Electricity and Control May 2024

RESKILLING, UPSKILLING + TRAINING

Transitioning from the NQF to OQSF – the deadline is June 30, 2024 Roland Innes, Group Chief Executive Officer at DYNA Training

S outh Africa is at the threshold of a significant educational and vocational transition as it shifts from the National Qualifications Framework (NQF) to the Occupational Qualifications Sub Framework (OQSF) managed by the Quality Council for Trades and Occupations (QCTO). The CEO of the QCTO, Vijayen Naidoo, has highlighted that the transition is imminent and existing qualifications will not be re-registered. Long anticipated and now close to implementation, the shift carries substantial implications for industries, employers, and training providers now referred to as Skills Development Providers. Qualifications once readily available under the NQF but slated for discontinuation soon in the OQSF framework will present a challenge for companies accustomed to providing specific train ing programmes. The repercussions extend beyond individual learning journeys to the business world, impacting BBBEE score cards. This makes it important for organisations to reassess their training portfolios to ensure alignment with the new OQSF frame work, or to seek suitable alternatives for discontinued qualifica tions, skills programmes, or short courses. Here, training part ners will have a critical role to play in facilitating the transition. The displacement of qualifications One of the main challenges in this shift is the misalignment be tween existing NQF qualifications and the available programmes in the OQSF. Several key qualifications, such as Generic Man agement Levels four and five and Process Manufacturing Level four, lack equivalents in the QCTO. This creates a dilemma for organisations that had planned to enrol learners in these pro grammes, as the deadline for new enrolments is set for 30 June in 2024. The implications of missing this deadline are significant, and learnerships and qualifications that were once standard may no longer fit within the QCTO implementation strategy. This has a cascading impact on workforce planning, learner progres sion, and organisations’ skills development scorecards. Failure to adapt to the new landscape in time could result in penalties, negatively impacting a company’s overall scorecard and its abil ity to achieve its skills development goals. Taking the initiative The approaching deadline is a call to action. Even as questions arise as to whether government will extend the deadline, re register a few qualifications, or allow for continued use of existing learnerships, the ensuing uncertainty only highlights the need for organisations to take the initiative. They need to explore alternative pathways within the OQSF, even if they deviate from Continued from page 26 a regional hub where all these sectors – as well as other commercial businesses – have growing requirements for a QCTO-accredited training provider with a quality approach to adult-based education,” he says. In addition, DEKRA Industrial will be offering its non

their traditional areas of focus. For instance, if a preferred qualification has no OQSF equivalent, considering alternative programmes within the available options becomes the only option. It may be an office management qualification for manufacturing employees, for example, but in the absence of suitable alternatives to the generic management level four and five or the process manufacturing qualification, other routes need to be chosen to ensure continuing skills development. The teach-out period The teach-out provision, allowing learners to complete their learnerships until 30 June in 2027, is a lifeline for those who enrol before this year’s deadline. However, the key is getting learners on board by 30 June 2024. The potential tax benefits associated with learnerships remain uncertain and may be subject to chang es that organisations will need to track closely. In responding to the transition, training providers should en gage with clients, identify gaps in qualification alignment, and present viable options. Communication is key and training provid ers should guide their clients through the transition, ensuring they are aware of the risks and opportunities presented by the OQSF. Towards a robust workforce and economic growth While the transition may impact every sector, the degree of impact varies. Organisations across industries will need to recognise that this is not likely to be a seamless process. Delays, uncertainties, and changes in decision making will be part of the transition. Managing the risks of this shift is now crucial for all involved. The QCTO will be central to ensuring a skilled workforce, driv ing economic growth for South Africa’s national development. Its efforts to standardise, develop, quality assure, and promote lifelong employability are essential for building a resilient and ad aptable workforce that can navigate the challenges and opportu nities of the fourth industrial revolution and beyond. Supporting transformation The transition from NQF to OQSF cannot be ignored, and the 30 June 2024 deadline marks the point of no return in this journey. Organisations need to act now, either by enrolling learners in ex isting programmes or by exploring alternative pathways within the OQSF. Roland Innes, DYNA Training.

For more information visit: https://dyna-training.co.za/

destructive testing and inspection services to the same sectors that DEKRA IOL will be serving: “We will be able to develop client relationships from an adult-based education and training – and an NDT and inspection – perspective,” Mörsner says.

For more information visit: https://dekraiol.co.za/

MAY 2024 Electricity + Control

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