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

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.

What is accreditation?

What is accreditation?

SAQA defines accreditation as:

“The certification usually for a particular period of time, of a person, a body or an institution as having the capacity to fulfill a particular function in the quality assurance system set up by the South African Qualifications Authority.”

Accreditation is awarded to providers who offer outcomes-based learning programmes aligned to the NQF registered unit standards and qualifications. It is given to a provider, usually for a period of three years.

Accreditation must also be seen as an audit process of the provider’s quality system and the learning programme which will be offered. It ensures that learning and assessments result in nationally recognised credits, and ultimately in the achievement of a formal qualification.

Click here to find out more on how to become SETA Accredited Training Provider.

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

What is an Annual Training Report, ATR?

What is an Annual Training Report ATR?

Basically this report consists of all attendance registers, proof of expenditure, training provider used in this report the SETA can establish whether training was done or is in the process of being done.

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.

How do I register as a Skills Development Facilitator with the SETA?
You can use the online Skills Development Facilitator registration form available under the Facilitators (SDF) section of this web-site or contact your regional co-ordinator. Your registration will be acknowledged as soon as it is processed.
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What is proof of expenditure?

Proof of expenditure is very important when completing and submitting your Annual Training Report. Proof of expenditure relates to all training costs that the organization has spent on the employees of the company. If the training was done internally then the organization needs to submit all attendance registers but if the training was done by a training provider than all invoices are required.

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

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

What is a learnership, who qualifies and what are the requirements, roles and responsibilities of the various parties?

What is a Learnership?

A learnership can be described as a training programme that consists of both theory and practical elements. It offers a way for you to gain work experience, as well as an NQF registered qualification. This relates directly to an occupation or field of work, such as engineering or project management.

All learnerships are managed by Sector Education Training Authorities (SETAs). They were introduced by the government to help prepare learners for the workplace. This is done by providing them with the necessary skills.

How Does it Work?

You need to complete a theoretical course, along with practical training, to graduate. The practical training is done at a workplace and involves hands-on, practical learning under the guidance of a mentor. The theory part is provided by a training provider. During the learnership, you will be formally assessed in the classroom and in the workplace.

Who qualifies for a learnership?

Learnerships are available for those who have completed school, college or learning at other training institutions, or for those who are studying part-time. Unemployed South Africans can participate in a learnership programme if there is an employer who is prepared to provide the required work experience.

What does a learner receive on completion? 

During the Learnership, learners will be required to complete assignments, tasks and practical tests and projects. They will be formally assessed in the classroom and workplace.
If all the assignments are completed successfully, they will be awarded an NQF-registered qualification, which is recognized nationally. They will receive a certificate stating the qualification and the area of skill development.

How to find a Learnership

  • Plan a career path.
  • Identify the Learnership that supports the chosen career path. (The Learnership will share the name of the qualification so the educational institution can advise you.)
  • Find out as much information as possible about the Learnership from the educational institution, online and newspaper advertisements.
  • Look for Learnerships on the Career Planet website.
  • Enquire about the requirements for entering the Learnership.
  • Find an employer willing to provide practical work experience. The college or university offering the theoretical part of the training would be one source of this information. If you are at college already you must talk to the Programme Managers.

What is eLearning?

E-learning is a type of learning conducted digitally via electronic media, typically involving the internet.

It can be accessed via most electronic devices including a computer, laptop, tablet or smartphone, making it a versatile and easy way for students to learn wherever they are. E-learning resources come in a variety of forms – from software programmes and digital courses to interactive online platform and apps.

Below are some common types of e-learning methods and the differences between them.

DIGITAL MATERIALS

E-learning can be carried out via the consumption of videos, PDF documents, slideshows and word documents. Thanks to the availability of these resources, it’s incredibly easy for anybody to teach themselves a new skill at their own pace.

ONLINE COURSES

Online courses are often provided by Learning Management Systems (LMSs) and allow learning material to be delivered at a steady rate, organised into sections and chunks to make it easier for the learner.

They often come with interactive materials to allow the learner to test and apply their own knowledge.

VIRTUAL TUTORING

Thanks to the internet, private tutors are no longer as expensive as they once were. Thanks to websites like MyTutor and TutorHub, it’s now easy to find online tutors for any subject at an affordable rate. Lessons are completed via video communication platforms like Skype and Zoom.

APPS & SOFTWARE

Apps and software are nothing new, and many people are discovering the amazing possibilities for self-taught learning through apps they can download right to their phone.

Learning software can also be used both online and off to engage in shared learning courses (as mentioned above) or engage in your own personal learning journey.

E-learning, also referred to as online learning or electronic learning, is the acquisition of knowledge which takes place through electronic technologies and media. In simple language, e-learning is defined as “learning that is enabled electronically”. Typically, e-learning is conducted on the Internet, where students can access their learning materials online at any place and time. E-Learning most often takes place in the form of online courses, online degrees, or online programs. There are many e-learning examples out there, and we’ve covered those in greater detail in our previous articles.

E-learning is a rapidly growing industry, the effects of which we can trace back to the 1980s and even well before that (in the form of distance learning and televised courses) – these will be discussed later in this ebook.

Now that affordable e-learning solutions exist for both computers and internet, it only takes a good e-learning tool for education to be facilitated from virtually anywhere. Technology has advanced so much that the geographical gap is bridged with the use of tools that make you feel as if you are inside the classroom. E-learning offers the ability to  share material in all kinds of formats such as videos, slideshows, word documents, and PDFs. Conducting webinars (live online classes) and communicating with professors via chat and message forums is also an option available to users.

There is a plethora of different e-learning systems (otherwise known as Learning Management Systems, or LMSs for short) and methods, which allow for courses to be delivered. With the right tool, various processes can be automated such as a course with set materials and automatically marked tests. E-learning is an affordable (and often free) solution which provides the learners with the ability to fit learning around their lifestyles, effectively allowing even the busiest person to further a career and gain new qualifications.

Some of the most important developments in education have happened since the launch of the internet. These days learners are well versed in the use of smartphones, text messaging and using the internet so participating in and running an online course has become a simple affair. Message boards, social media and various other means of online communication allow learners to keep in touch and discuss course-related matters, whilst providing for a sense of community.

E-Learning consist of teaching can be based in or out of the Classrooms, the use of computers and the Internet.

E-learning definition is defined as providing Training and development to the Students/Employees through various Electronic media such as the Internet, audio, video etc.

Web-based learning is meant by e-learning which commonly referred to as electronic learning or Virtual learning.

Today people first search for their queries on the internet rather than looking for books or asking someone. Hence, this has led to the Importance of E-Learning in Education.

There are interactive classes and courses on different topics or program or degree that are delivered completely on the net.

Emails live lectures, and video conferencing are some of the mediums that enable the participants to give their views on a particular topic and then discuss them further.

Through video conferencing or live chat, there is a great possibility of discussing different subjects. Static pages like course materials printed for the benefit of all the participants are also made available.