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.

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

What is the purpose of the Skills Development Act?

What is the purpose of the Skills Development Act?

  • The short supply of skilled staff is a serious obstacle to the competitiveness of industry in South Africa. The
  • Skills Development Act of 1998 aims to:
  • Develop skills for the South African work force;
  • Increase investment in education and training, and improve return on investments in those areas
  • Encourage employers to promote skills development by using the workplace as an active learning environment;
  • Encourage workers to participate in learnership and other training programmes;
  • Improve employment prospects by redressing previous disadvantages through training and education;
  • Ensure the quality of education and training in and for the workplace, and
  • Assist with the placement of first time work-seekers

 

What is the aim of the skills development levy?

What is the aim of the skills development levy?

The levy grant scheme, legislated through the Skills Development Levies Act, 1999, serves to fund the skills development initiative in the country. The intention is to encourage a planned and structured approach to learning, and to increase employment prospects for work seekers. Participating fully in the scheme will allow you benefit from incentives and to reap the benefits of a better skilled and more productive workforce.

WHAT IS REQUIRED TO SUBMIT A PROGRAMME FOR APPROVAL THROUGH THE SETA

SETA Accreditation.

What you need to submit a Learning Programme for approval through the SETA.

The following steps are followed in order to submit a learning programme (unit standards) for approval through the ETQA (SETA).

Note: We make reference to the ETQA (Education Training Quality Authority) and not the SETA. The reason for this is because the ETQA Department/Manager within the SETA will review your programme and issue approval. (SETA has different departments who are responsible for different task. The ETQA manager will ultimately approve your programme.)

STEP 1: SETA APPLICATION

 Download the SETA application forms from their website, or contact their ETQA Manager and request the documents.

These documents may include:

-Application document that must be submitted with the programme in order to be processed.

-Include personal and Training Provider contact detail.

-Flow process, summary and matrix copy.

-Checklist that must be completed by the application to ensure all the documentation is correct and in order.

-Administration process (flow processes from printing to uploading)

-OPTIONAL: QMS Policy

 

STEP 2: LIST OF ASSESSORS AND MODERATORS

List of the Assessors and Moderators must be attached.

 

-Must have at least one (1) qualified assessors that is (2) registered with the specific SETA and (3) have a valid letter from the SETA that allows the Assessors to assess in this unit standard.

-Must have at least one (1) qualified moderator that is (2) registered with the specific SETA and (3) have a valid letter form the SETA that allows the Moderators to moderate in this unit standard.

-The Assessors and the Moderator cannot be the same person.

 

STEP 3: IF PURCHASED FROM SOMEONE:

This is “optional” for those individuals who purchased the programme from a third party or developer directory. (Did not develop their own material.)

 

The following information will be required additional with your submission:

-Copy of the purchase agreement that highlight the printing and usage rights.

-Internal moderators report to confirm you have the scope and resources to deliver this programme.

-If this material was previously approved for another training provider, copy/full details of this must also be supplied.

 

STEP 4 : MATRIX AND DELIVERY STRATEGY

Full matrix that include at least the following fields.

Summary:

  1. Unit Standard Number
  2. Unit Standard Description
  3. Purpose of the Unit Standard
  4. Credits with a breakdown of the Notional Hours.
  5. NQF level
  6. Entry Level requirements.
  7. How the CCFO’s was covered and where it is covered in the learning programme.

Detailed:

  1. Unit Standard Number
  2. Specific Outcomes + Numbered
  3. Assessment Criteria + Numbered
  4. Range Statements + Numbered
  5. CCFO + Numbered
  6. Learning Outcomes + Numbered
  7. Theory Notional Hours
  8. Practical Notional Hours
  9. Timeline in classroom
  10. Formative Activity methods
  11. Reference to Formative Activity numbers
  12. Summative Activity methods
  13. Reference to Summative Activity numbers.
  14. Resources, equipment required.
  15. Facilitation method (delivery strategy)

 

STEP 5 : FACILITATORS GUIDE

Detailed facilitator guide that include the following:

-Background of the learning programme.

-Who should attend/minimum entry level requirements.

-Strengths and weaknesses for implementing the programme.

-How feedback will be provided from the learner and from the Facilitator to the Training Provider.

-Sequence/process flow.

-Quality Assurance procedures/legal requirements/safety requirements.

-Time-frames.

-Methods and activity instructions.

-Resources required.

-Formative and Summative instructions.

 

STEP 6 : LEARNER GUIDE

Detailed learner guide that include the following:

-Unit Standard/Programme detail.

-Induction/background

-Purpose of the programme

-Range Statement

-Learner entry level requirements

-Learners with special needs

-Training methods that will be used.

-Tools and resources required for this programme.

-Credit and notional hour’s breakdown.

-Learner support.

-Assessment strategies.

-Formative and Summative activities.

-Navigation through the learner guide.

-Learner rights and responsibilities

-Learner agreement

-Learning map/process flow

-Copy of the unit standard.

-Learning outcomes.

-Assessment Criteria + learning content.

-Learner feedback.

 

STEP 7 : WORKBOOK

Learner workbook that include the following:

-Unit Standard/Programme detail.

-Induction/background

-Appeals policy

-Purpose of the programme

-Range Statement

-Learner entry level requirements

-Learners with special needs

-Training methods that will be used.

-Tools and resources required for this programme.

-Credit and notional hours breakdown.

-Learner support.

-Assessment strategies.

-Formative and Summative activities.

-Navigation through the learner guide.

-Learner registration/CV/ID copy

-Learner rights and responsibilities

-Learner agreement

-Learning map/process flow

-Copy of the unit standard.

 

STEP 8 : ASSESSMENT GUIDE

Reference to unit standard 115755

The complete Assessment guide that consist out of the following sections:

  1. Plan for Assessment.
  2. Preparation of the learner.
  3. Conduct Assessment.
  4. Judgement of the Assessment.
  5. Feedback to the learner.
  6. Review of the Assessment process.

 

STEP 9 : ASSESSMENT MEMO

–Create a separate document calling it the Assessment Memo Cover Page that makes reference to your Unit Standard details, and maybe give it a “confidential” watermark, footnote or disclaimer of some sort.

–Include model answers for each activity/assessment activity in this guide – we’re not recommending any particular format. You may also want to include the following, depending on the topic or structure of your activities:

*Support material and/or references that were provided to the learner – which he/she can use as resources (we mean

resources and references that were given to the learner during the induction or facilitation).

*Observations sheets – these should be in the Assessment Guide already if used previously

*Checklists – to check if the learner’s response is complete or that all required activities were handed in.

*Possible or required sources of evidence – or of course your model answers, or guidelines on how learners were asked or could answer the question.

*Expected quality of evidence – maybe include the amount of pages, size of response, number of words, how many points will be allocated to this activity and so forth.

 

STEP 10 : MENTOR GUIDE

Depending on the type of programme, NQF level and the target group of learner, may the SETA also request a mentoring guide.

Mentor guide is similar to the Facilitator guide, but intended for the supervisor or manager in the workplace to guide them on the instructions and type of exposure the learners should get.

The mentor guide will also be a summary of all the guidelines and instructions given to the learner during the contact sessions for all the summative assessment instructions.

-What the leaner is busy with?

-Instructions provided to the learner during the delivery?

-What the learner should do?

-Period and level of experience required?

-What end-result is expected on completion?

 

STEP 11 : LOGBOOK

The credit calculation of the unit standard is based on a formula (multiple by x 10) that = to the total number of Notional Hours that must be achieved at the end of the learning programme.

Notional Hours consist out of (a) Theory and (b) Practical = Notional Hours.

In order to achieve the “practical” hours, the learner needs to demonstrate how he achieved this, (mostly in the workplace) by means of evidence. (Logbook).

Logbook can be in any form that can provide evidence that the learner (a) had the opportunity to practice the tasks in the workplace and (b) ensure that the minimum notional hours was completed.

ACCREDITATION

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.

What is the purpose of a Workplace Skills Plan – WSP?

What is the purpose of a Workplace Skills Plan WSP?
The Workplace Skills Plan serves to structure the type and amount of training for the year ahead, and is based on the skills needs of the organisation. A good WSP should consider current and future needs, taking into account gaps identified through a skills audit, the performance management system, succession planning initiatives, and any new process or technology changes planned for the year.

Management discusses the company’s goals with employees who in turn commit to the process of achieving these goals. Management gets the opportunity to discover talent as well as skills that they did know that they had.

SDF Course: Skills Development Facilitator