FACTS - Fasset · Based on its learning from NSDS I& II, NSDS III does ... marks to gain admission...

FACTS F A S S E T

Seta for Finance, Accounting, Management Consulting and Other Financial Services.

NEWSLETTER

March 2011

REPUBLIC OF SOUTH AFRICA

higher education & trainingDepartment:Higher Education and Training

WH

AT’S

INSI

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continued on pg4

Minister of Higher Education and Training, Blade Nzimande released the long-awaited NSDS III on the 13th January 2011. NSDS III, which seeks to improve both the effectiveness and the efficiency of skills development, will serve as the blueprint for skills development in South Africa for the next five years.

Minister’s Nzimande’s vision is to create “a skilled and capable workforce that shares in, and contributes to the benefits and opportunities of economic expansion and an inclusive growth path”. However, for this vision to be realized, the DHET, stakeholders and social partners will need to work together to invest in education and training skills.

Despite the inroads made by NSDS I and NSDS II, there is the recognition that the South African economy continues to be constrained by a severe lack of skills, emanating from skills shortages and skills mismatches. This observation is borne out by the country’s declining performance in The World Economic Forum’s Global Competitiveness Reports over a ten-year period. Particularly alarming is the fact that while South Africa was ranked 33rd in 2000, it was only ranked 54th in 2010.

Unlike previous incantations of the National Skills Development Strategy (NSDS), NSDS III is a strategic, rather than an operational document. NSDS III demonstrates high-level, directional-thinking linked to very good mapping to initiatives such as the New Growth Path, the Industrial Action Plan, the outcomes of the Medium-Term Strategic Framework, the Human Resource Development Strategy, sector developmental plans, government’s goals for rural development and the new environment strategy.

In stark contrast to its predecessors, NSDS III is not bogged down by targets and numbers. There is a distinct shift from quantitative measures (targets) to qualitative indicators. Based on its learning from NSDS I& II, NSDS III does not contain any national targets. Where, appropriate, targets will be included in the Minister’s Annual Implementation Plans. Some targets will, however, be contained in the Minister’s performance agreement with President Zuma. Additional targets will be spelt out in the Minister’s 2011 Budget vote Speech.

NSDS III sets a new path for skills development

2 Seta for Finance, Accounting, Management Consulting and Other Financial Services.

FACTSEDITOR’S NOTENadine Kater

2011 has certainly got off to a very brisk start. If the start of the year is

anything to go by, I am sure 2011 will prove another very fast-paced year.

Our CEO’s column, From the CEO’s desk, articulates our CEO’s passion

and enthusiasm for NSDS III. I can confirm with good authority, that the entire

Fasset team is excited about making a difference when NSDS III comes into

effect on 1 April.

Many of the practices and areas emphasised in NSDS III are practices

that have been implemented by Fasset for a number of years now.

Our lead story, “NSDS III sets a new path for skills development,”

makes for compelling reading and provides a very good overview of the

strategy and Fasset’s close alignment to NSDS III. This augurs very well for

the next five years.

“Opening doors for young South Africans,” is a very heart warming story

about Earl Khan, a beneficiary of the Fasset-funded SciMathUS Bridging

Programme. The programme not only enabled him to obtain the requisite

marks to gain admission to university, but based on his matric results; he was

also able to obtain a bursary. He has completed his Bachelors degree in

Accounting. Are there any Fasset employers in the Western Cape, who are

looking for an accounting trainee? Earl would be delighted to hear from you.

“Sixteen Cape Town learners graduate,” serves as another reminder of

the enormous difference that Fasset-funded Work Readiness Programmes are

making in the lives of unemployed accounting graduates. Guest speaker at

the graduation, Mzuvelile Magwanyana, is certainly doing the Bonani Work

Readiness Programme proud.

It has become a Fasset tradition to include profiles on Fasset practitioners.

Benson & Son is in the limelight in this issue. Nic has proved a wonderful

mentor to Fasset learners in his practice. I am sure that you will agree that

Susan Ranyane, Beauty Negota and Zukiswa Seleso are very privileged to

be under Nic’s very capable wings.

“2011/2012 Learnership Cash Grant,” is a must read as the Learnership

Cash Grant (LCG) for 2011/2012 year has changed. The article spells out

the changes very succinctly. In a similar vein, “Assessor/Moderator Grant

2011/2012” helps one to navigate the requirements, effortlessly.

Our lifelong learning calendar will assist you to diarise Fasset lifelong

learning events well in advance.

I hope you enjoy reading this issue as much as I have enjoyed editing it.

Yours in skills planning

Nadine Kater

Fasset COO

INSIDEP1 NSDS and the Seta landscape

P2 Editor’s Note

P3 From the CEO’s desk

P4 NSDS and the Seta landscape

P6 Learnership Cash Grant

P7 Assertiveness Training

P8 In the Business of Changing Lives

P9 Bonani graduations

P10 Opening doors for young South Africans

P10 Benson & Son Financial Services

P12 Lifelong learning calendar

P12 Assessor/Moderator Grant

It seems to be the vogue currently, for editors, to invite celebrities to serve as guest editors. While I certainly cannot claim to be a celebrity, I was absolutely delighted to be invited to serve as “guest editor,” for Fasset’s first quarter 2011 newsletter.

3Seta for Finance, Accounting, Management Consulting and Other Financial Services.

F A S S E T

We have the first three months of 2011 to lay a very strong foundation in

terms of what Fasset is going to be doing for the next five years.

Extremely positive is the fact that for the first time ever, we are now seeing

the integration of education and training and accountability for delivery as

two cornerstones of NSDS III. This aligns very well with the principles that

Fasset has been implementing for the past 11 years.

Other exciting aspects of NSDS III include the recognition of employers,

who have been Best Practice Skills Development practitioners, through the

implementation of the Pivotal Grant.

Very positive too, is Minister Nzimande’s strong support for Setas and

the fact that he is also looking at his responsibility as the executive authority

and wanting to become more accountable for Setas, while at the same time

wanting to make Seta Management Boards more accountable. This bodes

well for the future and is in line with King III.

In line with the Minister/DHET’s desire to play a stronger oversight role,

Fasset has revised its Constitution to ensure alignment to the DHET’s new

framework.

In terms of Fasset aligning itself to NSDS III, very little needed to change.

NSDS III places a very heavy emphasis on research. Indicative of the

importance that is placed on research, NSDS III refers to the development

of a Sector Skills Plan as a core Seta function. Research, specifically the

Sector Skills Plan, is regarded as fundamental to Setas being able to position

themselves as authorities on skills development.

Fortunately, research has always been one of Fasset’s cornerstones.

Fasset’s strong research base and its strategic focus on skills needs within

its sector is very much part of Fasset’s DNA: as a result, Fasset is “naturally”

aligned to the needs of the country and to the NSDS III initiative.

FROM THE CEO’S DESKCheryl James

Exciting too, is the fact through the catalytic funding process, DHET is

starting to recognise the importance of incubator sectors. Fasset is ideally

placed to look after the upskilling and training of all accountants, not only

accountants, within the Fasset sector, but within the economy as a whole. I am

sure that you will agree that Fasset is more than up to the challenge.

Based on the very exciting start to the year, I have every confidence that,

together with all of our stakeholders, 2011 will live up to its promise of being

a very good year.

2011 has started with a bang: Fasset has been re-licensed for the next five years and NSDS III has been launched.

FACTS


As in the past, Setas will enter into service-level agreements with DHET. Indicators and targets set will be in line with skills set and level, to ensure that programmes are relevant. Where applicable, service-level agreements will include cross-Seta collaboration.

NSDS III has a very strong integration focus. Whereas NSDS II, tended to “box” learnerships, ABET and new venture creation, NSDS III seeks to support the integration of workplace training with theoretical training. It also seeks to facilitate the journey from school, college, or university, and even for periods of unemployment, to sustained employment and in-work progress. There is a strong emphasis on linking skills development to career paths and to career development.

Fasset welcomes this approach: Fasset has always viewed skills development holistically: Fasset has a strong track record of supporting learners from Grade 12 to postgraduate level through Fasset-funded Development Projects. It also has a strong track record of supporting unemployed graduates through these programmes.

For the first time ever, there is a strong focus on middle and higher level skills (Goal two). There is also the recognition that South Africa is primarily a knowledge economy, as well as an acknowledgement that there has been an over-emphasis on NQF Level 3 learnerships in the past, with insufficient progression to more appropriate, higher-level skills. The emphasis on intermediate and high level skills augurs well for the Fasset sector, since the lion’s share of Fasset learnerships are at NQF levels 5 and 8.

There is also a focus away from the short courses, unit standard based qualifications to full qualifications, including qualifications offered in professional areas of study. Fasset welcomes the focus on full qualifications. This is something that Fasset has always tried to promote through its Strategic Cash Grant (SCG).

Many of these professional qualifications dovetail with the requirements for the PIVOTAL Grant.

NSDS III will be guided by, and measured against seven developmental and transformational imperatives:• race, • class, • gender• geographic considerations• age-differences• disability• HIV and AIDS pandemic

While Fasset has already addressed the HIV and AIDS pandemic, by ensuring that Fasset-funded Development Programmes include an HIV/AIDS component, the Seta acknowledges that the emphasis on geography will be very challenging, given the emphasis on the production of skills for rural development. Fasset, together with employers and projects partners has always recruited learners from remote rural areas. Despite the best intentions and the best will in the world, the reality is that while Fasset can upskill these individuals, employment opportunities for finance and accounting professionals and auditors do not necessarily exist within a remote, rural context.

NSDS III places a heavy emphasis on relevance, quality and sustainability of skills training programmes, so as to ensure that they are able to impact very positively on poverty reduction and inequality. These concepts are not new to Fasset: Fasset has always focused on all three aspects. Quality and relevance are at the very heart of Fasset’s 100% placement rate on completion of its learnerships.

As for sustainability, Fasset has always stressed the importance of creating a talent pipeline: this is reflected in the range of Development Projects and lifelong learning initiatives that Fasset funds. Furthermore, Fasset’s Lifelong Learning programme, as well as its SCG, have both been offered for the past ten years. The concept of sustainability, which Fasset has had in place, since inception, is now being recognized and promoted as Best Practice.

For first time, under NSDS III, employers will now play a key role in the talent pipeline. Employers are now required to become actively involved in the curriculum. This will ensure that what learners are taught is relevant to the world of work. Fortunately, Fasset employers have always worked very closely with professional bodies, ensuring that the content of Fasset learnerships is closely aligned to actual needs in the world of work.

In addition, there is also a very strong focus on quality assurance of everyone in the pipeline. According to NSDS III, monitoring should not be viewed as an add-on, but an integral part of what institutions, such as Setas do. Again, this is nothing new for Fasset.

It is interesting to note that NSDS III does not refer to catalytic grants, but rather, to catalytic funding. Details of catalytic funding will probably be provided in the Implementation Plan. This funding will be available for unemployed people and for cross-sectoral issues. Fasset is more than up to the task of serving as a cross-sectoral incubator, in partnership with professional bodies, and employers, to train accountants across the board, for the entire economy. Access to catalytic funding will enable Fasset to fulfill this role.

Blade Nzimande

F A S S E T

Seta for Finance, Accounting, Management Consulting and Other Financial Services. 5

NSDS III is underpinned by seven pillars:• Sector strategies• Relevant sector-based programmes• Professional, vocational, technical and academic (PIVOTAL)

programmes• Programmes that contribute towards the re-vitalisation of vocational

education and training• Incentives for training and skills development capacity in the cooperative,

NGO and trade union sectors• Partnerships between public and private training providers, between

providers and Setas and between Setas, addressing cross-sectoral and inter-sectoral needs

• An increased focus on skills for rural development to support government’s prioritization of rural development

NSDS III has set eight goals:• establishing a credible institutional mechanism for skills planning; • Increasing access to occupationally-directed programmes, both

intermediate level as well as higher level professional qualifications; • Promoting the growth of a public FET college system that is responsive to

sector, local, regional and national skills needs and priorities;• Addressing the low-level of youth and adult language and numeracy

skills to enable additional training; • encouraging better use of workplace-based skills development;• encouraging and supporting co-operatives, small enterprises, worker-

initiated, NGO and community training initiatives; • increasing public sector capacity for improved service delivery and

supporting the building of a developmental state• building career and vocational guidance.

Each goal has specific outcomes and outputs. Fasset is already closely aligned to many NSDS III goals. Fasset’s SSP for the period 2011-2016, only requires very minor tweaks.

NSDS III acknowledges that “the real value” of Setas lies in their understanding of labour market issues within their respective sectors. Their core responsibility is to develop Sector Skills Plans (SSPs). In addition, Setas are expected to serve as a credible and authoritative voice on skills within their sector. They are expected to devise interventions that address NSDS III goals, employer demands, and deliver results.

NSDS III acknowledges that in the past, some Setas have found it very difficult to perform at the required level. Going forward, the DHET will monitor Seta functioning and performance. While a comprehensive performance monitoring, evaluation and support system is envisaged, for all education, training and skills development institutions, there will be a particular focus on Setas and public FET colleges.

A task team will be established under the leadership of NEHAWU General Secretary, Fikile Majola. The team will be tasked with improving Seta capacity and their ability to meet NSDS III goals.

Fasset is really looking forward to the next five years. Fasset echoes our Minister’s words: “(We are) confident that NSDS III provides a unique opportunity for our country to achieve some of its goals towards an integrated education and training system, and that, working together, we can achieve the skills revolution that our country so urgently requires”.

FACTS

Seta for Finance, Accounting, Management Consulting and Other Financial Services.6

2011/2012 Learnership Cash Grant

ETQA

& LEA

rNErSH

IpS

The Learnership Cash Grant (LCG) for 2011/2012 year has changed. Two grants will be available, a LCG Entry Grant and a LCG Completion Grant. The grants will be available from 1 April 2011. The Entry and Exit LCGs are incentive grants. They are not meant to cover the total expenses of the learnership.

The criteria for the grants are as follows: • AvailableonlytoSMMEsinFasset’ssectori.e.mustemployless

than 150 people;• Employerscanonlyclaimgrantsforamaximumof10learnersand;• EmployerswhohavepreviouslyclaimedtheLCGCANapplyfor

the Completion LCG on those same learners, provided they comply with the criteria.

Entry LCG• AnEntryLCGcanonlybeclaimedforlearnerswhoareregistered

on a learnership in the 2011 calendar year i.e. registered between 1 January 2011 and 31 December 2011;

• AregisteredlearnermeansalearnerthatisrecordedasregisteredonFasset’s database. No other records of registration will be accepted.

• ThelearnermustberegisteredonaFassetlearnershiporoneofthelearnerships on Fasset’s selected list.

• The duration of the learnership is as indicated by the DHET.Consequently, if a learner has been registered on a one year learnership for two years, the employer may only claim the one year Entry grant.

• TheEntryLCGamountsareasfollows:

Learnership Duration Entry LCG Amount1 year R5 000.002 years R7 000.003 years R10 000.00

For learners with a disability the Entry LCG amounts are as follows:


Completion LCG• ACompletion LCGcanonlybeclaimed for learnerswhohave

successfully completed their learnerships in the 2011 calendar year i.e. completed between 1 January 2011 and 31 December 2011.

• A completed learner needs to be recorded as successfullycompleted on Fasset’s database in order for the grant to be claimed. No other records of completion will be accepted.

• ThelearnermusthavesuccessfullycompletedaFassetlearnershipor one of the learnerships on Fasset’s selected list.

• ThedurationofthelearnershipisasindicatedbytheDHET.Consequently,if a learner takes two years to complete a one year learnership, the employer may only claim the one year completion grant.

• TheCompletionLCGamountsareasfollows:

Learnership Duration Completion LCG Amount

1 year R5 000.002 years R13 000.003 years R20 000.00

For learners with a disability the Completion LCG amounts are as follows:


All queries regarding the Entry and Completion LCGs should be directed to the Skills Planning Department at Fasset.

F A S S E T


Recognising the importance of self-confidence and the ability to manage conflict, change and communication with co-workers, Fasset hosted “Assertiveness in the Workplace” workshops. This is the first time that Fasset has hosted workshops on this topic.

Facilitated by Edge Training Consultancy, the workshops targeted learners, administrators and frontline staff.

Topics included defining, understanding and applying assertive behaviour; dealing with aggressive people; managing conflict and confrontation; dealing

with bullying at work; learning to communicate and listening well; assertiveness and cultural differences; and being assertive in a variety of situations.

Having attended the workshop, delegates now have the requisite skills to assert themselves in the workplace.

The workshops were well-supported with approximately 2 200 delegates registering for the event. Workshops were held in all provinces during the month of February.

Learning to be assertive in the workplace

SKILL

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OpM

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F A S S E T

Fasset is the Sector Education and Training Authority for Finance, Accounting, Management Consulting and Other Financial Services.

086 101 0001 [email protected] www.fasset.org.za

BLA

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ON

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learners completed learnerships... 100% are employed.


FACTS

“Fasset is very cognizant of the fact that the Seta has the ability to empower

individuals and to change lives for the better through skills upliftment initiatives

such as ABET. Empowering individuals with the necessary skills to operate

an ATM unassisted, to read a payslip, to manage their own bank account,

to make a shopping list, to write to family and friends, to obtain a drivers

license, to assist children or grandchildren to complete their homework, or to

communicate in writing with colleagues, is a life-changing experience. Fasset

is very proud and humble to have made a positive difference in learner’s lives

through funding ABET for the past six years,” says Fasset CEO, Cheryl James.

Educational levels in the Fasset sector (Finance, Accounting, Management

Consulting and Other Financial Services sector) are generally quite high. Placed

in perspective, while an estimated 18% of South Africa’s adult population,

aged 15 and above, is illiterate, only 2.1% of employees in the Fasset sector,

require Adult Basic Education and Training (ABET). Despite the relatively low

demand for ABET within its sector, Fasset has funded this initiative since Year 5

(1 April 2004 to 31 March 2005) through its Strategic Cash Grant.

During the past six years:• 92learnerscompletedBasicCommunicationLevel1

• 152learnerscompletedCommunicationsLevel2

• 237learnerscompletedCommunicationLevel3

• 151learnerscompletedCommunicationLevel4

• 85learnerscompletedNumeracyLevel1



• 15learnerscompletedNumeracyLevel4.

“Fasset is very proud of every single ABET graduate. We would like to

encourage you to view this achievement as the first step. For those who have

completed Communication and Numeracy Level 4 the world is truly your

oyster. You now have access to a range of training opportunities, including

Fasset learnerships,” Cheryl explains.

Fasset’s Management Board believes the demand for ABET has now

been met. Funding, which was previously ring-fenced for ABET, will now be

allocated to other strategic areas.

For the last five years Fasset has partnered with Triple E Training Holdings

to deliver ABET. “We are in the business of changing lives. Nothing can be

compared to getting someone to write their own name. Realising that it is their

name is very special,” says Triple E Senior Account Manager, Marinda Clack.

In the business of changing lives

SKILLS DEVELO

pMEN

T

Back: left to right: Triple E Project Administrator, Elsie de Villiers • Triple E Project Administrator, Marco Maree • Fasset Director of Skills Planning, Lauren Derman

Front, left to right: Triple E Project Administrator, Lidia Naude • Triple E Executive Marketer, Marinda Clack • Fasset Skills Planning Assistant, Thandiswa Nduna


F A S S E T

prO

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Marinda says ABET has the ability to transform lives. She recounts how a

learner told her that he was tired of lying to his children. Whenever his children

asked him for help with their homework, he always told them not to bother

him as he was tired. He could not tell his children he could not read or write.

“From the employer’s perspective, the best reason for sending someone

on ABET is to create opportunities for promotion. Skills transfer of this nature

enables organisations to promote from within, particularly for positions such as

a receptionist or filing clerks,” she informs.

Despite the fact that so many South Africans have not been able to

complete their schooling, Marinda says companies expect their employees to

function at a matric level. This is problematic. “I always ask employers whether

they have children. If they answer, ‘yes,’ I ask them whether their children are

intelligent. When they answer, ‘yes’, I suggest we move their child from Grade

7 to Grade 12. They are always horrified at the prospect, and yet, they do

this to their employees on a daily basis”, she observes. Marinda concedes

that “it was often difficult for accounting professionals to recognise and accept

that they had employees who could not read or write. “Some firms initially

believed they did not need training,” she recalls.

Triple E Training always assesses candidates upfront to establish whether

they need ABET, and where applicable, to ascertain the appropriate level,

prospective candidates are often employees, who appear to be struggling or

making mistakes in their daily work. Having completed ABET, Marinda says

employees gain a lot of self-confidence. “I see people walk differently and

even dress differently,” she notes.

Fasset has always subscribed to former UN Secretary General, Kofi Anan’s

view that: “Acquiring literacy is an empowering process, enabling millions

to enjoy access to knowledge and information which broadens horizons,

increases opportunities and creates alternatives for building a better life.” We

encourage employers to encourage and support their employees to embrace

lifelong learning. This is the first step towards creating a better life for all.

It was a very proud moment

for Fasset, Guarantee Trust

Corporate Support Services

(GTCSS), Fasset’s delivery

partner for the Bonani Work

Readiness Programme and the

16 Bonani learners from GTCSS’

Cape Town Academy, who

graduated in December 2010.

Recognising the importance

of young role models, it has

become a well-entrenched

GTCSS tradition to invite past

project beneficiaries to address

learners at Bonani graduations.

Mzuvelile Magwanyana, a beneficiary of the 2007 Bonani Work Readiness

Programme was one of the guest speakers at the Cape Town graduation.

Mzuvelile is a trainee auditor at the Office of the Auditor General. Mzuvelile

is continuing with his South African Institute of Government Auditors

(SAIGA) articles.

Born in Tsolo in the Eastern Cape, Eric completed his schooling in Maclear.

Not only is he the first person in his family to obtain a university degree, but he

is also the first person in his family to qualify as an accountant.

Mzuvelile completed his B.Com Accounting through the Walter Sisulu University.

Passionate and enthusiastic, Eric struck a chord with the Bonani

graduates immediately.

A born mentor, Eric enjoys motivating others and uses every opportunity,

including church and social gatherings to motivate and empower young South

Africans. He also enjoys addressing Bonani learners from time to time.

Mzuvelile urged the Bonani graduates to ensure that they are always

willing to learn. This will stand them in very good stead. It will also enable

them to become the best they can be.

He said the content that they had learnt on the programme was relevant,

not only to the world of work, but in everyday life.

“I learnt how to put my accounting knowledge into practice through the

Basic Accounting course. GTCSS also played a big role in developing my

interpersonal and intrapersonal skills. They taught me how to communicate and

interact with people of different backgrounds and cultures. And they taught me

how to stay motivated,” he recalls.

Computer skills - Ms Excel, Ms Word and Pastel skills taught on the

programme proved very useful when he joined auditing firm, Valentine

Sargeant Blaauwberg in Table View. “It was easy, because I knew what to

do,” he recalls. His proficiency in these programmes has subsequently enabled

him to assist fellow learners at the Auditor-General.

Since completing the Bonani Work Readiness Programme Mzuvelile has

come to realize that “it does not matter where you come from, as long you

dedicate yourself towards becoming the successful person you want to be.”

Mzuvelile joined the Auditor-General in 2010. Within the next five years,

he hopes to be appointed to a management position. “I would love to see

myself having a great impact in the Public sector reporting,” he confides.

Mzuvelile commended Fasset for the excellent work that the Seta is

doing to assist unemployed graduates. He also commended GTCSS staff

for their dedication.

Mzuvelile Magwanyana

Sixteen Cape Town learners graduate

FACTS

Seta for Finance, Accounting, Management Consulting and Other Financial Services.10

At the end of 2010, Fasset agreed to fund another 25 learners on the

SciMathUS Bridging Programme. Offered by the Institute of Mathematics and

Science Teaching at the University of Stellenbosch, the ten-month SciMathUS

Bridging Programme assists African, Coloured and Indian learners to improve

their marks in Science, Mathematics and Accountancy, so as to gain admission to

higher education in Economic and Management Sciences

Fasset has previously funded 25 learners on the programme in 2005/6

andanother25learnersin2008/9.Learnersstudyaccountingatfirst-year

university level, and they also have an opportunity to rewrite Grade 12

Mathematics on the Higher Grade.

“SciMathUS changed my life, quite literally. Before being accepted onto

the programme, I worked as a waiter for a coffee shop. I had no further

ambition and no future. SciMathUS took me in. They not only opened the

door to the University of Stellenbosch, but also the door to a future, and a very

successful one at that,” Earl Khan explains.

Born and raised in Eersterivier, Cape Town, Earl is the eldest of three

children. “Thanks mostly to my mother, a strong and old-fashioned woman, I

attended Parow High where I obtained my Senior Certificate in 2002”.

Earl accepted from a very early age, that his parents did not have the means

to finance his studies beyond matric. “I never harboured any dreams of becoming

anything or anyone professionally. I thought being headboy would always be

my greatest achievement. The plan thereafter, was to go and work and help the

family and help my brother and sister to make something of their lives,” he recalls.

The SciMathUS Bridging Programme enabled Earl to improve his Maths

and Accounting marks significantly. “When I wrote, I obtained a D for Maths

(HG) and an A for Accounting on the Standard Grade (SG). However, when

I rewrote Accounting and Maths, I obtained a distinction for both subjects. I

also obtained a bursary from the university, which covered all of my tuition fees.

From having no career choice, I could choose anything. The choice was easy.

The biggest door that opened, was the door which enabled me to obtain a

Bachelors degree in Accounting,” he reveals.

Earl completed his degree through the University of Stellenbosch in 2010.

Currently unemployed, Earl mentors young South Africans: “I have been

brought up and taught that you have to give back. Mentoring enables me

to share my experiences and my life story. Hopefully, I will be able to inspire

students to realise their true potential. For my part, by listening to the stories of

others, I too, am inspired. These stories help me grow.”

His message to the young South Africans that he mentors is “never stop

believing, not in yourself and definitely not in your dreams.”

Currently unemployed, Earl is looking for articles, preferably in the Cape

Town area. “Due to financial constraints I have been unable to start my

Honours. Most of the firms that I have approached have told me this is a

prerequisite. They have told me that I need to start doing Honours in 2011 in

order to be given a trainee contract,” he explains.

Ambitious and with a bright future ahead of him, Earl hopes to achieve a

great deal within the next five years: “I hope to be able to write CA (SA) behind

my name, and I hope to have started a business. If at all possible, I would also

love to help to run projects for SciMathUS as well as projects at schools”.

Earl says it is very difficult to express his gratitude to both Fasset and SciMathUS

in words: “A simple thank you just does not seem enough. What Fasset and

SciMathUS are doing and have done for young people cannot be explained in

words. My wish is that your partnership never breaks down and that you continue

with the hard work that you are doing. You are an example to many. It is my prayer

that many others will follow the benchmark you have set,” Earl concludes.

Opening doors for young South Africans

prOJEC

TSSME practitioners are developing a pipeline of accounting talent throughout

South Africa. Benson & Son is a case in point. Practice Founder, Nic Benson, believes small practices have a lot to offer

in terms of the kind of training that they are able to provide: “If you work for one of the ‘Big Four,’ you will probably do auditing and pie slice accounting. If you work for a multinational, you will reconcile debtors from ‘a to d’. Someone else will do the next little slice. You will rarely do PAYE, VAT audits, IRP 5s, VAT reconciliation, cash books, debtors, creditors, or stock control, and you will rarely attend meetings with clients. I firmly believe a learner is exposed to a much broader spectrum of business in a small practice.”

EstablishedinAugust1993,Benson&Sonhasaclientbaseofover100SMEs and 600 individual South African tax payers. The client base includes inter alia, a website publisher, stylists, a mining company, insurance brokers, restaurants, farms, guest houses, a modeling agency, engineering companies, catering companies, jewelers, a fabric supplier, an events management

company, a Call Centre Training company, architects, a prosthetics manufacturer, a Maths tuition provider and musicians.

Services include accounting, payroll, company secretarial services, taxation, general consulting and business valuations.

Benson & Son has a staff complement of nine, including three learners on SAIPA learnerships. Susan Ranyane and Beauty Negota will both write the SAIPA PE Exam in May 2011. A third learner, Zukiswa Seleso has recently been signed onto a SAIPA learnership. Nic is considering signing a fourth employee, onto a learnership in the near future.

Nic is very clear about the type of learners that he recruits: “I look for candidates, who do not simply want to fill the day with work, but who want to complete their work and then ask for more.”

Nic believes a learner’s marks are a very good indicator of future performance. For this reason, he always insists on seeing a prospective employee’s credit list: “I want to see their Accounts I, Accounts II, Taxation I

Hats off to Benson & Son

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and Taxation II marks. I am not really interested in Economics or Corporate Law. I am very skeptical about 50% and 51% passes. When you see marks of 50%, you know the learner has been pushed through.”

While some practices tend to give their juniors a lot of “donkey work”, Nic believes this should only be done for the first week, to test perseverance and attention to detail. He recounts how his practice recently assisted a hairdresser, who was five years behind with his financial statements, get up to date. Ntsepiseng Mdalana, a junior in the practice, was assigned the task. “We wrote up everything, including the cash book, petty cash, wages and VAT.

Ntsepiseng’s mentor, Susan, completed the VAT reconciliation once. Thereafter, Ntsepiseng had to get on with it. She may have banged her head for a day, but after sitting down with me, she now knows how to reconcile a VAT account and was able to complete the next four VAT periods,” he explains.

Nic cites a lack of communication skills and life skills among learners, as challenges from a training perspective. “A lot of polishing takes place in the practice. I expect learners to have the technical knowledge. They come to me to learn the application of that knowledge in every day life, and to acquire well-roundedness, polish in communication, an understanding of practice management and the responsibilities associated with running a practice, and what it means to be professional,” he explains.

Susan and Beauty consider themselves very fortunate to be completing their learnerships through Benson & Son. They really appreciate the fact that they are learning, constantly.

“Nic is like a father. He teaches us everything,” Susan explains. She is delighted to be working with a client, who is now operating overseas. “I am now also learning about forex,” she enthuses.

Beauty adds: “I like the fact that I am able to discuss work with my colleagues. If there is something I do not understand, I can go to one of the staff, or even to Nic and discuss it with him. Sharing information helps me grow. Furthermore, because I deal with different clients, I have learnt quite a lot about business.”

Beauty volunteers that she was recruited off the Fasset-funded Bonani Work Readiness Programme delivered by Guarantee Trust Corporate Support Services (GTCSS). She says the programme has given her “the edge”: “The Bonani Work Readiness Programme has proved very helpful. “The programme taught me how to address people and how to conduct myself in an interview.”

While some practices encourage learners to leave once they have qualified, this is not the case at Benson & Son. Benson & Son is a very close knit practice: “Once you nurture someone, you either set them free, or you try and pay them a decent salary. If you have nurtured them and trained them into your ways, they are an asset for your business. At the end of the day I, would rather they stay, but if they leave, they have my blessing.”

Nic acknowledges that some small practices may be reticent to sign learners onto learnerships because our current Labour laws “make employers beholden forever and a day”. He urges these practices to consider a fixed term contract. “If you have worked with someone for three months or six months for that matter, you should know whether that person is employable or not,” he remarks.

Fasset is very cognizant of the considerable contribution that small practitioners are making to develop a pipeline of accounting talent in South Africa. Hats off to Benson & Son and the myriad of other small practices, which have signed, and continue to sign learners onto Fasset learnerships. By working together, we can ensure that our sector is not constrained by the skills shortages that Minister of Higher Education and Training, Blade Nzimande alludes to.

Nic Benson and learners


FACTS

Broad Topic Human Resources and Training

Legislative Leadership and Management

Soft Skills

Target Occupations HR Professionals and Skills Development Facilitators

All Middle and Senior Managers

Learners

March 2011 Budget & Tax Update 2011

April 2011

May 2011 The Role of the SDF and New Developments in Skills Development

Global Economic Trends

June 2011

July 2011 Recruitment and Selection

August 2011 Labour Law for Managers

September 2011 Performance Management

October 2011 Complying with Changes in Legislation

November 2011

December 2011

February 2012 Influencing and Negotiating Skills

March 2012 Budget & Tax Update 2012

In order to support and uphold quality standards in education and training, Fasset offers a grant to an individual who has undergone training to become a registered assessor and/or moderator with Fasset. The training must have been conducted between 1 January and 31 December 2011. The grant opens on 1 April 2011 and closes on 31 March 2012. Applications received before 1 April 2011 will not be considered.

Limited funding is available. Consequently, grants will be processed on a first-come, first-served basis. If a grant application is incomplete, it will be rejected. There will be no query period on the grant applications. Applicants whose grants are rejected may re-apply, provided they re-apply within the

time period stipulated on the grant application form. Each subsequent re-application will be treated as a new application, with the first-come, first-served rule commencing with each re-application.

A maximum of R7 000.00 will be paid. If invoices for a lesser amount are submitted, the lesser amount will be paid. Individuals must be registered as assessors and / or moderators with Fasset, before the grant can be claimed. The grant will only be paid for assessors and / or moderators registered with Fasset for qualifications and / or unit standards that fall within Fasset’s ETQA scope.

For further information contact the Skills Planning Department or access the AMG form which will be on the website as of 17 January 2011.

Calendar of Events 2011/2012

Assessor/Moderator Grant 2011/2012

FACTS - Fasset · Based on its learning from NSDS I& II, NSDS III does ... marks to gain admission...

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