Time To Act on Workplace Skills Plans (WSPs) – 30th April 2022

17 March 2022

The deadline for submitting Workplace Skills Plan (WSPs), Annual Training Reports (ATRs) and Pivotal Plans is fast approaching. These are developed annually, and submissions made with a sector specific SETA, – by a registered Skills Development Facilitator (SDF) on the 30th of April 2022.

Purpose of a Workplace Skills Plan (WSP)

The WSP 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, by considering gaps identified through a skills audit, the performance management system, succession planning initiatives, and any new process or technology changes planned for the year.

WSP Submission Requirements

  • WSPs must be submitted to the SETAs by a gazetted date – 30th of April 2022.
  • WSPs are a product of consultation between management and employee representatives.
  • Annual Training / Implementation Reports (ATRs) must be prepared and submitted to relevant SETA by 30th June each year.
  • WSPs must be prepared in a prescribed format (normally customised by SETAs for

their own specific requirements).

Develop Your WSP in Three Simple Steps

Step 1: Determine what skills already exist in the organisation.

Step 2: Determine which skills need developing.

Step 3: Decide on a plan to develop these skills.

Get Your Money Back from SETA

According to the Skills Development Act (No. 9 of 1999), any company registered in South Africa with an annual total payroll exceeding R500 000 per annum is required to pay a skills levy of 1% of their monthly payroll to SARS. These funds collected by the SETAs are used for education and training in businesses within various sectors, the aim being to expand the knowledge and competencies in a sector for which the SETA is responsible.

 

Identifying Skills Gaps – Bizzco and Supply Chain Smart at Your Rescue!

A skills gap analysis provides valuable information related to skills gaps to help organisations build training plans. The area of supply chain management is often a challenge to determine what skills are needed. Our assessment tool takes away the hard work and simplifies the process.

By using a Skills Gap Analysis (SGA) tool, organisations are able to determine the strengths and weaknesses of the individual in various categories and competencies and make a growth plan to give this valued employee the best chance of success. SGAs can be used for a number of purposes such as identifying skills gaps and short listing for placements.

We go further and are ready with bespoke advisory services including:

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Written by Staff Content Writer, Raymond Moyo.