitator’s job is to support everyone to do their best thinking. They create an environment where everyone is encouraged to participate, understand one another’s point of view and share responsibility.

Facilitation skills are the abilities you use to provide opportunities and resources to a group of people that enable them to make progress and succeed. Some examples include being prepared, setting guidelines, being flexible, active listening and managing time.

Why is Facilitation Important? Facilitation is important because meetings of large groups of people can be very hard to organize as well as to control when they are in progress. First of all, a facilitator can help members of a group get to know each other and learn to cooperate.

Facilitators often teach courses that require reflection and application of information to a job, such as communications, leadership, problem-solving, and more.

117871 Train the Trainer Course

SETA Assessors Training Course

115753 Conduct outcomes-based assessment 

PURPOSE OF THE ASSESSOR COURSE
This generic Assessors course or Assessor Unit Standard unit standard is for those who assess people for their achievement of learning outcomes in terms of specified criteria using pre-designed assessment instruments. The outcomes and criteria may be defined in a range of documents including but not limited to unit standards, exit level outcomes, assessment standards, curriculum statements and qualifications.

Those who achieve this assessors course will be able to conduct assessments within their fields of expertise. This unit standard will contribute towards the achievement of a variety of qualifications, particularly within the fields of Education Training and Development Practices and Human Resource Development.

People credited with this unit standard are able to carry out assessments in a fair, valid, reliable and practicable manner that is free of all bias and discrimination, paying particular attention to the three groups targeted for redress: race, gender and disability.

  • In particular, people credited with this unit standard will be able to:
  • Demonstrate understanding of outcomes-based assessment;
  • Prepare for assessments;
  • Conduct assessments;
  • Provide feedback on assessments; and
  • Review assessments.

LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING
The credit calculation is based on the assumption that those starting to learn towards this unit standard have no previous assessment experience. It is assumed, though, that the candidate-Assessors course or Assessor Unit Standards have evaluative expertise within the area of learning in which they intend to assess (see Definition of Terms for a definition of “evaluative expertise”).

Durban Assessors Course click here

UNIT STANDARD RANGE = ASSESSORS COURSE
1. This generic assessment unit standard applies to assessment in all fields of learning. However, it is expected that assessments will be contextualised to meet the requirements of different contexts.

2. Assessment of candidate-Assessors course or Assessor Unit Standards will only be valid for award of this unit standard if the following requirements are met:
Assessments carried out by the candidate-Assessors course or Assessor Unit Standard are in relation to significant, meaningful and coherent outcome statements that include criteria for assessment purposes, and allow for judgements of competence in line with SAQA’s definition of competence i.e. embrace foundational, practical and reflexive dimensions of competence. Outcomes that are highly task-orientated and do not demand much, if any, in the way of reflexive competence, will not be sufficient for measuring competence as an Assessors course or Assessor Unit Standard in terms of this unit standard. It is important that candidate-Assessors course or Assessor Unit Standards select outcomes that enable them to meet the requirement laid out here.
The candidate-Assessors course or Assessor Unit Standard demonstrates repeatability by carrying out at least two assessments :

  • One of which may be a simulated assessment (in order to cover a range of typical assessment situations), and
  • At least one of which must involve a real candidate in a real assessment situation, preferably under the guidance of a mentor.

Assessors Course in Johannesburg click here
The assessments may involve two or more candidates in relation to the same outcome.
Candidate-Assessors course or Assessor Unit Standards produce evidence that they can conduct assessments in RPL situations and for candidates who may have fairly recently acquired the necessary knowledge and skills through courses or learning programmes. However, candidate Assessors course or Assessor Unit Standards do not need to carry out both kinds of assessments in practice for the award of this unit standard. Should candidate-Assessors course or Assessor Unit Standards carry out an RPL-related assessment for the purposes of this unit standard, then it is sufficient for them to show how they might have conducted the assessment differently had it been an assessment linked to recent learning, and vice versa.

3. For the purposes of assessment against this unit standard, candidate-Assessors course or Assessor Unit Standards should have access to Assessment Guides and will not be expected to design assessments. (See Definition of Terms for a definition of Assessment Guides). Candidate Assessors course or Assessor Unit Standards will be expected to interpret the standards at hand in order to ensure their assessment judgements are in accordance with the requirements of the standard. In cases where Assessment Guides are not available, providers should seek ways to make such guides available for the purposes of this assessment. Where candidate-Assessors course or Assessor Unit Standard also intend to design assessments, then providers are encouraged to integrate the learning and assessment of the unit standards:

  • Conduct outcomes-based assessments
  • Design and develop outcomes-based assessments

4. Candidate-Assessors course or Assessor Unit Standards should have access to organisational assessment policies, procedures and systems (including moderation). It is assumed the organisational policies and procedures are of a quality sufficient for accreditation purposes. Where such policies and procedures are not yet available, the provider may make general policies and procedures available for the purposes of this assessment.

Further range statements are provided in the body of the unit standard where they apply to particular specific outcomes or assessment criteria.

UNIT STANDARD ESSENTIAL EMBEDDED KNOWLEDGE
The following knowledge is embedded within the unit standard, and will be assessed directly or indirectly through assessment of the specific outcomes in terms of the assessment criteria:

  • Outcomes-based education, training and development
  • Principles of assessment – directly assessed through assessment criterion ‘Key principles of assessment are described and illustrated in practical situations. The descriptions highlight the importance of applying the principles in terms of the possible effect on the assessment process and results.’, and indirectly assessed via a requirement to apply the principles throughout the standard.
  • Principles and practices of RPL – directly assessed through assessment criteria ‘RPL is explained in terms of its purpose, processes and related benefits and challenges. Explanations highlight the potential impact of RPL on individuals, learning organisations and the workplace.’, ‘Inputs are sought from candidates regarding special needs and possible sources of evidence that could contribute to valid assessment, including RPL opportunities.
  • Modifications made to the assessment approach on the basis of the inputs do not affect the validity of the assessment.’ and specific outcome ‘Conduct assessments.’, as well as through application in the rest of the standard.
  • Methods of assessment – directly assessed through assessment criterion ‘A variety of assessment methods are described and compared in terms of how they could be used when conducting assessments in different situations.’, and indirectly assessed through application of the methods
  • Potential barriers to assessment – assessed when dealing with special needs.
  • The principles and mechanisms of the NQF – this knowledge underpins the standard
  • Assessment policies and ETQA requirements

115753 Assessor Course

 

SETA moderation training course

115759 Conduct moderation course or moderation Unit Standard of outcomes-based assessments

PURPOSE OF THE UNIT STANDARD
This unit standard is for people who conduct internal or external moderation course or moderation Unit Standard of outcomes-based assessments. The assessments could be in terms of outcomes defined in a number of documents, including but not limited to unit standards, exit level outcomes, assessment standards, curriculum statements and qualifications. This unit standard will contribute towards the achievement of a variety of qualifications particularly within the field of Education Training and Development Practices and Human Resource Development.

Those who have achieved this unit standard will be able to moderate assessments in terms of the relevant outcome statements and quality assurance requirements. The candidate-moderator will be able to use the prescribed Quality Assurance procedures in a fair, valid, reliable and practicable manner that is free of all bias and discrimination, paying particular attention to the three groups targeted for redress: race, gender and disability.

In particular, people credited with this unit standard are able to:
Demonstrate understanding of moderation course or moderation Unit Standard within the context of an outcomes-based assessment system,
Plan and prepare for moderation course or moderation Unit Standard,
Conduct moderation course or moderation Unit Standard,
Advise and support assessors,
Report, record and administer moderation course or moderation Unit Standard, and
Review moderation course or moderation Unit Standard systems and processes.

LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING
The credit calculation is based on the assumption that learners have previous assessment experience when starting to learn towards this unit standard, and in particular, recognition for the unit standard: NLRD 115753: “Conduct outcomes-based assessments”. It is recommended that candidates should achieve NLRD 115755: “Design and develop outcomes-based assessments” before attempting this unit standard:

It is further assumed that the person has evaluative expertise within the field in which they are moderating assessments.

UNIT STANDARD RANGE
1. This is a generic unit standard, and applies to internal and/or external moderation course or moderation Unit Standard within all fields of learning. It is accepted that moderation course or moderation Unit Standard happens in different ways and at different levels in different sectors, including different models for what constitutes internal versus external moderation course or moderation Unit Standard. This standard is intended to cover any situation in which moderation course or moderation Unit Standard occurs, whether this be internally, i.e. within the ambit of the provider-assessor, or externally through cooperating providers, or externally through professional bodies and quality assurance bodies.

2. Assessment of candidate-moderators will only be valid for award of this unit standard if the following requirements are met:
moderation course or moderation Unit Standard is carried out for assessments that include candidates with special needs, and RPL situations. Where real assessments are not available to cover these situations, the candidate is able to demonstrate how special needs and RPL situations would be addressed within their moderation course or moderation Unit Standard plan and process.
moderation course or moderation Unit Standard covers assessment instruments, assessment design and methodology, assessment records; assessment decisions, reporting and feedback mechanisms.
moderation course or moderation Unit Standard is carried out for assessments involving a variety of assessment techniques, such as work samples, simulations, role-plays, written items, oral, portfolios and projects.
moderation course or moderation Unit Standard activities include pre-assessment interactions with assessors, interactions during assessments and post-assessment interactions.
moderation course or moderation Unit Standard involves at least two sets of real assessment materials for the same standards and at least six assessor decisions.
The assessments that are moderated are in relation to a significant, meaningful and coherent outcome statement that includes assessment criteria and allows for judgements of competence in line with SAQA’s definition of competence i.e. embraces foundational, practical and reflexive dimensions of competence. This means that moderation course or moderation Unit Standard of simple, single-task assessments will not be valid for awarding this unit standard.

3. For the purposes of assessment against this unit standard, candidate-moderators should have access to organisational assessment and moderation course or moderation Unit Standard policies, procedures and systems. It is assumed the organisational policies and procedures are of a quality sufficient for accreditation purposes. Where candidate-moderators are assessed in organisations that do not have a moderation course or moderation Unit Standard system in place, assessors of moderators should provide a mock system for the purposes of the assessment.

4. This unit standard applies to all Moderators, regardless of whether a person carries out moderation course or moderation Unit Standard internally, as part of an organisation’s quality assurance system, or externally, as part of an ETQA or other process to verify assessment results supplied by the provider or assessment agency.

Further range statements are provided in the body of the unit standard where they apply to particular specific outcomes or assessment criteria.

Assessor Course

Are you passionate about teaching and conducting assessments? Why not make a career out of your passion by attending any one of our SETA accredited credit bearing assessor courses.

The Assessor course is for people who intend to assess candidates for their achievement of learning outcomes, using pre-designed instruments.

This assessor course will be of value to those in the fields of education, training and development, human resources development, and any manager or supervisor expected to possess the skills and knowledge to competently assess employees.

Whether you are preparing to be a professional trainer or a facilitator, or you are someone who does a bit of assessment as a part of their job, you always want to be prepared. Your learners will understand that training is a process where skills, knowledge, and attitudes are applied in a unique way.

An Assessor course is the person judging whether another person is competent and not yet competent within a certain field.

The Assessor Skills Programme is a comprehensive SAQA unit standard-based course that covers best practice standards of assessing outcomes-based learning. Learn how to conduct assessments in your own area of expertise.

Upon completion of this course and successful assessment Candidate Assessors course will have acquired these skills:

  • Demonstrate understanding of outcomes-based assessment.
  • Plan and prepare for assessment.
  • Conduct assessment.
  • Provide feedback on assessments.
  • Review assessment.

What is an Assessor?

An assessor is a person with the required knowledge and skills that determines whether a candidate is capable of doing the job at hand in their own particular field of expertise by collecting evidence. Assessors assess people, not things.

How is evidence collected?

An assessor makes use of different tools and systems to determine if a candidate is competent or not yet competent.

Is it important to be registered?

Yes! The responsibility of the assessor is great and thus they need to meet a high standard of criteria and have to be registered before they are allowed to assess.

Accreditation and Training Services’ generic Assessor course will equip learners with the required knowledge and skills to assess candidates in their own particular field of expertise. The Assessor training course will help build your understanding of the National Qualifications Framework (NQF) and will help you take the first step in developing your skills and acquiring a variety of qualifications within the fields of Education Training and Development Practices and Human Resource Development.

It is the responsibility of the Assessor to determine whether a candidate is competent or not yet competent. An Assessor makes use of different tools and systems to determine if a candidate is capable of doing the job at hand. The responsibility of the Assessor is great and thus they need to meet a high standard of criteria and have to be registered before they are allowed to assess.

115753 Assessor Course

 

 

Importance of the SDF course

What Is A Skills Development Facilitator?

Firstly, what exactly is a Skills Development Facilitator (SDF)?

An SDF is an individual who works to ensure that your company’s Workplace Skills Plan/Implementation Report is developed and implemented, while also serving as a liaison between you and your SETA.

SDF’s who study the unit standards advocated would be more qualified to complete the functions of a professional SDF which I believe should be recognised by HR practitioners as  

  • Advising on and implementation of Quality management Systems for skills development
  • Conducting analysis to determine outcomes of training
  • Conducting skills development administration
  • Coordinating skills development interventions
  • Utilising their skills in advising others on outcomes based education within the context of the NQF
  • Developing the organisations training and development plans

The SDF is a fundamental and integral part of the company’s skills development and training process in that it is that person’s role to ensure that not only the submissions are submitted but also to ensure that the training that is provided is done in such a way as to maximise the company’s grant application, meets the criteria for the employee as well as the company’s objectives, vision and mission and supports the growth of the company and its employees in a holistic way, within legislative requires.

Roles of an SDF:

  • Facilitator: To facilitate the development of an employer’s skills development strategy
  • Expert: To serve as an expert resource for accrediting the employer as a training provider and for the implementation of appropriate learnerships and skills programmes.
  • Administrator: To complete and submit the
  • Advisor: To advise the employers and employees on the National Skills Development Strategy (NSDS) and on the implementation of the WSP
  • Education and needs evaluator: To assess the skills development needs of the organisation
  • Mediator: To serve as a contact person between the employer and the relevant Seta

What do SDF’s do?

SDF’s work out what the training gaps are in an organisation’s workforce. They then draw up training plans to address those gaps. They consult and advise on all aspects of people development. They interact with appropriate authorities (Seta’s) and claim back cash (grants) for training.

Which companies should appoint an SDF?

As per the Skills Development Levies Act, all employers of organisations that are registered for skills development levy purposes with SARS have to appoint an SDF who must co-ordinate all skills related activities of an organisation.

Assisting Workplaces in Developing a Workplace Skills Plan (WSP)

A WSP is a document in which a company’s skills needs and the various skills development interventions needed to address these needs are listed.

Your SDF should develop and submit a yearly WSP to comply with the current Skills Development legislation in South Africa. A qualified and experienced SDF should do this.

By complying with these requirements, a company can access numerous skills training SETA grants. Yet, to qualify, your company will also have to submit your Annual Training Reports (ATR).

TrainYouCan Accredited Training Network offer the SDF course also known as the Skills Development Facilitator Course both online through elearning and classroom sessions. For pricing and bookings please visit www.coursesdirect.co.za or read the full course detail of the SDF course here.